FEDERAL EMPLOYMENT 

SPANISH-SPEAKING AMERICANS

DOCUMENTS

APR 1 41975 H E A R IN G S

T" J~l L— l—l kXJ lA M rt T

KANSAS STA TE U N IV E R S IT Y BEFORE THE A ll b O O LL 4EE3

SUBCOMMITTEE ON

CIV IL BIGHTS AND CONSTITUTIONAL RIGHTS

OF THE

COMMITTEE ON THE JUDICIARY

HOUSE OF REPRESENTATIV ES

NINE TY -THIRD CONG RESS 

SECOND SESSION 

ON

FED ERA L EMPLOYMENT OF SPANISH-SPEAKING 

AMERICANS

MAY 6 AND SEPTEM BER 17, 1974

Serial No. 58

Printe d for the use of the Committee on the Jud iciary

FEDERAL EMPLOYMENT OF

SPANISH-SPEAKING AMERICANS

H E A R IN G S

BEFO RE T H E

SUBCOMMITTEE ON

CIV IL BIGHTS AND CONSTITUTIONAL EIGHTS

OF THE

COMMITTEE ON THE JUDICIARY 

HOUSE OF REPRESENTATIVES

NINETY -TH IRD CONG RESS

SECOND SESSION

FED ERA L EMPLOYMENT OF SPAN ISH-SPEAKING 

AMERICANS

MAY G AND SEPTEMBER 17, 1974

Se ria l No. 58

\

Printed for the use of the Committee on the Ju dic iary

46-120

U.S. GO VE RN MEN T PR IN TING OF FICE 

WAS HING TO N : 1975
CO MM ITTE E ON TH E JU DIC IA RY

P E T E R W. RODIN O,

H A R O LD D. DO NO HUE , M as sa ch us et ts 

JA C K B R O O K S, Tex as 

R O B E R T W. K A ST E N M E IE R , W isco ns in 

DO N E D W A R D S, Cal ifor nia 

W IL L IA M L. H UN GATE, Miss ou ri 

JO HN CO N YERS, J r., M ich igan 

JO SH U A E IL B E R G . Pe nnsy lv an ia 

JE RO M E R. W A LD IE . Cal if or nia 

W A L T E R FLO W ER S, Al ab am a 

JA M E S It. MA NN , So uth Ca ro lin a 

P A U L S. SA R B A N E S, M arylan d 

JO HN F. SE IB E R LIN G , Ohio 

GEORGE E. DA NIE LS O N , Califo rn ia 

R O B E R T F. DRIN AN . M as sa ch us et ts 

C H A R LE S B. RA NGE L, Ne w Yo rk 

B A R B A R A JO RD AN , Te xa s 

R A Y TH ORN TO N. Ar ka ns as 

E L IZ A B E T H H OLT ZM AN, Ne w Yo rk 

W A Y N E OW EN S, Ut ah 

E D W AR D M EZ VIN SK Y, Iowa

J r., New Je rs ey , Chair m an

E D W AR D H U TCH IN SO N , M ich igan 

R O B E R T M cC LORY, Il linois 

H EN R Y P. SM IT H II I, New’ Yor k 

C H A R LE S W. SA NDM AN , J r., New Je rs ey 

TO M R A IL SB A C K , Il li n ois 

C H A R LE S E. W IG G IN S, Califo rn ia 

D A VID W. DEN N IS , In dia na 

H AM IL TO N F IS H , J r., New Yor k 

W IL E Y M AY NE, Iowa 

LA W R EN CE J. HOG AN , M ar yl an d 

M. C A L D W E L L B U T L E R , V ir gi nia 

W IL LIA M S. CO HEN , M aine 

T R E N T LO TT, M ississ ip pi 

H ARO LD V. FR O E H LIC H , W isc on sin 

CA R LO S J. M OO RH EA D, Cal if or nia 

JO SE PH J. M A It A ZIT I, New Je rsey 

D E L B E R T L. L A T T A , Ohio

J er om e M. Ze if m a x , G en er al C ounse l

Gar ne r J. C l in e, A sso c ia te G en er al C ounse l

H er be rt F u c h s, C o u nse l

W il lia m P. S h a t t u c k. C o u nse l

H. C h r is t o p h e r Nold e, C ounse l

A la n A. P ar k er, C o u n sel

Mauric e A. B ar bo za, C o u nse l

F r a n k l in G. P o l k, C ounse l

T h o m as E. Mooney , C o u nse l

Mic h a e l W. B lo m m er , C o u n sel

A le xan der B. Co o k, C ounse l

A_ (& F . C o f f e y, Jr., C ounse l

C o n sta n t in e J. Ge k a s , C o u nse l

K e n n et h N. K l e e, C ounse l

S ubc om m it te e on Civ il R ig h t s an d Co n stit u tio n a l R ig h ts

DO N E D W A R D S, Califo rn ia , C hair m an

JE RO M E It. W A LD IE , Cal if or nia 

P A U L S. SA R B A N E S. M arylan d 

R O B E R T F. DRIN AN , M as sa ch us et ts 

C H A R LE S B. RAN GEL, Ne w Yor k

C H A R LE S E. W IG G IN S, Califo rn ia 

R O B E R T M cC LORY, Il linois 

M. C A L D W E L L B U T LE R , V ir gi nia 

T R E N T LO TT, M ississ ip pi

Ala n A . P a r k e r, C o u nse l

R u th O. R o b in so n, A ss is ta n t C o u nse l

A rde n B. S c h e l l , A ss is ta n t C ounse l

L in da C h avez, S ta ff A n a ly st

Mic h a e l W . B lo m m er, A sso c ia te Counse l

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C O N T E N T S

Hearings held on— 

P a g e

May 6, 1974_________________________ _1 September 17, 1974----------------------------------------------------------------- 77

Testimonyof— Kator, Irving, Assistant Executive Director, U.S. Civil Service Com­ mission, accom panied by Higinio Costales, Director, Federal Spanish-speaking pro gra m----------------------------------------------------- 2 Prepared sta temen t_______________________________________ 47 Shelton, Edward E., Director, Office for Equal Opportunity, Depart­ ment of the Interior, accompanied by Ru th A. Graham, Assistant Director; Mary Wright, Assistant to the Assistant Director; and Jess Quintero, Spanish-speaking program coordinator------------------ 78 Prepared sta tem ent_______________________________________ 82 Valenzuela, Edward, president, IMAGE, accompanied by Dianna Smith and Emanuel Fierro__________________________________ 50 Prepared s tat em ent_______________________________________ 57

Additional statem ents— Imand t, William Bac6_________________________________ ______ 07 Railsback, Hon. Tom, a Represe ntative in Congress from the State of Illinois___________________________________________________ 132 Tunney, Hon. John V., a U.S. Senator from the State of California----- 45 Van Deerlin, Hon. Lionel, a Representative in Congress from the State of California---------------------------------------------------------------- 28

Correspondence— Chavez, Gilbert, president, IMAGE, letter with enclosure, March 15, 1974, to Secretary Rogers C. B. Morton ----------------------------------- 85 Morton, Hon. Rogers C. B., Secretary of the Interior, letter and decision, September 3, 1974, to Gilbert Chavez____________ ____ 87

Additional m aterial— Federal Personnel Manual Systems Letter, and atta chm ents, U.S. Civil Service Commission, Jan uary 23, 1973, FP M letter No. 713- 18_______________________________________________________ 3 Federal Personnel Man ual Systems letter, and attachm ent, U.S. Civil Service Commission, April 5, 1974, FPM letter No. 713-23______ 8 Followup visits on EEO Spanish-surnam ed program, Denver are a__ 120 “ Report of the Sta tus of th e Spanish-Speaking Pro gram” --------------- 15 “ Upward Mobility Actions of Selected Agencies,” and atta chm ents, U.S. Civil Service Commission_______________________________ 37

Appendix— Exhibit 1—The De partm ent of the Interior, EEO Conference, “New Horizons for Spanish-Speaking American Citizens” _____________ 133 Exhibit 2—Department of the Inter ior EEO Conference, 1973, *,Equal 

Opportunity for All-Managem ent’s Challenge NOW ”-------------------- 166

Exhib it 3—Department of the Interio r, Office of Equal Opportunity, Oflice of the Secreta ry_______________________________________ 214 Exhib it 4—Department Manual, Department of the In terio r_______ 334 Exhib it 5—National Equal Employment Opportunity Guidelines, Fis ­ cal Yea r 1975_________________________________________________ 291 Exhib it 6—Memorandum, “Imp leme nting the Pre sid ent’s Sixteen-point Pr og ram” ____________________________________________________ 343 Exhibit 7—Report of the First National Conference on Minority Pa r­ ticip ation in Ea rth Science and Mineral Engineering. Jun e 1972_ 36G

Exhibit 8—Examples of Bure au Accomplishments in Implementing the Spanish-Speaking Pro gra m___________________________________ 526 Exhibit 9—Spanish Surnamed Employment in the Fed eral Govern­ ment, May 1973____________________________________________ 53®

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FEDERAL EMPLOYMENT OF SPANISH-SPEAKING 

AMERICANS

MONDAY, MAY 6, 1974

H ou se of R ep re se nt at iv es ,

Civ il R ig hts an d C onst it uti onal R ig hts S ub co mmit te e

of t h e Com m it te e on t h e J ud ic ia ry ,

IFosAmgtfon, D.C.

The subcommittee met, purs uant to notice, at 10:05 a.m., in room

2226, Rayburn House Office Building, lion . Don. Edward s [chairman 

of the subcommittee] presiding.

Pres ent: Representatives Edwards, Drinan, and McClory.

Also present: Alan A. Parker, counsel; Linda Chavez, staff analyst; 

and Michael W. Blommer, associate counsel.

Mr. Edwards. The committee will come to order. The Civil Rights 

and Constitutional Rights Subcommittee of the House Committee on 

the Judiciary meets th is morning to hear testimony on an issue of 

special importance to this Nation’s 12 million Spanish-speaking persons. I n its continuing oversight of equal opportunity in Federal employment, th e subcommittee today looks at the problems which Span ­

ish-speaking Americans have encountered in obtaining jobs in the 

Federal Government.

Two years ago, we examined the Federal employment problems of 

the Spanish speaking and concluded that, despite a great deal of publicity to the contrary, Spanish-speaking persons have not made significant gains in Federal employment in the period 1970 to 1972. The 

subcommittee issued a unanimous bipartisan report of its findings and 

made a series of recommendations at that time. We will attempt to 

determine during the course of this series of hearings, whether, in fact, 

any progress has been made in solving the Federal employment problems of the Spanish speaking. The most recent employment statistics, 

which will be presented by the Civil Service Commission this morning, 

indicate tha t Spanish-speaking persons have still a long way to go 

before they achieve full equal employment opportunity in the Federal 

Government.

We have with us now, Mr. Irving Kator, Assistant Executive Director of the ILS. Civil Service Commission, accompanied by Mr. Higinio 

Costales, director of the Federal Spanish-speaking program. Both Mr. 

Kator and Mr. Costales testified before the subcommittee in March 

1972. At tha t time, Mr. Costales had just recently been appointed 16- 

point program director. The 16-point program was initiated by President Nixon in November 1970 to address the Federal employment needs 

of Spanish-surnamed Americans.

We look forward to your testimony, gentlemen. You may proceed.

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TESTIMONY OP IR VIN G KATOR, ASSISTANT EXECUTIVE DIRE CTOR, U.S. CIVIL SER VIC E COMMISSION, ACCOMPANIED BY

HIGINIO COSTALES, DIRE CTOR, FE DE RA L SPA NIS H-SPEA KING

PROGRAM

Mr. Kator. Thank you. Mr. Chairman.

I appreciate the opportunity to appear before your subcommittee 

to testify on the Federal employment situation of Spanish-speaking 

Americans. As you indicated, Mr. Higinio Costalse is here with me. 

He is director of the Federal Government’s Spanish-speaking pro ­

gram, and has prim ary responsibility for providing leadership to 

Federal agencies in carrying out the President’s program of equal 

opportunity for the Spanish speaking.

Mr. Costales had just come to the Civil Service Commission at the 

time that we testified before this subcommittee in 1972, and has been 

a tremendous assistance to us in making progress on the Spanishspeaking program.

Mr. Chairman, it is just over 2 years since we testified on the 

status of the Spanish-speaking program before this subcommittee. 

I would like to take this opportunity, therefore, to provide a brief 

update on the major program activities undertaken since tha t time. 

At the time of our previous testimony, the Equal Opportunity Act 

of 1972 was on the verge of enactment and was enacted March 24, 

1972. This gave us new authority and additional funds to strengthen 

our total Equal Employment Opportunity effort, including the Span ­

ish-speaking progi'am.

To take stock of progress made on the Spanish-speaking program 

since its inception in November 1970. the Civil Service Commission 

durin g 1972 undertook a comprehensive studv to evaluate the effectiveness of Federal agency efforts in this area. We made onsite reviews 

at agency headquarters and at field installations throughout the 

Nation.

The study showed many positive actions and accomplishments but 

it was clear from the study that the overall effort needed to be strengthened to achieve program objectives. A need for more affirmative leadership and guidance from headquarters to field installations was 

disclosed as well as a need for equal employment opportunity action 

plans to include specific items relating to the employment of the 

Spanish-speaking.

As a result of these and other findings, the Commission issued an 

instruction to Federal agencies on January 23, 1973. that is. Federal 

Personnel Manual Eetter 713—18, to inform them of the findings of 

the studv and to direct them to take specific actions to overcome the 

program deficiencies which had been identified.

Mr. E dwards. Do you have a copy of that letter, Mr. Kator. Manual 

Letter 713-18?

Mr. Kator. Yes: we do.

Mr. Edwards. W ould you provide it for the record?

Mr. Kator. T Avould be delighted to do so.

Mr. Edwards. Without objection, it will be included.

[FP M Letter No. 713-18 follows:]
3

F ederal Personnel Manual System Letter

U.S. Civil Service Commission, 

Washington, D.C., January 23, 1973.

FPM Letter No. 713-18. Subject: Equal Employment Opportunity—Implementing the Spanish-Speaking 

Program.

HEA DS OF DEP ARTM ENTS AN D IN DEPE ND EN T E S TA B LIS H M E N T S

1. On November 5, 1970, President Nixon committed the Federal Government as a responsible employer to a Sixteen-Point Program to assure equal oppor­ tunities in Federal employment for Spanish-surnamed Americans. Attachment 1 to this Letter is a copy of the original White House press release announcing the program. This effort is a pa rt of the Federal Government’s equal employment opportunity program. To evaluate the effectiveness of agency efforts in implementing the program, the Civil Service Commission undertook a special study to assess overall progress at agency headquarters level and at the installation level. Findings of the study are based on narrativ e reports and on a series of on-site evaluation reviews con­ ducted by the Commission at 77 Federal field installations throughout the 

nation.

2. Purpose The purpose of this letter is to let you know the findings of the study and to inform you of the specific actions that should be taken in implementing the Six­ teen-Point Program to overcome the program deficiencies identified. The agency action steps listed below should be reviewed and considered in the light of each agency’s Sixteen-Point Program accomplishments and each should be properly reflected in the agency’s affirmative Equal Employment Opportunity Plan of 

Action.

8. General Summary The review of agency efforts showed many positive actions and that solid accomplishments had been achieved, but tha t overall efforts need to be furth er strengthened in order to achieve the nationwide program objectives. Demon­ stra ted commitment to the program in all agencies is essential and strong leader­ ship from the headquarters level needs to be reflected by specific guidance issued to subordinate units. This will result in increased efforts in field installations. These findings emphasize tha t we must view this effort with the same sense of urgency that prevailed at the inception of the program. Within this context, we must assign high priority to the President’s Sixteen-Point Program and com­ municate this sense of urgency to field managers in a timely and specific manner. Field managers must recognize that their personal involvement in assuring equal opportunities for the Spanish-surnamed is essential for effective implementation 

of the program.

Appointment of Spanish-Speakiny Proyram Coordinators

To assure that the Sixteen-Point Program is fully implemented as an integral par t of the agency’s overall Federal Equal Employment Opportunity Program, each agency should appoint a Coordinator for the Sixteen-Point Program on the staff of the Director of Equal Employment Opportunity. The Coordinator may serve in this capacity on either a full-time or part-time basis, depending on the size and needs of the agency. Normally, we would expect departments and large independent agencies to establish a full-time position for this purpose. Smaller agencies may designate Coordinators on a part-time basis and these part-time Coordinators should also be responsible to the Director of Equal Employment Opportunity insofar as their Sixteen-Point Program activities are concerned. Agencies should also determine needs for program coordination at field offices or installations located in or near Spanish-speaking population centers, and designate full-time or part-time Sixteen-Point Program Coordinators to work with Equal Employment Opportunity Officers. Attachment 2 to this Letter de­ scribes the role of the Sixteen-Point Program Coordinator. The Coordinator should serve as the principal staff advisor and focal point for program direction. He should advise the Director of Equal Employment Oppor­ tun ity or the Equal Employment Opportunity Officer on the special concerns of the Spanish-speaking and ensure that specific actions are taken to provide equal opportunity for the Spanish-speaking in connection with programs of recru it­ ment, training, promotion, upward mobility, etc.
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5. Agency Action Steps

Immediate steps should be taken by headquarters offices to follow up oh local 

implementation of the Spanish-Speaking Program and to identify problems and 

direct necessary action. Our studies suggest tha t particular attention should be 

focused in those geographical areas where sizable concentration of Spanishsurnamed Americans would appear to represent a relatively untapped recruitment source for the kinds of skills and abilities needed in Federal installations. 

This should be given specific consideration as agencies develop recruitment plans 

in the future. At the same time, implementation of the program should be intensified on a nationwide basis.

To avoid communication breakdowns which have apparently occurred at intermediate or regional levels, agencies must assure themselves th at regional and 

intermediate level officials are aw are of their responsibilities for providing guidance on the Spanish-Speaking Program and for evaluating progress at the field 

installations.

6. Agencies should continue to review traditional staffing and recruitment 

practices to identify and correct those which may act as artificial barriers in 

providing equitable opportunities to all persons, including Spanish-sumamed applicants. As part of its overall EEO responsibility, each agency should make a 

critical review of agency employment practices with particular attention given to 

assuring that (1) positions tha t can be reengineered to trainee levels are not 

being filled at the journeyman level; (2) work experience is given adequate 

consideration in job qualification requirements and tha t formal education is 

not being overemphasized; (3) persons with knowledge of the Spanish language 

are being recruited to fill positions requiring such knowledge; and (4) recruitment and referral practices are designed to tap Spanish-surnamed resources at 

local levels where significant numbers of Spanish-speaking citizens are concentrated.

7. The flexibilities of special entry programs such as the Veterans Readjustment Appointment Authority should be reemphasized to assure that they are 

fully understood and used in opening avenues to Federal employment. In many 

instances, the failure to establish entry level positions has precluded effective 

use of Veterans Readjustment Appointments. In other instances, failure to contact all veteran sources and inform them of the VRA authority has resulted in 

limited progress in this area. Agencies should take whatever special steps are 

necessary to assure that the returning Spanish-speaking as well as other veterans 

are informed of employment opportunities available under this authority.

8. Agencies should make sure tha t their use of the Cooperative Education 

Program includes consideration of college students from all groups. Agreements 

with universities that have significant Spanish-speaking student enrollments as 

well as other universities should be considered.

9. Agency equal employment opportunity action plans at all levels should include action items tha t reflect full applicability of the action plans to the Sixteen 

Point Program. Numerical goals and timetables are recommended where they 

will contribute to the resolutions of equal employment opportunity problems. CSC 

Bulletin 713-25 on the new requirements for action plans under the EEO Act of 

1972 cites examples of the kinds of items applicable to the Spanish speaking.

10. Agency recruitment practices should be reviewed to assure that recruitment teams, as appropriate, include members who are Spanish-speaking and 

have knowledge of the Spanish-surnamed recruiting sources. Agency headquarters offices should instruct their field installations on the proper use of selective 

factors in requesting certification of eligibles for positions involving contact 

with Spanish-speaking citizens. Proper documentation of need was identified 

in our special study as an area requiring fu rthe r improvement.

11. To avoid misunderstanding, agencies should review their supervisory and 

management training programs to assure tha t the -Sixteen-Point Program is not 

viewed as a separate equal employment opportunity program, but as a special 

emphasis effort within the context of a total EEO program to assure all citizens 

equality of opportunity without regard to race, color, religion, sex, or national 

origin.

12. So that we may share current information on the program with your agency, 

please send us the name and mailing address of the person(s) you designate as 

the Coordinator for the program a t the headquarters level. Please send this information to Mr. Iliginio Costales. Director. Office of Spanish-Speaking Program, 

Civil Service Commission, Room 7H10, 1900 E Street, NW., Washington, D.C. 

20415.

Bernard Rosen, 

Executive Director.

Attachments.
5

Attachment 1

Office of th e Whi te House Presr Secretary,

Novem ber 5,1970.

The Preside nt today announced the initiation by the Civil Service Commission 

of a sixteen-point program to assist Spanish-speaking A merican citizens who are 

inte rested in joining Feder al civilian service.

This program is a follow-up to the statem ent the Pre sident made in his Jul y 30 

press conference in Los Angeles welcoming interested and qualified Spanish-, 

speaking persons who have an intere st in Federal employment.

The sixteen steps which Civil Service Commission Chairman Robert E. 

Hamilton will begin immediately to und ertake a re as follows :

1. Appoint a full-time official in the Civil Service Commission who will provide 

advice and assistance on ma tters relatin g to Spanish-surnamed population to 

ass ure full application of the EEO program in all Fed eral agencies to t his group.

2. Begin an intensified d rive to r ecruit Spanish-surnamed persons, particular ly 

for identified public c ontact positions, in are as of heavy Spanish-speaking populatio n, including the Southwestern states and in Chicago, Detroit, and New York, 

and cer tain other m ajor metropolitan areas.

3. Use specialized recruitment terms, to include Spanish-speaking persons, 

for college recruitment, par ticula rly at colleges with heavy Spanish-speaking 

enrollments.

4. Begin work immediately with OEO, DIIEW . IIUD, Labor to find ways to e nhance opportunities at all levels for Spanish-surnam ed Americans in programs 

dealing with the Spanish-speaking population as well as in other programs and 

in key occupations.

5. Step up rec ruitment for Cooperative Education Pro gram at colleges with 

significant numbers of Spanish-speaking studen ts to permit entry from FSEE 

registers w ithout necessity of writte n examination.

G. Emphasize to Fed eral agencies ava ilab ility of selective placement on biling ual basis so Spanish-speaking persons may be reached for appointment to 

positions dealing with the Spanish-surnamed population.

7. Hold an EEO conference of Federal managers and equal opportunity officials in the Southwest designed to as sure equal opportu nity for Spanish-speaking 

persons in employment and upward mobility in Federal agencies.

8. Develop plans for Federal agencies und er CSC are a office leadership to work 

with high schools in Spanish-speaking are as to make known job oppo rtunities 

in the Federal Government and to counsel and to encourage studen ts to stay 

in school.

9. Hire for summer employment in Fed eral agencies high school and college 

teache rs from schools serving Spanish-speaking studen ts to give them und erstanding of the Fed eral Government which they can rel ate to students.

19. Make special effort to inform Spanish-surnamed veterans of ava ilab ility 

of non-competitive appo intm ents for Vietnam Area Vete rans including GS-5 

level.

11. Require Federal agencies to review their EEO action plans and minority 

employment figures and make any necessary revisions to assure the full applicability of the plans to Spanish-surnamed population.

12. Review with agencies staffing of EEO program to make sure th at there 

is und erstanding in the prog ram of th e special problems of the Spanish-speaking.

13. Provide additional tra ining programs on EEO and personnel management for Federal m anagers in areas of Spanish-speaking population.

14. With the Department of Labor, explore the feasibility of establishing an 

Intergovernm enta l Tra ining Fac ility for upw ard mobility and skills traini ng for 

Federal, sta te and local careers in the Southwest, probably in San Antonio.

15. Collect necessary data and broaden analysis of minority statistics to bring 

out special information relati ng to employment and upw ard mobility of Spanish-surnamed persons in th e Federal Government.

16. Require EEO rep orts from agencies to reflect special information on 

Spanish-surnamed persons and include in the CSC agenda for EEO evaluation questions direc ted at particular problems relating to employment and 

upward mobility of Spanish-surnamed persons.
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A ttac h m en t 2

TH E ROLE OF TH E SIX TE EN PO INT PROGRAM COORDINATOR

(Coordinator for Spanish-Speaking Program)

There is only one Equal Employment Opportunity Program applicable to all 

citizens. Within this program, necessary steps must be taken to assure that 

Spanish-surnamed Americans have a full and fair opportunity to compete with 

their fellow Americans for employment and advancement in the Federal service.

The primary role of the Coordinator should be to serve as the focal point within 

the agency fo r implementation of the Sixteen Point Program. In this role, the 

Sixteen Point Program Coordinator should advise agency management and the 

Director of Equal Employment Opportunity on the special employment concerns 

of the Spanish-speaking citizens and on the necessary actions required to effectively accomplish the goals of the Sixteen Point Program. To assure continuity 

and coordination of the total equal employment opportunity effort, the Sixteen 

Point Program Coordinator should be responsible to the Director of Equal Employment Opportunity at the agency headquarters level, or the Equal Employment Opportunity Officer at subordinate agency levels, in so far as the Sixteen 

Point Program activities are concerned.

Specific activities which will permit the Coordinator to meet his or her responsibilities are the following:

(1) Provide effective leadership and guidance to agency managers and supervisors on their responsibilities in implementing the Sixteen Point Program. 

Equal Employment Opportunity is the responsibility of the manager and it is 

he who is ultimately responsible for the success or failure of the program. The 

personal involvement of the head of the organization most assuredly is needed, 

but program responsibility is shared by every line manager and supervisor in 

the organization.

(2) Serve as the agency’s resource person and principal staff advisor on the 

unique concerns of the Spanish-speaking. The Coordinator must actively participate in the development and implementation of the agency’s national, regional, 

and local Equal Employment Opportunity plans so tha t specific action items 

directed at implementing the Sixteen Point Program are included in the plans.

(3) Assure that effective relationships are established and maintained with 

Spanish-speaking organizations and groups, including those representing Spanish­ speaking women, in order to obtain their cooperation and advice on the agency’s 

efforts to reach all Spanish-speaking manpower sources.

<4) Participate as a representative of the agency a t meetings and conferences 

held by civic groups and Spanish-speaking organizations, such as LULAC. American GT Forum, SER, ASPIRA. etc., which are interested in improving the employability of the Spanish-speaking American. Maintain close liaison with Sixteen Point Coordinators from other Federal agencies through associations of 

Federal managers such as Federal Executive Boards, Federal Executive Associations. and Federal Personnel Councils.

(5) Assist in assessing the agency’s Spanish surnamed employment situation 

so that employment patterns might be identified and participate in solving the 

problems identified through the development of employment goals and timetables where they will be useful in encouraging affirmative action. At the headquarters or regional levels assure tha t effective specific guidance and direction 

to field installations is developed and disseminated in a timely manner and that 

effective mechanisms for followup on implementation are instituted.

Participate in special studies of agency emplovment practices to ascertain 

whether there are systemic harriers which have the effect of limiting opportunities 

for Spanish-speaking citizens. Such special studies should include internal evaluations and planned assistance visits to subordinate components of the agency, 

and Coordinators should he members of teams involved in these activities.

(7) Review agency training courses to assure tha t they include information 

on the Sixteen Point Program and participate in the development and implementation of unward mobPitv train ing and education programs required hv E.O. 

11 <*78 and the EEC Act of 1972.

The person designated as the Sixteen Point Coordinator must he aide to deal 

effectively in the organization and in the EEO program function including 

advice and counsel to management on proper and effective efforts to implement 

the Sixteen Point Program. Persons designated as Coordinators should be able 

to deal effectively with Spanish-speaking organizations.
i

Mr. K ator. Departments and agencies were directed, for one thing, to appoint Spanish-speaking program coordinators at headquarters and field levels to serve as principal staff advisers and focal points for direction of the Spanish-speaking program. Agencies were further directed to review their staffing and recruitment practices to assure that there were no unnecessary barriers to employment and tha t they tapp ed all sources of Spanish-speaking persons in recruitment efforts; to identify public contact positions calling for bilingual ability; to use Spanish-speaking recruiters on recruitm ent teams; to make par­ ticu lar use of flexibilities on the cooperative education and veterans readjustment programs as avenues for entry into Federal employment; to develop goals and timetables where they would help overcome identified problems; to provide special training for managers on actions they should take to assure equal employment opportunity for Spanish speaking; and to make sure that action plans addressed the equal employment opportunity concerns of the Spanish speaking. To assist agencies in tak ing these actions, the Commission increased its staff at headquarters and in the field and as a result was able to increase its program guidance by a variety of means such a s: Publish­ ing a monthly newsletter to help Spanish-speaking program coordi­ nators carry out their duties as effectively as possible. It is entitled La Mesa Redonda. Conducting monthly meetings of Spanish-speaking coordinators to exchange information and ideas on solving problems. Let me point out, Mr. Chairman, at this point tha t prior to the issuance of the FPM letter to which I referred, the agencies did not have Spanish-speaking coordinators. Another step was designing numerous training courses and seminars covering the Spanish-speaking program: developing a guidebook for coordinators outlining their program responsibilities: developing a comprehensive Spanish-speaking recruitment sources booklet. This was a Civil Service Commission Bulletin 713-33, and its purpose was to inform Federal agencies on how best to recruit Spanish-speaking per­ sons. Another step was publishing bilingual pamphlets designed to assist Spanish-speaking job seekers and help agency recruitment efforts. Another step was reviewing agency affirmative action plans at headquarters and regional levels to make sure that the plans are responsive to the equal employment opportunity problems of the Spanish speaking: and finally, developing revised evaluation guide­ lines for use by Commission evaluators and agency personnel in evaluating the Spanish-speaking program. We also stepped up our evaluation of agency efforts, adding con­ siderable staff to this activity. We strengthened our field capability to work with Federal installations on the Spanish-speaking program, providing more onsite guidance, developing training programs, con­ sulting with Spanish-speaking groups, and undertaking a variety 

of additional efforts. In addition to these and earlier efforts, the Civil Service Commis­ sion took other actions to assure accomplishment of the objectives of 

the Snanish-speaking program.

In September 1972, Commission Chairman Robert E. Hampton asked the heads of the 10 largest Federal agencies, whose total work 

force comprises over 90 percent of Federal employment, to view the 

Spanish-speaking program with the sense of urgency tha t had existed at the outset of the program and to give the program their personal
8

attention. He directed them to name Spanish-speaking program coordinators who would serve on a full-time basis. In the same communication, Chairman Hampton called on agencies to give particular 

attention to increasing employment opportunities for Spanish-speaking Americans in the State of California where there appeared to be 

skills in the Spanish-speaking work force which were not being fully 

utilized by Federal agencies.

In Jul y 1973, Chairman Hampton began a series of consultations 

with leaders of Spanish-speaking groups. During the year he met 

several times with the national leaders of LULAC, IMAGE, American GI Forum and SER. As a result of these meetings furthe r positive 

actions have been taken and additional ones are being initiated.

Among these are: A new instruction to Federal agencies has been 

released, and Mr. Chairman, with your permission, I would like to 

insert this into the record. This is FP M Instruction 713-23.

Mr. Edwards. Without objection, it will be so included.

Mr. Kator. Thank you.

[FP M letter No. 713-23 follows:]

Federal P ersonnel Manual System Letter

United States Civil Service Commission,

Washington, D.C., April 5,197}. FPM Letter No. 713-23.

Su bjec t: Equal employment oppo rtun ity— Spanish-speaking program.

HEADS OF DEPA RTMENTS AND IND EPE ND ENT ES TA BL ISHM EN TS

Purpose

1. The purpose of this l etter is to provide additional guidance and direction to 

assist agencies in producing a viable, resu lts-oriented Equal Employment Opportun ity Program to assure th at the special needs of the Spanish-speaking persons 

are met in respect to F ederal employment.

Program Guidance

2. Federal Personnel M anual L etter No. 713-18 dated Jan ua ry 23, 1973, directed 

agencies to take specific action s in implementing the Spanish-Speaking Program. 

To ass ist agencies in taking these actions, the Commission has stepped up its 

program guidance efforts by :

Publishing a monthly new sletter. La Mesa Redonda, to help agency SpanishSpeaking Prog ram coordin ators car ry out their duties as effectively as 

possible ;

Conducting monthly meetings of coordinators to exchange information and 

ideas on solving problems ;

Designing a special tra ining course to prepare coordinators to assist 

th eir resjiective agencies in planning outreach efforts, developing EEO affirmative action plans, esta blishing liaison with community groups, et c. ;

Developing a comprehensive Spanish-speaking recruitment sources booklet (Civil Service Commission Bulletin 713-33) ;

Publishing bilingual pamphlets designed to ass ist Spanish-speaking job 

seekers and agency recru itm ent efforts ;

Reviewing agency affirm ative action plans at hea dquarters and regional 

levels to make sure that the plans are responsive to the employment concerns 

of Spanish-speakin g; and

Updating program evaluation guidelines for use in agency reviews by the 

Burea u of Personnel Management Evaluation.

3. As a result of overall agency efforts the Federal employment statistics of 

Spanish-speaking Americans a re beginning to show a risin g trend. As of May 31, 

1973. the percentage of Fed erally employed Spanish-speaking Americans was 

3.1%. an increase from 2.9% in May 1970, or a total of 4.275 jobs. (During this 

period, total full-time Federal employment decreased by 6S,000 jobs.)

Review o f Agency Efforts

4. Our review of agency efforts during the past year, however, shows th at 

while the re have been many positive actions, there are cer tain areas and tech-
9

ni qu es th a t ca n be im pr ov ed if th e na tion w id e pro gra m ob ject ives a re to be 

ac hiev ed . In ge ne ra l, th e m ai n are as th a t ca n be st re ngt he ned a r e :

Age nc y Su pp or t an d Direc tio n to Spa ni sh -S pe ak in g Pro gr am C oo rd inat or s

Pro vi di ng suffi cie nt tim e an d tr ain in g to Spa ni sh -S pe ak in g Pro gra m co or di ­

n ato rs w ith bett er de fini tion of th eir ro le s and dut ie s.

Affirm at iv e Action Pla ns

Id en tify in g in pl an s th e spe cific pr ob lems af fe ct in g th e Sp an ish- sp ea ki ng and 

sp ec ifying co nc re te act io n ite m s to overco me t ho se problem s.

R ec ru it m ent E ff ort s

In te ns if yin g r ecru it m ent ef fo rts b y id en tify in g p os itio ns w he re b ilin gua l abil it y 

is a le gi tim at e se le ctiv e fa ct or , by id en tify ng an d co nt ac ting so ur ce s of p ote nti al 

Sp iuiis h-sp ea king can did ate s, and as ap pro pri at e, by in cl ud in g Sp an is h- sp ea ki ng 

pe rs on s on re cru it m ent ac tivi ties .

Pro gr am E va lu ation

In clud ing, in ag en cy in te rn al eval uation review s, co ve rage of ho w we ll th e 

Spa ni sh -S pe ak in g Pro gra m is being im plem en ted.

Req uir ed A ge nc y A ct io n

4. The se are as are di sc us se d in gre ate r det ai l below . Spe cific ac tion st ep s a re 

al so in clud ed f or the im m ed ia te a ct io n of a ge nc ies .

Age nc y Su ppo rt a nd D irec tion

(a ) Ne ed fo r F ull -t im e Co ordina tors.— Publ ic Law 92-26 1 re quir es th a t F ed ­

era l ag en cies all oca te suffi cien t re so ur ce s to in su re a re su lts- orien te d Equa l Em ­

ploy m en t O pp or tu ni ty Pro gra m a t bo th head q u art ers an d field level. Co mmiss ion 

ev al ua tion s an d st udie s reflec t t h a t lack o f a ge nc y re su lt s in th e S pa ni sh -S pe ak in g 

P ro gra m are re la te d in p a rt to insu ffi cie nt re so ur ce s pr ov id ed to th e pro gr am . 

On e of th e pri nci pal w ay s to de al w ith th is is fo r ea ch ca bi ne t depart m ent an d 

la rg e in de pe nd en t ag en cy to appoin t a well qu ali fie d, fu ll-tim e coord in at or fo r 

th e pro gr am a t th e h eadquart ers level.

In ad di tion , co ns id er at io n sh ou ld be give n to des ig nat in g fu ll-tim e Spa ni sh - 

Sp ea ki ng Pro gr am co ord in at ors in oth er ag en cies an d in field in st all ati ons w he re 

th e f ollowing ci rc um st an ce s are fo un d :

Lar ge wor k fo rc es lo ca ted in are as (r eg io nal or lo ca l) which ha ve sign ifican t Spa ni sh -s pe ak in g p o p u la ti o n ; or

W he re EEO pr ob le m s hav e been iden tif ied in dic at in g th a t sp ec ia l kn ow ledge. ca pab ility and re so ur ce s are ne ed ed to dea l w ith org an iz at io ns or loca l 

Spa nish -spe ak in g gr ou ps to su cc es sful ly im pl em en t th e Sp an ish- Sp ea ki ng 

P ro g ra m ; or

W he re th ere appears to be a si gn ific an t dis pari ty be tw ee n th e sk ills availab le in th e loc al Spa ni sh -s pe ak in g pop ul at io n and th os e refle cted in th e 

ag en cy 's wor k force.

(b ) A ss ig nm en t of P art -t im e Coo rdinators.— W he re th e ci rc um st an ce s do 

no t ca ll fo r fu ll-tim e co or din at or s, ap po in tm en t of par t- ti m e co ord in at ors is 

ca lled for . Sufficient tim e m us t be allowed th e pe rs on s as sign ed such duties so 

th a t pr op er pro gr am d ir ec tion c an be giv en.

(c ) Se le ct io n an d Tra in in g of Coo rdinators.— Coo rd in at or s shou ld be se lected 

fr om am on g th or ou gh ly qu alified can did ate s wh o a re kn ow led ge ab le ab out em ­

ploy m en t prob lems af fe ct in g Spa ni sh -spe ak in g A m er ic an s; firml y co m m itt ed to 

th e ob ject ives of th e p ro g ra m : an d ab le to se rv e as pri nci pal st aff ad vis ors an d 

fo ca l po in ts fo r pr og ra m dire ctio n. B ilin gu al ability in Spa ni sh an d Eng lis h can 

be a le gitim at e se lectiv e fa cto r whe n th ere is a ne ed to co mm un icate w ith nati onal a nd loca l Spa ni sh -s pe ak in g or gan iz at io ns an d civil grou ps .

The co or di na to r ne ed s th e solid ba ck ing of m an ag em en t. The job is an in te gra l 

and es se nt ia l p a rt of th e to ta l EE O pro gr am an d em ploy ees, su pe rv isor s, an d 

m an ag ers m us t giv e th e co ord in at or fu ll co op er at ion in ef fo rts to car ry out th e 

ob ject iv es of t he Spa ni sh -S pe ak in g Pro gr am . Ag encie s sh ou ld give wi de pu bl ic ity 

to th e Spa nish -S pe ak ing Pro gra m an d in su re th ro ugh ori en ta tion an d tr ain in g 

th a t su pe rv isor s an d m an ag ers a t all lev els are in fo rm ed ab ou t th e Sp an ishSpe ak in g Pro gr am an d th e co ord in at or’s duties . W het her se rv in g on a fu ll- or 

part -t im e ba sis , th e Sp an ish- Spe ak in g Pro gra m co ord in at or ne ed s su ppor t in 

te rm s of m an ag em en t resp on sive ne ss , ne ce ss ar y reso ur ce s, an d tim e.

Coo rd in at or s sh ou ld be pr ov id ed w ith appro pri ate tr ain in g as qu ickly as 

po ssible aft e r as su m in g th e ir re sp on sibi lities so th a t th ey may pe rf or m th eir
10

duti es effectively in the shortest period of time. Agencies should review the 

training needs of coordin ators periodically. Among recommended courses ar e: 

Spanish-Speaking Program C oordinator’s Training Course ;

Fed eral Personnel Procedures;

Developing Affirmative Action P la ns ;

Effective Briefing Techniques.

Affirmative Action Plans

During the past year, many agency national and regional EEO affirmative 

action plans were not sufficiently directed to the employment concerns of the 

Spanish-speaking. Despite the likelihood that their use would resu lt in resolution of recognized EEO problems, goals and timetable s were not employed as a 

management concept in problem areas where progress was recognized as necessary in assuring equal employment opportunity in circumstances where it often 

appeare d appropriate to do so.

The following are some suggestions for improving affirmative actio n pla ns :

a. Describe the Sixteen-Point Program Coordinators role by specifying

Relationship with o the r EEO officials ;

Duties and r esp onsibilities;

Training n eeds;

Perc entage of time th at p art-time coordinator is expected to spend on the 

program.

b. Sp ecify Actions to Re cru it the Spanish-speaking

Include lists of local schools as well as colleges and universities around 

the country having Spanish-speaking enrollments. (CSC Bulletin 713-33 is a 

valuable plann ing too l.)

Consult with Spanish-speaking organizations. (Also listed in CSC Bulletin 713-33.)

Use Spanish-speaking persons on recruiting teams. Recruitm ent efforts 

designed to reach all segments of the population are generally more successful when the team h as minority group members.

List public con tact positions where bilingual ability is a legitimate selective factor.

Recruitment Effo rts

Agencies should continue to review tradition al staffing and recruitm ent practices to identfy and correct those which may act as artificial barriers in providing equitable opportunities to all persons, including Spanish-surnamed applicants. 

As p art of its overall EEO responsibility, each agency should make a critical review of agency employment practices with particular a ttention given to assuring 

th at (1) positions that can be reengineered to trainee levels are not being filled 

at the journeym an level; (2) work experience is given adeq uate consideration 

in job qualification requiremen ts and th at formal education is not being overemp hasized; (3) persons with knowdedge of the Spanish language are being 

recruited to fill positions requiring such knowledge; and (4) recruitm ent and 

refer ral practices are designed to top Spanish-surnamed resources at local levels 

where significant numbers of Spanish-speaking citizens are concentrated.

On November 6. 1973, the Commission published and distribu ted to agencies 

Bulletin No. 713-33, a dr af t of a Spanish-speaking recruitment sources booklet. 

The purpose of the rec ruitment booklet was to assure th at Spanish-speaking persons have equal opportu nity to be considered in F ede ral recruitment efforts. This 

recruitmen t booklet provides information on universities and colleges having 

significant Spanish-speaking studen t enrollments, inclu ding academic disciplines 

offered; lists of public media facilities for use in reaching the Spanish-speaking 

public : and Spanish organizations intereste d in the employment concerns of Spanish-speaking citizens.

In addition, the booklet contains tips on recruiting Spanish-speaking persons. 

For the sake of brevity, these tips and other information in the booklet are not 

repeated in this letter. Agencies should make the booklet available to their recruitment officials and should combine the expertise of the Spanish-Speaking 

program coordinator with info rmation contained in the booklet for more effective 

recruitmen t efforts.
Intern al Eva luation Sys tem s

Agencies should include in the ir intern al evaluation programs criteria th at will assess whether the objectives of the Spanish-Speaking Prog ram are being reached. The Commission's Bureau of Personnel Management Evalua tion re­ cently updated its evaluation guides for assessing agency efforts in implement­ ing the Spanish-Speaking Program, (see attachm ents). Agencies should tai lor their intern al evaluation guidelines to ass ure th at the effectiveness of the Span­ ish-Speaking Prog ram in their resfiective agency can be properly evaluated. Official Program Title

5. The Spanish-Speaking Program, because of the 16 steps outlined by Pre si­ dent Nixon to broaden Feder al job opportunities fo r Spanish-speaking Amercians, lias been popularly term ed the “ Sixteen-Point Program.” While some of the orig­ inal 16 steps are continuing, many have been completed. In addition, new pro­ gram efforts such as agency Spanish-Speaking Program coordinators, intern al evaluation activ ities, CSC reviews of agency aliirmative action plans, bilingual publications, etc., are riot among the steps originally specified. To avoid unnec­ essary limitations on the scope of the program, we believe the term “Spanish- Speaking Program” should be used in describing the program. This is more de­ scriptive of the broad-gaged efforts underwa y and this terminology should be 

used in describing the prog ram henceforth.

Sum mer Employmen t 6. Agencies should make sure that their summer employment plans reach out to all groups in the population, including the Spanish-speaking, in such pro­ grams as Stay-in-School, Summer Aids, Federal Summer Intern (CSC Bulletin 308-11, December 14, 1973), and the Summer employment examination. Sum­ mer employment is an important means of providing studen ts not only with jobs but also with an und erstandin g of the Federal Government and of job and career opportunities. It is also important in showing caree r opportunities availa­ ble to persons who stay in school. As a means of assuring tha t the Federal Govern­ ment is considered as a possible employer by Spanish-speaking groups, agencies are reminded that one of the original sixteen-points is the summer hiring of high school and college teache rs serving Spanish-speaking stu dents, to give fac ulty members an und erstanding of the Federal Government which they can relate to students. An excellent way to assure that summer employment programs are responsive to the Spanish-speaking is for agencies to include the ir Spanish- Speaking Program Coordinators in all aspects of summer hiring.

Bernard Rosen, 

Exe cutive Director.

Attachment.

CSC Evaluation Guid elines for th e Spa nis h-Speaking Program

(2) Equal Em ployment Opportunity for S panish-Surnamed Americans

fa) The 1970 Census shows that Americans of Spanish origin are the second largest minority group. Although residing in all 50 state s, the larg e majority of Spanish-surnamed Americans are in the following states :

Cal ifor ni a___________________________________________________ Tex as ______________________________________________________ New Yorl<___________________________________________________ Illin ois ____________________________________________________ Flo rida ____________________________________________________ New Jer sey __________________________________________________ New Mexico_________________________________________________ A rizo na ____________________________________________________ Colorad o____________________________________________________

3. 100. 000 

2. 487, 000 

2. 423. 000 

687.000 

502. 000 

464.000 

387. 000 

357. 000 

272,000

Federal employment sta tistic s for November 1969 showed th at Spanish-speak­ ing Americans held 2.8% of Federal jobs, an indic ation that their skills on the labor m arket were possibly n ot being fully tapped. On November 5. 1970. Pre sident Nixon announced a Sixteen-Point Program to 

insure equal opportunities for Spanish-speaking Americans in Federal 

employment. The Prog ram is a special emphasis program w ithin the Federal Equal Employ­ ment Opportunity Prog ram. Its objective is to make sur e th at Spanish-speaking Americans have equal opportu nity in the Feder al service to compete in efforts
12

or pro gra m s inv olving re cr uitm en t, tr ai nin g, upw ar d mob ili ty, care er coun sel ing , 

and promotion.

Sp ec ial em ploy men t co nc erns of th e Sp an ish- sp ea ki ng stem fr om ex pe rie nc es 

of job bi as in ce rt ai n p a rt s of th e co untr y an d fo r cert ain jobs . Unt il re ce nt ly 

su ch fa cto rs as he ig ht an d w ei ght re qu irem en ts fo r cert ain pos itio ns loc ked-ou t 

m an y Sp an ish- sp ea ki ng pe rs on s fr om co mpe tit ion. Lan gu ag e has also been an 

ob stac le in fin din g em ploy men t. In som e ca se s bilin gu al ab ility, ra th e r th an 

se rv in g as an ad va na tg e, has be en in te rp re te d by some em ploy ers as a dis ad va ntage . So metim es th ere is simply la ck of in fo rm at io n on ho w to co mp ete fo r 

F edera l em ploy me nt, or w hat ri ghts in di vi dua ls ha ve if th ey be lie ve they ha ve 

been di sc rim in at ed again st in m att ers of em ploy men t. The en d re su lt is th a t 

some Sp an ish- sp ea ki ng pe rson s hav e been h esi ta n t to co mpe te in Civil Se rvice 

job ex am in at io ns ev en th ou gh th ey m ay be hi gh ly qu ali fie d. Agg ressive and 

af firm ativ e re cr uitin g effo rts , th er ef ore , are someti mes ne ce ss ar y to a tt ra c t 

Spa ni sh -s pe ak in g pe rson s to purs ue oc cu pa tion s fo r which th ey are qu alifi ed .

In Nov em be r 1972, th e Co mmiss ion co nd uc ted a sp ec ial st udy of th e Pro gr am . 

Th e m ajo r fin ding s (CS C O per at io ns .M em orandum 713-4 2) sh ow ed :

In su fficient ag ency h ead q u art ers l ea de rs hi p in som e ag en cies.

EEO Ac tion Pla ns fo r th e m os t p a rt did not co ve r th e prob lems of th e

Sp an ish- sp ea ki ng .

A mi scon ce ption am on g ag en ci es th a t th e Pro gra m was re gi on al (S outh ­

w es t) an d th er ef or e ha d re gi on al lim it ati ons (N ote : Pro gra m includ es 

P uert o Rican s, Cu ba n-American s, and oth er Am er ic an s of Spa ni sh her itag e, 

as well a s M ex ic an -A m er ic an s).

Some ag en cies fe lt th a t th e Pro gra m was te m po ra ry an d th ere fo re did no t 

tr e a t it w ith a sense o f u rg en cy .

Some age nc ies fa iled to pro vi de a deq uat e re so ur ce s to th e Pro gr am .

Some ag en cies ha d do ne li tt le to ed uca te th eir m an ag er s about th e sp ec ial 

em pl oy men t c on ce rns o f t he Sp an ish- sp ea ki ng .

(b ) F edera l Pe rson ne l M an ua l L ett er 713 -18. da te d Ja n u a ry 23. 1973, re qu ires 

F edera l dep art m ents an d ag en cies to ta ke specific ac tio ns , in cl ud in g th e ap po in tm en t of Six te en -P oi nt C oor di na to rs , to im plem en t th e Six te en -P oin t Pr og ra m. 

Adv iso rs sh ou ld en co ur ag e bure au s an d field in st all ati ons loca te d in or n ear 

sign ific an t Sp an ish- sp ea ki ng pop ul at io n to ha ve a fu ll or part -t im e Six te en -P oi nt 

C oo rd in at or to ass is t ag en cy or in st all ati on he ad s. D irec to rs of Equ al Em ploy ­

men t Opp or tu ni ty , Per so nn el Officers, m an ag er s an d su pe rv isor s, in ca rr yin g 

ou t t he obj ec tive s of th e Six te en -P oi nt Pro gr am .

Be low are un iq ue co nc erns ba se d on th e Six te en -P oi nt Pro gra m , invo lving 

eq ua l opport un ity fo r Spa ni sh -s pe ak in g pe rson s, whi ch re quir e sp ec ia l eval uatio n att enti on.

W hat di re ct io n is th e ag en cy head q u art ers pr ov id in g to field in st all ati ons on 

im pl em en ting th e S ix te en -P oi nt P ro gra m ? H ow a deq uat e is it?

Do af firm ativ e ac tio n pl an s in cl ud e specific , appro pri ate ac tion item s aim ed a t 

reso lv in g pr ob lems en co un tere d by Sp an ish- sp ea ki ng A merican s?

H av e ad equate reso ur ce s (e.g.. Six te en -P oi nt C oor di na to r) been prov ided 

to th e Pro gr am , part ic ula rl y in are as of la rg e Spa ni sh -s pe ak in g po pu la tion ?

H av e loca l m an ag er s an d su per vi so rs been mad e aw are (e.g ., th ro ugh EED 

tr ain in g co ur se s) of th e sp ec ial em pl oy m en t co nc erns of th e Spa ni sh -sur na m ed 

an d o f t he Si xt ee n- Po in t Pro gr am ?

A re there a ny Sp an ish- su rn am ed pe rs on s on th e EE D p ro gr am st af f?

Sin ce a pr in ci pa l th ru st of th e Six te en -P oi nt Pro gra m is on re cr uitm en t, ad ­

vi so rs sh ou ld de te rm in e w het her in st all ati ons ha ve carr ie d out th e follo wing 

spe cific re cru it m ent effo rts aim ed a t th e S pan is h-s pea kin g:

H av e Spa ni sh -spe ak in g pe rson s be en re cr uited fo r pu blic co nta ct po sitio ns 

ca llin g fo r kn ow led ge of the S pa ni sh lan gu ag e?

Do re cru it m ent team s, or effo rts , in cl ud e Sp an ish- sp ea ki ng pe rs on s?

H av e ef fo rts been mad e to re cru it fo r th e Coo pe rativ e E duca tion Pro gr am a t 

colle ges w ith sign ifi ca nt nu mbe rs of Spa ni sh -spe ak in g st uden ts ?

Is th e ag en cy us in g selecti ve pl ac em en t on a bi lin gu al ba sis to re ac h Spa ni sh ­

sp ea ki ng p er so ns fo r ap po in tm en t to po sition s de al in g w ith th e Sp an ish- sp ea ki ng 

pop ul at io n?

H as th e ag en cy h ired fo r su m m er em pl oy men t high school an d colle ge teac he rs 

fro m scho ols se rv in g Sp an ish- sp ea ki ng st uden ts , to give them an unders ta ndin g 

of th e Federa l Gov ernm en t wh ich t hey can re la te to s tu den ts ?

H av e sp ec ial ef fo rts bee n mad e to in fo rm Sp an ish- su rn am ed vete ra ns of VRA 

ap poin tm en ts ?
13

Mr. K ator. Th e pr in ci pa l are as covered by th is instr uc tio n are 

as surin g th at in fact fu ll- tim e c oordi nator s are op erationa l i n all Ca bine t de pa rtm en ts an d larg e independent agencies an d se tting cr ite ria 

fo r ap po int men t of full-tim e coord ina tor s at sele cted field activ ities; 

dev elo pin g more concrete act ion pl ans by age ncies to overcome em plo ymen t problems of the Sp an ish sp ea king ; in tens ifying rec ruitm en t 

eff orts; evalu ating prog ram effectiveness as part of agency in tern al 

ev alu ati on review s; and assurin g th at the Sp an ish speakin g are in ­

clu ded in sum mer emplo ym ent pro gra ms.

Als o, as a res ult o f his meetin gs wi th th e Sp an ish lea dersh ip, C ha irma n Ha mpton dir ected th at a series of region al con ferences between 

lea ders of Sp an ish -sp eaking organiz ati ons an d the heads of Fe de ral 

field insta lla tio ns be spo nso red by the Com mission to be held du ring 

Ma y an d Ju ne 1974 a t the se cities : Los Angeles, De nver, Dallas, K an ­

sas Ci ty, Chicago, and New York. Le t me ad d th at the first such confere nce will be held in Los Ang eles an d will kick off on May 13. The 

pu rpose of these con ferences is to enc ourage constru cti ve dia log an d 

actio n fro m both groups to dea l with local or reg ion al em plo ym ent 

pro ble ms affectin g equal o pp or tunity for Sp an ish -sp eaking persons. As 

a result o f these conferences , we exp ect ad dit ion al action t o be taken at 

the local level by Fed eral in sta lla tio ns an d by Fe de ral executive b oards 

and Fe de ral regional councils to move the p ro gram f orwa rd.

In ad ditio n to these activ ities, the Civ il Service Com mission, since 

ou r last app ear ance befor e yo ur subcom mittee, has beg un a natio nal 

un de rtak in g to inform th e Sp anish -sp eaking public about Fe de ral 

emplo ym ent op po rtu nitie s. So fa r, fo ur bilin gu al publi catio ns hav e 

been releas ed: the first, describ ing emplo yment op po rtu nitie s fo r ve tera ns u nd er t he Veteran s’ R eadjustm en t Act ; the second, lis tin g tollfre e num ber s to call CS C's Fe de ral Jo b In fo rm at io n Cente rs across 

the Nation; the th ird, describ ing the Fe de ral person nel system fro m 

job ann ounce me nt to me rit pro mo tion to retir em en t: and the fo ur th , 

answ eri ng 16 frequ en tly ask ed questions about the Sp anish -sp eaking 

prog ram .

In May 1974, th is mon th, in fac t, we will pu blish ou r newest bilin gu al book let, givin g he lpfu l inform ati on to Sp anish -sp eaking pe rsons on how to fill out st an da rd for m 171, the ap plication form for 

Fe de ral employmen t.

Now, we recognize rega rdles s of how well ou r prog ram direction s 

are ca rri ed out by Fe de ral agencies, we know th at the sum of ou r 

collective efforts will be ev alu ate d on wh eth er t he ma in obje ctive, assu rin g equal em ployment op po rtu nitie s fo r Am erican s of Spanish 

origi n, is being achieved. Fe de ral emplo yment sta tis tic s con tinu e to 

show th at , despite emplo ym ent cutbac ks and bu dg et lim ita tio ns, the 

nu mber of Sp an ish -sp eaking Am erican s in the Fe de ral service is incre asing steadily .

In our testim ony 2 ye ars ago. M arch 1972. we repo rte d th at S panis hspeakin g persons held 2.9 perce nt of to tal Fe de ral jobs. To day the y 

hold 3.1 percen t. In term s o f a ctu al net ga in in jobs since M ay 31.1971. 

the re po rting period on wh ich we based ou r pre vio us testim ony, the 

numb er of Sp an ish -sp eaking Am eric ans in the Fe de ral wo rk force 

has moved from 75,539 to 78.243 on May 31.1973, and th at is the la test 

da te for w hich figures are available, o r an increase of 2,704 jobs. Th is 

is pa rtic ul ar ly significant because th is increase occurred whi le total

46 -1 2 0— 75----- 2
14

Fe de ral employme nt was d eclin ing by over 53,000 jobs, thu s red ucing 

employment op po rtu nitie s fo r all persons. These cutb acks, lar gely 

alfect ing D ep artm ent of Defense agencies, cou ld have had an adv erse 

effect on em ployment of the Sp an ish speaking because ha lf of all 

Sp anish -sp eakin g Fe de ral employe es are on the rol ls of DO D agencies. Ac tua lly, how ever, there were o ver all gains in Spanish -sp eakin g 

employment because of a pp oin tm en ts in othe r agen cies, most of w hich 

were in the be tte r-p ay ing wh itecollar jobs of the Ge ner al Schedule.

I would like to add, Mr. Ch air ma n, if one comp are s da ta from Novem ber 1969 to May 1973, the increase in Sp an ish -sp eaking emplo yme nt is 4,652 jobs oc cu rring despite a tot al Fe de ra l employme nt decrease of 76,643 jobs in the 3 ^-y ear p erio d.

Between the per iod Ma y 31, 1972, an d May 31, 1973, the 1-year 

period, Sp anish -sp eakin g persons reg istere d the largest per cen tag e 

ga in of any m ino rity grou p, w ith an add ition al 1,657 jobs for S pa nish ­

speaking A merican s. W ith respec t to overall progres s made since the 

inc eption o f the p rogram , s tat ist ics reflect t hat total Spanish -sp eak ing 

employme nt has increase d from 74,449 in Nov ember 30,1970, to 78,243 

in Ma y 31, 1973, a net ga in of 3,794 positions in th is 2 ^-y ear period. 

Whil e the re was a nu meri cal decrease in blu e-c ollar employme nt, it 

is notew ort hy th at in be tte r-p av ing General Sch edu le wh ite-co llar 

pos itions. Sp anish -sp eaking em ployment du ring t his period increased 

fro m 24,764 to 29,984, or a t ota l of 5,220 jobs.

As a matter o f fact, Sp anish -sp eaking em plo yment in the G S sch edule, which is the wh ite-co llar, be tte r-p ay ing sche dule , went from 1.8 

per cent of total jobs in th at sche dule to 2.3 perce nt fro m November 

1969 to May 1973. Th is is a p eri od of 3y 2

 years.

An othe r ind ication of pro gre ss is th at betw een November 1969, th e 

ye ar Exec utive Ord er 11478 on equal employment o pp or tunity w as issued, and May 1973. S pa nish-sp eaking Am erican s accounted fo r over 

15 perce nt of the to ta l increase in wh ite-co llar Fe de ral employme nt, 

6.303 out o f 41,475 jobs, a nd increases in S panish-sp eaking employment 

occurred at all grade groupin gs. In fac t, nearl y 38 perce nt of the increase in Sp anish -sp eaking employment occ urred at grades GS -9 and 

above.

W hil e Federal employment sta tistic s for the Sp an ish sp eak ing show 

a risi ng tren d, we cannot be fully satis fied w ith the prog ress to date and 

will continu e to move fo rw ard in eve ry way possible.

Let me add. the Sp an ish—peaking prog ram was bu ilt aro und 16 

po ints which focused lar ge ly on outreach re cr ui tin g efforts to the 

Spanish -sp eaking po pu lat ion , and I believe we testified on these p oin ts 

whe n we were before yo ur committee la st.

Some of the origi na l point s were one-time efforts, some app lied only 

to the Commission, and all have been lar ge ly accomplished. Fo r example, our Sou thw est In tergov ernm en tal Tra in in g Cente r, the estab ­

lishm ent of which was one of the ori gin al 16 points, has been op era ­

tio nal fo r 2 ye ars and ha s traine d 3,851 students, 52 perce nt of whom 

were Sp anish spe aki ng. Ce rta inly, accomplis hment of the ori gin al 

po ints has been the major factor in the em plo ym ent gains so far. Tn 

additio n, th ey have crea ted an awareness on the par t of F edera l managers of the need to assure th at the special con cerns of this Na tio n's 

second largest minority were addressed in our equal emp loymen t op ­

po rtun ity pro gra ms . Never theless, we have foun d it necessary to go
15

beyond the 16 points. Xew program efforts such as the designation of 

agency Spanish-speaking program coordinators, stepped-up internal evaluation activities. Civil Service' Commission review of agency af ­ firmative action plans, and bilingual publications are just some of the actions now underway and which were not among the steps originally set forth in the 16 points. The program is now a stronger and more well-rounded effort, emphasizing equal opportunity for the Spanish speaking as an integral part of a total equal employment opportunity 

program. In sum, we are not just overcoming a static situation which existed before inauguration of tlie 16-point program, but we want to assure a condition governmentwide in which there is true equal employment opportunity for all persons and in which affirmative action efforts are reaching the Spanish-speaking population so they can make a max­ imum contribution in terms of their skills and abilities in carry ing out the important missions of Federal agencies. Mr. Chairman, we have a report which I would like to ask permis­ sion to have entered in the record. It is a report on the status of the Spanish-speaking program. It is a compilation of actions taken in response to the 16-point program, and i t summarizes and defines what the Civil Service Commission and what Federal agencies have done on each one of the 16 points. And with your permission, I would like 

to offer it for inclusion.

Mr. Edwards. Without objection, it will be included.

[The report referred to follows:]

R epo rt of t h e Sta tu s of t h e Sp a n is h -S pea k in g P rogram

This is a report on the status of the Spanish-Speaking Program. Since November 3970 when the Sixteen-Point Program was announced by President Nixon, the Civil Service Commission has had major responsibility for providing leadership, advice, and assistance to Federal agencies in imple­ menting the program. This report encompasses activities undertaken by the Spanish-Speaking Program Office in cooperation with the other Bureaus and the regional offices of the Civil Service Commission. The significant activities which specifically apply to the original sixteen points outlined in the November 5, 1970 White House news release are listed on a point by point basis. Activities or ac­ complishments that are closely related to each point or which serve to strengthen the intent of each point are also listed in the same basis. These are what we refer to as programmatic achievements and as can be noted, the Civil Service Commission has strongly and affirmatively directed its efforts towards estab­ lishing the permanent framework from which Federal agencies can build an integrated Federal Equal Employment Opportunity Program which considers the Spanish-Speaking Program as an integral part. One of the ways to assess trends in the employment of Spanish-speaking Americans is to review employment statistics on a nationwide basis. The follow­ ing s tatistics indicate tha t despite employment cutbacks and budget limitations Spanish-speaking Americans are continuing to move forward : As of May 31. 1973. the percentage of Federally employed Spanish-speaking Americans was 3.1%. an increase of .3% since November 30, 1909. or 4.652 jobs to a total of 7S.243 from 73.591. This increase warrants attention because from November 1969 to May 31, 3973. total full-time Federal employment decreased 

by 76.643 jobs. General Schedule (November 1969 to May 31, 1973). In the better paying Gen­ eral Schedule jobs, there was an increase in total full-time employment of 41,475 jobs; employment of Spanish-speaking citizens in this Schedule increased by 6.303 jobs. This was (15.2% of the total increase) 37.7% of the 6.303 was at GS-9 

and above.
16

Number Percent

GS I to 4............................

GS 5 to 8....................... .....................................................................................................

GS 9 to 11.................. ............................................................................................. .............

GS 12 to 13......................................................................................................................................

GS 14 to 18........................ ..................................................................................................

+ 1 , 902 

+2,0 25 

+ 1,2 74 

+8 21 

+2 81

(+ 3 0 .2 ) 

(+ 3 2 .1 ) 

(+ 20. 2 ) 

(+ 1 3 .0 ) 

( + 4 .5 )

Total 6,303 100.

Sup er gr ad e po sitio ns (N ov em be r 1969 to May 31, 1973 ). Tn gra des 16 th ro ug h 

IS. em pl oy men t o f S pa nish -spe ak in g c itiz en s in cr ea se d fro m 14 to 3(5.

Tota l W ag e Sy ste ms (N ov em be r 1969 to May 31. 1973). Spa nish -spe ak in g 

em pl oy men t de crea se d by 3,258 jobs , co mpa re d w ith a to ta l dec re as e of 88,069 

job s.

Tota l P ost al Fi eld Service (N ov em be r 19(59 to May 31, 197 3). The to ta l Pos ta l 

Se rvice de cr ea se d by 29,893 jo b s; Span is h- sp ea ki ng Amer ican s re gis te re d a ne t 

in cr ea se o f 1,47(5 job s.

T ota l “O th er Pay Sy stem s” (N ov em be r 1969 to May 31, 1973 ). T he to ta l em ­

ploy men t unde r th es e pa y sy stem s (i.e. ex ec ut iv e lev el. D ep art m ent of Medicine an d Sur ge ry in V et er an s A dm in is tr at io n, Fo re ig n Service , and Te nn essee 

Va lle y A uth ori ty ) de cr ea se d by 156 jo b s: Sp an ish- sp ea ki ng A m er ic an s re gi ster ed 

a ne t in cr ea se o f 131 jobs. Spa ni sh -s pe ak in g ci tize ns ea rn in g $26,000 an d abov e in 

th es e sy stem s in cr ea se d by 38 to 59.

D es pite th e stea dy in cr ea se s in em ploy men t, th e Co mm ission rec og nize d th e 

need fo r de te rm in in g w hat Fed er al ef fo rts prod uc ed ta ng ib le re su lts an d w ha t 

prob lems st ill ex isted th a t in hib it ed th e st ro nge st po ssible im pl em en tation of 

th e pr og ra m on th e p art of F ed er al ag en cies. A co mpr eh en sive st udy under ta ken 

by th e Co mm iss ion in e ar ly 1972 re ve al ed th e following needs :

Mo re affirm ativ e ag en cy l ead ers hip a nd g ui da nc e to field in st al la tions.

Mo re ap plica bility of ag en cy eq ual em pl oy men t opp or tu ni ty ac tion pl an s to 

th e Spa ni sh -spe ak in g po pu la tion in te rm s of spe cific ac tio n item s which wo uld 

di re ct a ge nc ies to w ar ds a ch ieving n at io nw id e pr og ra m o bjec tiv es.

More dilig en ce on th e p a rt of ag en ci es to vie w th e pr og ra m w ith a rene wed 

sense of u rg en cy a nd a se ns e of pe rm an en cy .

More affir mation on th e p a rt of ag en cies to review th e sta ffi ng of FE D 

offices to ass ure th a t th er e is unders ta ndin g of th e sp ec ial em ph as is pr og ra m 

co nc erne d w ith th e prob lems en co un te re d by Sp an ish- sp ea ki ng Amer ican s in 

ob ta in in g Fed er al e mp loym ent.

More aw ar en es s on th e p a rt of ag en cies to vie w th e ob jectives of th e Sp an ishSp ea king P ro gr am on a nat io nal b as is r a th e r th an on a regi on al ba sis.

More ad ep tn es s on th e p art of ag en ci es to re vi ta lize th eir FE D tr ain in g pr ogr am s an d as su re th a t th e em pl oy men t co nc er ns of th e Spa ni sh -s pe ak in g Am er ica ns a re sj iec ifically cov ere d by suc h pr og ra m s.

To mee t th es e needs th e Co mmiss ion an d it s Office of th e Spa ni sh -S pe ak in g 

Pro gr am c hart ed i ts cou rse a nd it s af firm ativ e ef fo rts are th e follo wing :

1. App oint a fu ll- tim e official in th e Civ il Se rvice Co mm iss ion wh o wo uld 

pr ov id e ad vi ce an d as si st an ce on m att ers re la ti ng to th e Spa ni sh -sur na m ed popula tion to ass ure fu ll ap pl ic at io n of th e Equ al Employ men t O ppor tu ni ty P ro ­

gr am in all Fed er al ag en cies to th is g ro up .

Actio n: Mr. Fer na nd o E. C. De Bac a w as ap po in te d by th e Co mm iss ion as 

D irec to r of th e Fed er al Gov er nm en t Sp an ish- Sp ea ki ng Pro gra m in .Tanuajw 

1971. On Mr. De B ac a’s d ep art u re fro m th e Co mm ission in Jan u ary 1972. 

Mr. H ig in io Cos tale s suc ceeded him as D irec to r. Both Mr. De li aea am i Mr. 

Cos tales ha ve worke d clo sel y w ith th e Com miss ion’s to p st af f and w ith Fed er al 

ag en cies in pr ov id in g lead er sh ip , ad vice , an d as sistan ce .

Relat ed to th is po in t it w as reco gn ized th a t Fed er al ag en cies were also in 

nee d of in di vi du al s wh o could se rv e w ithin th eir ag en cies as th e ch ie f ad vi so r 

an d foca l po in t fo r pr og ra m dir ec tion spec ifica lly co nc erne d w ith th e Spa nis hspea king . As ear ly as Se ptem be r 1972 th e C ha irm an of th e Com miss ion w ro te 

to th e he ad s of th e ten la rg es t D ep ar tm ents an d in de pe nd en t ag en cies wh ich 

com pos e ne ar ly 90 pe rc en t of th e to ta l F edera l w or kf or ce ur gi ng th em to appo int 

we ll qu alifi ed Spa nish -spe ak in g Pro gra m C oo rd in at or s, wh o co uld ass is t in ta k ­

ing th e ne ce ss ar y step s to ov erc om e th e pr ob lems divu lg ed th ro ugh th e spec ial 

stud y.
17

On Ja n u ary 23, 1973, Fed er al Per so nn el M an ua l le t te r 713-1 8 w as is su ed 

on th e Sp an ish- Spe ak in g Pro gr am . I t not on ly em ph as ized to ag en cies th a t th e 

pr ogr am was ji er m an en t in nat ure , but also in fo rm ed ag en cies of th e fin ding s 

of th e stud y an d dir ecte d ag en cies to ta ke specific ac tions to overc om e th e p ro ­

gr am defic ien cie s iden tif ied. I t dir ec te d ag en cies to appoin t Spa ni sh -S pe ak in g 

Pro gra m Coo rd in at or s a t headquart ers an d field leve ls to se rv e as pri ncip al 

st af f ad vi so rs a nd fo ca l po in ts fo r pr og ra m dire ctio n. As a re su lt of t hes e in str u ction s th er e wer e ni ne Spa ni sh -S pe ak in g Pro gra m C oo rd in at ors na m ed in th e 

D.C. m et ro po lita n are a who wo uld de vo te fu ll tim e to th e pr og ra m . One -li un dred - 

an d- fo ur te en ot he rs w er e na med who were to de vo te less th an fu ll- tim e.

D uring M arch 1974 th e C ha irm an of th e Civil Se rvice Co mm iss ion w ro te to 

12 ag en cies (D epart m ent of Sta te , D ep art m ent of th e T re as ury , D ep art m ent of 

Defen se, D ep ar tm en t of th e Ar my , D epar tm en t of In te ri o r, D ep ar tm en t of Lab or , 

D ep art m ent of H ou sing an d U rb an Dev elo pm en t, D epar tm en t of T ra n sp o rt atio n, D epar tm en t of Co mm erc e, E nv ironm en ta l P ro te ct iv e Agency, G en er al 

Service® A dm in is tr at io n an d V et er an s A dm in is tr ati on) re quir in g th e d e p a rt ­

m en ta l or ag en cy he ad to ap po in t co ord in at ors on a fu ll-tim e ba sis .

In mi d-Ap ril 19 74 'a second Fed er al Per so nn el M an ua l L ett er wi ll he issu ed 

em ph as iz in g once ag ai n th e need fo r depar tm en ts an d in de pe nd en t ag en cies of 

cab in et lev el sta tu re to na m e co ord in at or s fo r th e pro gra m wh o will de vo te 

fu ll-tim e to it s im pl em en ta tion .

2. Be gin an in te ns ified dri ve to re cru it Spa ni sli-su rn am ed pe rson s, p art ic u la rl y 

fo r iden tif ied pu bl ic conta ct po sitio ns , in are as of hea vy Sp an ish- sp ea ki ng po pu ­

la tion, in cl ud in g th e Sou th w es te rn st ate s, an d in Ch ica go , D et ro it, and Ne w 

York, a nd c er ta in o th er m ajo r m et ro po lita n ar ea s.

ACTIO N: Ag encie s ha ve iden tif ied a vari ety of pu blic co nta ct po sition s w her e 

kn ow ledg e of th e Spa ni sh la ng ua ge is a s ig ni fica nt a ss et i n are as of l ar ge S pan is hsp eakin g po pu latio n. A p a rt ia l list o f t he se pos itio ns i n clu d es:

Saf et y Officer, D epart m ent o f L a b o r;

So cia l Sec ur ity R ep re se nta tive, So cia l Sec ur ity A d m in is tr ati o n ;

T ax payer Se rvice R ep re se nta tive . In te rn al Re ve nu e Ser vi ce ;

Con su mer P ro te ct io n Spe cial ist, Fed er al T ra de Co mm iss ion ;

M an po wer D ev elop men t Sp ec ialis t. ( iffice of Econ om ic O p p o rt u n it y ;

Cus tom s In sp ec to r. B ure au o f C ustoms ;

V et er an s Be nefit C ou ns elo r. V et er an s’ A dm in is tr at io n ;

Com m un ity R el at io ns Spe ci al ist, D ep ar tm en t o f J u s ti c e :

EE O Sp ec ialis ts, Equ al Employ men t O pp or tu ni ty C om miss ion ;

M in or ity E nte rp ri se R ep re se nta tive . Sm all Bus in es s A dm in is tr at io n ;

H ou sing C ou nselo r. D ep art m ent of H ou sing a nd Urb an D ev el op m en t;

Com mun ity Fie ld R ep re se nt at iv e. D epart m ent of Com merce ;

Civil R ig ht s S p ecia li st D ep art m ent of H ea lth, Edu ca tion , an d W elf are ;

Ag encie s ha ve also co nd uc ted in tens ified se ar ch es to re cru it Sp an isli- su rn am ed 

per so ns fo r th es e an d o th er po sitio ns . F our ex am pl es il lu str ate th e ki nd s of 

ag gr es si ve effor ts u nd er w ay i n th is r eg ar d :

To he lp st af f th e IR S Se rv ice Cen ter, in Fr es no , C al iforn ia , th e In te rn al 

R ev en ue Se rvice in co op er at io n w ith th e D ep ar tm en t of Lab or an d th e C al ifor ­

n ia D epar tm en t of H um an Res ou rces Dev elop men t sp on so re d a co mpr eh en sive 

si x- m on th M an po wer Dev elop m en t T ra in in g Ac t cl as s fo r 150 dis ad van ta ged 

]>ersons. man y of wh om w er e Sp an isli- su rn am ed . One -hun dred an d fo rt y-f our 

gra duate d, 120 w er e w ithin re ac h on Civil Se rvice R eg iste rs , an d 110 were 

em ploy ed liy In te rn al Rev en ue Ser vic e: 05 of th es e wer e Sp an ish- su rn am ed . Of 

th e in it ia l 795 em plo yees re cru it ed lo ca lly from al l so ur ce s, 100 or 20% were 

Spa ni sh -s ur na m ed .

The Socia l Se cu rity A dm in is tr at io n, w or ki ng in co nj un ct io n w ith th e Civil 

Se rv ice Co mm ission an d th e C ab in et Com m itt ee on O pp or tu ni ties fo r Sp an ishSp ea ki ng People, co nd uc ted a nat io nw id e dri ve to re cru it Sp an ish- sp ea ki ng persons fo r Socia l Se cu rity In su ra nce R ep re se nta tive s po sitio ns ca llin g fo r bilin gu al 

abil it y.

In Octo be r 1972. se lectiv e ce rtific at io n on th e ba si s of bi ling ua l ability w as 

us ed in hi ri ng Deten tio n G uard s fo r th e Im m ig ra tion an d N atu ra li zati on Se rv ice 

a t M ar fa . Te xa s, an d 50% of th e new hir es w er e Sp an ish- sp ea ki ng .

Tn resp on se to re co m m en da tion s mad e in Octo be r 1972 by th e Co mmiss ion's 

D all as Re gion al Office, th e Fed er al C or re ct io na l In sti tu ti o n in La Tun a. Tex as , 

will co nt in ue to us e bi lingu al ability as a se lectiv e ce rtific at io n fa cto r in ne w 

hir es .

Rec og nizing the need to e xp lo re re cr uit m en t pr ac tice s of s pecific ag en cies who se 

mission di re ct ly affecte d pe op le of Spa ni sh or ig in, Spa ni sh -s pe ak in g org an iz a-
18

tions railed to our atte ntion the Department of Justice. The Office of the 

Spanish-Speaking Program was asked to look into the Border Patro l Agency, 

Department of Justice. With the cooperation of the Bureau of Personnel Management Evaluation we were able to conclude that there existed within the 

agency's recruitmen t process inclu ding the oral panel inte rview instructions, 

built-in barriers and obstacles which precluded equality of opportunity to the 

Spanish-speaking. Specifically these ba rriers were the fo llow ing:

An ac cent or a lack of an officer’s command of the English language was sufficient to reje ct a candidate during the oral panel interv iew. ,

Height and weight requ irem ents restric ted Spanish-speaking cand idates from 

gaining employment with the agency.

Even though the ability to speak English and Spanish was considered essential 

to the full performance of the job, bilingual and bicultu ral candidates were not 

properly rated on this ability.

Requests for certification subm itted to the CSC for eligibles generally did not 

ask for selective certification based on the ability to speak Spanish.

The registe r of eligibles maintained by the CSC had been closed because of the 

large number of eligibles.

Based on these findings the CSC has removed the height and w’eight restric tions 

for the position s; has asked the Border Patro l Agency to revise their oral panel 

interview instru ctions; has required the Bord er Patrol Agency to submit for 

approval by the Commission those candidates who have been rejected because of 

the oral panel int erv iew ; has changed the exam ination rating process to give 

appro priate credit to those candidates possessing the ability to speak Spanish ; 

and has required the Border Pa tro l Agency to ask for certification of eligibles 

based on the selective factor of being bilingual in Spanish and English.

The writte n examination will be reannounced and the qualification stan dards 

for the position of Border Patro l Agent will be revised to reflect the changes 

nece ssary as identified by this special study.

In addition, th e Commission is stressing O utreach activities designed to inform 

the Spanish-speaking public abo ut Fed eral job opportunities. The following 

bilingual publications have been or will be published to reach this goal:

Eg U sted Veteranot (Are You a Veteran?) Explains the requirements for, and 

the benefits of. entering Fed eral service through a Vete rans Readjustmen t 

appointment. Published January 1972.

Nogotrog Jlaldamos Espanol (We Speak Span ish) Lists Commission's nationwide network of Job Info rma tion Centers and provides toll-free telephone numbers plus a capsule on the Spanish-Speaking Program. Published January 1973.

Trahajando Para Los USA (Working for the USA) Gives a summary of the 

Fed era l personnel system, from going to a job information center, getting a rating, 

entering on duty, merit promotions, to retirement benefits. P ublished March 1973.

Diecigeig Preguntag Sohre el Programa de Habla Hispana (16 Questions on the 

Spanish-Speaking Prog ram) Answers the most frequently asked questions about 

the program. Published J anuary 1974.

La SF-171 Se Llena Asi! (How to F ill out the SF-171) Provides tips on filling 

out a good application (SF-171) for Federal employment in order to get a proper 

ratin g and heighten intere st of potentia l employers. Target da te: July 1974.

3. Use of specialized rec ruitment teams, to include Spanish-speaking persons, 

for college recruitment, particular ly at colleges with heavy enrollments of 

Spanish-speaking students.

ACTIO N: Although over all agency recruitmen t efforts have declined in the 

face of employment cutbacks and budget limitations, major agencies presently 

rec ruiting at colleges with heavy Spanisli-speaking enrollments have Spanishspeaking employees on the ir recruitment teams.

Agencies now’ recognize the importance of including Spanish-speaking persons 

on recruitment teams. One problem th at surfaced was the lack of information 

available to recruitment team s on u niversities and colleges whose student enrollments in dica ted a potentia l source of Spanish-speaking graduates. To assist these 

agencies, as well as field installation s the Commission in 1973 published a 

Spanish-Speaking Recruitm ent Sources Booklet which lists colleges, universities 

and jun ior colleges with significant Spanish-speaking enrollments, including the 

curricu la offered and the perce ntage of Spanish-speaking s tudents attending. This 

booklet is replete with additional information for a recruitment coordinator's 

use. Instead of relying solely on the placement director’s announcem ent of the 

recruiter’s visit, the Commission has recommended to agencies th at they also 

coordinate their recruitmen t vis its with Spanish-speaking community organizations. Spanish-speaking studen t organiz ations and that they publicize the ir visits
19

in Spanish-spe aking newspapers and magazines, and radio and television programs. A listing o f such public media facilitie s and Spanish-speaking organizations is included in the booklet.

In addition, the Commission has publicized, in La Mesa Redonda, ca reer days a t 

such institu tions as the College of Santa Fe, University of Texas at El Paso, and 

New Mexico Sta te University. 4. Begin work immediately with OEO, DHEW, HUD, and Labor to find ways to enhan ce opportunities at all levels for Spanish-surnamed Americans in pro­ gram s dealing with the Spanish-speaking population as well a s in o ther programs 

and in key occupations.

ACTION: In conjunction with the Cabinet Committee on Opportunities for 

Spanish-Speaking People, we have partic ipa ted in a series of Regional Council 

Conferences. The objective o f these conferences was to und ertake a comprehensive 

assessment of the extent of Fed eral responsiveness to the Spanish-speaking com­ mun ities in the regions. These meetings gave us an opportunity to furth er em­ phasize the Spanish-Speaking Program to the Fed eral agencies involved in the Regional Councils, including Labor, Housing and Urban Development, Dep art­ ment of Health, Education, and Welfare, Departm ent of Transp ortation, and the 

Office of Economic Opportunity.

Exam ples of recent Commission activity on this poi nt : Recent activity with the Cabinet Committee on Opportunities for Spanish- Speaking People include close c oordination with Social Security Adm inistration in assisting them to reach out int o the Spanish-speaking community for the pur ­ pose of establishing employment referra l contacts with Spanish-speaking orga ni­ zations. Recent visits to New York City and Philadelphia have served to stimulate the Pue rto Rican Spanish-speaking groups to become fully acquain ted with the necessary procedures to be followed in applying for Federal employment, pa rticu larly with the Social Security Adm inistration. The Commission’s San Fran cisco Region has been coordinating with SER (Service, Employment, and Redevelopment) in Glendale, Arizona, to promote Fed era l employment through job counseling activities. SER is operating a Man­ power Development Tra inin g Act funded program to tra in Spanish-speaking migra nt farm-w orkers. In December 1972, the Commission’s Area Office in Milwaukee, Wisconsin, met with officials from SER to make arrang ements to conduct Fed eral employment 

examinations in classrooms a t SER ’s offices. In Septem ber 1973 a personnel management spec ialist from the Commission’s San Diego area office visited the Padre Hidalgo Center which is funded by the Departme nt of Labor and the Department of Housing and Urban Development. As a res ult of the visit, 54 women who were taking clerical tra ini ng received 

general information on Federal employment and arrang ements were made to admin ister the CSC Office Assistant T est onsite at the center. Regional conferences are to be convened in six regions. Member agencies of the regional councils and the Fed eral Exec utive Boards will be invited to p articipate. The purpose of the conferences is to help Federal officials to identify and carry out effective means for accomplishment of the objectives of the Spanish-Speaking Prog ram an d to inform the Spanish-speak ing leadership of Fede ral actions under­ way relating to the Spanish-Speaking Program. This is to be attain ed through con­ stru ctiv e dialogue between Feder al officials and Spanish-speaking organization 

leaders. 5. Step up recruitment for Cooperative Education Prog rams at colleges with significant numbers of Spanish-speaking studen ts to perm it entry from Federal Service E ntranc e Examination registe rs without the necessity of a writte n examination.

AC TIO N: We published guidance to Federal agencies encouraging the establishmen t or expansion of Cooperative Education Programs at colleges with signi­ ficant numbers of Spanish-surnam ed students. This has been done by a number of agencies which have increased their participation in Cooperative Education agree ments with such colleges and univ ersities. In November 1972. a listing of colleges and universities having significant enrollments of Spanish-surnam ed stu­ dents was developed and provided to ou r Regional Offices to as sist them in informing agencies of potential recruitment sources. Agency Spanish-Speaking Pro gram coordinators have received information 

and traini ng on cooperative education programs. La Mesa Rcdonda for December 1973 provided coordinators and agencies w ith a summary of cooperative educatio n programs, as well as proper Federal Personnel Manual references. The forthcoming up da te'of the Span?«h-Speaking Rec ruitmen t Sources booklet will
20

lis t those colleges th at have a high concentration of Spanish-speaking students 

and have established cooperative education program agreements.

6. Emphasize to Federal agencies of the availability of selective placement on 

a bilingual basis so tha t Spanish-speaking persons can be appo inted to positions 

where th eir knowledge of Spanish would be useful.

ACTIOS: Selective placem ent is the means by which an indiv idual with special 

skills can be given special consideration for a position which requires knowledge 

of these skills. We have encouraged agencies through our instructio nal system to 

use selective placement on a bilingual basis so th at Spanish-speaking persons can 

l>e appointed to public contact positions where these skills are desirable. Meetings 

held in Feb ruary and March 3973 between members of the Civil Service Commission. the Cabinet Committee on Opportunities for Spanish-Speaking People, and 

the Social Security Adm inistration reemphasized the use of selective placement 

methods for filling positions requiring bilingual ability in conjunction with new 

positions authorized by the Social Security Amendment of 1972.

7. Hold an Equal Employment Opportunity conference of Federal managers 

and equal opportunity officials in the Southwest designed to assure equal opportunity for Spanish-speaking persons in employment and upw ard mobility in 

Feder al agencies.

AC TIOS: We expanded on this point, and held four sep ara te conferences in 

regions with large conc entration s of Spanish-speaking persons. These conferences, 

focusing on partic ula r problems indigenous to the different areas, were held in : 

Denver. Colorado. Feb rua ry 16-18, 1971.

Dallas, Texas. F ebruary 22-24.1971.

San Diego. California. March 2-4,1971.

Atlantic City, New Jersey, March 17-19. 1971.

Subsequent to the 1971 conferences, represe ntatives of th e Office of th e SpanishSpeaking Program have participated in regional conferences on the Sixteen P oint 

Program sponsored by regional Federal Executive Boards in Seattle, Washington : Portlan d, Oregon; Los Angeles, Ca lifornia; Albuquerque, New Mexico; 

El Paso. Texas ; Boston, Ma ssachu setts; New’ York City; Sarasota, Flo rid a; 

Atlanta. Ge org ia: and Denver, Colorado. As an extension of these local conferences. the Commission R egional Fed era l Equal Employment Opportunity Representatives have eith er sponsored or conducted special conferences in the ir respective regions. Regional Council meetings previously mentioned have also 

served as meaningful conferences on the Sixteen Point Program.

The lat est round of conferences is scheduled at. these six cities during May 

and June 1974: Los Angeles, Denver, Dallas, Kansas City, Chicago, and New 

York. The purpose of these conferences is to renew the commitment of the 

Fed era l Government to reach the objectives of the Spanish-Speaking Program. 

Feder al officials and leade rs of Spanish-speaking orga nizations in these cities 

and areas, through constructive dialogue, will identify and car ry out effective 

actions together tha t will assure th at fhe Spanish-speaking are being afforded 

equal opportunity in Federal employment.

8. Develop plans for Federal agencies under Civil Service Commission Area 

Office leadership to work with high schools in Spanish-speaking areas to make 

known job opportunities in th e Fed era l Government and to counsel and encourage 

studen ts to stay in school.

ACTIO N: In cooperation with Civil Service Commission offices and inter-agency 

groups, such as Federal Executive Boards, agencies have reinfo rced the ir contac ts with high schools in Spanish-speaking areas through an increased number 

of Career Days and other school visits. In addition, many agencies have invited 

high school students to tour their facilities. To encourage studen ts to remain in 

school, many agencies have sponsored visits to schools by m inority employees for 

the purpose of showing studen ts the advantag e of completing their education.

The April 3974 Federal Personnel Manual Let ter exhorts agencies to give 

consideration to the summer hiring of Spanish-speaking high school students 

to give them an understand ing of. and an intere st in. Federal career employment.

9. Hire for summer employment in Federal agencies high school and college 

teac hers from schools serving Spanish-speaking stu dents to give them understanding of the Federal Government which the teac hers can relate to students.

ACTION: A number of agencies hired Snanish-surnamed high school and 

college teac hers during the pa st summers. Although most of these hires wrere 

in the field, a significant num ber were employed in the Washington area, so 

that fac ultv partic ipants could retur n to their classrooms with a broad understanding of Government operatio ns from the cen tral office level.
21

The Apr il 1974 Fed er al Per so nn el M an ua l L ett er also ca lls th e att enti on of 

ag en cies to th e co nt in ue d su m m er hir in g of fa cult y mem be rs fr om hi gh sch oo l 

and co lle ge s ha vi ng sign ific an t Sp an ish- sp ea ki ng en ro llm en ts.

10. M ak e spec ial effo rt to in fo rm Spa ni sh -sur na m ed vete ra ns of all av ai la bil it y 

of no n- co m pe tit iv e ap po in tm en ts fo r V ie tn am E ra V et er an s th ro ugh th e US- 5 

lev el.

A C TIO N : We ha ve in it ia te d an d are co nt in ui ng a se ri es of ac tions to ass ure 

th a t Spa ni sh -s ur na m ed vete ra ns a re in fo rm ed abou t no n- co m pe tit iv e ap po in tm ent op po rtun itie s in th e F ed era l G over nm en t:

De ve lope d a bi ling ua l pa m ph le t, “E s U sted V et er an o? ”, de sc ribi ng th e 

V et er an s R ea dju st m ent A pp oi nt m en t P ro gr am .

D is tr ib ute d th is pam phle t to S ta te Em pl oy m en t Co mm iss ion s, m ilitar y 

se para ti on ce nt er s an d Spa ni sh -s pe ak in g org an iz at io ns .

Acq uire d na mes of re tu rn in g Spa ni sh -s ur na m ed vete ra ns from Spa ni sh ­

sp ea kin g or ga ni za tion s and in fo rm ed th em of th e VR A Pro gr am . In additio n, na m e list in gs of th ese vete ra ns ha ve be en dis tr ib u te d to ag en cies fo r 

co ns id er at io n in til lin g po si tion s th ro ugh us e of th e V et er an s R ea dju st m en t 

A pp oi nt m en t A ut ho rity .

Some r ec en t exam ple s:

In F ebru ary 1973, th e Com miss ion's Sa n Ju an , P uert o Rico Area Office 

w or ke d w ith th e V et er an s A dm in is tr at io n in Gua ya ma, P uert o Ric o, in an 

ef fo rt to i nf or m loc al vete ra ns on how to ap pl y fo r F ed er al em ploy men t.

Also in F ebru ary 1973, th e A re a M an ag er of th e Co mmiss ion's W ichi ta, 

K ansa s Area Office ex pla in ed th e F ed er al em ploy men t sy st em to Sp an ish - 

su rn am ed yo ut h le ad er s duri ng a st at ew id e yo ut h co nf er en ce he ld by th e 

GI Fo ru m .

In Dec em be r 1972. th e C ha irm an of th e Civil Se rvice Co mm ission an d 

o th er Co mm iss ion officia ls, in cl ud in g th e D ir ec to r of th e Sp an ish- Sp ea ki ng 

Pro gra m , m et w ith th e N at io na l C ha irm an of th e A m er ic an GI For um to 

dis cu ss eq ua l op port unity in F edera l em pl oy men t fo r Spa nish -spe ak in g 

A merican s.

The De cembe r 1973 and Ja n u a ry 1974 issu es of th e Com miss ion's La Mesa

R ed on da pu bl ic atio n pr ov id ed ag en cies w ith addit io nal in fo rm at io n on th e 

h ir in g of Sp an ish- sp ea ki ng vete ra ns th ro ugh th e V et er an s R ea dju st m en t 

A pp oi nt m en t A uth ori ty av en ue . Als o in clud ed w as publ ic ity to th e American 

GI F oru m ’s V et er an s O utrea ch Pr og ra m , lo ca te d in Den ve r, Co lorado.

11. R eq ui re Fed er al ag en cies to review th eir EE O ac tion pla ns an d m in or ity 

em pl oy men t fig ures an d m ak e any ne ce ss ar y revi sion s to ass ure th e fu ll ap plica bi lity of th e pl an s to Sp an is h- su rn am ed po pu lation .

A C TIO N : As re qu ired by th e Equ al Employ men t O ppor tu nity Ac t of 1972, al l 

ag en ci es ha ve su bm itte d Equ al Em pl oy m en t O pp ortun ity P la ns o f Action fo r 

our review . A ft er th e in it ia l revi ew fo r leg al re qu irem en ts, th e EE O pl an s ha ve 

been give n in -d ep th re vi ew s in vo lv in g a co mpr eh en sive an aly si s of th e plan by 

se ve ra l CSC offices, in cl ud in g th e Spa ni sh -S pe ak in g Pro gra m Office. Fin al ap ­

pr ov al of a nu m be r of ag en cy pla ns w as w ith he ld be ca us e of la ck of suf ficien t 

em ph as is to th e Si xt ee n P oin t Pro gra m . N otifications to th e ag en ci es info rm ed 

th em of mod ifi ca tio ns we fe lt w er e ne eded to m ak e them mor e eff ectiv e.

12. Rev iew w ith ag en cies th e sta ffi ng of th e Equ al Em pl oy m en t O pp or tu ni ty 

pro gra m s to ass ure th a t th ere is under st andin g in th e pro gr am of th e spec ial 

pr ob le m s of th e Sp an ish-sp ea king .

A C TIO N : Fed er al Per so nn el M an ual L ett er 713 -18, dat ed Ja n u a ry 23, 1973, 

dir ec te d ag en cies to ap po in t Six te en Poin t Pro gra m Coo rd in at or s to se rv e as th e 

pri ncip al st aff a dv isor s an d foca l poin t fo r pro gr am dire ctio n. As of May 15, 1973. 

80 h eadquart ers an d field in sta ll ati o n Si xt ee n Poin t Pro gra m C oo rd in at or s ha d 

be en d es ig na ted. A dd itio na l le tt ers from th e C hai rm an of th e Civil Se rvice Co mm iss ion ha ve 

be en se nt as follo w up to ag en cy head s to ass ure th a t qu ali fie d, co mmitt ed , an d 

ca pa bl e co or din at ors are na med . In ad ditio n th e April 1974 F edera l Per so nn el 

M an ua l L ett er co nt ai ns fu rth e r in str ucti ons on th e na m in g of co or di na to rs to 

se rv e on a fu ll-tim e ba sis .

13. Pro vi de ad ditio na l tr ain in g pro gra m s on EE O an d pe rs on ne l m an ag em en t 

fo r m an ag ers in ar eas of Spa ni sh -s pe ak in g po pu latio n.

A C T IO N : Civil Se rvice Com miss ion headquart ers an d re gi on al offices ha ve 

co nd uc ted a su bst anti al nu m ber of co ur se s and se m in ar s fo r m an ag ers on th e 

Si xt ee n P oin t Pr og ra m . In ad di tion, th e Co mmiss ion’s Re gion al T ra in in g Cen te rs 

hav e em ph as ized th e Si xt ee n P oin t Pro gra m in al l tr ain in g co ur se s fo r F edera l 

m an ag ers an d su pe rv isor s on eq ual em pl oy men t opp or tu nity and pe rs on ne l man -
99

agement. Several special courses, such as “EEO and the Spanish-Surnamed” an d 

the newly-designated course for Sixteen Point. Program Coordinators, first 

offered in Jan uary 1973. have been developed.

Two Commission regions, San Francisco and Denver have offered specially 

designed courses for Spanish-Speaking Prog ram coordinators.

14. With the Departm ent of Labor, explore the feasibility of establishing an 

Intergovernm ental Tra ining Fac ility for upward mobility and skills training for 

Federal, State, and local employees in the Southwest.

ACTION: This training facility is now a reality. With a Departm ent of Labor 

allocation of $432,000, the Intergovernmental Trainin g Facility began operation 

in Janu ary 31, 1972, at a site on the campus of the University of St. Mary’s in 

San Antonio, Texas.

The Center has developed a curriculum of over 20 courses designed specifically 

for the educational and skills traini ng needs of lower level (GS-7 and below 

or equivale nt) employees in the Southwest. Courses included in the curriculum 

have been selected on the basis of the individual tra ine e’s needs, and on the 

basis that the skills and knowledge they gain can he of use to the governmental 

agencies within the employment area .

The curriculum of training is offered by capable staff utilizing pre- and posttesting and the latest teaching equipment. All training conducted through the 

Center is “individualized,” focusing on the specific needs and learning levels of 

the participan ts. The effect of this approach has been a near 190% success rat e 

among participants, minimal “dro pout” of train ees, and strong support of the 

program by Federal, State, and local agencies.

From Jan uary 31. 1972, when the Center first opened its doors, through Ja nuary 31. 1973. a total of 1,844 governmental employees were trained through 

the Southwest Intergovernm enta l Training Center. This number exceeded by 

over 100% the goal which was set at the C enter’s establishment of 900 employees 

tra ine d during the first year. Of the 1.844 persons trained, 71.9% were Federal 

employees and 28.1% were Sta te and local employees. Also, participation 

among mino rity group employees has been hi gh : 03% of the trainees were 

Mexican-American; 11% were Negro : and 20% were Anglo. For the two-year 

period of operation, 3,851 employees were train ed. 52% of whom were Spanishspeaking.

There is tangib le evidence reflecting the qua lity and effectiveness of the 

Cen ter’s tra ining. For example, approximate ly 95% of the trainees in typing and 

steno graphy have qualified for Certificates of Proficiency upon completion of the 

training. These certificates qua lify individuals for clerk-typist or clerk-stenograp her positions. The Center has awarded 156 typing and 221 stenography 

Certificates of Proficiency.

In addition, 165 trainee s enrolled in the General Educatio n Development 

(GED) course have successfully completed the five-part high school equivalency 

exam and have been awarded a High School Equivalency Diploma by the Sta te 

of Texas. The “pass” rate among partic ipa nts completing the training has 

exceeded 90%. an excellent record fo r this type of training.

The training has had a definite effect on the upw ard mobility and assignments 

of form er participan ts. The data obtained through a recent survey repo rt 

reflects t h a t:

72 were pro moted:

114 received reas sign men t (employee placed in a differe nt job) :

67 were assigned new d utie s in the same job ;

416 showed evidence of improved job performance in the same job.

These changes came about despite a work force reduction and a “freeze” on 

promotions. We can expect more upward mobility by those who have received 

tra ining nt the Center. Many of the partic ipants have only recently graduated 

and the effect on their care ers of the training will be reflected in the near futu re.

15. Collect necessary data and broaden analvsis of min ority statistics to bring 

out special information relating to employment and upward mobility of Spanishsurnamed persons in th e F ede ral Government.

ACTION: The Commission's report on the November 30. 1971. census of minority employment in the Federal Government added a section dealing with a 

broader analysis of Spanish-surnamed employment in the Federal Government. 

This analysis has been a continuing feature . In addition, we are developing a 

capa bility for preparing more detailed sta tistics on all minority groups, including 

Spanish-speaking, which will show promotions, selections for training, sep ara ­

tions. a nd new hires, among othe r things.
23

16. Require EEO reports from agencies to reflect special information on Spanish-surnamed persons and to include in the Civil Service Commission agenda for EEO evaluation questions directed at particular problems relating to em­ ployment and upward mobility of Spanish-surnamed persons.

ACTION: In November 1972, the Commission released the results of a nation­ wide special study on the Sixteen Point Program. Information for the study was obtained primarily from department and agency progress reports and from a series of reviews by Commission representatives at 77 Federal held installations throughout the country. A number of problems were identified. Chief among these was the lack of demonstrated commitment to the program in some agencies, guidance to subordinate units from the headquarters levels which caused a lack of understanding of the program at the field installation level. As a result of these findings, the Chairman of the Civil Service Commission, on September 1, 1972, wrote to the heads of the 10 largest Federal agencies, whose total work force composes over 90% of Federal employment. He asked these agency heads to view the Sixteen Point Program with the sense of urgency tha t existed at the outset of the program and he called on them to appoint Sixteen Point Program Coordinators. On January 23, 1973, the Commission issued Fed­ eral Personnel Manual Letter 713-18 informing agencies of the results of the special study on the Sixteen Point Program and directing all agencies to appoint Sixteen Point Program Coordinators to serve as the principal staff advisors and focal points for program direction. The Commission’s agenda for evaluating agencies’ equal employment oppor­ tunity programs has been revised to include specific coverage of the goals 

and objectives of the Sixteen Point Program. Approximately 50 reviews are con­ ducted monthly by the Commission, the majority of which include coverage and 

recommendations on equal employment opportunity. The Commission’s Office of the Spanish-Speaking Program has been in con­ tinuous contact with agencies’ headquarters officials to assure that guidance on the Sixteen Point Program reaches the local levels where it must make its 

major impact. In Janu ary 1974 the Commission updated its guidelines for evaluation cover­ age of the Spanish-Speaking Program. These were transmitte d to agency coordi­ nators through a special letter and to agency personnel officials through the April 1974 Federal Personnel Manual Letter. These guidelines were designed to produce more results oriented coverage of the Program, particularly in the 

area of recruitment.

Mr. Kator. Thank you, Mr. Chairman. This concludes our testimony. Air. Costales and T will be glad to answer any questions you have to the best of our ability.

Mr. Edwards. Thank you very much, Mr. Kator.

Wh at is the present size o f the Spanish-speaking program staff at 

the Civil Service Commission headquarters?

Mr. Kator. At the headquarters level, the total staff is five in the 

program. Let me add, Mr. Chairman, that we discussed this at our last meeting, although the staff. I believe, at that time was three, it has been in­ creased by two professional staff members. The staff in the regional offices has been increased considerably. We have in our regional offices five Spanish-speaking persons who are working directly in the Equal Employment Opportunity Office, and in addition have other Spanish-speaking persons who serve from other divisions of the re­ gional offices of the Commission, who serve as coordinators of the Spanish-speaking program and bring their p articula r expertise to the 

problems that we face. In addition, of course, as I indicated last time, the entire Commis­ sion is involved in assuring equal opportunity for the Spanish speak­ ing. T mentioned the intensification of our evalution efforts. We added 45 people to our evaluation staff on the basis of the Equal Employment 

Opportunity Act.
24

Now, many of the evaluations that are done by this staff are aimed 

at what agencies are doing with regard to the Spanish-speaking program. So I am always concerned t hat a fai r picture of our level of 

effect is not given when we just say how many do you have in one 

particular aspect of the Commission's operation regarding the Spanish 

speaking.

Mr. E dwards. Well, we are concerned, of course, too. Mr. Costales—■ 

and you have two assistants, is that correct? And who are they, Mr. 

Costales?

Mr. Costales. I have three professionals.

Mr. Edwards. And who are they ?

Mr. Costales. One is Mr. Carlos Esparza, one is Mr. George del 

Valle, and the other is Ms. Ana Bauza Jankowski.

Mr. Edwards. Now, Air. Kato r, in your testimony you mentioned 

that Chairman Hampton has requested tha t Spanish-speaking program coordinators be appointed for the 10 largest Federal agencies.

Wh at agencies specifically are included?

Mr. Kator. Mr. Chairman, all Cabinet departments and all major 

agencies which we define as agencies with 7,500 or more employees, 

are required to have full-time Spanish-speaking coordinators on their 

staffs.

Air. Edwards. Now, tha t directive was about iy> years ago.

How many coordinators have actually been appointed ?

Mr. K ator. Mr. Chairman, if I may, the directive on full-time coordinators was issued just recently with the last FP M letter. That was 

dated April 5, 1974. The prio r directive referred simply to having 

coordinators that could be pa rt time, thev could be full time. Now 

all agencies have coordinators, but what is happening since the April 

directive is that they are assigning persons on a full-time basis to serve 

as coordinators.

Mr. E dwards. What you are saying is. the first program did not work 

very well, so that in the last few weeks you felt tha t you had to 

strengthen it by insisting that full-time Spanish-speaking coordinators 

be appointed.

Is that correct ?

Mr. K ator. We felt tha t the addition of full-time strength to the 

Spanish-speaking coordinators would assist in further program implementation, and for this reason, insisted that agencies have it.

Mr. Edwards. And how many do the agencies have now ?

Mr. Kator. Go ahead, Mr. Costales.

Mr. Costales. We have seven departments tha t have full-time coordinators a t this time. We have four departments or agencies that have 

given us a firm commitment tha t they will be appointing full-time 

coordinators.

Mr. Edwards. So you have 7 out of 10.

Is tha t correct ?

Mr, Costales. Yes.

Mr. E dwards. And are these seven Anglos, or are they MexicanAmericans, Spanish speaking, are they Puerto Ricans? What are 

they ?

Mr. Costales. They are all Spanish sneaking.

Mr. E dwards. Thev are all Spanish speaking. Are some of them 

Anglo Spanish speaking ?
25

Mr. Costales. No. They arc all of Spanish ancestry.

Mr. E dwards. Now, at what level, what GS level are these coordinators placed ?

Mr. Kator. Mr. Costales may answer tha t better than I. My knowledge is tha t they vary at grade levels.

Gene, do you have any better data ?

Mr. Costales. They vary from grade 14—we have one grade 14, two 

grade 12’s, three grade 13’s, and another grade 14 on a full-time basis.

Mr. Kator. In other words, Mr. Chairman, they are fairly high 

placed in terms of the GS schedule.

Mr. Edwards. Are they all male ?

Mr. Costales. Yes.

Mr. E dwards. You do not have any women at all in these high 

positions ?

Mr. Costales. Not on a full-time basis. We do on a part-time basis.

Mr. E dwards. Now, do these coordinators actually determine policy 

with regard to recruitment and hirin g of Spanish-speaking people 

within these agencies?

Mr. Costales. They recommend and they influence policy.

Mr. Kator. Let me add. Mr. Chairman, tha t the policy, of course, on 

equal employment opportunity is made by agency heads and directors 

of equal employment opportunity, and as Mr. Costales said, the role 

of the Spanish-speaking coordinator is to influence that policy and to 

point out the need for action regarding the Spanish-speaking program. 

They are not operating officials. The coordinator is a staff official in an 

advisory capacity.

Mr. E dwards. Are you finding tha t the people who are in charge of 

recruitment and hiring are consulting with them, cooperating with 

them, and taking their message seriously ?

Mr. Kator. Very much so I believe. We are tr ying to improve this, 

and I thin k we are, by means of the equal employment opportunity 

action plans which agencies must submit to the Civil Service Commission. We try to make sure in those plans tha t there is a reflection 

of a special interest of the Spanish-speaking persons, and tha t these 

are built into the recruitm ent program, the evaluation programs, and 

other aspects of employment situation.

Mr. Edwards. Now, the committee is pleased, of course, that the 

figures that you bring us today are an improvement over the statistics 

of 2 years ago, an increase in Spanish-speaking employment in the 

Federal Government from 2.9 percent, I believe, to 3.1 percent, 1 

believe.

Is tha t correct, in 2 years ?

Mr. K ator. Yes. sir.

Mr. E dwards. Now, can you break this figure down into GS-9 and 

above category ?

Mr. Kator. Mr. Chairman, let me see exactly what you mean.

Mr. Edwards. I mean, are these low level jobs or higher level jobs we 

are talking about ?

Mr. Kator. No. these are fairly-----

Mr. McClory. If the Chairman will yield.

Mr. Edwards. Yes. Mr. McClory.

Mr. McClory. I notice in the gentleman’s testimony you state tha t 

at the GS-9 level and above there is a 38-percent increase. We do not
26

have a nume rical designation, so if you could tel l us how many the re 

were an d the n how ma ny th ere are now, then we wou ld know wh at 

the incre ase was to arriv e a t th at 38-percen t figure.

Mr. K ator. T do have he re, T think , some figur es that will be useful.

If I ma y, Mr. Ch air ma n, let me give you figures fro m November 

1969 to M ay 31,1973.

Now, in the be tte r-p ay ing gen era l sche dule jobs, there was an increase in total fu ll-t ime em plo ym ent of 41,475 jobs.

Mr. E dwards. Is th is GS- 9 a nd above, did you say ?

Mr. K ator. This is total ge neral schedule, t will b rea k i t dow n.

Em plo ym ent o f S panish-sp eaking citizen s in t his schedule increased 

by 6,303 jobs du rin g th at 3 ^ -y ear perio d.

Now , as I indicated, Congres sman Mc Clo ry recognized , this was 

15.2 pe rce nt of th e total increase, and 37.7 percent of the 6,303 was at 

GS- 9 and above. Now. I can break th at out. the increase at GS -9 to 

GS-11 was 20.2 perc ent. The increase at GS -12 to GS -13 was 13 pe rcent. The. incre ase at G S- 14 to G S-1 8 was 4.5 percent.

Mr. E dwards. T he increas es you men tioned last I am sure you are 

not plea sed with because the statist ics were so low in Ma y 1972, st art ­

ing out at GS -12. 1.1 for Sp an ish spe aki ng, and then fro m the n on 

the figures dete rio rat ed, from 0.8 p erc ent. 0.8 pe rcent. 0.8 percen t, down 

to 0.4 pe rce nt fo r the very hig hest.

Mr. K ator. Yes.

Mr. E dwards. As a matter of fact, jus t 2 people, 7 pe ople , 22 people 

in figu res like that. Bu t yo ur tes tim ony is th at this impro vem ent in ­

clud es an ap pr op riate pr op or tio n of high er level positions.

Mr. K ator. Yes, Mr. C ha irm an.

I do no t want to leave an y misap pre hension or misunders tan din g. 

Eet me, if I may, show you th e numb er of employees th at were added 

at these various levels. The overa ll figures th at we ha d ind ica ted of 

perce nta ge of Sp anish -sp eakin g persons, say. in the grad e— 15 level, 

might no t ha ve changed s ign ific antly. Tt is probably 0.9 o r 1 percen t, a 

sli gh t in crease above th e figure you ind ica ted , bu t in n um ber of persons 

fro m GS- 9 to GS-11 . fo r exa mple, the re were 1.274 Sp anish -sp eakin g 

person s added to the rolls: in GS -12 to GS-13. th ere were 821 Sp an ish ­

sp eaking persons added to the r olls: in G S- 14 to G S- 18. the re were 281 

Sp an ish -sp eaking persons ad ded t o the rolls.

Now, you are quite righ t, we are not happ y. We are pleased that 

we are making progress. We th in k we are on the ri ght roa d, and we 

an tic ipate fu rther pro gre ss, bu t we have no idea of relaxing in any 

wav the strong effort we have been m aking in this area.

Mr. E dwards. M r. Kator, are you awa re of any political influence 

th at was used in the selection of Spanish -sp eak ing people to fill jobs 

below the supe rgrade level in Civil Serv ice ?

Mr. K ator. Not to m y knowledge, Mr. Chairma n.

Mr. E dwards. How about you . Mr. Co stale s?

Mr. Costat.es. Not to my know ledge e ith er. Mr. Ch airma n.

Mr. E dwards. You ha d not he ard of any being used in oth er area s 

of the Civ il Service C omm ission ?

Mr. Costales. T have not.

Mr. E dwards. You, Mr. K at or ?

Mr. K ator. No, sir.
27

Mr. Chairman, let me make clear tha t your question was related to 

political influence regarding appointment of Spanish-speaking 

persons.

Mr. Edwards. Yes.

Mr. Kator. I have no knowledge of tha t a t all. I do not want to indicate th at there have not been questions from time to time of political 

activity that the Commission has, of course, investigated and taken 

appropriate action.

Mr. McClory. Would the gentleman yield ?

Mr. Edwards. Yes.

Mr. McClory. Would you regard it as political influence if a Member of Congress writes a letter of recommendation on behalf of a 

constituent or a friend ?

Mr. Kator. No, sir ; we do not regard it.

Mr. McClory. A question of political influence would only arise if 

someone in the executive branch or someone who is in a position of 

influence or authority in the Congress, for instance, would pressure you 

or try to—or threaten some retaliation if you did not hire a particula r 

person or something of that nature ?

Mr. Kator. Tha t is righ t. Mr. McClory. We consider referrals as 

perfectly legitimate. This is a proper wav of being able to obtain the 

most qualified person for the job. A person who is referred is simply 

considered along with other persons, and then as long as the selection 

is made among the best qualified persons in accordance with Civil 

Service regulations, this is not political influence, in our judgment.

Mr. E dwards. Are Spanish-speaking persons being hired to fill nonEEO positions?

Mr. Kator. Certainly, Mr. Chairman, the numbers that T have given 

to you here in positions Grades GS-9 and above, for example, there 

are just not enough E EO positions there for all the Spanish-speaking 

persons appointed. These are operating positions, and the Spanishspeaking persons are now becoming a fully integrated part of the Fe deral establishment in many, many different types of jobs.

Mr. Edwards. Very good.

Now, I have a couple more questions.

Two years ago this subcommittee suggested tha t the Civil Service 

Commission adopt the method of self-identification in determining the 

ethnicity of Federal employees for statistical purposes. When you testified in March 1972 you were opposed to that proposal, saying tha t 

the Commission had tried it and that it had been unsuccessful. The 

Civil Rights Commission has also recommended that this method of 

self-identification be employed as the method most accurate and the 

most protective of employees’ privacy.

Has the Civil Service Commission given further thought to implementing the subcommittee’s recommendation ?

Mr. K ator. Yes: we have. Mr. Chairman, based on the subcommittee s recommendation, we looked again at what had happened when 

the Commission instituted a program of <

’elf-identification of minority 

employees, and a fter consideration, decided that it would be wrong to 

go back to that system, and that we were more likely to have correct 

statistics based on the svstem which we now use. which is supervisory 

identification worked into our ADP systems where we believe there 

are sufficient controls to make sure that the figures are accurate.
28

Mr. E dwards. The sub com mittee also reco mmended th at the Civ il 

Serv ice Commission un de rta ke studies of the F ed eral Service ent rance 

exam to determ ine wh eth er or not it un fa irly dis cri mi nates again st 

minoriti es, and wh eth er it is in fact a job-r ela ted test. At th at tim e no 

va lid ation of the F S E E usa ge, the empirical method as described by 

Am erican Psychological Asso ciation's Co mm ittee on Te sti ng , h ad been 

made. To date , w ha t h as th e Civil Service Com mission done to insure 

th at th e testing methods it uti liz es in sele ctin g emp loyees conform 

to the same crite ria req uir ed by th e Supre me Co urt in Gr iggs versus 

Du ke Po wer Co. ?

Mr. K ator. Mr. Ch air man, as I indic ate d in our testim ony 2 years 

ago, we fe lt th at the Fe de ral Serv ice Ent ra nc e Ex am was a valid 

exam ina tion. I f we d id not t hi nk it was valid, we would not have used 

it. It is n ot necessary to subject it to the crite rio n techniqu e of va lid ation in acco rdan ce with the A PA sta nd ard, since it is wh at we call a 

constru ct tes t, and it is sub ject to the req uir em ents of a construc t 

valid ati on . There is. of co urse, em pir ica l da ta to su pp ort the con stru cts 

as relat ed to job perform anc e.

P u t let me go fu rthe r th an th at and ind ica te th at we are looking 

and hav e looked very ca refu lly at the Federal Service entran ce exam ina tio n. and I am sure we will be ma kin g certa in cha nges in it, bu t 

T th in k th e most im po rta nt th in g is th at over the period of the last 

18 mo nths, and since we testifi ed before yo ur com mittee, we have 

worked and are wo rking with the Eq ua l Em plo ym ent Opp or tunity 

Commission, the Civil Big ht s Com mission, the De pa rtm en t of Labor, 

and the De pa rtm ent of Ju sti ce , all of whom are mem bers, alo ng w ith 

the Civil Service Commission, of the Equal Em plo ym ent Opp or tunity 

Co ordina tin g Council established bv the EEO Act of 1972. We are 

wo rking with those agencie s to develop a un ifo rm selection guide ­

line.

Now, these w ould be based on th e g uid elin es th at the Eq ual Em ploy ­

ment Opp or tu nity Co mmission issued in 1970 fo r test validation. An y 

test th at we will use. we a re confident will mee t those p ar ticu la r selection guideline s. Now, they a re not com pleted yet. Th e staff is worki ng 

lon g an d ha rd to be able to come up with a dra ft which we could 

prese nt to the coordinatin g council, bu t if we are able to agre e on a 

final dra ft —an d I perso nallv believe we will be able to do so in my 

judg men t—then these guide lin es wou ld be applicab le to priva te emplo yer s, St ate and local governm ent s, and T am confiden t th at the 

Civil Service Commission as well wou ld conside r ad op tin g them fo r 

Fe de ral t est ing .

So, wh at I am indica tin g to you, Mr. Ch air ma n, is th at any tes ts 

th at we will use will be in c on form ity with such guide lines as are issued, 

based on th e wo rk tha t is now be ing done.

Mr. E dwards. Tha nk vou.

I would like to include in the record at th is point the statem ent of 

ou r c olle agu e from Ca lif or nia, the dis tin guish ed g entlema n from Sa n 

Dieero, Con gressm an Lionel Va n Deerli n.

[T he prep ared sta tem ent of lion. Lionel Van De erlin follow s:]

Statement of Hon. Lionet. Van Deerlin. a Representative in Congress From

th e State of California

Mr. Ch air man: Representing as I do a dis trict in which the re is a larg e number of Mexican-Americans the matter of Federal employment of minorities is of 

great importance to me.
29

As tlie committee is well aware, the Federal Government, through its departments and agencies, is attempting to guarantee equal employment opportunities for Mexican-Americans. The Department of the Navy’s Office of Civilian Man­ power Management has, on paper at least, w hat could be a workable method for achieving tins goal. Unfortunately, the system appears to he breaking down at 

regional and local levels. The Bureau of the Census estimates the number of persons of Mexican heri­ tage in my own San Diego district at 11 per cent. Yet employment of Spanish sur- named persons a t naval installations in the area is only about 7.3 per cent. In the GS rating category the picture is even worse, with only 3.7 per cent Spanish surnamed personnel. In light of the above, one might presume that every effort would be made to improve the situation. In fact, the Navy’s Affirmative Action Plan recognizes the need for such an effort a t the national level. It permits the hiring of full time Spanish-speaking program coordinators to perform basically a threefold ta sk : recruiting qualified potential civilian employees from the com­ munity, providing information on available positions, and maintaining contact 

with the Spanish-speaking community. Yet in this the largest naval area in the United States—an area which also has one of the highest percentages of Spanish-speaking population—the Spanish- Speaking Program has not been successfully implemented. Of seven naval facili­ ties in San Diego with more than 500 civilian employees, only one has a fulltime coordinator to carry out these responsibilities. Obviously the permissive lan­ guage of the Affirmative Action Plan is not enough to encourage hiring of full­ time coordinators, and those in charge of civilian employment at the basis are not doing so voluntarily. In most cases the responsibilities of the coordinator are routinely assigned as part time work for a Deputy Equal Employment Opportunity Officer. I strongly feel th at the Affirmative Action Program should he fully implemented without delay. Steps should be taken to require the hiring of fulltime bilingual Spanish Speaking Program coordinators at installations with substantial civilian manpower and large Spanish-speaking populations. These individuals should be fluent in the Spanish language and otherwise qualified to carry out the duties of the position. If at all possible, additional staff should be provided the National Spanish Speaking Program Coordinator. I am attaching herewith a lette r from the Executive Director of the Chicano Federation of San Diego County which contains additional suggestions for action hoped for by the Spanish Speaking 

Community. It is my hope th at the Committee will favorably consider my suggestions. Your continued efforts to achieve equal employment in government agencies, and your attention to the situation in the San Diego area is gratifying indeed. I am par­ ticularly grateful for the opportunity of presenting these comments to the 

Committee.

Mr. Edwards. I yield to Mr. McClory.

Mr. McClory. Thank you very much. Mr. Chairman.

I am interested first in noting the progress that lias been made. I 

thin k it is well when we are indicating our criticism of the deficiencies 

of the civil rights legislation, and it applies in all areas. I suppose, that 

we recognize, too, the steady progress which is occurring in all areas 

of promoting greater human rights and greater equality of treatment, 

regardless of questions or race, color, sex, language, and whatnot. I 

note a little confusion, however, in this problem. It seems to me that 

the Spanish surname or Spanish language—Spanish speaking, I guess 

we call it—identification is in a sense a problem in itself.

Tn other words, we are not sure what we are identifying, are we, or 

are we?

Are we identifying Spanish speaking or are we identifying Spanish 

surnamed, or exactly what is the identification as you interpret it?

Mr. K ator. The identification as we interpret it—and Mr. Costales 

may want to add to this—is persons of Spanish descent. We simply use 

the words Spanish speaking in order to get uniformity among Federal 

agencies. Tha t is the nomenclature which has been adopted. The 

Spanish surnamed is a little bit of a problem, because the surname 

40-1 20—75 ------3
30

may not be Spanish, although the person may be of Spanish descent. 

And so we have adopted the nomenclature of Spanish speaking, and 

this applies to persons who are Spanish surnamed, who are Spanish 

speaking, persons of Spanish descent, Puerto Rican descent, Mexican 

descent.

Mr. McClory. Do we include third and fourth and fifth generations 

of Spanish-descent individuals?

Mr. Kator. Technically we would. It depends on the way the individual is recognized in the work force generally, and I think Mr. 

Costales, I would be correct, would I not, th at there would not be any 

difference in terms of generations?

Mr. Costales. 1 think you would be correct.

Mr. Kator. We would identify, Mr. McClory-----

Mr. McClory. Now, in connection with the job applications and 

the recordkeeping of the Civil Service Commission, do we keep an 

identification in our records with regard to Spanish surnamed?

Air. Kator. No; we do not note employment records as such as to 

whether an individual, the ethnicity or race of an individual. What 

we do is maintain a separate record apart from the employment records. 

This is the way we develop our statistics for the census period and how 

we are able to develop the data that I give at hearings of this kind.

We do this by a supervisor making an identification of a new employee, for example, coming on board, indicating that this individual 

is of Spanish descent. L et us assume for the moment there is no question. It is very clear tha t the individual is Spanish speaking, has a 

Spanish surname, is of Spanish descent. That is entered into, in most 

agencies, on ADP equipment, which lists the social security number and 

tiie identification of the individual ethnically. This data is not-used 

for anv other purpose except for the purpose of developing a census. 

It is a record kept separate and apart from employment records.

Mr. McClory. Is the individual requested to identify himself according to his ethnic background ?

Mr. K ator. No, Mr. McClory, he is not.

Mr. McClory. So that it is sort of a judgmental determination of 

the interviewer, then, tha t determines whether the person is Spanish 

surnamed or not ?

Mr. Kator. Yes: T suppose if there are any questions that might 

arise in the individual’s mind, lie might indicate or ask for inform ation on this point. But generally speaking, it is supervisor identification, and I think we have generally indicated tha t we feel our 

records and the identifications are fairly accurate; in fact, are more 

than fairly accurate. I lielieve they are accurate. Obviously, there will 

be some mistakes. There is no question about that. We do not think the 

magnitude of the e rror is great, and we are developing a system now 

for making spot checks in agencies to assure t hat the data tha t has 

been supplied to us corresponds with what actually appears on the 

roles of that agency.

Mr. McClory. Last month one of my sons m arried a Chinese. She 

is applying for Federal employment now. Her name is McClory.

Would you regard her as Chinese or would you-----

Mr. Kator. Yes: we would regard her as Chinese.

Mr. McClory. That does not change my identification ?

Mr. Kator. It does not change yours.
31

Mr. E dwards. You are still Swedish.

Mr. McClory. IIow about the next generation ? 1 do not know what it is going to look like if we have one. But I 

am wondering. Do we get a special advantage, or are we lumped in with the rest 

of the Iri sh ?

Mr. Kator. Well actually, it will depend how the individual, as I indicated, holds himself or herself out in the community. If he or she holds himself out as a person of Chinese ancestry, this is generally 

the nomenclature tha t would be used.

Mr. McClory. We have a very high percentage, in my opinion, of Spanish speaking in my congressional district, originally Puerto Rican, now increasing rapidly with Mexican American primarily. We have devoted a lot of attention to education and other aids of tha t kind. And aside from that, it seems to me that our principal effort has been toward helping secure employment opportunities in private 

industry. Do you have any special information about discrimination in pub­ lic employment that relates to the 13th District of Illino is that you 

are aware of ? They have not brought this to my attention. That is why I do not think the Spanish speaking in this specific area regard the problem 

acutely.

Mr. Kator. I have no special information on tha t at all, Mr. McClory. Mr. Costales may have.

Mr. Costales. No ; I do not.

Mr. McClory. We have the State convention there each year of the GI forum. The Spanish-speaking community is a popular group there, and they have good general support from public officials, in­ cluding me. But I have not, it has not taken on the sort of radical 

or explosive nature as it has in the Southwest.

Mr. Kator. The only thin g I was going to say, Mr. McClory, is that I do know, and I th ink Mr. Costales will bear me out, tha t Illinois and other States in the Midwest are increasingly attracting persons, Spanish-speaking persons, and one of our conferences with Spanish­ speaking groups will be held in Chicago. But we are bringing in Federal officials from the surrounding areas and other States as well in this Chicago region, because the Spanish speaking are no longer simply concentrated in the Southwest. They are an integral p art of the 

total population and live in all areas.

Mr. McClory. What I trie d to do is, where we have programs spe­ cially designed to help the minority groups to insist tha t the Spanish speaking be included in those programs—Headstart and Follow Through, and tha t sort of thing—where educational opportunities are afforded, special education for minority groups. And then we have— they want to establish a center, a Spanish-speaking center where they could have the counseling services and that sort of thing provided, and we have established that. I think we have two or three—two. I guess— aldermen in the city council in Waukegan. Tony Fragrero I know for one—and members on the park board. It seems to me that a very good way for Spanish speaking to gain recognition and respect in the community is to run for public office and get elected, and to demonstrate 

their full citizenship in public service.
32

Mr. K ator. I w ould c ertainly agree, Mr. McClory.

Mr. McClory. I do no t th in k I hav e any fu rther questions.

Mr. E dwards. Th an k you, M r. McClory.

Mr. D rin an?

Mr. D rin an. Tha nk you v ery muc h, Mr. C hairm an.

I w an t to commend you on the pro gre ss th at has been made over the 

pa st few y ears. I was no t a mem ber of this subcom mittee 2 y ears ago 

whe n you held the he ari ngs, bu t I hav e rea d the m very carefully. An d 

I wo nder if you could com ment on wha t bothe rs me an d I am sure 

bo thers you all the tim e, th at it seems th at the Sp an ish spe aking are 

making less gain than other min orities. For example, the Orien tal commun ity has a populat ion of 0.5 perce nt of the to ta l population , onehal f of 1 percent, and ye t at the prese nt tim e they ho ld 0.8 perc ent o f 

Fe de ral emp loym ent. T hat is 0.3 perce nt above pa rity . Simila rly , the 

In di an s with only 0.4 percen t of t he t otal po pu lat ion hold 0.7 perc ent 

of the Fe deral employment. Tha t is a plu s of 0.3 perce nt. Th ey are 

above p arity , too.

Si mila rly fo r the bla cks , th at they are above pa rity . Th ey have 

roug hly 15 percen t of all Fe de ral emp loyment, an d they have 11 pe rce nt of t he p opula tion. Yet th e Sp an ish s peaking do no t seem to come 

ne ar th at a t all.

Wou ld you have any com men ts on that ?

Mr. K ator. Mr. Drina n, I guess I am tro ub led wi th the use of 

wo rd “ par ity” because I am co ncer ned a bout lin in g up g roups of F ed ­

eral employees in relat ion to th ei r desc ent and ind ica te th at the y are 

en titled or should have a c ertain a mo unt of em plo ym ent based on----- -

Mr. D rinan. You h ave a good p oin t, sir. I am troub led by the word, 

too. But I th in k th at we are ta lk in g about the same thing, abo ut the 

same phenomenon, that t he S pa nish speaking seem to be lag ging back.

Mr. Kator. Yes. Le t me ans wer th at this way, the n. I was going t o 

ad d that, there is no q ues tion th at employ ment as r elated to p op ula tio n 

is an ind ica tor , and it is a po in t of dep arture fo r l ookin g to see w hethe r 

there are problems. And I am sure we wou ld agree on the un desir ­

ab ili ty of th e p ar ity idea.

Le t me ju st add th is one dim ension, th at as a grou p the Sp anish 

sp eaking are younger th an othe r groups. Ac tua lly , there were 6 millio n Sp anish -sp eakin g perso ns 16 y ear s an d over in 1973, a cco unting 

fo r 4 perce nt of the Nat ion’s civ ilia n no ninstitutiona l population . In 

othe r words, if we are ta lk in g wh at is availabl e in ter ms of the po pu ­

latio n, t hat figure wou ld be closer. I f we took everybody 16 years and 

over, the figure wou ld be 4 perce nt, and of course in Fe de ral emplo yme nt we have 3.1 perce nt, a much closer figure. Ac tuall y, teen age rs of 

Sp an ish origi n com prise a pr op ortio n of the wo rking age population 

ne arly iy 2 times th at of th ei r coun ter pa rts in othe r groups. Th e 

me dia n age, fo r exa mple, fo r the Sp anish speakin g is 20 y ear s as op ­

posed to median age fo r to tal populat ion of about 26.8 years. So I 

th in k these are two factors we have to look at. Th is is the body of peo ple 

th at we would dra w fro m fo r employme nt.

Now. I jus t wa nt to indicate th at they are prob ab ly closer in line 

th an wha t migh t ap pe ar i f you ju st looked at p op ulation figures gen ­

era lly . Of course, the ot he r questions then are interest in a Fe de ral 

emplo yment , pa st exp erie nce , questions of far m employment. Th ere 

are ma ny, ma ny reasons, I imagine, histo ric all y, wh y th is ap pa rent 

dis cre pancy exists.
33

I know I have talked to Henry Ramirez of the Cabinet committee on 

why in California, for example, we have a lesser employment of the Spanish speaking, approximately 6 percent, while they are 15 percent of the population in the State. But you need to look beyond population figures to factors such as age, th at I indicated, as well as to whether the group is in rural employment, for example, where they could not he located near Federal employment, and where they would not likely acquire the necessary skills because of having been in rural employment and farm employment for long periods of time.

Mr. Drinan. Well, those are the facts th at I had not really reflected 

upon. But our colleague.1

 Congressman Roybal, in the hearings 2 years 

ago, indicated tha t at the present level of progress for better em­ ployment or more employment for Spanish speaking it would take 

them GO years to get to parity, for lack of a better word.

Do you think that is a fair estimate, then and now ?

Mr. Kantor. I thin k not, Congressman Drinan. I think tha t the rate of progress is accelerating and in my judgment, within a m atter of years I think the figure th at we have indicated to you here will he even significantly increased. I do not think there is any question that Federal agencies are now reaching out actively to assure equal employment opportunity for the Spanish speaking, which may not 

have always been the case in the past.

Mr. Drinan. Do you think that progress could be increased if the sec­ ond recommendation of this subcommittee 2 years ago were carried out—namely, that adequate staff in the Washington and regional offices 

should be given?

I know that you have increased from three to five. Would you feel that a large r number of personnel would he helpful ?

Mr. K ator. Personnel are always im portant, Mr. Drinan. No ques­ tion about that. I do not think, though, that in the job tha t we are after, as far as the Civil Service Commission is concerned, which is providing the leadership and direction and getting the job done out in the field by the Federal agencies, that the program would be greatly benefited simply by having more people involved at the headquarters level.

Mr. Drinan. On the number of Spanish speaking actually employed, 

roughly 40,000. roughly 50 percent, work for the Defense Department.

I wonder first, does that figure include Puerto Ricans in Puerto Rico 

who work for DOD there ?

Mr. Iaator. Mr. Costales tells me no.

Mr. Drinan. Has any thought been given to some sort of a stated preference for Spanish speaking as jobs are being phased out in DOD, as you say yourself here that the number of Federal jobs are going down and the number of civilians in the Defense Departm ent will continue to decrease, I would assume ? Has any thought developed as to any preference th at might be given to Spanish-speaking people already employed there ?

Mr. Kator. No, no thought has been given to a preference. I think it would probably be unlawful if we were to provide such a preference. But I think it is important to keep in mind that despite the large cutoffs in the.Department of Defense, the Spanish-speaking employment there has not gone down to the same extent as the total employment has.

Mr. Drinan. Well, that prompted my question, sir. And I concede
34

that the term “preference” is a bad one. It is Monday morning, I am not 

good at words yet.

But how did th at happen th at the Spanish speaking retain the same 

proportion ?

Arr. K ator. I am not sure I can answer that. It depends where, of 

course, the cuts in the I)OI) fall, and things of this kind. But they were 

not given any special preference in terms of retention. I think certainly. every effort was made to place persons where they could be 

placed. I he Department of Defense has done this, and apparently this 

lias worked out sufficiently well for the Spanish speaking so that their 

attrition has been less than other groups.

Air. Di unan. Where would be the biggest military installation where 

th e majority of these people work, almost 40.000 ?

Afr. Kator. Gene, help me on this, would you, please? Kelly Air 

Force Base in Texas would be one place.

Air. Costales. California is a good State for the Department of Defence. Also, the Southwest part of the country and the Great Lakes 

area with the Department of the Navy.

Air. Drinan. All right, thank you.

I assume that Cubans are included amongst Spanish speaking.

Has any attemp t been made to include or exclude out for the purpose 

of the statistics?

In other words. I do not think thev are skewing the minority statisor a more meaningful graph of what is happening to the Spanish 

speaking in this country who do not happen to be Cuban refugees?

Air. Kator. I do not think so, Air. Drinan, because most of the 

Cubans are still, or large numbers of them, certainly, still noncitizens, 

and we are not able to employ noncitizens except under special circumstances. Therefore, I do not think you would find large numbers of 

Cubans employed in the Federal Government. That is my guess.

In other words, if Cubans were not included could we see a different 

tics on Spanish sneaking.

Air. Drinan Fine, thank vou.

One last question, now. I know tha t the whole question of the test is 

complicated, and vou spoke to it before.

Is there anvthing that you would want to add to your statement 

about the Federal service entrance examination and its validation?

Air. Kator. Only this. T do not want to leave the impression tha t we 

think that everything tha t we do is perfect, because it is not. AATe do 

Think we have got a good test here. We are looking at it and there will 

be changes made in it. I can assure vou of that.

I think w ha t is very important, is the work tha t we are doing in connection with the. Foual Employment Opportunitv Commission and the 

other agencies in developing validation guidelines. Our tests, I can 

assure you, will meet those validation guidelines, so that there will 

he no question that they are fai r to all persons regardless of their 

background.

Afr. Drinan. In that connection—this is reallv my last question—in 

that connection, when Elliot 'Richardson was Secretary of TIEW. he 

began to develop a new philosophv. so to sneak, and it was outlined in 

the previous hearings and people have spoken of it. that Mr. "Richardson said that America is turning awav from the melting pot concept 

and now looks toward minority cultures and ethnic groups to continue
35

to preserve their traits. And he said, I think, as I recall, that he felt tha t mental health services and physical health services can best be administered and delivered to a Spanish-speaking population by Spanish-speaking admin istrators and practitioners. Is your office moving in tha t direction ?

Mi*. Kator. Only in this sense, Mr. Drinan. We are moving in it in the sense tha t we do believe that the ability to speak Spanish, for example, in dealing with Spanish-speaking persons is a very important ability and that we do provide a basis for matching the Spanish-speak­ ing persons with those kinds of jobs. Also, in the border patrol, for example, in the Justice Department, where all the border patrolmen are required to know Spanish, we have changed our requirements so that now additional points, or credit, will be given for those persons 

who are able to speak Spanish. So in a sense I thin k we are moving somewhat the way Mr. Richard­ son outlined, except we are doing it not on cultural factors, but rather on the ability to communicate where it is necessary to do that with a 

particu lar group.

Mr. Drinan. Thank you very much.

I yield back to the chairman.

Mr. Edwards. Ms. Chavez ?

Ms. Ciiavkz. Mr. Kator. when you testified before this subcommittee in March of 1972 you made the statement that the number of minority employees from November 1969 to May 1971 increased by 3,100, while the total Federal employment decreased by 23,487. I notice this morn­ ing that you made a similar statement saying that the Federal em­ ployment statistics continue to show that despite employment cutbacks and budget limitations, the number of Spanish-speaking Americans in 

the Federal service is increasing steadily. Now, it would seem to me that the Spanish-speaking community is concerned not just that they have a’proportionate share of Federal jobs, but tha t the total number of Federal jobs available increase. And I am somewhat at a loss to understand why the Civil Service Commis­ sion consistently draws attention to the fact tha t there is a decrease in employment while lauding the fact tha t there is an increase in minority employment. And perhaps you can enlighten me on that.

Mr. Kator. Well, Ms. Chavez, the reason for that is tha t if you are in a situation where agencies are staffing up or building up staff and are really employing people on a wholesale basis, it is much easier to make progress. We are simply trying to indicate that in a tight labor market as far as employment of persons is concerned, th at it is more difficult to make the kind of progress we are all seeking. In fact, it seems to us tha t if you have an overall decrease in employment and at the same time have an increase in Spanish-speaking employment, th at this is really more difficult than if you were simply having an increase on 

both sides of the ledger. And tha t is all we are trying to indicate.

Ms. Chavez. You would agree, then, that were there more jobs available in the total work force, tha t there would probably be a con­ comitant increase in the number of jobs available for Spanish-speaking 

persons ?

Mr. K ator. That would be conjecture, but I have no reason to doubt 

that that is exactly what would happen.
36

Ms. Chavez. Also on page 3 of your testimony this morning you 

speak of training courses and seminars.

Could you tell me who these training courses are for, and what the ir 

purpose is ?

Mr. Kator. Yes. Mr. Costales knows more about this than I do. 

But they are basically—and I would like to have him answer the 

question—they are basically directed to coordinators and Federal 

managers.

Air. Costales, would you amplify that, please ?

Mr. Costales. I think we are talking about several types of t raining courses. The main type of training course th at we had in mind was 

for the coordinators. Spanish-speaking program coordinators. And 

this involves the total EEO process. We talk about recruitment, affirmative action plans. We are trying to develop the coordinators so that 

they can be effective as fast as they can.

The other type of training courses and the seminars that we are 

speaking of, is making sure that we tap into any E EO course for managers, for supervisors, for personnel, is to ascertain tha t the S panishspeaking program is adequately covered within those training sessions.

Ms. Chavez. You are not, then, running training programs which 

would provide upward mobility for Spanish-speaking employees in 

the Federal Government, I assume ?

Mr. Costales. Th at is not what we were talking about in the 

testimony.

Mr. Kator. Let me add, if I may. that we are, however, in fact doing 

that, and not only for Spanish speaking as such, except in our Southwest Intergovernmental Training Center. Those are primarily upward 

mobility courses.

Would that not be right, Mr. Costales ?

Air. Costales. Yes.

Mr. Kator. These are largely upward mobility courses helping 

people gain the skills th at will help them move ahead. And while the 

center, of course, is not confined just to teaching of Spanish-speaking 

persons, a large—as I indicated, over 50 percent, over half—in fact 

in the first year it was over 70 percent of the persons who attended the 

center were Spanish speaking, and in the 2 years since it opened over 

50 percent are Spanish speaking. So in a sense we have it there. And 

of course, Spanish-speaking persons participate in our total governmentwide upward mobility programs, which many agencies, including 

HEW, Commerce, and Defense, have very extensive operations in 

upward mobility.

Ms. Chavez. Does the Civil Service Commission have any studies 

or reports showing progress under the upward mobility tr aining programs which provide-----

Mr. Kator. I do not know what T might have. We are building into 

our data system an ability to identify persons who have gone through 

upward mobility courses and have then been able to use those skills in 

higher level jobs. If I may. I would like to be able to look at what data 

we have and supply the subcommittee. Mr. Chairman, with your permission I would be delighted to do so.

Mr. Edwards. Very good.

[Information on upward mobility follows:]
37

U.S. Civil Service Commission, Washin gto n, D.C. 20415

UPWARD MOBILITY ACTIONS OF SELECTED AGENCIES

As part of their EEO Affirmative Action Plans, agencies are required to submit a summary narrative of Upward Mobility actions achieved for lower level em­ ployees (below GS-9 or equivalent) during the previous year. These reports show progress made toward goals established by each agency and describe, in a general way, the nature and level of efforts to provide meaningful, results- oriented opportunities for lower level employees to advance in accordance with 

their potential. New instructions to agencies, targeted for September 1974, will outline proce­ dures for reporting specific data through CSC’s Central Personnel Data File. Such data, when summarized, will show each specific instance of Upward Mobil­ ity training and development experiences reported by each agency by minority group designator and will relate to uniform reporting elements which will then enable us to report program impact Government-wide. Yet without this detailed information at hand, we have evidence of substantial Upward Mobility activity reported by agencies. The following are examples of 

such activity reported by agencies : —Naval Material Command reported over 950 lower level employees in Upward 

Mobility programs. —Naval Air Systems Command Headquarters moved 68 non-professional employees into trainee positions leading to qualification for higher level 

targ et positions. —Army’s White Sands Missile Range established specific target positions for nearly 200 employees and Redstone Arsenal enrolled 150 employees in Upward Mobility training toward 80 occupational series. -—Department of Commerce reported 5,677 lower level employees enrolled 

in Upward Mobility programs. —GAO designated 89 positions for lower level employees to become qualified as management analyst assistant and claims adjudicator assistant. —Agriculture designated over 1,300 positions in 20 occupational series for 

Upward Mobility. -—NIH entered 90 employees into technician or paraprofessional jobs leading to 

psychologist and physical therapist positions. —GSA, through a formal train ing agreement, selected 80 employees for tra in­ ing into accounting, computer, legal, archival, personnel, and statistical' 

career fields. —HEW’s Audit Agency, through job restructuring, created new bridge posi­ tions in the Management Analyst and Management Assistant series for 24 

lower level employees. Some of these programs did not exist eighteen months ago. A host of other agency programs are operational or are evolving which are committed to real opportunities for lower level employees. Several other agency Upward Mobility programs are in earlier stages of development and are being reviewed by our staff to strengthen and expand such opportunities. One major step toward improved Upward Mobility programs has been the development of more definitive guidelines which emphasize the critical role of effective planning. This FPM Letter has been widely coordinated among agencies and will be distributed during July 1974. An advance copy is attached here for 

the Committee’s information.

Attachment.

U.S. Civil Service Commission,

Washington, D.C., June 28, 197//.

FPM letter No. 713-27. Sub ject: Upward Mobility for lower level employees. To: Heads of departments and independent establishments.

purpose

Substantial progress has been made by Federal agencies to provide employees opportunities for Upward Mobility. Guidance to assist agencies in these efforts has been issued in such areas as training, job restructuring, skills utilization, testing and evaluation. This FPM Letter brings together pertinent provisions of these issuances and provides further assistance to agencies in planning and impleinentating Upward Mobility programs. It supplements EEO Affirmative Action planning and reporting requirements related to Upward Mobility con­ tained in FPM Letter 713-22, dated October 4,1973.
3S

BACKGROUND

The Federa l Gov ernm en t has it s g re ate st in ve st m en t in people. As an em ploy er 

ea ch F edera l agency seek s to carr y out it s mission th ro ugh pe op le an d ther eb y 

re ac h it s es ta bl is he d go als and pu rp os es . Pe oy le as em ploy ee s also ha ve go als 

and as pir at io ns. W he n th es e tw o se ts of go als ca n mesh an d co mplem en t each 

ot he r, m utu al sa tisf ac tion r es ults.

On e of th e are as in whi ch em pl oy er an d em ploy ee go als m ee t is Upw ard 

Mob ili ty. It is th ro ug h U pw ar d Mob ili ty th a t th e ag en cy and th e w or ke r mov e 

to w ard co mm on goals.

H is to rica lly, th e Fed er al care er se rv ic e has pr ov id ed ad van ce m en t op po rtun iti es fo r th os e wh o en te r it. The care er se rv ice is a co m pr eh en sive system incl ud ­

in g m an y car ee r ladd er s, an d pro vi de s fo r care er co un selin g, care er deve lopm en t 

and tr ain in g op po rtun ities, and m eri t co m pe tit io n fo r pl ac em en t of qu ali fie d 

em ploy ees to move to hig her po sition s. The re fo re , F edera l em ploy ee s ha ve tr a ­

ditio nal ly h ad c er ta in U pw ar d M ob ili ty opp or tu ni ties .

U pw ar d Mob ility oppo rt uni ties m us t, of co urse , be av ail able to all em plo yees 

on a no n- di sc rim in at or y ba sis. T her e ar e, ho wev er, dir ec t im pl ic at io ns fo r an 

ag en cy ’s EE O pr og ra m . By ass is ti n g em plo yees, in cl ud in g m in ori ties an d women 

in lo wer gr ad ed po sitio ns to gai n sk ills an d th u s ad va nce w ithin th e syste m. 

U pw ar d Mob ility pr og ra m s w ill hav e a po sitive im pa ct on an ag en cy ’s ov erall 

EEO p os tu re .

AGEN CY REQU IRE ME NTS

As a p a rt of th e affirm ativ e ac tions to be in cl ud ed in th eir Equ al Em ploy ­

m en t O pp or tu nity pl an s, F edera l ag en cies are re quir ed to de ve lop an d su bm it 

specific pla ns which will ass ure a co nt in ui ng re su lts- or ie nt cd , U pw ar d Mobility 

effort.

The re co gn iti on of U pw ar d M ob ili ty as an ag en cy re quir em en t is su pp or ted 

by tw o sign ifi ca nt pr on ou nc em en ts. The Pre si den t in Exe cu tive O rd er 11178 

st ate s th a t ag en cies m ust . . . “u tilize to th e fu ll est exte nt th e pre se nt skill s 

of ea ch em ploy ee . . . an d . . . pr ovi de th e m ax im um fe as ib le opp or tu ni ty to 

em ploy ee s to en ha nc e th eir sk ills so th ey may per fo rm a t th e ir hig hes t po te ntial 

and a dv an ce in a cc or da nc e w ith th eir a bil it ie s. ”

The E qual Em ploy men t O pportunity Act of 1972 (P .L . 92-2G1) re quir es ag en ­

cies to in cl ud e in th eir annual EEO pla n “. . . . pr ov isio n fo r th e es ta bl is hm en t 

of tr ain in g an d ed uc at io n pro gra m s de sign ed to prov ide m ax im um op po rtun ity 

fo r em ploy ee s to ad va nc e so a s to p er fo rm a t th eir h ig he st pote nti al.”

The la w does no t spec ify an y m in im um or m ax im um gra de leve ls fo r Upw ard 

M ob ili ty effo rts . Gen erally, ho wev er, th e g re ate st op port unity fo r im pa ct is at 

th e lo w er gr ad e lev els . Most ag en cy pr og ra m s, th er ef ore , sh ou ld fo cu s on pro ­

vi di ng U pw ar d Mobility opport unitie s fo r em ploy ees below th e GS- 9 (o r eq uiva ­

le nt) lev els .

DE FINITION

To im pl em en t th is co nc ep t of U pw ar d Mob ility fo r lo w er leve l emplo yees in 

th e F edera l service , the fo llo wing de finitio n is e st ab lish ed :

U pw ar d Mob ility is a sy st em at ic m an ag em en t effo rt th a t focu se s Fed er al pe rso nn el po lic y an d pra ct ic e on th e de ve lopm en t an d im pl em en ta tion of spec ific 

care er op po rt un itie s fo r lo wer leve l em ploy ees (belo w GS- 9 or eq uiv al en t) who 

a re in po sition s or oc cu pa tion al se ri es which do no t en ab le th em to re al iz e th eir 

fu ll wor k po te nt ia l.

W it hin th is de fin ition , U pw ar d M ob ility pr ov id es de ve lo pm en tal opp ort unitie s 

to lo w er lev el em plo yees which go beyo nd no rm al st af f im pr ov em en t pr ac tic es . 

F o r ex am pl e, th e de sign of bri dge and tr ain ee po sitio ns which en ab le lower 

lev el em ploy ee s to qu al ify fo r pr e- or para pro fe ss io nal jobs is on e mea ns of pr ovid in g U pw ar d Mobility. Affo rding ty pi ng an d re la te d tr ain in g to a GS-2 mail 

cl er k wh o la ck s qu al ific at io n fo r an iden tif ied GR -2 or GS- 3 cler k ty pis t po sitio n, 

or pr ov id in g re qui re d tr ain in g fo r a ty pis t to qual if y fo r a ta rg ete d sten og ra ph ic 

po sition a re oth er ex am pl es of U pw ar d Mob ility. How ev er, tr ain in g an d develop ­

m en ta l ef fo rts pri m ar ily de sign ed to im pr ov e cu rr en t occ up at io na l pe rfor m an ce 

sh ou ld no t be re ga rd ed as U pw ar d Mob ility. Li ke wise , care er in te rn , co op erative 

ed uc at io n, st udent em ploy men t, an d oth er pro gr am s us in g ou ts id e re cr uitm en t 

a re no t ex am pl es of U pw ar d M ob ili ty fo r lo wer leve l em ploy ees. Eac h agency
39

sh ou ld ap ply th es e co nc ep ts to develop a vari ety of U pw ar d M ob ility op po rtu n it ie s ad apte d to it s org aniz ati onal an d mission re qu irem en ts .

P L A N N IN G FOB UP W AR D M OBIL IT Y

Pla nnin g is cr it ic al to pro gra m suc cess. I t is es se ntial th a t F ed er al Gov ern­ m en t or ga ni za tion s a t ev ery lev el fol low a defin ed pr oc es s to en su re th a t Up­ w ard Mob ility pl an s will yi el d anti cip ate d re su lts. The reco mmen de d pla nnin g pr oc es s is de sc ribe d in A ttac hm en t 1. A flow c h a rt sh ow in g th e sequ en ce of th e pla nnin g step s is ap pe nd ed as A ttac hm en t 2. Agency pla nners sh ou ld revi ew 

th es e tw o att achm ents c ar ef ully b efor e de ve loping t h eir pla ns .

UPW AR D M OBIL IT Y PL A N R EQ U IR EM EN TS

U pw ar d Mob ility pl an s a re su bm itte d by ag en cies as an in te gra l p art of th eir 

EK O Af fir ma tiv e Acti on pl an s. N ati o n al U pw ar d Mob ility pl an s sh ou ld de sc ribe 

th e ag en cy 's to ta l U pw ar d M ob ili ty effo rt an d m ust co nta in in st ru ct io ns to field in st all ati ons to pla n fo r ea ch o f th e fo llo wing es se ntial p ro gra m e lem en ts :

(1 ) id en tifica tion o f t a rg e t po sition s (2 ) ap pl ic at io n of m eri t pro ce du re s fo r se lectio n of em ploy ee s in to U pw ar d 

Mob ili ty pr og ra m s (3 ) de ve lopm en t a nd d el iv er y of co un selin g se rv ices (4 ) invo lv em en t of su per vis ors in pr og ra m pla nnin g and im pl em en ta tion (5 ) de sig n an d de live ry of re qui re d tr ain in g (A tt ac hm en t 1 of App en dix II 

to FPM L ett er 71 3-2 2) (6 ) de ve lopm en t of eval uation a nd rep ort in g pro ce du re s. A dd iti on al as si st an ce is av ail able to ag en cy pla nners th ro ugh th e Civil Se rvice Com mission ’s Office of Fed er al Equ al Em ploy men t O pp or tu ni ty .

R eg io na l Upw ard M ob ility pla ns su bm itte d to CSC Reg io na l Offices sh ou ld 

co nta in t he following spe cific in fo rm at io n : (1 ) to ta l nu m be r of ta rg e t jo bs by oc cu pa tion al se ri es and po sitio n ti tle, to 

be filled th ro ug h U pw ar d M ob ili ty d uri ng th e p la n yea r (2 ) pr oc ed ur es fo r co m m un ic at in g w ith , co un selin g, se lectin g, an d pl ac in g 

elig ible emp loy ees (3 ) de sc ript io ns of th e tr ain in g and de ve lo pm en ta l pro gra m s av ai la ble to em ploy ees selecte d fo r U pw ar d M ob ility (A tt achm ent 1 of App en dix I I to FPM 

L ett er 713 -22 for fo rm a t)

(4 ) ev al ua tion a nd re port in g pr oc ed ur es . F u rt h e r as si st an ce to field in st all ati ons is avail able th ro ugh CSC Reg io na l 

Offices.

RO LE S AN D R E SPO N SIB IL IT IE S

T he de ve lopm en t and im pl em en ta tion of effective U pw ar d Mob ility is a te am effo rt. As a sy ste m, U pw ar d Mob ility is m ad e po ss ible only th ro ugh th e invo lve­ m en t of al l fa ce ts of ag en cy m an ag em en t. To en su re an effective pr og ra m , ag en ­ cies sh ou ld al lo ca te su ffici en t re so ur ce s and est ab lish a centr al po in t of co or di­ nat io n. One way to do th is wou ld be to des ig nat e a co ord in at or an d es ta blish an U pw ar d Mob ility w or kin g gr ou p wh ose fu nct io ns wou ld incl ud e plan ni ng , im pl em en ting an d m on itor in g pro gr am act iv itie s. Age ncies m ig ht in clud e in th is 

gr ou p pe rs on s re pre se nt in g th e f oll ow in g: (1 ) Equal Em pl oy men t O ppo rtuni ty D irec to r and st af f, resp on sibl e fo r a com ­ pr eh en si ve EE O Affi rm ative A ct io n pl an and pr og ra m of which U pw ar d Mob ility 

is an e ss en tial p ar t. (2 ) Pe rs on ne l Staff ing Spe ci al is ts, wh o an al yze d ata ess en tial to th e id en tifi­ ca tion of prob lem s, ta rg et po sition s, job re quir em en ts and elem en ts of care er 

la dd er s. (3 ) Bud ge t an d Fin an ce st af f, wh ose kn ow ledg e of th e bu dg et proc es s ca n assis t pla nner s in es tim ati ng an d ac co un ting fo r ag ency doll ar reso urce s. (4 ) T ra in ers , wh o ca n id enti fy appro pri ate tr ain in g so ur ce s an d ass is t in de ve loping m ea ni ng fu l de ve lo pm en tal ex pe rien ce s bo th fo rm al an d on th e job . (5 ) Co un selor s, wh o are tr a in e d to pr ov id e in it ia l an d on go ing care er co un se l­ in g fo r all em plo yees an d a re es pe cially qu alified to m ee t co un se lin g needs of 

th os e a t th e lo wer g rade s. (6 ) Sup er vi so rs /M an ag er s, w ithin who se oper at io nal are as U pw ar d M ob ili ty m ay m ak e th e gre ate st im pac t an d who se kn ow ledg e of jo b el em en ts will assis t 

in sha pin g m ea ni ng fu l de ve lo pm en tal ex pe rie nc es. (7 ) Em ploy ee R ep re se nta tives , wh ose part ic ip ati on in pla nnin g ca n ensu re 

an u nder st andin g of p ro gr am g oa ls a nd scope.
40

K E Y BEF ER EN CES

In implementing the planning requirements contained in this FPM Letter, 

agencies should refer to appropriate references listed in Attachment 3. A consolidated Upward Mobility Planning Guide, now in preparation, will treat each 

of the plan elements in greater detail with particular emphasis on conducting 

skills surveys, identifying target positions, designing selection systems, developing viable counseling programs, designing training plans, and setting criteria 

for program evaluation. This guide is scheduled for publication during third 

quarter, Fiscal Year 1975.

RE PO RTI NG REQ U IR EM EN TS

Alternative means of obtaining Upward Mobility program information from 

agencies, including possible use of the Commission’s Central Personnel Data 

File, are now under consideration. When a final decision in this regard is made, 

agencies will be furnished detailed reporting requirements and instructions and 

sufficient lead time will be provided for any automated systems modifications 

tha t may be necessary. Agencies should defer making any modifications until 

such instructions are issued, but should continue to comply with the reporting 

requirements contained in Pa rt B, Appendix II to FPM Letter 713-22.

Bernard R osen, 

Executive Director.

Attachment.

The Upward Mobility Plan ning P rocess

A fundamental precept of Upward Mobility holds tha t employees with potential who lack qualifications may become qualified for current or projected 

higher level vacancies. Successful person-position matching, therefore, requires 

careful planning to ensure a results-orieuted program—one which can be productive for both employee and manager.

The attached Upward Mobility Program Planning Chart outlines the process 

to be followed and the products which result from each planning phase. It is 

constructed to show the sequence of the essential steps to be taken as well as> 

the continuing cycle of feedback for plan refinement.

ID E N T IF Y IN G TA RG ET PO SIT IO N S

Critical to the preparation of the plan is the identification of appropriate target 

positions for which lower level employees will be developed. To arrive at the 

number and kinds of target jobs, agencies should:

First, analyze current and projected staffing needs to determine the number 

and series of anticipated position vacancies and estimate when those vacancies 

need to be filled (FPM 332 Appendix M—Guide to Short-Range Manpower 

Planning)

Second, review current employee skills to determine -which of these position 

vacancies may be fdled through merit promotion procedures by persons who presently meet qualification standards. FPM 713, Subchapter 2 and Appendix A— 

Maximum Utilization of Skills and Training)

Third, determine which current and projected position vacancies are appropria te for Upward Mobility purposes; review’ existing technical and professional 

positions to determine those which may be restructured for Upward Mobility 

purposes. Designate these as tarqct jobs. (Handbook X118 and Personnel Management Series Pamphlet #26 —Upw’ard Mobility Through Job Restructuring)

A SS E S S IN G EM PL OYEE PO TEN TIA L

As a prerequisite to employee participation in an Upward Mobility program, 

the potential of eligible employees should be determined. Potential is defined as 

the ability (including desire) to acquire and use skills and knowledges needed
41

to suc cessfully perfo rm high er level work , specific ally in tho se kin ds of occupa tio ns and at grade levels wh ich could or will be ta rg et s fo r upwa rdly mob ile 

employee s. A fu nd am en tal precept of Up ward Mob ility holds th at emp loyees with poten ­

ti al who lac k qua lifica tions may become qua lified for cu rr en t or proje cte d high er 

level vacancies. Suc cessful perso n-p osition ma tch ing , therefore, requ ire s ca refu l plan ning to ensure a results -orie nted prog ram—one wh ich ca n be productiv e for bot h emplo yee a nd m anager.

Th e attach ed Up wa rd Mobility Prog ram Pl an ning Cha rt outlines the pro cess to be followed and th e prod uc ts which re su lt from each plan ning phase. It is 

co ns tru cted to show the seq uen ce of the essential ste ps to be take n as well as 

th e conti nuing cycle of fe edbac k for plan re fine ments.

ID EN TI FY IN G TARGET POSITIO NS

Critic al to th e pr ep aration of th e plan is th e ide nti fic ati on of ap pr op ria te ta rge t position s f or which low er lev el employee s will be deve loping. To ar rive at th e 

nu mbe r a nd ki nds of ta rg et jobs, age nci es s hou ld :

First , analy ze cu rren t an d pr ojec ted sta llin g nee ds to de ter mine the nu mbe r 

an d serie s of an tic ipated position vac anc ies an d es tim ate wh en tho se vacancies 

nee d to be filled. (FPM 332, Appen dix M—Guide to Sh ort -Range Ma npo wer 

Pl an ni ng )

Second, review cu rren t emp loyee skills to de ter mine wh ich of the se pos itio n 

vacanc ies m ay be filled throug h m erit pro motion pro cedures by perso ns who pr es ­

en tly me et qualification stan da rd s. (FPM 713, Su bchapter 2 an d App endix A— 

Ma xim um U tiliza tio n of S kills a nd Training)

Th ird , deter mi ne which cu rr en t and proje cte d position vacancies ar e ap prop riate fo r Up wa rd Mobility pu rp os es ; review ex ist ing technic al and pro fes sio nal 

position s to deter mi ne tho se which may be re stru ct ur ed fo r Up ward Mobility 

purpo ses . Desig nat e the se as ta rg et jobs. (H andbook X118 and Perso nnel Man ­

agem en t Ser ies Pa mph let No. 2(5—Up ward Mobility Th roug h Jo b Res truc tu ring)

ASS ES SI NG EMPLOYEE POT ENTIA L

As pr ereq uisite to employee pa rtic ip at io n in an Up ward Mobility pro gram, the 

po tential of eligible employees should be determined. Pot en tial is defined as the 

ab ili ty (in clu din g desir e) to ac qu ire and use skills an d kno wledges needed to 

suc ces sfully perfo rm high er leve l work , specifically in tho se kind s of occ upa tions 

and at grade leve ls which could or will he ta rg et s for up ward mobile employees.

Wh en agen cy employee s ar e tr ai ne d at agency expense, th e tra in in g mu st be 

to meet? dem on str ate d age ncy nee ds for trai ne d ma npow er an d be utilized by

th e agency.

All trai ni ng mu st be related to cu rr en t or fu tu re du tie s with in the emp loying 

agency. Tr aining fo r possible vacancies in othe r a gen cies is not autho riz ed.

An age ncy mu st use establish ed merit pro motion proced ures in selecting employ ees fo r Upward Mobility tr ai ni ng given pr im arily to pr ep ar e tra inee s for 

advancem en t and which is requ ire d to quali fy for prom otion or f or rea ssi gn me nt 

to a p osi tion with know n p romo tio n p ote ntial.

For a more detai led statem en t, designed to equ ip agency ma nagers, training 

special ists. EEO staffs, and othe rs with a wo rking kno wledge of the purpos e of 

Up wa rd Mobility trai ni ng and th e requ ire ments of law an d regulat ion which 

have a pa rtic ul ar bearing on th is kin d of tra ining, see “Train in g in Su pport of 

Up wa rd Mobility Pr og rams” (A tta ch men t to CSC Bu lle tin 410-8 3). Tha t st at eme nt is in harmo ny with policie s on trai ni ng ap pe aring in Ch ap ter 410 of the 

Fe de ral Perso nnel Manual.
42

K ey U pw ar d Mobil it y R ef er en ce s

Executive Order 11348, Prov iding for the Fu rth er Tra ining of Government 

Employees, December 24,1968.

Executive Order 11478, Equal Emplyoment Opportunity in the Federal Government, August 8,1969.

Public Law 92-261. Equal Employment Opportunity Act of 1972, March 24,1972. 

FPM 271 Subchapter 4, Na tur e and Use of Personnel Measurem ent Methods, 

July 1969.

FPM 271 Subchapter 7, Train ing Agreements (also Appendix A Requests for 

Tra ining Agreements), July 1969.
43

FPM Supplement 271-2, Tests and Other Applicant Appraisal Procedures, 

November 1972. FPM 332 Appendix M, Guide to Short-Range Manpower Planning, December 31,

1973. FPM 335 Subchapter 2, Merit Promotion Requirements, December 31, 19(3. FPM Let ter 335-10, Revised Instructio ns for use of Written Tests in Promo­ tion and Int ern al Placement, December 17, 1973. FPM Supplement 335-1, Eva luation of Employees for Promotion and Inter nal 

Placement, J une 1969. FPM 410, Training, June 1974. CSC Bulletin 410-83, Tra ining in Support of Upward Mobility Program, Jun e

1974. FPM Le tte r 713-22, Equal Employment Opp ortunity Plans, October 4. 1973. Handbook X-118C, Job Qualification System fo r Trades a nd Labor Occupations, 

May 1969.

CS C PA M P H L E T S (A VA IL ABL E ONL Y FRO M SU PER IN TE N D EN T OF DO CU MEN TS , U .S . GO VE RN MEN T P R IN T IN G OFF IC E, W A SH IN G TO N , D.C . 2 0 4 0 2 )

Personnel Management Series No. 19—“IIow to Make the Most of tlie Merit 

System”. Personnel Management Series No. 24—“Guidelines for Agency Internal Evaluation of EEO Prog rams”. Personnel Management Series No. 25—“Guidelines for Feder al Women’s Program Coordinators”. Personnel Management Series No. 26—“Upward Mobility Through Job 

Restructur ing ”. FEE O-1—“Expanding Opportunities—Women in the Fed eral Government” . PS 14 Jun e 1968—“Matching Person to Job—The Job Element Method . . . 

What it is and IIow it Works”.

F IL M S

“What’s the Matter w ith Alice?”—A 25-minute 16mm color film for orientation of supervisors to Upward Mobility concepts. May be purchase d for $225 per print from NEWSFILM USA, 21 W. 46th Street, New York, N.Y. 10036. “The Supervisor and Equal Employment Opp ortunity”—A 35-minute 16mm color film which develops a variety of opinions and att itu de s tow ard tin* EEO program and presents a clear statem ent of the EEO responsibilities of Federal supervisors. May be purchhsed for $185 per print from DATAFILMS, 2625 Temple Street, Los Angeles, Califo rnia 90026. “Remember My Name”—An 18-minute, 16mm color film which presents views of Federal employees and managers on Upward Mobility. May be purchased for $74 per print from the National Audiovisual Center, Washington, D.C. 20409. “Upw ard Mobility—The NAVAIR Way”—A 30-minute color film describing how Naval Air Systems Command conceived and planned its Upward Mobility 

program. Available on loan from CSC Centra l and Regional Offices, the Regional Office of Naval Civilian Manpower Management or by contacting the nea rest Naval 

installa tion.

Ms. Chavez. Also on page 3 of your testimony, point No. 7, you talk about reviewing agency affirmative action plans at headquarters and regional levels to make sure tha t the plans are responsive to the 

needs of the Spanish speaking. Have there been any instances in which affirmative action plans have actually been turned down because they were not responsive to the needs of persons, Spanish-speaking persons tryi ng to get Government employment?

Mr. Kator. Yes; many plans. Mr. Costales is involved in that particular phase of the operation, and he may want to comment on it. We, incidentally, for your infor­ mation, review approximately 1,300 plans here at the headquarters levels and at each one of our regional offices. So, we are getting right
dow n to wh at each installatio n, each major insta lla tio n, at leas t, is 

do ing in terms of equal emp loy me nt o pp or tunity.

But we have tu rn ed down pla ns, hav e we not, Mr. Costales, at the 

he ad qu arters level here on t h at basis.

Mr. Costales. I was go ing to mention, over 50 p erc ent of the pla ns 

th at we have reviewed in ou r office, we mak e rec om menda tion s fo r 

modification s on those plan s because they lack specificity in terms of 

the Spanish -sp eakin g pop ulation .

Ms. Chavez. A nd have tho se pla ns the n been changed so th at the y 

meet y ou r objections ?

Mr. Costales. Yes.

Ms. C havez. One final que stio n in response to Congressm an Drina n’s 

question a bout the increase in the rate of Sp anish -spe ak ing employees. 

You mentio ned tha t you believed the increase has l>een occurring at a 

more rapi d rate in the p as t couple of yea rs, and yet I notice since 19G9, 

th e rate h as been fa irly consistently 0.1 p erc ent pe r year.

Do you h ave anv o ther in form ation you would wa nt to add to th at ?

Mr. K ator. Well, 0.1 percen t would be. if ev erything re ma ind ed t he 

same, 2.500 jobs a year. A nd if we co uld c ontinue to do that —which I do 

no t th in k we can unless the emplo ym ent pictu re chang es cons iderably— 

if we could co ntin ue to do that , it wo uld he a very short period of time, 

I th ink, before we would meet whatev er typ e of rea son able p roportions 

peo ple would th ink o f as a pp ro pr iate.

Ms. Chavez. Y ou are u sin g t he figure fo r Sp anish -sp eaking p erso ns 

liv in g in the U nited S tates th at is p rovid ed b y the Cen sus B ure au, are 

you not ? T he 4.4 perce nt, I believe, as o f the last census ?

Mr. K ator. I did no t refer, Ms. Chavez, specifica lly to th at figure, 

thou gh I know th at is t he first one t hat the Census Bu reau d id pu t out.

Ms. Chavez. Because t hat figure is now u nd er question, I believe the 

Census B ureau i tse lf was lo oking into that.

Mr. K ator. Yes, ves.

Ac tuall y, my 4-p ercent figure came from Sp an ish -sp eaking persons 

who are 16 years and over.

Ms. C havez. Would th at no t also h ave been ga thered by t he Census 

Bu reau ?

Mr. K ator. Y es; t hat is a C ensus B ure au figure. As a m atter of fact, 

if you tak e pers ons 18 years and over—wh ich is really probably more 

of the labo r ma rket th at we hi re fro m—you find the figure is 3.9 

perce nt.

Ms. C havez. All riarht, than k you.

Mr. E dwards. Well, M r. K at or and Mr. Costales, we th an k you for 

com ing here today and re po rtin g some pro gress. I t is ha rd for the 

Ch air to un de rst an d how you can handle a natio nw ide prog ram , Mr. 

Cos tale s, with you and two ass istants. I t is really ve ry difficult to 

imagine , a lthough T am not eve r in favo r o f ball oonin g employment of 

Fe de ral agencies in an unrea sonable ma nner. But three people seems 

a little bit unre alistic.

Now, T wou ld like t o pu t in the record witho ut objection the sta teme nt o f S en ato r Tunney o f C alifo rn ia. A nd I note in read ing o r glan cing over th is state ment of S en ator T unney—and th at of C ongressma n 

A an De erlin —th at they are very much distu rbed over employment 

op po rtu nitie s for Sp anish -spe ak ing people in the Sa n Diego area, 

esp ecially with the naval in stallatio ns there.
45

And Senator Tunney also points out, which is something tha t Mr. 

Valenzuela will point out in his testimony, that the Veterans’ Administration is not doing a good job insofar as the employment of Spanishspeaking people are concerned.

[The prepared statement of Hon. John V. Tunney follows:]

Statement of Hon. J ohn V. Tunney, a U.S. Senator From th e State of

California

Congressman Don Edw ards, I am pleased to have this opportunity of submittin g comments, for the record, rega rding the Spanish Speaking employment 

program with in the federal government. Those app earing before you today will 

undoubtedly represen t some of the same groups and individuals who have contacted my office with respe ct to the problems of the Spanish speaking in federal 

employment. Those are as of concern which hav e been brought to my attention 

a re :

(1) The lack of Spanish speaking persons employed at Naval Ins tallation s in 

the San Diego area. As you know, San Diego, as do most citie s in California, has 

a significant Spanish surnam e population. Estimates of the number of MexicanAmericans in gre ater San Diego range from 13-19%. In San Diego, Naval insta llations are the larg est of the government’s civilian employers, yet employment of the Spanish speaking is a dismal 7% at these installatio ns. In the Los 

Angeles/Long Beach area the Spanish surn ame d make up 18.3% of the popu lation but only 7% of the Navy’s civilian work force and in the Ox nar d/V entura 

area the figures a re 19.G% of the population and 9.8% of the work force. To correct th is situ atio n I would like to see guidelines requiring full tim e Spanish s peaking “Sixteen P oin t” coordinators be provided at all ins tallation s in are as of substa ntial civilian manpower a nd Spanish surnamed population.

(2) The lack of representation of Mexican-Americans in key public con tact 

positions as personnel ana lys ts and interviewers, and as rec ruiters within Civil 

Service Commission. Clearly the intent of the “Sixteen Point Pro gram” to ass ist 

Spanish speaking American citizens was to rec rui t Spanish speaking individuals 

for public contact positions within the Commission, and we must see that thi s 

int en t is met. In this regard I would recommend that steps be take n for the hi ring of Spanish surname d individ uals in those identified public contact positions, 

as soon as possible.

(3) The Spanish-speaking and Mexican-American population in Los Angeles 

is larger than in any other city in the U.S. and North and Cen tral America, with 

the sole exception of Mexico City. Thus, the Fed era l government's record of 

employment of this larg est minority in Los Angeles and the entire sta te of 

California is partic ularly galling to those who supp ort the attain me nt of equal 

opportu nity and parity in employment when the record discloses th a t:

(a) The Veteran s’ Administration Regional Office in Los Angeles is the 

larges t in the U.S. In December, 1973, it employed 1136 personnel of which 

6.6% were Spanish-speaking. In San Diego, the Spanish-speaking employees 

at the Veterans Admin istratio n Hospital con stitute 5.3% of the work force.

(ft) The Department of Housing an d Urban Development, a majo r Fed eral 

employer with significant impact upon the low-income level citizen, particularl y the Spanish-speaking has a dismal record of hiring the Spanish-speaking. In FY 72-73 there were a tota l of 273 S panish-speaking persons employed 

by IIUD, 1.72% of all HUD employees. This certain ly does not indicate a 

policy whereby the Spanish-speaking are being rec ruited to work in the 

different housing agencies, let alone in reac hing decision-making levels, 

commensurate w ith the size and needs of this sector.

(c) There is presently in Los Angeles, no sub sta ntial effort being made 

by the Adm inistration to implement the aims and goals of the President's 16 

point program.

In conclusion, I would like to assure everyone th at I am not asking th at 

Spanish-speaking Am ericans receive preferential treatm ent. This is not the case. 

What we must do is insure th at these individuals receive equal treatm ent, 

especially with re gard to Federal employment. They do no t and should not expect 

less.

Mr. Edwards. Do they have a coordinator over there ?

46 -1 20 — 75-
46

Mr. C ostales. Yes; and he w as ju st recently appoint ed.

Air. E dwards. J ust in the last few weeks (

Air. Costales. Ab out a m onth.

Air. E dwards. And they knew we were get ting sta rted again .

Aii\ K ator. They knew we we re gettin g st arted.

Air. E dwards. Al l r ight.

An d Se na tor T unn ey also sa ys th at H U D is no t d oin g a s ati sfa cto ry 

job at all, especially in the Eos Ang ele s are a.

J )o you have any contents on H U D ?

Air. K ator. Well, let me ju st say, Air. Ch air ma n, wha t we cited was 

overa ll statistics. Th ere is no question th at there is an unevenness 

among agencies.

Air. E dwards. Tha t there are soft spots.

Air. K ator. Tha t is right.

Air. E dwards. Tha t is wh at I am try in g to brin g ou t.

Ai r. K ator. AV e are con cerned about that. We are aw are of the 

agencies, we believe, t hat need special at te nt io n; an d we ar e prov iding 

th at special attenti on to make sure th at the so ft spo ts are correcte d. 

And 1 am sure—1 need not repe at my commen ts about the numb er of 

peop le a t th e headquarters level—1 j list wa nt to em phasize th at we have 

more tha n ju st three people. Th ere are live people wo rking on this.

Air. E dwards. 1 un de rstand th at , bu t we are very intere sted in 

ge ttin g the work done. We a re also inter ested in these couple of oth er 

soft spots th at were brou gh t ou t by Air. Valenzuela.

The De pa rtm en t of In te ri or— are you keeping yo ur eye on th at 

De pa rtm ent

Air. K ator. Yes, s ir ; we are.

We have a com mitment from them, have we n ot, Air. Costales, th at 

they will hire a ful l-tim e coordinator ?

Air. Costales. Yes; th at is rig ht .

Air. AIcClory. W ill th e ch airm an yie ld on th at po int?

Air. E dwards. Yes; Air. AIcClory.

Air. AIcClory. AVe do not have much in the way of natio nal pa rks 

in Illino is, and we only hav e 179 total employees in the De pa rtm ent 

of In te ri or; bu t the perce nta ge of Sp an ish speak ing is zero. I wou ld 

like you to employ at least one Sp an ish surna me d, to elimi nate th at 

goose egg there.

I th in k th at pa rt of the Dep artm en t of In te rior activ ity would relate to the Lin coln home and th ings in the Sp rin gfiel d area which are 

not prob ably very ind igenous to the Sp anish heritage. But neverth eless, it would seem to be e quitable to pro vide employment for at lea st 

some Sp an ish surn ame. I prob ab ly could make a few referra ls.

Air. K ator. AVe will call th is to the attention of the In te rior Depa rtm en t. . .

I might add, Air. Ch airm an , if I may . while we are ta lk in g abo ut 

the D ep artm en t o f In terio r, an d as one which h as i ndica ted t o us they 

will be puttin g on bo ard a full-tim e coord ina tor , th at th ei r pro gress 

while no t w here we belie ve it should be, c ertai nly has not been a sta tic 

sit uatio n. In November of 1970, the y had 861 Sp an ish -sp eaking pe rsons, or 1.7 percent. In Nov ember of 1973. the y had on bo ard 1.425 

Sp anish -sp eaking pers ons, at a per cen tag e of 2.11. So there has 

been some not inco nsiderable movem ent in th at agency over t hat 3-vea r 

period of time. An d this is also tru e in the Ve ter ans’ Ad mi nis tra tio n, 

whi ch h ad 3,131 Spanish -sp eakin g emp loyees in Novem ber o f 1970; and
47

in November of 1973, had 4,309 Spanish-speaking persons, going up 

from 2.1 to 2.5 percent.

Mr. E dwards. Well, thank you. I trus t that you will examine the testimony of Mr. Valenzuela and the statements of Tunney and Van Deerlin with great care. And we thank you very much for appearing today, Mr. K ator and Mr. Costales, and we will look forw ard to seeing you again in a ye ar or so as to the progress you are making and the cooperation you are getting from the other agencies. Thank you very much.

Mr. Kator. Than k you, Mr. Chairman. [The prepared statement of Mr. Irving Kator follows:]

Statement of I rving Kator, Assistant E xecutive Director, U.S. Civil Service

Comm ission

Mr. Ch air ma n and members of th e subcom mittee, th an k you for the o pp or tunity 

to ap pe ar before y ou r Subcomm ittee to testi fy on the Fe de ral employment si tu a­ tio n of Spanish -sp eakin g Am eric ans. W ith me is Mr. Hig inio Costales, Direc to r of the Fe deral Go ver nm ent’s Sp ani sh- Speak ing Pro gram . Mr. Costales ha s pri ­ ma ry res po nsibility fo r pro vid ing leadership to Fe de ral agencies in ca rryi ng ou t th e Pr es id en t’s pr og ram of equal employment op po rtu nit y fo r the Spani shspeaking. It is ju st over two y ea rs sin ce we t est ifie d on t he sta tu s of the Sp anish -Speaking Pro gra m before th is Sub committee. I wou ld like to ta ke this oppo rtu nit y, th er e­ fore, to pro vid e a br ief up da te on the major prog ram ac tiv iti es un de rta ke n sin ce th at time. At the tim e of our p rev iou s testim ony, th e EEO Act of 1972 w as on th e ver ge of en ac tm en t an d was enact ed March 24. 1972. T his gave us new au th ori ty an d ad ditio na l fu nd s to str en gthe n ou r to ta l EEO effort, inc lud ing the Sp anish - 

Sp eak ing Pr og ram . To take stock of pro gre ss made on th e Sp anish -Spea kin g Prog ram since its in­ ception in N ovembe r 1970, th e Com mission du rin g 1972 underto ok a co mp reh ensiv e study to ev alua te th e effectiv eness of Fe de ral agency efforts in this area. We ma de on sit e review s at age ncy he ad qu arte rs and at field installatio ns th ro ug ho ut th e nation . The stu dy showed man y pos itiv e actio ns and accom plishm ents bu t it was cl ea r th at the overa ll effort needed to be str en gthe ne d to ach ieve pr og ram ob­ jective s. A need fo r more affirm ative lead ersh ip and guida nce from he ad qu ar te rs 

to tiehl in stalla tio ns was d isclosed as well as a nee d for equal employment oppor­ tuni ty action plan s to include specific items rela tin g to th e em ployment of the flpanisli-speaking. As as res ul t of these and othe r findings, the Com mission issued an instruction to F ed eral agencies (F ed eral Pe rso nn el Ma nua l Let ter 713-18) on Ja nu ar y 23,1973, to in form them of th e find ings o f the stu dy and to direct the m to take specific ac tio ns to overcome the pro gram deficiencies which had been iden ti­ fied. Dep artm en ts and agencies were direct ed, fo r one thing, to appo int Sp anish - Spe aking Pr og ram Co ordin ato rs at he ad qu ar te rs and field levels to serve as pr in ­ cipa l sta ff ad viso rs and focal po int s for directi on of the Spanish -Speaking Pr o­ gram. Agencies we re fu rther dir ected to rev iew th ei r staffing an d re cr ui tm en t practices to as su re there were no unnecessa ry ba rr ie rs to employment an d th at they tap ped all sourc es of Sp anish -sp eak ing person s in re cruitm en t ef fo rts: to iden tify pub lic co ntac t pos itio ns calling fo r bili ngual ab ility; to use Spanish- spe aki ng re cr ui te rs on recruitm en t t eam s; to m ake p ar ticu la r use of fle xibil ities of th e Coope rati ve Ed ucati on and Ve ter ans Re ad justm en t pro gra ms as avenues for en try into Fe de ral em plo ym ent; to deve lop goa ls an d tim eta ble s where t he y wou ld help overcome identified problem s: to provide spe cial trai ni ng fo r man ag ers on actions they sh ould ta ke to as su re eq ual employment o pportun ity f or th e Sp an ish ­ sp ea king ; and to ma ke su re th at actio n plan s ad dressed the equal emplo ym ent op po rtu nit y con cer ns of the Sp ani sh-spe aking. To as sist agencie s in taking the se action s, th e Commission inc rea sed its sta ff •at he ad qu ar te rs and in the field and as a re su lt was able to increa se its pro­ gra m guida nce by a v ariety of means su ch as : (1) publishing a monthly news let ter . La M esa Re&onda, to help Sp anish -Speaking Prog ram coordina tors ca rry out th ei r du tie s as effectively as po ssible; (2) conducting mo nth ly me etings of Spani sh- Speak ing coordina tors to ex­ cha nge inf ormati on and ideas on solv ing pr ob lem s; (3) desig nin g nume rou s trai ni ng cou rse s an d semi na rs cov ering th e Spani shSp eakin g P ro gra m ;
48

(4) developing a guidebook for coordinators outlining their program responsibilities ;

(5) developing a comprehensive Spanish-speaking recruitment sources booklet (Civil Service Commission Bulletin 713-33) ;

(G) publishing bilingual pam phlets designed to ass ist Spanish-speaking job 

Seekers and agency recruitm ent efforts ;

(7) reviewing agency affirm ative actio n plans at hea dquarters and regional 

levels to make sure th at the plans are responsive to the equal employment opportun ity problems of the S panish-speak ing; and

(8) developing revised evaluation guidelines for use by Commission evaluators 

and agency personnel in evaluating the Spanish-Speaking Program.

We also stepped up our evaluation of agency efforts, adding considerable staff 

to this activity. We strengthened our field capability to work with Federal installations on the Spanish-Speaking Prog ram, providing more onsite guidance, 

developing training programs, consulting with Spanish-speaking groups, and 

und ertaking a variety of additional efforts.

In addition to these and ear lier efforts, the Civil Service Commission took other 

action s to assure accomplishment of the objectives of the Spanish-Speaking 

Program.

In Septem ber 1972. Commission Chairm an Robert E. Hampton asked the heads 

of the ten larg est Federal agencies, whose total work force comprises over 

90% of Federal employment, to view the Spanish-Speaking Pro gram with the 

sense of urgency that had existed at the outset of the program and to give the 

program their personal atte ntio n. He dire cted them to name Spanish-Speaking 

Program coordinators who would serv e on a full-time basis. In the same communication, Chairman H ampton called on agencies to give p artic ula r atte ntion to 

increasing employment opportu nities for Spanish-speaking Americans in the 

Sta te of Californ ia where there appeared to be skills in the Spanish-speaking 

work force which were not being fully utilized by Fed eral agencies.

In J uly 1973. Chairman Hampton began a series of consulta tions w ith leaders of 

Spanish-speaking groups. During th e year he met several times with the na tional 

leade rs of LULAC, IMAGE. American GI Forum, and SER. As a result of these 

meetings furth er positive actions have been taken and additional ones are being 

initiate d. Among these are :

A new instruction to Federal agencies will be released next week. The principal 

areas covered a re :

—assuring th at full-tim e coordin ators are operation al in all Cabinet departments and large independent agencies and setting crite ria for appointment of 

full-time coordinators a t selected field activities ;

-—developing more concrete action plans by agencies to overcome employment 

problems of the S panish-spea king;

—inte nsifying recruitment eff orts;

—evaluating program effectiveness as pa rt of agency intern al evaluation reviews ; and

—assuring that the Spanish-speaking are included in summ er employment 

programs.

—Also, as a result of his meetings with the Spanish leadership, Chairman 

Hampton direc ted that a series of regional conferences between leade rs of 

Spanish-speaking organizations and the heads of Federal field install atio ns 

be sponsored by the Commission to be held during May and .Tune 1974 at 

these cities : Los Angeles, Denver, Dallas. Kan sas City, Chicago, and New 

York. The purpose of these conferences is to encourage constructive dialogue 

and action from both groups to deal with local or regional employment problems affecting equal opportunity for Spanish-speaking persons. As a result 

of these conferences, we expect add itio nal actions to be taken at the local 

level by Federal installatio ns and by Federal Exec utive Boards and Federal 

Regional Councils to move the prog ram forw ard.

In addition to these activities, the Civil Service Commission, since our las t 

appearance before your Subcommittee has begun a national und ertaking to inform 

the Spanish-speaking public about Fed eral employment opportunities. So fa r four 

bilingual publications have been re leased : the first, describing employment opportun itie s for veterans under the Veteran s Rea djustment Act: the second, listing 

toll-free numbers to call CSC’s Federal Job Information Centers acro ss the nation ; the third , describing th e Fed eral personnel system from job announcement 

to merit promotion to retirem en t; and the fourth, answ ering sixteen frequentlyasked questions abo ut the Spanish-Speaking Program.
49

Tn May 1974, we will publish our newest bilin gual booklet, giving helpful inf orma tion to Spanish-speaking persons on how to till out Standard Form 171, the 

app lication form for F ederal employment.

Regardless of how well our program directions are car ried out by Federal 

agencies, we know that the sum of our collective efforts will be evaluate d on 

whether the main objective, ass uri ng equal employment opportu nities for America ns of Spanish origin, is being achieved. Federal employment statistics continue 

to show tha t, despite employment cutbacks and budget limitations, the number 

of Spanish-speaking Americans in the Federal service is increasing steadily.

In our testimony two years ago we repo rted th at Spanish-speaking persons held 

2.9% of tota l Federal jobs. Today they hold 3.1%. In terms of actual net gain in 

jobs since May 31, 1971 (th e repo rting period on which we based our previous 

testim ony ), the number of S panish-speaking Americans in th e F ederal work force 

has moved from 75,539 to 78,243 on May 31,1973, (th e l ate st d ate for which figures 

are ava ilable ), or an increase of 2,704 jobs. This is particularly significant becaus e thi s incre ase occurred while total Federal employment was declining by 

over 53.000 jobs, thus redu cing employment opportu nities for all persons. These 

cutbacks, largely affecting Dep artm ent of Defense agencies, could have had an 

adverse effect on employment of th e Spanish-speaking because half of all Spanishspeaking Federal employees ar e on the rolls of DoD agencies. Actually, however, 

the re were overall gains in Spanish-speaking employment because of appointm ents 

in oth er agencies, most of which were in the better-paying white-collar jobs of 

the General Schedule. Between May 31,1972 and May 31.1973, in fact, Spanish-speaking persons register ed the larg est percentage gain of any minority group, with an additional 1,657 

jobs fo r Spanish-speaking Americans. With respe ct to overall progress made since 

the inception of the program, sta tistic s reflect th at total Spanish-speaking employment has increased from 74,449 in November 30, 1970 to 78,243 in May 31, 

1973, a net gain of 3,794 positions in a 2% year period. While the re was a numeri- 

<al decrease in blue-collar employment, it is noteworthy th at in bette r-paying 

General Schedule white-collar positions, Spanish-speaking employment during 

this period increased from 24,764 to 29.984, or a total o f 5,220 jobs.

Another indication of progress is t ha t between November 1969, the yea r Executive Order 11478 on equal employment opportunity was issued, and May 1973, 

Spanish-speaking Americans accounted for over 15 percent of the total increase 

in white-collar Federal employment—6.303 o ut of 41,475 jobs—and increases in 

Spanish-speaking employment occurred at all grade groupings. In fact, nearly 

38 perc ent of the increase in Spanish-speaking employment occurred at grades 

GS-9 and above.

While Federal employment sta tistic s for the Spanish-speaking show a rising 

trend, we cannot be fully satisfied with the progress to date and will contin ue to 

move for ward in every way possible.

The Spanish-Speaking Program was built aroun d Sixteen Poi nts which focused 

larg ely on outreach rec ruiting efforts to the Spanish-speaking population. Some 

of the original points were one-tim e efforts, some applied only to the Commission, 

and all have been largely accomplished. For example, our Southwest Inte rgovern me nta l Trainin g Center, the establish ment of which was one of the original 

Sixteen Points, has been operation al for two years and has served 3851 studen ts, 

52% of whom were Spanish-speaking. Certainly accom plishment of the original 

points has been th e m ajor factor in the employment gains so far. In addition, they 

hav e created an awarene ss on the pa rt o f Fede ral managers of the need to assu re 

th at the special concerns of t his nation ’s second larges t minority were addressed 

in our equal employment opportu nity programs. Nevertheless, we have found it 

necessary to go beyond the Sixteen Points. New prog ram efforts such as the designation of agency Spanish-S peak ing Prog ram Coordinators, stepped-up int ern al 

evaluation activ ities, CSC revie ws of agency affirmative action plans, and biling ual publications are ju st some of the actio ns now underway and which were 

not among the steps originally set forth in the Sixteen Points. The program is 

now a stronger and more well-rounded effort, emphasizing equal opportunity for 

the Spanish-speaking as an integral p ar t of a total EEO program. Tn sum. we ar e 

not ju st overcoming a sta tic situation which existed before inaugu rati on of the 

Sixteen Point Program, but wa nt to assure a condition Government-wide in 

which the re is tru e equal employment opportunity for all persons and in which 

affirm ative action efforts are reachin g the Spanish-speaking population so they 

can make a maximum con tributio n in term s of their skills and a bilities in carry ­

ing out the important missions of Federal agencies.
50

That concludes our testimony, Mr. Chairman. Mr. Costales and I will be glad 

to answer questions to the best of our ability.

Mr. E dwards. Our second witness today is Mr. E dwa rd Valenzuela, 

an old friend of the Committee’s. Mr. Valenzuela is th e president of 

IMAGE, a national organization of Spanish-speaking persons seeking 

the elimination of barriers and expanded opportunity in Government 

employment for their community. As part of its program, IM AGE has 

instituted Operation Compliance to monitor Federal agency efforts 

in the area of Spanish-speaking employment.

We welcome you, Mr. Valenzuela; and would you be so kind as to 

introduce, both for the committee’s benefit and for the stenographer* 

the gentleman and the woman with you.

Mr. Valenzuela. Thank you, Mr. Chairman.

I would like to introduce Dianna Smith and Air. Manny Fierro, 

both knowledgeable persons who have worked very diligently in the 

past in promoting Government employment of the Spanish speaking.

Mr. Edwards. We welcome you both.

Proceed.

TESTIMONY OF EDWARD VALENZUELA, PRESIDENT, IMAGE, ACCOMPANIED BY DIANNA SMITH AND EMANUEL FIERRO

Mr. Valenzuela. I would like to thank the committee and the chairman for this opportunity to brin g to your attention some of the concerns that we have—continuing concerns. The problems of the Spanishspeaking underemployment in the Federal Government continues to 

be reallocated to obscure prioritie s generally in Government. I he A ietnam war, the Watergrate, the fuel crisis, the Presidential impeachment 

proceedings all have caused our people to ask, when will we have our 

day.

Your committee and your concern provide us now with a forum to 

air our complaints and some of the concerns that we do have.

Mr. McClory. Could I just interrupt?

What is the relationship of the Vietnam war and Wategrate to 

Spanish employment that we are considering here now?

Mr. Valenzuela. It appears tha t every time we try to bring this 

problem to the fore, to the administration, to the Congress, it appears 

there is another priority always ahead, and we see now, since the 

establishment of this subcommittee, we have now a forum to which 

to brin g our complaints, where this can be aired.

Mr. Edwards. We have also had to cancel a couple of hearings because of the impeachment matter, Mr. McClory.

Mr. McClory. Well, do you want us—you are not suggesting, are 

you. t hat we discontinue our impeachment inquiry in order to take 

up the Spanish-speaking problem ?

Mr. Valenzuela. I do not think I could suggest tha t to the 

committee.

Mr. McClory. Are you complaining against the Congress now, or 

who are you complaining against ?

Mr. Valenzuela. I am stating it seems there are always priorities 

which have prevented us from bringing this to the attention, to the 

emnhasis of the people who make the laws and to the administration.

So. for that purpose. I do welcome the opportunity to be here and to 

bring some of our concerns.
51

Mr. McClory. Well, I (lo not see the relevance of the other charges, 

unless they are intended for some prejudice against somebody or other. And I do not know whether it is just a general prejudice or what the 

purpose is, but anyway, I question the wisdom of tha t kind of testimony as being very persuasive with a congressional committee.

Mr. Valenzuela. Unfo rtunately, I cannot share the feelings of 

Mr. Kator and the Civil Service Commission as far as the picture being 

so rosy as far as the Spanish speaking. IMAGE is a national organization. It is established for the purpose 

of promoting Government employment for the Spanish speaking 

because we had been underrepresented, because we had been far below 

in the ladder of employment, and especially in Government employment throughout the land. IMAGE was formed to bring about a just and fai r representation 

of Hispanics, or Spanish speaking in public employment. Since it was 

organized over a year ago, IMAGE has grown to be an organization 

with over 40 chapters and some 7,000 members across the land. We have the support of all of the major Spanish-speaking groups and organizations in our light to secure an equitable representation in 

Fede ral, State, and local governments, and to eliminate the obvious 

discriminatory practices they pursue. In the Government, Federal Government, for example, Hispanics 

hold only 3.1 percent of the jobs in a Federal work force in excess of 2.5 million employees, while constituting over 7 percent of the Nation’s 

population. The organization has developed what is called Project Compliance, 

to bring attention to four specific agencies that we find have been the 

most blatant in disregarding the mandates of equal employment oppor­ tunity. It was also developed for the purpose of b ringing our plea to 

elected officials so tha t they can help us in providing concrete action 

to remedv this problem.

Compliance, we find, must be required of all Federal agencies so 

tha t the Spanish speaking is assured equal employment opportunity in Federal employment. Tha t is the goal of Project Compliance. Although most Federal agencies have failed in this area, four have been 

chosen for special attention because they are large employers and have significant operations throughout the Nation and have blatantly disregarded the mandate and the responsibilities entrusted to them in 

providing equal employment opportunities to Americans of Spanish 

heritage. These agencies are the Department of Transportation, the Department of the Interior, the Department of Justice, and the 

Veterans’ Administration. The 16-point program was announced to provide equality of employment opportunity for Spanish-surnamed Americans. The responsibility has been placed by the executive branch on the Federal depart­ ments and agencies. The executive branch has not acted to enforce 

compliance in carrying out the spirit and objectives of the Spanishspeaking employment program.

The 16-point program, by having as its source of authority a mere 

press release has none of the attributes associated with legislation and 

therefore has been ineffective in achieving the equitable Federal employment stance righ tfully being sought by the Spanish-speaking 

people.
52

The history of civil rights shows that without the intervention of the 

legislative and judicial branches, the rights of citizens and equality 

of treatm ent and opportunity are not assured. It is resolved by 

IMAGE to enlist the support of the legislative and judicial branches 

in enforcing compliance on the part of Federal departm ents and agencies to assure that Americans of Spanish origin receive equal employment opportunity in Federal employment.

A ith regard to the D epartm ent of the Interior, as a major Cabinet 

agency with key installations and concentrations of personnel in areas 

of high Spanish-speaking populations throu gh the Equal Employment Opportunity program administered by the Department’s Director of Equal Employment Opportunity, the Bureau EEO officers have 

openly challenged the administration’s 16-point program. This has 

resulted in appointment of Equal Employment Opportunity officials 

who are unaware of the employment concerns o f the Hispanics; in 

complaints about flagrant discrimination; and in the lack of capability 

of developing a program that would result in positive measures to 

improve the poor employment record with regard to Spanish-speaking 

Americans.

Since its 16-point coordinator position is held by a non-Hispanic, 

who has no awareness or commitment, and has not undertaken any 

positive measure to assist management in fulfilling its Equal Employment Opportunity responsibilities, no progress has been made, 

or is expected to be made with respect to the employment stance of 

Sj lanish-speaking Americans.

I he Department of the Interior , as a major employer, with a work 

force of 65,607 employees as of November 1973, only had 1,425 Span ­

ish-speaking employees, which comprised only 2.i7 percent of the 

work force.

The Department of the Interior , as a Federal agency falling under 

Civil Service Commission’s merit system, maintains its Spanishspeaking employees relegated to menial and nonprofessional positions. 

The Spanish-speaking hold a mere 1.8 percent of the better paying 

and mostly professional general schedule jobs, while holding 3.4 percent of the wage grade jobs. As you may know, wrage grade jobs are 

blue collar jobs. Furthermore, as of November 1972, the average grade 

of general schedule Spanish-speaking employees was 6.6, as compared 

to 8.3 for the total work force, and 8.8 for the dominant non-minority 

employees.

The Department of the Inte rior , as a vehicle for delivery of public 

policy to the people of the United States, is ineffective in providing 

the Spanish-speaking people services. This is due. to the lack of Span ­

ish-speaking employees in policy and upper grade progammatic positions. Hispanic representation in grades 14 through 15 is 0.4 percent; 

in grades 16 through 18 it is 0.9 percent. In comparison, the dominant 

nonminority employees hold 94.7 and 94.5 percent, respectively, of 

those positions. The Department of the Inte rior has not even achieved 

an equitable representation of Hispanics in the menial wage grade 

positions, where the Hispanics only comprise 3.4 percent of the wage 

grade jobholders.

The Department of the Interior in the State of California, which 

has a Spanish-speaking population of over 3 million—comprising
53

15.54 percent of the total population—has 4,833 employees, of which 

only 124, or 2.6 percent, are Spanish speaking.

The Department of the Interior in the State of New York, which 

has a Spanish-speaking population of over 2 million—comprising 7.98 

percent of the total population—has 396 employees, out of which only 

7, or 1.8 percent, are Spanish speaking.

The Department of Transportation, as a major Cabinet Department, holds one of the poorest records for Federal employment of 

Hispanics. Despite its record, it has shown little interest and made no 

attempts to implement the administration's 16-point program, and 

has even failed to include the Spanish speaking in any meaningful 

way in its own minority outreach efforts, such as the “150 Program.’’

The Department’s callousness toward the 16-point program is 

reflected by the fact it has refused to appoint an Hispanic coordinator 

or even give their present part-time coordinator significant duties. 

Fo r these reasons, complaints of discrimination are rampant, resulting 

in such a situation that even if the Department acted, the roots of 

discrimination are too deeply implanted for a case-by-case resolution.

Even though made aware of the problem with respect to Hispanics 

in a report prepared by the Civil Service Commission’s Bureau of 

Personnel Management Evaluation, it has taken no action to correct 

the practices and lack of action which resulted in the following statement in the re po rt:

“Our reviews disclosed that program response to both of th ese special emphasis 

area s”—referring to the Spanish-speaking and Fed eral women’s programs—“have 

been minimal.” At some installations, coordinators for these programs have not 

been appointed. Where coordin ators have been appointed, they usually serve 

on a part-tim e basis. Interv iew s at field activities disclosed a lack of leadership 

and guidance from high er levels. As a result, local lead ersh ip is often inade quate, 

and problems bearing on equal employment opportu nity for women and the 

Spanish surnamed are not being identified and appro priate objectives are not 

being met.

The Department of Transportation, as a major employer, with a 

work force of 65,227 employees as of May 1973, only had 791 Spanishspeaking employees, which comprised a mere 1.2 percent of the total 

work force. This is an increase of one-tenth of 1 percent in years 

since the establishment and the announcement of the 16-point program.

The Department of Transportation has managed to relegate the 

Spanish speaking in the work force to menial and nonprofessional 

positions, as depicted by the following facts, as of November 30, 

1972:

The average grade for the dominant nonminority element is 10.60; 

for the Spanish speaking it is 8.52—a two-grade difference.

The percentage of Hispanics in General Schedule grades decreases 

as the grades get higher, from 1.4 percent representation at the lower 

grades, to 0.4 percent at the higher grades: while the dominant nonminority representation increases from 78.7 percent at the lower 

grades, to 90.6 percent at the higher grades.

I presently understand there is no Spanish-speaking employee in 

the Office of the Secretary, with regard to the policy administration 

of equal employment opportunity.

Moreover, the Department of Transportation in the State of New 

Mexico, where the Spanish-speaking people comprise 40 percent of 

the total population, the Department's work force of 949 employees
54

lias only 73 Spanish-speaking employees, for a mere 7.7 percent of 

the work force total.

In the State of Arizona, where the Spanish-speaking people comprise 18.8 percent of the total population, Transporta tion's work force 

of 402 employees includes only 18 Spanish-speaking employees, or 5 

percent of the total work force.

In the State of Texas, where the Spanish speaking comprise 18.47 

percent of total population of the State, it has only 153 Spanishspeaking employees—3.6 percent of the 4,260 employee work force.

In the State of New York, which has a Spanish-speaking population 

of over 2 million, representing 7.98 percent of the total population, the 

Department has a work force of 4,388 employees, out of which 76—a 

mere 1.7 percent of the total—are Spanish speaking.

The Department of Justice, although beginning to show semblances 

of progress in its employment profile for Hispanics, has been chosen 

because of its employment policies in its Immigration and Naturalization Service, particularly the Border Patrol. The Department has 

permitted these components to pursue a business as usual approach, 

eithe r in overlooking or systematically screening out Spanish-speaking 

Americans for positions where Spanish language skill is essential, 

and in denying real opportunities for Hispanics to advance to supervisory or managerial positions. As of November 30, 1973, the D epartment of Justic e had 7,279 positions at the GS-13 level and above; of 

these, only 58 were occupied by Hispanics.

For the Border Patro l, in 1974, a class will start for Border Patrol 

School. They have been selected from all Civil Service Commission 

registers, which determines Spanish speakers for qualifying: 150 

vacancies will be filled throu gh the force. Candidates will include 

no women, less than 10 Spanish speakers, due to a height and weight 

requirement and oral interview to demonstrate English language 

fluency. And all candidates will be trained in a Spanish-speaking 

language, which is considered necessary for the p articular occupation.

The Justice Department, with a total work force of 46,418 employees 

and 1.331 positions occupied bv Spanish-speaking Americans—this 

is only 2.9 percent of the work force—has not properly executed the 

16-pomt program.

Mr. Edwards. Mr. Valenzuela, may I interru pt you?

Are you telling us the Border Patrol is going to hire 150 new agents, 

and they have a class coming up ?

Mr. Valenzuela. That is the information I do have.

Mr. Edwards. And that—I imagine that the border that they patrol 

is generally the Mexican borde r; is that not correct ?

Mr. Valenzuela. The Mexican border.

Mr. E dwards. Most of the agents are used there, and you are telling 

the committee tha t they are only considering 10 of 150 ?

Mr. Valenzuela. The inform ation I have received; only 10 presently 

are Spanish speakers, of the prospective 150.

Our recommendations in meeting with Mr. Hampton have been 

that since there are sufficient numbers in the Department of Defense— 

Spanish speakers—being involved in layoffs, th at they be considered, 

based on other skills, for these positions on the Border P atrol.

Mr. E dwards. Do you not think it is a little bit unrealistic to think 

tha t Anglos can learn Spanish quickly enough and competently 

enough to be able to handle a very difficult Border Patrol situation ?
55

Mr. Valenzuela. I agree with you, Mr. Eel wards.

Mr. Edwards. Well, the committee will certainly direct an inquiry 

to the Department of Justice, because we have been—we have already had hearings on this subject, and as I recall, they had a witness here.

Please go ahead.

Mr. Valenzuela. Thank you, Mr. Chairman. The Justice Department, in its blue collar wage-graded systems, re­ flects the same trend, the Spanish speaking comprising 10.8 percent of the nonsupervisory jobs and 1.4 percent of the supervisory positions, while the dominant nonminority holds 65.9 percent of the nonsuper­ visory and 94.2 percent of the supervisory positions.

The Department of Justice, as of September of 1973, still permits 

some of its components, such as Federal Prison Industries, to maintain staffing practices that result in the Spanish speaking representing only 0.85 percent of the work force; 1.1 percent in the Law Enforcement Assistance Administration; 1.2 percent in the policymaking legal and administrative activities functions; and finally, 8.9 percent in the Immigration and Naturalization Service, which, due to its activities, especially the Border Patrol, should have more than a 20-percent 

Spanish-speaking representation. The Immigration and Naturalization Service, according to their own annual report of 1972, reflects that approximately 70 percent of people crossing the borders crossed the Mexican border; tha t approxi­ mately 50 percent of the immigrants are Spanish speaking; that 40 percent of the foreign visitors come from Spanish-language lands; and that approximately 35 percent of the persons naturalized are Spanish 

speaking. The Veterans’ Administration, for the minority group with an out­ standing record of military service, combat duty and valor, has re­ sponded with insensitivity and a sense of detachment in meeting its equal employment opportunity responsibilities for Hispanics. Ev i­ dence of this attitude is its lack of outreach efforts, its “lip service” in carry ing out the objectives of the 16-point program, its foot-dragging in tilling the long vacant post of the 16-point coordinator and, of 

course, its overall employment record. With a work force of 169,826 employees, making it the largest Fed ­ eral nondefense employer, the Veterans’ Administration has only 3,871 Spanish-speaking employees, a mere 2.3 percent of the total work force. VA, while having 248 employees above the grade GS-15 making policy and programmatic decisions, has no Spanish-speaking employees in this category. While depicting an average mean grade of 6.69 for the total work force, 7.17 for the dominant nonminority, relegates the Spanish-speak­ ing employees to lower grades, resulting in their average grade being 

below those, a mere 6.09. The Veterans’ Administration has only managed to increase the Spanish-speaking representation in their work force by a mere two- tenth s of 1 percent over a 3-year period, when having ample oppor­ tunity to hire a significant portion of their new over 20,000 jobs with 

Spanish speakers. The Veterans’ Adm inistration in the State of California, which has an Hispanic population of over 3 million—representing over 15 per ­ cent of the tota l population—out of a work force of 16,221 employees, 

only 5 percent are Hispanics.
5G

In the State of Illinois, where the Spanish speaking comprise 3.27 

percent of the population, 1 out of every 8G employees is Spanish 

speaking, or 1.2 percent.

Mr. McClory. Would the chairman permit an interruption at tha t 

point ?

Mr. Edwards. Yes.

Mr. McClory. I would just say I know there are job opportunities 

at Downey Hospital, which is the largest Veterans’ Administration 

hospital in the country, I believe, from the standpoint of beds; job 

opportunities for nurses, for all kinds of aides. And I have talked 

to the director there, and he says the problem of understaffing is not 

that they do not have the job openings, but they do not have the 

qualified personnel to apply for and get these jobs, so tha t you could 

perform a genuine service for a number of persons in the Spanishspeaking community in our area if you would admonish them to 

qualify themselves for these standards—which are not too high, in 

many cases—because the job opportunities are there, and you could 

increase the VA percentage in Illinois rapidly, I am confident, on behalf of the Spanish surnamed.

Mr. Valenzuela. Th ank you, Mr. McClory. We are in the process 

of establishing a national computerized skills bank fo r Spanish-speaking Government applicants. And presently we do have thousands of 

individuals who are highly qualified who would be interested in those 

tvpes of jobs. It is a matter tha t presently we do not have the resources. 

AV e would hope that the Federal agencies, who do have the resources 

and the responsibility, would have outreach recruitment programs. 

But I would be glad to get tha t information into your area.

I think in conclusion—I think we feel that the conditions existing 

in these four agencies are not isolated examples, but rather depict the 

prevailing norm throu ghou t the Federal structure. An analysis of the 

figures and statistics compiled on four agencies and the Federal work 

force clearly show that the Spanish-speaking people are not receiving a 

fair share of positions in the Federal Government, or equitable opportunities for advancement. And for this reason, the implementation 

of public policy lacks—it has to be effective with respect to the Spanish-speaking people. The reason for the poor Federal employment 

stance for the Spanish-speaking people is systemic, institutionalized 

discrimination on the part of Federal agencies.

The merit system is not meritorious. An open, competitive system 

as it is supposed to be, would react statistically in the same manner 

as a random sample of the U.S. population. With this perspective, 

there should be no reason for the gap tha t exists between Spanishspeaking representation in the work force and that they have in the 

total population of the United States. A gap that exists in salaries 

and in the classes of occupations held by Spanish-speaking Federal 

employees and what the Civil Service Commission refers to as all 

other employees nonminority under the Minority Group Employment 

for Federal Government report.

As of May 31, 1973, according to the Civil Service Commission’s 

recently released figures, out of a work force of over 2.5 million employees, the Spanish speaking only held 78,213 positions—3.1 percent 

of the total work force.

Mr. E dwards. Mr. Valenzuela, the Civil Service Commission’s w itness pointed with pride to tha t figure; tha t it was an increase from
57

2.9 percent to 3.1 percent in 2 years; an increase in jobs of nearly 5,000 

for Spanish-speaking people.

What would your observation be on this claim of the Civil Service 

Commission ?

Mr. V alenzuela. With regard to tha t statement, although the 

total Federal work force decreased, as according to the Civil Service 

Commission figures by 33,000 positions, over 457,000 jobs were Idled, 

due to separations and retirements and other attrition. This means 

that many jobs were filled from either outside the Federal Government, through transfers or promotions within the Government.

If the 16-point program as a special emphasis program was operative and was effective, then the Spanish speaking should have filled 

at least 5 percent of those jobs—or approximately 23,000 positions. 

According to their own report, the Spanish-speaking gain was only— 

the figures I have—is 1,657 for that 1-year period.

Tiie question is, Where is the special emphasis? There is special 

emphasis placed on the underrepresentation of the Spanish speaking. 

With regard to this underrepresentation, the lack of not being even 

close to parity, we feel that something in the area of $882 million 

annually are being lost to the Spanish-speaking community. The impact of this fund would mean better situations, social conditions, better educational conditions for the Spanish speaking: $882 million 

is quite a bit for the Spanish-speaking community. This is just in the 

area of the Federal Government.

If you were to translate tha t across the State and local government, I 

thin k we could see equally dismal figures in the situation presently.

The rest of the statement, Mr. Chairman, is being presented to the 

committee; so I would like to possibly open up for questions.

Air. E dwards. Yes; without objection, it will be made a part of the 

record—and I see you have supplied the committee with an impressive 

group of statistics and charts.

[The prepared statement of Edward Valenzuela follows:]

IMAGE . . . Was F ormed To B ring About a J ust and F air Representation of

H isp an ics in P ublic E mplo yment. I n tiie F ederal Government, for E xample,

Hisp an ics Hold Only 3.1% of J obs I n a F ederal Work F orce of Over Two

and Half Million E mployees, W hile Const ituting Over 7% of th e Nation’s

P opulation

PRO JECT COMPLIANCE Is a Plea to Our Elected Officials for Concrete Action 

To Remedy This Problem 

INTRO DUCTION

The Declaration of Independence proclaims in ringing terms, “We hold these 

trut hs to he self-evident, th at all men are created equal, t ha t they are endowed by 

their Cre ator w ith certain unalienable Rights, th at among the se are Life, Liberty , 

and the p urs uit of Happiness. Tha t to secure thes e rights, Governments are instituted among Men . . . ” A Constitu tion was drafted to insti tute the Government 

th at would protect these rights. Never in the mind of our forefa the rs did the 

though t th at this equality of White, Christia n. Anglo-Saxon, Black, MexicanAmerican, American Indian, or any other minority—did not exist. The Constitution is addressed to ALL MEN, and establishing Civil Rights policies is fun dame ntally a pa rt of the Constitu tion.

It is not a ma tter of safegu ard ing civil rights as a function of government, an 

are a of public policy, but ra th er the ma tte r on han d is whether ALL MEN are 

to have their constitutional rig hts and the educational, social, and employment 

oppo rtunities to take full pa rt in the nation create d by the American Constitution.

Certain lilierties, rights, and opportu nities are essential to the operatio n of a 

Dem ocra tic Government, they are not means of securing self-government, they
58

are ends by themselves. They exist not in furtherance of the government, but the 

government exists to protect them. Our forefathers called them “natura l rights”, today they are referred to a s “human rights”—but the concept is still the same one, that of moral primacy of men over government, and the dignity and suprem­ acy of worth of each individual. With this perspective, as we approach the bicen­ tennial of the Declaration of Independence, the government must assure those peoples who are treated differently nothing less than eq uality ; and with regards to constitutional rights and na tural rights as proclaimed two hundred years ago— 

Compliance . . . Compliance, on the part of all Federal Agencies, is assuring equal employment opportunity in federal employment to Spanish-speaking Americans. This is the 

goal of Project Compliance . . . Although most Federal Agencies have failed in this area, four have been chosen for special attention because they are large employers; have significant opera­ tions throughout the nation : and have blatantly disregarded the mandate and the responsibilities entrusted to them in providing equal employment opportunities to Americans of Spanish Heritage. These agencies are : Departments of Transportation, Interior, Justice, and the Veterans Administration. In brief, attempts to bring awareness to these agencies must be shifted to the Legislative and Judicial branches of government, so they will know of the attitudes, lack of commitment, lack of action, and most important: the lack of positive results of these agencies in providing the equality of treatment required of them by the law and public policy. We are confident that Federal Agencies will move affirmatively as a result of the success and momentum of this project..

PREA MBL E

Whereas, the Sixteen Point Program was announced to provide equality of 

employment opportunity for Spanish Surnamed Americans, Whereas, the responsibility has been placed by the Executive Branch on the 

Federal Departments and Agencies, Whereas, the Executive Branch has not acted to enforce compliance in carry­ ing out the spirit and objectives of the Spanish speaking employment program. Whereas, the Sixteen Point Program by having as its source of authority a mere press release, has none of the attribute s associated with legislation, and therefore, has been ineffective in achieving the equitable federal employment stance rightfully being sought by the Spanish speaking people, Whereas, the history of Civil Rights shows that without the intervention of the Legislative and Judicial branches, the rights of citizens and equality of tre atment and opportunity are not assured, It is resolved to enlist the support of the Legislative and Judicial branches in enforcing compliance on the par t of Federal Departments and Agencies to assure that Americans of Spanish Origin receive equal employment opportunity in 

Federal employment.

ALLEGATIONS

We assert t h at:

The Department of In terior .. .

As a major Cabinet Agency with key installations and concentrations of per­ sonnel in areas of high Spanish speaking populations through the Equal Em­ ployment Opportunity program administered by the Department’s Director of Equal Employment Opportunity, and Bureau EEO Officers has openly challenged the Administration's Sixteen Point Program. This has resulted in appointments of Equal Employment Opportunity officials who are unaware of the employment concerns of the Hispanics: in complaints about flagrant discrim ination; and in the lack of capability of developing a program tha t would result in positive measures to improve the poor employment record with regards to Spanish-speak­ ing Americans. Since its Sixteen Point Coordinator position is held by a non- Hispanic, who has no awareness or commitment, and has not undertaken any positive measure to assist management in fulfilling its Equal Employment Oppor­ tunity responsibilities—no progress has been made, or is expected to be made with respect to the employment stance of Spanish speaking Americans. As a major employer, with a work force of 65,607 employees as of November 1973. only had 1,425 Spanish speaking employees, which comprised only 2.17% 

of the work force. As a Federal agency falling under the Civil Service Commission's Merit System maintains its Spanish speaking employees relegated to menial and non­ professional positions : The Spanish speaking hold a mere 1.8% of the better pay-
59

in g an d mos tly pr of es sion al G en er al Sc he du le job s, while ho ldin g 3.4% of th e 

W ag e G ra de job s. As yo u may kn ow , W ag e G ra de jobs a re blue co llar job s. F u rth er m or e, as of No ve mb er 1972 th e av er ag e gra de of G en er al Sc he du le Sp an ish 

sp ea kin g em ploy ees w as 6.6, as co m pa re d to 8.3 fo r th e to ta l work for ce, au d 8.8 

fo r th e d om in an t n on -m inor ity e mp loyees.

T he D ep art m ent of In te ri o r, a s a ve hicle fo r de live ry of pu bl ic policy to th e 

pe op le of th e U ni ted S ta te s is in ef fe ct iv e in pr ov id in g th e Spa ni sh sp ea ki ng peo ­

pl e se rv ices , th is is du e to th e la ck of Spa ni sh sp ea ki ng em ploy ee s in policy an d 

upper gra de pr og ra m m at ic pos itio ns —H ispa ni c re pre se nta ti on in gr ad es 14 th ru 

15 is 0.4 %, in gr ad es 16 th ru 18 it is 0.9 %. In co mpa ris on , th e do m in an t no nm in ori ty em plo yees ho ld 94.7 an d 94.5% , re sp ec tiv ely, of th os e po sit ions.

The D epar tm en t of In te ri o r has no t ev en ac hiev ed an eq uitab le re pre se nta ­

tion of H ispa ni cs in th e m en ia l wag e gra de po sitio ns , w he re th e H ispa ni cs only 

co mpr ise 3 .4% o f the w age gra de jo b- ho lders.

Mo reov er, th e D epar tm en t o f In te ri or, in th e S ta te of C al ifor nia , wh ich ha s a 

Spa ni sh sp ea ki ng po pu la tion of ov er th re e mi llion , co m pr isin g 15.54% of th e 

to ta l po pu la tion —h as 4,833 em ploy ee s, of which only 124, o r 2.6 % are Sp an ish 

sp ea ki ng .

T he D epar tm en t of In te ri or, in th e S ta te of New’ Yo rk, which has a Sp an ish 

sp ea kin g po pu la tion of ov er tw o million, co mpr isin g 7.D8% of th e to ta l po pu ­

la ti o n —h as 396 em plo yees, out of which only 7, o r 1.8% are Sp an isli sp ea king . 

T he D ep art m en t of T ra nsp ort ation

As a m ajo r Cab inet dep art m ent, ho ld s one of th e po or es t re co rd s fo r Fed er al 

em pl oy m en t of H ispa ni cs . D es pite it s reco rd , it h as s ho wn li tt le inte re st an d m ad e 

no att em p ts to im plem en t th e A dm in is tr ati on's Sixt ee n P oin t Pro gr am , an d ha s 

ev en fa iled to includ e th e S pan is h sp ea ki ng in an y m ea ni ng fu l wa y in its ow n 

m in ori ty outr ea ch effo rts , su ch as th e “150 P ro gra m ”. The D ep art m ent’s ca llo us ­

ne ss to w ar d th e Si xtee n P oin t Pro gra m is refle cted by th e fa ct it has re fu se d to 

appoin t a H ispa ni c co ord in ato r or ev en giv e th eir pre se nt part -t im e co or di na to r 

sign ific an t du ties . For th es e re as on s, co m pl aint s of discri* in at io n are ra m pan t. ' 

re su ltin g in such a si tu ati on th a t ev en if th e D ep ar tm en t ac te d, th e ro ot s of 

dis cr im in at io n are too deep ly im pla nte d fo r a ca se by ca se reso lu tio n.

Eve n th ou gh ma de aw are o f th e prob lem w ith re sp ec t to H is pan ic s in a Rep or t 

pre pare d by th e Civ il Se rvice Com miss ion’s B ure au of Per so nn el M an ag em en t 

E valu ati on, it ha s ta ken no ac tion to co rr ec t th e pr ac tice s and lack of ac tion 

which re su lted in th e follo wing st ate m ent in th e re p o rt: “O ur revi ew s dis clo sed 

th a t pr og ra m res po nse to bo th of th es e sp ec ial em ph as is are as , “re fe rr in g to th e 

Spa ni sh Spe ak in g an d Fed er al W om en ’s Pro gra m s” , ha ve be en min im al. At som e 

in st all ati ons co or di na to rs fo r th es e pr og ra m s ha ve no t been ap po in te d. W he re 

coord in at ors ha ve bee n ap po in te d th ey us ua lly se rv e on a part -t im e ba sis . In te rview s a t he ld ac tivi ties disc lose d a lack of le ad er sh ip an d gu id an ce fro m hig he r 

leve ls. As a re su lt loca l le ad ers hip is of te n in ad eq uate an d pr ob le m s bea ri ng on 

eq ua l em pl oy men t op po rtunity fo r wo me n an d th e Sp an ish su rn am ed are no t 

be ing iden tif ied an d appro pri ate o bj ec tive s a re n ot b ein g m et .”

The D ep ar tm en t of T ra n sp o rt ati o n as a m aj or em ploy er, w ith a wor k fo rc e 

of 65.227 em ploy ees as of May 1973, only ha d 791 Spa ni sh sp ea ki ng emplo yees, 

which co mpr ised a mere 1.2% of th e to ta l w or k for ce.

H as m an ag ed to re le ga te th e Spa ni sh sp ea ki ng in th e W’ork fo rc e to men ial 

and no n- pr of es sion al po sit ions, as de pi ct ed by th e follo wing fa cts . As of Novem ­

ber 30 ,1 97 2:

The av er ag e gr ad e fo r th e dom in an t no n- m inor ity elem en t is 10.60, fo r th e 

Sp an ish sp ea ki ng it is 8.52. A tw o- gr ad e diffe ren ce.

The pe rc en ta ge of H ispa ni cs in G en er al Sc he du le gra des de cr ea se s as th e 

gr ad es ge t high er , from 1.4% re pre se nta ti on a t th e lower gra des to 0.4% a t th e 

hig he r g ra d e s; w hile th e dom in an t no n- m in or ity re pre se nta ti on in cr ea se s from 

78.7 % a t th e lower gr ad es to 90.6% a t th e hig her grad es .

Moreo ve r, th e D ep ar tm en t of T ra nsp ort ati on in th e S ta te of Ne w Mex ico, 

w he re th e Sp an ish sp ea ki ng pe op le co mpr ise 40% of th e to ta l po pu latio n, th e 

D epart m ent’s work fo rc e of 949 em ploy ee s ha s on ly 73 Spa ni sh sp ea ki ng em plo yees fo r a m er e 7.7% of th e w or k fo rc e to ta l.

In th e S ta te of Ariz on a, w’he re th e Sp an ish sp ea ki ng pe op le co mpr ise 18.8% 

of th e to ta l po pu latio n, T ra n sp o rt ati o n ’s wor k fo rc e of 402 em ploy ees includ es 

on ly 18 Spa ni sh sp ea ki ng em ploy ee s or 5% of th e to ta l wor k force.

In th e S ta te of Tex as , w’here th e Spa ni sh sp ea ki ng co m pr ise 18.4 7% of to ta l 

po pula tion of th e st at e, it has on ly 153 Sp an ish sp ea ki ng em ploy ee s—3.6% of 

th e 4,260 em ploy ee work force.
60

In the Sta te of New York, which has a Spanish speaking population of over 

two million, representing 7.98% of the total population—the Dep artm ent has a 

work force of 4,388 employees, out of which only 76, a mere 1.7% of the total, 

are Spanish speaking.

The Department of Ju stice . . .

Although beginning to show semblances of progress in its employment profile 

for Hispanics, has been chosen because of its employment policies in its Immigration and Natura liza tion Service, partic ula rly the Border Patro l. The Departm ent has perm itted these components to pursue a “business as usu al” approach, eit her in overlooking or systemically screening out Spanish speaking 

Americans for positions where Spanish language skill is essential, and in denying rea l opportunities for Hispanics to advance to supervisory or managerial 

positions (As of November 30,1972, the Department of Ju stice had 7.279 positions 

at the GS-13 level and above; of these, only 58 were occupied by Ilis pan os).

With a total work force of 46,418 employees and 1,331 p ositions occupied by 

Spanish speaking Americans (th is is only 2.9% of the work force)—has not 

properly executed the Sixteen Po int Prog ram. The Hisp anic recruitment conducte d denies Spanish speaking Americans equality of opportunity and advancement, resulting in a work force where the dominant non-minority’s modal grade 

is GS-13, as compared to GS-5 fo r the Spanish spe aking ; the average mean grade 

for the total work force is 7.S5, for the dominant non-minority 8.45, and for the 

Spanish speaking 5.8—two and three grades below respectively.

In its blue collar wage grad ed systems reflects the same tren d, the Spanish 

speaking comprising 10.8% of the non-supervisory jobs and 1.4% of the supervisory positions, while the dom inan t non-minority holds 65.9% of the non-supervisory and 94.2% of the supervisory positions.

The Departm ent of Justice, as of Septem ber of 1973, still permits some of its 

components, such as Federal Pr ison Industries, to m aintain staffing practices th at 

result in the Spanish speaking representing only 0.85% of the work force; 1.1% 

in the Law Enforcement Assistance Ad mi nis tra tio n; 1.2% in the policymaking 

Legal and Administrative Activities function, and finally, 8.9% in the Imm igration and Naturalization Service, which due to i ts activities, especially the Border 

Patrol, should have more tha n a 20% Spanish speaking represen tation.

The Imm igration and Na turalization Service, according to their own Annual 

Report for 1972, reflect th at approximately 70% of people crossing the borders 

crossed the Mexican bo rder; th at approximate ly 50% of the imm igrants are 

Spanish spea king; th at 40% of the foreign visitors come from Spanish language la nd s; and that approximately 35% of the persons naturalized are Spanish speaking.

The Vetera ns’ Admin istratio n . . .

For the mino rity group with an outstan ding record of m ilitary service, combat 

duty and valor, has responded with inse nsitivity and a sense of detac hment in 

meeting its equal employment opp ortu nity responsibilities for Hispanics. Evidence 

of th is attitud e is its lack of outre ach efforts, its “lip service” in carrying out the 

objectives of the Sixteen I’oint Program , its foot-dragging in filling the long 

vac ant post of the Sixteen Point Coordinator, and of course, its overall employment record.

With a work force of 169,826 employees, making it the larges t federal nondefense employer, the Veterans Administration only has 3,871 Spanish speaking 

employees, a mere 2.3% of th e to tal work force.

While having 248 employees above the grade GS-15 making policy and programmatic decisions, h as no Spanish speaking employees in this category.

While depicting an average mean grade of 6.69 for the tota l work force, 7.17 

for the dominan t non-minority, rele gate s the Spanish speaking employees to 

lower grades, resulting in the ir average grade being below those, a mere 6.09.

Has only managed to increase the Spanish speaking representation in the ir 

work force by a mere two-tenths of one percent over a three year period, when 

having ample opportunity to hire a significant portion of the ir new over 20,000 

jobs with Sp anish speakers.
61

FEDERAL EMPLOYMENT IN DENSELY SPANISH AMERICAN POPULATED STATES 

IFigures as of Nov. 301

Arizona (18.8 percent Spanish surname population per population census,

1970): Total Federal employees............................................................................ Spanish surnamed employees........................... . ..................................... Percentage Spanish surnam ed..................................................................

Percentage Spanish surnamed employees in: General schedule positions..... .............................................. ............ Wage grade positions . ...................................... . ........................... - California (15.54 percent Spanish surname population per population 

census, 1970): Total Federal e mploy ees................................................................ .......... Spanish surnamed employees.............................................— ........... . . . Percentage Spanish surnam ed..................................................................

Percentage Spanish surnamed employees in: General schedule positions......... ......... .............................................

Wage grade positions................................ - ...........- ......................... Colorado (12.97 percent Spanish surname population per population 

census, 1970): Total Federal employees............................................................................ Spanish surnamed employees........ ....................................................... Percentage Spanish surnam ed........... ....... . .............................................

Percentage Spanish surnamed employees in: General schedule positions................................................................. Wage grade positions---------. -------------------------------------------------- New Mexico (40.08 percent Spanish surname population per population 

census, 1970): Total Federal em ploy ee s.................... ..................................................... Spanish surnamed employees— ....................... .................................... Percentage Spanish surnamed.................... ........................... - ...............

Percentage Spanish surnamed employees in: General schedule positions................................................................ Wage grade positions.................................... .............................. . . . New York (7.98 percent Spanish surnamed population per population 

census, 1970): Total Federal employees......................................................- ................... Spanish surnamed em plo yees............................ ................................... Percentage Spanish surnamed.................................................................

Percentage Spanish surnamed employees in: General schedule posi tions.............................................................. Wage grade positions......................................................................... Texas (18.47 percent Spanish surname population per population census, 

1970): Total Federal employees............................................................................ Spanish surnamed employees................................................................... Percentage Spanish surnamed................. . ...............................................

Percentage Spanish surnamed employees in: General schedule positions................................................................. Wage grade po sitio ns ........................................................................

1971 1972 Change

27, 542 27, 996 +454

2, 485 2, 586 + 101

9.0 9.2 + . 2

5.1 5.6 + . 5

16.4 16.8 + . 4

289, 632 283,144 - 6 , 488

17, 232 17, 691 +4 59

5.9 6.2 + . 3

3.9 4. 4 + . 5

8.5 8.9 + . 4

41,225 42, 051 +8 26

4, 402 4, 480 + 7 8

10.7 10.7 . . . .

5.0 5.2 + . 2

29.4 29.8 + . 4

24,119 24,015 -1 0 4

6,136 6, 484 + 348

25.4 27.0 + 1.6

18.1 19.5 + 1.4

41.9 46.8 H -3

168, 091 163, 242 - 4 , 849

6, 506 6, 432 -7 4

3.9 3.9 . . . .

2.2 2.3 + .1

6.3 6.5 + . 2

140,648 139, 447 -1 ,2 0 1

27, 427 27, 393 - 3 4

19.5 19.6 + .1

13.2 13.7

39.2 39.1 - . 1

DEPARTMENT OF INTERIOR

November 1970 November 1971 November 1972 November 1973

Number Percent Number Percent Number Percent Number Percent

Total em plo ym ent1

................. 63, 354 . 63,161 ................... £3, 783 . 65,607 ...................

Spanish surnamed employmen t............................ .......... 1,263 2.0 1,299 2.1 1,321 2.1 1,425 2.2

Spanish

surnamed

representation Spanish

in that State Total surnamed

(percent) employment employment Percent

Ca lifornia..................................................................

Texas.........................................................................

New York..................................................................

Illinois............................. ..........................................

Florida ......................................................................

New Mexico..............................................................

Ariz ona........................................................... ..........

Colorado....................................................................

New Jersey...............................................................

15. 54 4,833 124 2.6

18. 47 959 130 13.4

7.98 396 7 1.8

3.27 179 0 0

6.64 522 8 1.5

40.08 5, 038 555 11.0

18.80 5, 928 140 2.4

12.97 5, 601 156 2.8

4.3 130 0 0

4 6 -1 2 0 — 7
G2

DE PART ME NT OF INTE RIOR — Con tin ue d

To ta l fu ll-t im e 

em ployees

M in ority

em ployee s

Sp an ish surnam e e mployee s

N onm in ority

em ployees

Wo rk fo rc e 2 _________________ _____ .................... 63 ,783 15,114 1,3 21 48 ,669

Perce nta ge of work force................................... 100 23 .7 2.1 76.3

General schedule em plo ym ent-----------.................... 51 ,495 10, 778 913 40,717

Percentage of general sched ul e. ................... 100 20. 9 1.8 79.1

Modal grade (G S)____ _______ _ .................... 9.0 4 .0 4 .0 9 .0

Me dian grade (G S)....... ..........— .................... 8.3 4.2 5.3 8 .2

Mean (a ve rage ) grad e...................................... 8.3 4.9 6.6 8 .8

Percentage in grades:

1 thro ug h 4.............................. .................... 100 50 .5 2.6 49. 5

5 t hr ou gh 8---------- --------------- 22 .7 2.5 77.3

9 thr ou gh 11........................... 12 .3 1.5 87. 7

12 thr ou gh 13....................... 5.9 .7 94.1

14 th ro ugh 1 5 .. ...................... 5.3 .4 94. 7

16 thr ou gh 18---------- ----------- 5.5 .9 94. 5

Wage grade em ploym en t......... ............ __________ 11,573 4,1 81 399 7,392

Percentag e________________ — .................... 100 36.1 3 .4 63.9

Regular no ns up er viso ry................ 100 52 .6 3 .9 47.4

Regular lead er_______ _______ _ 100 47. 8 2.2 52. 2

Superv isory ....................................... 100 31 .8 3 .4 68.2

Sp an ish -surna med

em ploy m en t

T tta l ------------------------------------------------

em ploym en t Am ount Percent

M in ority em ploy men t 

Amoun t Perce nt

Dep artm en tal to ta l’ ......................................

Office of the S ecre ta ry ..........................

Na tiona l Park Servic e................. ...........

Geo logical S urv ey...................................

Bureau of Rec lamation. . ......................

Bureau of In dia n A ff a ir s . . . . ..............

Bureau of M in es....... ..............................

Bu reau of Land Man ag em en t_______

Bu reau of Spo rt Fisheries and W ild ­

li fe ................ .........................................-

Bon ne ville Powe r A d m in is tr a ti o n .. ..

Burea u of Outdo or Re cre ation ___. . .

Sou thwes tern Powe r A dm in is tr ation. 

Sou thea stern Power A dm in is tr ation.. 

Alas ka Powe r A dm in is tration..............

65, 607 1,4 25 2.1 7 15, 380

1,73 8 13 .7 5 331

11 ,208 277 2.47 1,8 19

8, 652 191 2.2 925

8, 308 426 5.12 621

16, 262 242 1.4 8 10, 341

5, 895 49 .8 3 358

5, 062 146 2 .9 358

4, 405 61 1.38 277

3, 366 19 .5 6 169

473 1 .21 57

166 0 0 2

36 0 0 0

36 0 0 0

14-y ear ch an ge : in to ta l em ploy men t, + 2 ,2 5 3 ; in Sp an ish -surna med em ploy men t, + 1 6 2 . 

< As of No ve mbe r 1972.

J As of No ve mbe r 1973.

DE PART ME NT OF JUS TICE

No ve mbe r 1970 Nov em ber 1971 Nov em ber 1972 Se ptem be r 1973

Amou nt Pe rcent Amou nt Pe rcen t Amou nt Pe rcent Amoun t Perce nt

Total em ploym en t_____ _____ 39 ,373 . 42 938 . 46 ,418 . 46 ,201 ..

Sp anish su rn am ed em ­

plo ym en t............... - ................. 953 2 .4 1,0 65 2.5 1,331 2 .9 1,451 3.1

Spanish

surnam ed

represen tatio n Span ish

in th at Sta te To tal su rnam ed

(p erc ent) em ploy men t em ploym en t Pe rcent

New Mex ico ....................................................................

Ariz ona....... .....................................................................

Te xa s..............................................................................-

C alif orn ia _________________________________ —

C o lo ra d o ... ...................................................... ............

New Y ork .................................................................... .....

Flo rida................................................... ..........................

New Je rsey ................. ......................... ..........................

Illin o is ..............................................................................

40 .08 190 33 17.

18. 80 589 75 12.

18.47 3, 037 468 15.

15 .54 4, 656 304 6.

12.97 484 16 3.

7.9 8 4, 222 80 1.

6. 64 1,4 34 56 3.

4.3 773 4

3.27 1,7 85 21 l'
DEPARTMEMT OF JU ST ICE-Co ntinued

Total 

fu ll tim e 

employees

Minority

employees

Spanish

surname

employees

Non irino rity

employees

Total w ork fo rc e> . .. ................................... . 46,418 6,431 1,331 39, 987

Percentage of work force ........................ 100 13.9 2.9 86. L

General Schedule employment____________ 43,477 6, 106 1,246 37, 371

Percentage of General Schedule_______ 100 14.0 2.9 86 .0

Modal grade (GS)............................ ........... 5.0 3.0 5.0 13.0

Median grade (GS).......... . ......................... 7.0 4. 70 5.64 7. 42

Mean (average) g ra de........................... 7.85 5.8 5.8 8.4 5

Percentage in grades:

1 through 4....................... ................... 100 25.5 3.8 74.

5 through 8______ ______________ 18.8 3.8 81. 2

9 through 11......................... ............... 7.1 2.6 92.9

12 through 13__________ ________ 3.6 .9 96.4

14 through 15............... •..................... 2.7 .7 97 .3

16 through 18___________________ 3.8 .9 96.2

Wage grade employment.......... ........................ 1,551 217 60 11,334

Percentage............................................ .. 100 14.0 3.9 36.0

Nonsupervisory___________________ _ 100 34.1 10.8 65 .9

Lea der________ ____ _______________ 100 44.4 33.3 55. 6

Su pe rviso ry............. ........................... ....... 100 5.8 1.4 94.2

Total

Component employment

Departmental to ta l3

........ ................ 46,201

Legal and admin istrative ac tiv ities ... 6, 722

Marshal Service............ ...................... 1,973

Drug Enforcement Adm in istration ... 3,607

Federal Prison Industries ............... 466

Law Enforcement Assistance

Administration.................................. 646

Imm igra tion and Naturalization

Se rvice........................ 7,228

Federal Bureau of Prisons_________ 5,694

Federal Bureau of Investigations___ 19, 866

Spanish surnamed Minority

employm ent employment

Amount Percent Amount

1,451 3.1 6, 900

83 1.2 1,501 .

73 3.7 395 .

135 3.7 477 .

4 .85 49 .

7 1.1 153 .

643 8.9 1,656 .

160 2.8 778 .

1,451 3.1 6, 900

Percent

14 .93

3

 As of November 1972. 

3

 As of November 1973.

DEPARTMENT OF TRANSPORTATION

November 1970 November 1971 November 1972 May 1973

Amount Percent Amount Percent Amount Percent Amount Percent

Total employment........ ........... 65,128 ................... 67,488 _________ 66,140 ................... 65,227 ...................

Spanish surnamed employ­ men t....................................... 696 1.1 729 1.1 809 1.2 791 1.2

State

Spanish 

surnamed 

representation in 

that State

(percent)

Total

employment

Spanish

surnamed

employment Percent

New Mexico....................................... .......... .......... 40.08 949 73 7.7

Arizona____ ______ ____________ ..................... 18.80 402 18 5.0

Texas.................................................. ..................... 18.47 4, 260 153 3 .6

C alif orn ia ._____ _______ _____ . . ..................... 15.54 5, 536 116 2.1

Colorado...... ........... ....... ............... ........ ............ 12,97 1,515 66 4. 4

New Yo rk................................. ......... 7.98 4, 388 76 1.7

Florida ............................................ . ........ ............ 6.64 2, 878 36 1.3

New Jersey........................................ ........ ............ 4. 3 2,098 9 .4

Illin oi s................................................. ..................... 3.27 2,039 9 .6
64

Department of Transportation— Continued

Total full tim e Minority

employees employees

Spanish

surname Nonminority

employees employees

Total work fo rc e:1................................................

Percentage of work force...............................

General schedule employment..............................

Percentage of General Schedule................ . .

Modal grade (GS)............................................

Median grade (G S)..........................................

Mean (average) g ra d e .. ...............................

.Percentage in grades:

1 tin'OUgh 4 

5 through 8 

5 through 11 

12 through 13 

14 through 15 

16 through 18 

Wage grade employment 

Percentage 

Nonsupetvisory

le ader_______

•Supervisory___

64,140 6, 365 809

100 9.6 1 2

59, 318 5, 322 722

100 9.0 1.2

12 5 12

10.91 6.9 10.35

10. 38 8.08 8. 52

100 21.3 1.4

19.5 1.8

7.6 1.3

4.7 • 1.1

3. 4 0. 4

9. 4 0. 4

5,779 1,006 79

100 17.4 1.4

100 18.2 1.4

100 10.6 0.7

100 9.0 0.8

59, 775

90.4 

53, 996

91.0 

12 

10.05 

10. 60

78.7

80.5 

92.4

95.3

96.6

90.6 

4,773

82.6

81.8

89.4 

91.0

Component

Spanish surnamed 

employment

Total ------------------_ _ _ _ _ -------------

employment Amount Percent

Minority employment

Amoun t Percent

Department total *................... ...................

Office of the Secretary................ ..

Federal Aviation Admin istration____

Federal Highway Administration___

National Transportation Safety

Board..................... . .........................

U S. Coast Guard (civ ilia n o n ly )....

Federal Railroad Admin istration____

Urban Mass T ra n s it .. ...................

National Highway Traffic Safety____

65, 227 791 1.2 6,350

1,243 15 1.2 378

50, 042 559 1.1 3, 605

4, 578 101 2.2 573

267 2 .7 44

6, 509 68 1.0 1,222

424 1 .23 43

231 8 3.5 £S

697 9 1.3 126

1

 As of November 1972.

2 As of May 1973.

Note.— Office of the Secretary includes Washington, D.C. only. Federal Railroad Ad ministration—exclusive of Alaska 

Railroad.

VETERANS’ ADMINISTRATION

November 1970 November 1971 November 1972 November 1973

Amount Percent Amount Percent Amount Percent Amount Percent

Total employment__________ 149,257 .................. 160,709 . . 169, 826 . ................. 171,589 .

Spanish surnamed employm ent..................................... 3,131 2.1 3, 528 2.2 3,871 2. 3 4, 309 2.5

Sta te 1 (Spanish language pop ulation)

Spanish 

surnamed 

representation 

in that State 

(percent)

Total

employment

Spanish

surnamed

employment Percent

New Mexico (387,000)______ ........ 40.08 987 367 37.2

Arizona (357,000)____ _____ ____ 18.80 1,812 202 11.1

Texas (2,487.000).................. .. ____ 18.47 9,337 582 6.2

California (3,100 ,000 )______ ____ 15.54 16,231 813 5.0

Colorado (272,000)................... ____ 12.97 1.900 274 14.4

New York (2.423,000).............. 7.98 15. 454 700 4.5

Florida ( 50 2, 00 0) __________ ......... 6.64 5, 806 171 2.9

New Jersey (464,000)..............

Illino is (687,000)......................

........ 4.3 3,468 19 .5

........ 3.27 9, 451 110 1.2

See footnotes at end of table.
65

Veterans Admin istration—Continued

Total 

full time 

employees

Minority

employees

Spanish

surname

employees

Nonminority

employees

Total work fo rc e1

............ . ........................... 169,826 49, 671 3. 871 120.155

Percentage of work force____________ 100 29.2 2.3 70.8

General schedule employment......................... 133,619 33, 753 2,671 99, 866

Percentage of general schedu le...............

Modal grade (GS)........................................

100 25.3 2.0 74.7

4 4 4 4

Median grade (GS)............................ ......... 4.89 3.99 4.26 5.71

Mean (average) grade_______ _______ _

Percentages in grades:

6.69 5.22 6. 09 7.17

1 through 4......................................... 100 35.7 2.6 64.3

5 through 8............. ........................... . 27.5 1.9 72.5

9 through 11....................................... . 13.2 1.2 86.8

12 through 13...................................... 6.2 .7 93.8

14 through 15..................................... . 11.4 3.5 88.6

16 through 18................................ .. 2.8 .0 97.2

Wage grade employment_________________ 33,597 15, 224 1,126 18, 373

Percentage___________ _____ _____ 100 45.3 3.4 54.7

Nonsupervisory.......... ................................. 100 46.6 3.5 53.4

Leader................................. 100 41.7 2.2 58.3

Supervisory................................................... 100 36.3 2.6 63.7

Spanish surnamed

employment Minority employm ent

T o ta l-------------------------------------------- -------------------------------------------- -

Component employment Amoun t Percent Amoun t Percent

Agency to ta l.................................................. 171,589 4,309 2. 5 50,787 29.6

Central office ...................................... 3,462 12 .3 5 903 ...........................

Field ins tallations................................. 168,127 4,297 2. 5 49,884 ...........................

1

 As of November 1972.

’ As of November 1973.

Note.— Approximately 85 percent of field installation employment is in Veterans’ Adminis tration hospitals.

Mr. Edwards. Where did you get these figures ?

Mr. Valenzuela. We have what we consider an excellent expertise 

in the Spanish-speaking community, wholly qualified individuals— 

statisticians, mathematicians, research analysts. These figures generally are those that are public information tha t are provided by the 

Civil Service Commission and by other Federal agencies.

Mr. Edwards. You think they are accurate, then ?

Mr. Valenzuela. We think they are probably more accurate than 

some of the ones that are based just on census reports.

Mr. Edwards. Is IM AGE a corporation ?

Mr. Valenzuela. Pre sently it is incorporated in individual States. 

We are in the process of incorporating it at the national level.

Mr. Edwards. You are a nonprofit corporation ?

Mr. Valenzuela. Nonprofit, educational corporation.

Mr. E dwards. How do you support yourself?

Mr. Valenzuela. P resently the dues are minimal—$2 per person. 

Hopefully, at the end of this month it will be increasing to $15 per 

person.

Mr. Edwards. How many fulltime employees does IMAG E have ?

Mr. Valenzuela. We do not have any fulltime stall members. It is 

a volunteer organization.

Mr. Edwards. Mr. McClory.

Mr. McClory. Thank you, Mr. Chairman.
66

I think one of the real weaknesses of your testimony, in my opinion; 

and something that I think particularly has been emphasized in the 

testimony on behalf of the Spanish speaking, or the Spanish-surnamed 

community, is the tremendous emphasis tha t you put on percentages 

and quotas. And I thin k that tha t kind of statistical information is 

not too persuasive. It does not, to my mind, it does not follow that there 

is discrimination because there is a certain percentage of employees in 

a pa rticular kind of employment, and there is a comparable percentage 

of Spanish-surnamed people in the total population.

And what I would like to know, do you have instances; do you have 

figures of discrimination? Do you have evidences of departments and 

agencies that are deliberately excluding or preventing Spanish-surnamed individuals from a pplying? Is there something discriminatory 

about the testing or something like tha t tha t needs correction?

Mr. Valenzuela. Yes, Mr. McClory.

In the private sector—the courts, I think, including the Supreme 

Court, has ruled, as it were, i f there is a significant segment of the 

minority community in an area, in a community, and an employer does 

not have a like or representative figure of tha t minority group or 

women in his work force, that this can be considered as a prima facie 

case of discrimination. It is an inference of discrimination.

This places the burden of proof on the employer to prove t hat he is 

not discriminating. So, systematically, th at is discrimination.

On an individual basis, we have many cases documented; many of 

them are following the administrative procedures in hopes of finding some resolution. However, we would bog down the administrative channels through each agency if we were to pursue these alone. 

We presently have third-par ty complaints filed with two of these 

agencies in question, following the administrative procedures in hopes 

of finding some resolution. B ut we are not optimistic at this point.

Mr. F ierro. Mr. McClory, I think another point tha t can be made 

is. how else can we demonstrate to you, in terms of the underrepresentation of the Spanish speaking, if we do not provide you with statistical data tha t you can relate to in terms of Federal agencies? Or, 

would you ra ther we just present a case on a case-by-case basis? You 

know that we could go on forever in terms of those in the Southwest 

or even here in Washington. But I think that the purpose of the study 

nnd the project was to provide you with the statistical information 

so that you could also reflect on ha rd data, because that is one of the 

things we are always told to do. is to give us specifics, statistics. And as 

I hear you. you say that is not a very good case to make, with the hard 

data. A nd I kind of find it difficult to accept that premise.

Mr. McClory. I think it has lost its efficacv from the standpoint 

of being a persuasive argument in supnort of discrimination. T think 

to suggest that we have to have employment on a percentage basis 

in accordance with the racial population is-----

Mr. F ierro. I do not think we are alluding to the fact of parity and 

I thin k Mr. Drinan and the Civil Service Commission made th at very 

clear. I do not think we are necessarily talking about parity here, 

but we are talking about equal opportunity in those jobs, in those 

agencies that show pattern s and practices of discrimination against 

the Spanish speaking, and especially in their EE O programs. It is 

very well demonstrated, you know. And I think we are not concerned
67

that we want parity and a quota system in these agencies, but I think tha t equal access and equal opportunity is much more impor­ tant, and I think th at that ought to be demonstrated, not necessarily just by providing information to the Spanish and materials in Span­ ish, but the hiring of individuals tha t relate to our community, tha t identify with our community, and can go out and recruit individuals 

in the community.

Mr. McClory. Well, take, for instance, now, your testimony with regard to the number of job separations tha t there were, and the num­ ber of those who were separated from their jobs and were given other 

types of employment. How would you expect tha t to be handled differently in order to provide more jobs for Spanish speaking without discriminating against those that have long tenure and are looking fo r other Federal 

employment when their job is taken away ?

Mr. Valenzuela. I thin k you are generally addressing yourself to the problem of the Department of Defense and its reduction in force procedures, where the Spanish speaking have been laid off in signifi­ cant numbers. Specifically, if you want a specific, recently in E l Paso at Fort Bliss, where we had Spanish-speaking employees who had been there up to 25 and 30 years who had been in certain positions where military-Anglo retirees would come in at a lower level and then would be bypassed, would be promoted over them, so when it came out to a layoff, of course, the lower grade, the lower individual would 

be the first to go. Yet here is outright discrimination. Other specifics of the high rate, 1 have a statement here by William Baco Imandt who as a GS-14 had applied to these four specific agencies. ITis statement I would like to include for the record, which indicates that he attempted to obtain employment at the GS-15 level, yet he was denied opportunity for these positions at each one of these agencies, as well as other agencies. So if you combine this and multiply it by the number of others who are also highly qualified for these positions, we come out with statis­ tics, and these are statistics that we are addressing ourselves to today. [The prepared statement of William Baco Imandt follows:] 

Sta tem en t by W il l ia m B aco I m an dt

I have read the Janu ary 29, 1974, joint statements Issued by U.S. Representa­ tives Don Edwards and Jerome Waldie, and by national president, of IMAGE Edward Valenzuela concerning the flagrant underrepresentation of Spanish- Americans in the Federal Government. I endorse their objections wholeheartedly. When you consider that at the time the lfi-point program was launched by our President in 1970. the Spanish Americans held only 2.9 percent of the Federal jobs ; and now today, almost 4 years later, the figure has increased only by a paltry .2 percent—this is decidedly an affront to the Spanish Americans who constitute the second largest minority group. In connection with this, I would like to submit data tha t is directly related to the four Federal agencies currently under the scrutiny of the Subcommittee on Civil Rights and Constitutional Rights of the House Judiciary Committee, and which will be the subject of 

their forthcoming hearings. First, something about myself. I have over 25 years of career service with the Federal Government. Of this 2% years was accrued in World War II service. I am presently a GS-15 Contract Compliance Program Manager in GSA’s Office of Civil Rights. As a Program Manager for the past 31

/, years, I have 

full responsibility for the operation of all utility and communications contract compliance reviews in the region 3 ar ea ; and in addition I also have full
68

re sp on sibi lity fo r pr ov id in g n ati o n al te ch ni ca l an d po lic y gu id el in es fo r th es e 

sa m e cri ti cal in dust ri al are as. I re ac he d my pre se nt po sition a ft e r ente ri ng 

ci vilia n F ed er al Gov er nm en t se rv ic e as a GS- 5 cl ai m s ex am in er tr ain ee in 

1951.

F or th e past ele ve n yea rs , I hav e se rv ed in var io us phas es of th e Fed er al 

go ve rn m en ’ts eq ua l em pl oy m en t an d econom ic opport unity pr og ra m s. On num er ou s occasio ns, ev alu ato rs hav e ra te d me as be ing hi gh ly qu alifi ed in th e civil 

ri g h ts ar ea. I ha ve also been ci te d as th e hi gh es t gra ded Spa ni sh American in 

GSA . R eg ar di ng my et hn ic ba ck gr ou nd , my m oth er is P uert o Rican . Sh e w as 

bo rn in Yau co, Puert o Rico in 1885 of P uert o R ic an and Dom in ic an Rep ub lic 

pa re nta ge.

H av in g th is type of hig hl y sp ec ializ ed te ch ni ca l ba ck gr ou nd , I co ns idered 

m ys elf to be we ll-qu ali fie d fo r po sition s in th e ci vi l ri g h ts field. Co nseq ue ntly, 

I ap pl ie d fo r po sitio ns in ea ch of th e fo ur ag en cies id en tif ied re ce nt ly by IM AG E 

as ha vi ng “be en chosen fo r sp ec ia l att enti on be ca us e th ey a re la rg e em ploy ers, 

ha ve sign ific an t op er at io ns th ro ughout th e na tion , and hav e bla ta ntl y dis ­

re gar ded th e m an da te giv en to th em an d th e re sp ons ib ilitie s en tr u st ed to them 

in pr ov id in g eq ua l em ploy men t oppor tu ni ty to A m er ic an s of Sp an ish H er it age”. 

I ha ve ha d re ce nt d is illu si on in g ex pe rien ce s w ith th e D ep art m ent of T ra n sp o rt atio n, D ep ar tm en t of th e In te ri o r, D epar tm en t of Ju st ic e, an d th e V et er an s 

A dm in is trat io n. I su bm it th a t al l fo ur of th es e ag en cies se le cted an d plac ed 

le ss er qua lified ca ndi dat es in th ose p os itio ns f or which I ap pl ie d.

In Ju ne 1972. th e D epar tm en t of th e In te ri o r had a GS-15 po sitio n an no un ce d 

fo r an A ss is ta nt D irec to r fo r th e T itle VI Pro gr am in th eir Office fo r Equ al 

O pp or tu nity (A nn ou nc em en t No. 72 -8 5) . I w as to ld I w as hi gh ly qu ali fie d. I 

w as in te rv ie wed , but no t se le cted . Out of In te ri o r’s 65,607 emplo yees, 23.4% 

a re m in or itie s, b ut only 2.1 7% are Spa ni sh American .

In Aug us t 1973, th e D epart m ent of Ju st ic e had a GS- 15 po sitio n an no un ce d 

fo r a D irec to r of Equ al Em pl oy m en t O p p o rt u n it y 'in th eir D ru g Enf or ce m en t 

A dm in is tr at io n (A nn ou nc em en t No. 73 -128 ). I w as told I w as high ly qu ali fie d. 

I w as in te rv ie wed , bu t w as not selected . Out of Ju sti ce’s 46,201 emplo yees, 14.9 % 

are m in or iti es , bu t only 3.1 % a re Spa ni sh A merican .

L ate r in 1973, th e D epart m ent of T ra nsp ort ati on had a GS-15 po sitio n 

an no un ce d fo r a D irec to r of Equal Em pl oy men t O ppor tu nity in th eir N ationa l 

H ig hw ay Tr aff ic Saf et y A dm in is tr at io n. I was to ld I w as hi gh ly qu ali fie d. I 

w as in te rv ie w ed , but no t se le cted . O ut of th e D epar tm en t of T ra nsp ort ati on's 

65.227 em plo yees. 9.7 % are m in ori ties , but only 1.2% are Spa ni sh Ameri can.

In M ar ch 1974, th e V ete ra ns A dm in is tr at io n had a va ca nc y fo r a GS- 16 

D ir ecto r of C ont ra ct Com plianc e Se rvice (w hi ch is my p a rt ic u la r sp ec ia lt y). 

I w as told I w as high ly qu alifi ed . My na me an d file had been ob tain ed from th e 

Ci vil Se rv ice Co mm iss ion ’s F edera l Exe cu tive In ven to ry R egis te r which is m ai nta in ed fo r em plo yees wh o are elig ible fo r su per gr ad e po sitio ns . My ap pl ic at io n 

in cl ud ed a copy of my Arm y m il it ary reco rd wh ich T att ach ed in or de r to 

en ha nc e my job po ss ibili tie s w ith th e V.A. (I n 1945. I had been th e su bj ec t of an 

art ic le , in th e pr in ci pa l P uert o R ic an ne wsp ap er , as be ing one of th e mo st high ly 

dec or at ed American so ld iers of P uert o R ic an ori gin ). T w as interv iewed , bu t 

w as no t selecte d. Out of 171.589 em plo yees, th e V.A. has 29.6% min or iti es , bu t 

on ly 2 .5% are S pa nish Am er ican .

As a hi gh ly qu ali fie d m anager of an ex trem el y co mp lex F edera l eq ua l em ploy ­

m en t op por tu ni ty pr og ra m . T th in k it is an af fr ont to th e Sp an ish American 

co m m un ity in ge ne ra l to be co ntinual ly re je ct ed fo r po sition s whe re le ss er 

qu al ifie d ca nd id at es are be ing se lected . Th e EE O pr og ra m is supp os ed to re pre ­

se nt e ac h of th e fo ur m in or ity gr ou ps an d wo me n. T ha ve n ot foun d th is to be tr ue.

I ca n ci te tw o oth er ex am pl es of w he re th e Sp an ish American has been by ­

pa ss ed . In th e middle of 1972. th e D ep ar tm en t of H ea lth. Edu ca tion, an d W el fa re 

had an no un ce d a GS-15 po sition fo r D irec to r of th e H ig her Edu ca tion Divisi on 

in th e Office fo r Civil Rig ht s. T w as to ld T w as hi gh lv ou ali fie d. T was in te rv ie w ed 

b u t no t selecte d. The pe rson wh o w as selocte d la nd who se qu alific atio ns le ft 

so m et hi ng to be de si re d) could not cop e w ith th e de m an ds an d re sp on sibi lities of 

th e po sitio n. Sh e resign ed a fe w m on th s la te r, citin g ph ys ic al prob lems as her 

re as on . Al mo st im m ed ia te ly a fte r le av in g HEW . sh e w en t ba ck to work a t ber 

old job w ith th e TTniv ers it v of M a rla n d . Tn Anvil 1973. H E W ad ver tise d th e job 

agai n (Ann ou nc em en t # O S- 73 -1 08 ). Once more I w as to ld T w as hig hl y quali fie d. 

Aga in. T was no t selecte d. T his tim e th e po sitio n w as giv en to a pe rson wh o did 

not h av e a di sc er na bl e b ac kg ro un d in civ il ri ghts o f t h is c ateg or y.

As anoth er ex am ple. T wou ld like to ci te an in te re st in g ex pe rien ce I had w ith
09

the Feder al Communications Commission in 1973. At th at time, FCC wanted to esta blish a completely new external EEO program and they were looking for some one with the proper expertise to head it. The position was a GS-15 Direc­ tor of the External EEO (Licensee Compliance) program. 1 was told th at I was very liighy qualified. I was interviewed, b ut not selected. The person selected was a minor executive with the National Association of Educa tion al Broadcasters who had no EEO experience in th at EEO category. In my position as head of the Federal government’s contract compliance for all communications (radio, television, telephone, telegraph, etc.) I was considered to be the expert in tha t area. Yet, in spite of this, an inexperienced member of the media was selected. To add to the injustice, a few months af te r FCC's selection, I was contacted by the successful candidate's co-worker and was asked to assist them by providing as much contract compliance process info rmation as possible because FCC did not have any experience in th at area . I was told th at the rea­ son I had been contacted was because I was considered to be “the government 

expert” in th at area of EEO. In concluding this statem ent, I would like to point out th at there is presently one outstan ding opportunity the Fed eral government has at its disposal that it -can utilize to dem onstrate it is making a major effort to overcome some of this lopsided arra nge ment of the Feder al EEO program. A vacancy exis ts in the Fed era l government office th at has full reponsibility of the entire con trac t com­ pliance program. This position is a career GS-16 Deputy Directo r of the Office of Federal Contract Compliance (OFCC) of the Departme nt of Labor. To my knowledge, no Spanish American has a position of any autho rity in OFCC. I was not able to obtain definite sta tis tic s on this, but I would ven ture to s tate (through personal knowledge) th at OFCC has less th an 2% of Spanish Americans in grades above GS-11. Consequently, even though there are 14 million Spanish Americans in the United State s, the trut h is th at they do not have a viable voice, or even 

any voice, in such an im portant office as the OFCC. It is my recommendation th at we commence to do all possible to correct these imbalances as quickly as possible. We should st ar t immediately with this OFCC vacancy. The position of the Deputy Director of OFCC is still not filled. A well- qualified Spanish American should be sought out for this position. Th at person does not have to be th is writer. There are others who are qualified in this area. I have applied for the position and T would appreciate being considered for it, 

hu t I will readily yield to the best qualified. There is also presently pending at HEW, a GS-15 position for the Directo r of the Hea lth and Social Services Division in their Office for Civil Rights (An­ nouncement No. 74-100). I applied for th at position. HEW’s Office for Civil Rights does not have one single Spanish American in their management level. I t is about time they considered the placement o f some highly qualified Spanish 

American for a responsible position in t ha t office. I have prepared this statem ent in the hope th at it may brin g some in tere sting experiences to light and perhap s p rovide some data that would be useful in illus­ trat in g how the second larges t minority group in this coun try has consistently been short-changed. The Spanish American does not wan t to be carried as a liab ility: he wants to work and share in helping this country grow to be stron g and self-sufficient. He (or she) wants to partici pate, with dignity and pride liy occupying a respectable position in the mainstream of this Society. As a postscript. I would like to conclude this statem ent by commenting on the can didates who were actually selected for the above eight (8) positions. None of those selected are in the Spanish American category. I know this to be a fac t because I personally looked into each individual situ ation and obtained first-hand 

info rmation regarding the resu lts.

Mr. McClory. Are there any Federal officials that yon are aware 

of in. any of these departments who are deliberately violating your own regulations, or are they able to single out Spanish-speakinar. Spanish surnames and exclude them from employment opportunities? Is there any kind of a pattern like that th at you could point to?

Mr. Valenzuela. Just on statistics alone. Again, as I mentioned, the 

courts have stated-----

Mr. McCtory. Well, do you have any other evidence other than just 

percentages?

Mr. Valenzuela. Yes.
70

Mr. McClory. Fran kly, I thin k these percentages—we are talkin g 

about quotas, too, and we are talking about jobs, and you may be 

talking about goals or objectives or something like that, but it gets 

down to a question of quotas when you talk about a percentage of jobs 

in a particu lar category or a particular level in relation to the percentage of population, and th at is not a very p opular theme.

Mr. F ierro. Mr. McClory, I think t hat one of the concerns that we 

have is so long as Spanish-speaking people are not in some of the policymaking roles within Federal agencies or any agency at all, it is 

very difficult to expect, for example, as you indicated in a very specific, 

tha t in Illinois your district, there is a sizeable Spanish-speaking population, and yet, you know, you are saying there is an awful lot of 

jobs, you know, and tha t you are familiar with the jobs that exist. I 

think that so long as we do not have people, say, for example, in your 

staff, you know, that can relate to Spanish-speaking problems, it is 

going to be very difficult for yourself to understand some of the problems that the Spanish-speaking people have, and I think this is a thing 

we are saying here.

It is very difficult for a lot of Anglos to go out and recruit in our 

community, or to know where to recruit, and what colleges to hit.

Mr. McClory. I keep in pretty close touch with the Spanish-speaking 

community.

Mr. F ierro. Rut I am talk ing about so long as the Spanish-speaking 

people are not in those positions that can relate and correspond ami act 

as liaisons to the Spanish-speaking community, it is still going to be 

difficult to understand and identify groups or individuals that can 

provide or bring about some progress, and I think that whether it is 

congressional staffs or whether it is Federal agencies. I think th at we 

want to have the opportunity to also bring about those changes within 

those agencies.

But we are excluded from that participation. It is not going to 

happen.

Mr. McClory. Well, I can«ee our committee writing a report which 

would include references to testimony tha t you are giving, hut which 

would merely result in our complaining that different Federal agencies 

had employee ratios of Spanish surnamed only at a particular percentage in contrast to the population ratio in the area or in the Nation, 

which was far greater.

And if we indicate tha t as a basis for discrimination, it does not 

seem to me it would be very persuasive.

Mr. F ierro. Well. I think tha t, you know, you have five people in the 

Civil Service Commission, for example, dealing with the total 16-point 

program throughout the country. Now, what kind of a job can we adequately expect them to do, and yet, within the other agencies, within 

the other departments, they have very low representation of Spanishspeaking people, so th at we, do not also want to put people within the 

civil rights type of arms, you know, to deal with our—relative to our 

issues. But also in terms of their own expertise, their own backgrounds, 

their own fields, and I think this is what we are talking about.

But I disagree with you tha t tha t is all you can report. I think that 

if tha t is all you get from the report t hat is before you. you know. I 

would certainly like to pursue fu rther in terms of what these statistics 

and this information relates to.
71

Mr. McClory. I think it would be very helpful to me if you could provide me with some statistics indicating merit which we are denying to ourselves because we are discriminating against a person of merit on the basis of his ethnic background, or any other param eter which is 

used as a basis for discrimination.

Mr. Valenzuela. One example, may be those Border Patrol posi­ tions where they are hiring Anglos over qualified Spanish-speaking and then training them in Spanish, and we know tha t the Spanish­ speaking are highly qualified for these positions. I know particular situations along Arizona where Spanish-speaking individuals at the GS-12 grade levels have been by-passed and Anglos below have been placed in supervisory positions above them. Those are specific incidences of discrimination. I would be glad to provide the committee with more specifics.

Mr. McClory. Do you have those figures included as a-----

Mr. Valenzuela. I do have some other figures.

Mr. McClory. 1 think tha t might be helpful to us.

Mr. Valenzuela. If I may, maybe an example of that also is the De­ partment of Justice with the Federal prisons. We have information tha t a Mr. Tomas Zuniga, a correctional treatment specialist, recently employed at La Tuna, Tex., which i9 a Federal prison outside of El Paso, Tex., expressed some of the problems which he encountered while employed at the correctional facility. La Tuna's Spanish-speaking in­ mates consist of approximately 63 percent of the total inmate popula­ tion as of December 1973. Many of the Spanish speaking are also Span­ ish monolinqual and Mexican nationals. Tie noted tha t there exists a great animosity between the Mexican Nationals and American-born Spanish-speaking inmates. He indicated that the greatest percentage of La Tuna staff and administrative personnel were non-Spanish speakers, which resulted in a constant communication problem between 

the staff and the inmates. As a consequence, the administration of justice as it exists in La Tuna, and which is greatly based on verbal communication, was very 

limited.

Mr. E dwards. If I may inte rrup t, we have to move along, but with regard to La Tuna, the committee will direct a letter to the warden there. I visited that particu lar correctional institution myself, and for the matter of more than 50 percent of the employees there, Spanish speaking. Chicanos, Mexicans, and Mexican Americans, just does not make sense, because practically every face you see is a Mexican American or Mexican face there. Now, Mr. Drinan—oh, pardon me. I did not mean to interrupt.

Mr. McClory. Well. Mr. Chairman, I would like us also to have in­ formation that if the other qualifications are equal and they are exclud­ ing a Spanish-speaking, a Spanish-surnamed individual in favor of an Anglo whom they have to teach Spanish I would like to know about that. T hat is the kind of rank discrimination th at we certainly should 

not allow.

Mr. E dwards. Tf we did not have this kind of activity 7, 8, 10 years ago, we would not have had any advance in civil rights.

Mr. McClory. I have had strong support of this committee in its 

oversight.

Mr. Edwards. Yes.
72

Mr. D rin an.

Mr. Drin an. Tha nk you, Mr. Ch airma n.

Go ing back to the 16-p oin t p rogram , y ou indic ate d, sir , one mom ent 

in yo ur t hr us t, th at if the 16 points were in fact followed, I think you 

•said there would be a much gr ea te r increase in the ac tual num ber of 

Spa ni sh speak ing hired.

Wou ld you explain that a b it more ?

Mr. Valenzuela. My perso nal belief fo r th e 16-po int prog ram is 

th at it is the s pirit , now th at we hav e to follo w the o rig inal 16 points, 

dr af te d in 1970. Al thou gh im po rta nt at th at tim e, I th in k now we 

hav e to addre ss ourselves to some more specifics o f those 16 poin ts.

The 16 points as we see i t now’, wTe feel t he s pi ri t—wh at it represents 

is the fact th at it is an em phasi s pr og ram fo r the Sp an ish spe aking, 

an d as we em phasize it , there are problem s with the S panis h-speakin g 

emplo yment , tha t we do develop special pro gra ms , the d iffere nt points 

ge neral ly following, t hat th e agencies and the Civ il Ser vice Com mission follow7

 those specific po ints. We feel th at there would be gr ea t 

increases in r epres ent ation.

Howe ver -----

Mr. Drin an. Well, do you think, going back, were the Spanish 

speakin g involved in the dev elopm ent of these 16 po ints th at were 

issued bv the P res ident on Nove mber 5,1970 ?

Mr. V alenzuela. Yes. As I un de rst an d it, at th at tim e the re was 

even—there could have been a more effective dra ft th at was watere d 

down th at included w ha t we ha ve now.

Mr. Drin an. Well, can you po int to—y ou said th at the 16-point 

prog ram is not bein g ca rrie d out, and th at if it were, more Sp an ish 

speaking emplovees would be reta ine d.

Well . which o f these 16 po ints a re not in f act being followed ?

Mr. V alenzuela. A gain, as I m entioned, the sp irit, w hen the------

Mr. Drin an. I mean, ju st answ er th e question, will yo u ?

You know’, you made an accusation . I want to know. It seems kind 

of genera l to me, these 16 po ints, and yet there are some specifics. Fo r 

ex am pl e:

No. 5. Step up recruitment with significant numbers of Spanish-speaking 

studen ts to permit entry from FSEE registers without necessity of written 

exam ination.

I wa nt to know specifics. Is t hat being enfo rced o r not ?

Mr. V alenzuela. W ith the F S E E , no: it was not bei ng enforced, 

and the fact th at such area s such as Denver where there are 150 

Sp an ish spe aki ng wi th bac hel ors and master s degrees t ak in g the tests, 

T believe only abou t 12 in one class passed it. So we fel t th at the test 

its elf was de trime nta l, it w’as no t helpi ng the Sp an ish spe aking.

Now. the re has been------

Mr. Drin an. Well, wait. W ith ou t necessity o f writ ten examin atio n. 

Do thev in f act waive the writte n exam ina tion ?

Mr. V alenzuela. No. The y a re requir ed to take the FS E E .

Mr. Drin an. So they have in fact not com plied with No. 5 of the 

16 po ints. Is th at wdiat vou a re telli ng me ?

Air. V alenzuela. That is rig ht .

Mr. Drin an. We ll, I would like to have docume nta tion on th at , 

because that is a specific t hat we can go back with .

Mr. F terro. I th in k th at th ere is an eva lua tion th at was conduc ted 

by IM AGE on the 16-po int prog ram, and I th in k th at the com mittee
73

does have a copy of tha t and we would like to provide you with----

Mr. Drinan. Is it tha t one ?

Mr. Fierro. No; it is an evaluation of the 16-point program across 

the country. We would like to provide you with a copy of th at evaluation as determined by IMA GE of the 16-point program tha t will give 

you the specifics that you are relating to, compared to every point.

Mr. Drinan. That would be very helpful.

Now, on another question, I do not want to quibble about how many 

Spanish speaking there are, but I think nonetheless that it is rather 

essential, and you quote on page 11 of one of the documents here t hat 

the Catholic Church—I do not know what agency of the ch urc hestimates there are approximately 15 million, or 7 percent, Spanishspeaking people in the United States.

Now, as I say, I do not want to get into statistics too technically, 

but would you have any comments on that? How essential is it to 

determine the percentage of Spanish speaking?

Now, as I say, I do not want to get into statistics too technically, 

program matic moneys are concerned since in many cases they determine the amount of moneys that is going into special programs by the 

population. As f ar as the figures for the population, we have derived 

some of the information ourselves; in fact, in California, as an example, where the Mexican-American Population Commission was instrumental in filing suit against the Census Bureau to correct and update 

the ir figures. In fact, this week, on Friday of this week there will be 

a press conference with new disclosure of more corrected figures by 

the Census Bureau.

Mr. Drinan. All right. Thank you very much.

I yield to the chairman.

Mr. E dwards. Ms. Chavez ?

Ms. Ciiavez. I just have one question. Mr. Kator and Mr. Costales 

testified this morning that the Department of Interior was about to 

appoint a full-time coordinator for the Spanish-speaking program.

In your testimony today you mentioned tha t the Department of 

Interior has a Spanish-speaking program coordinator, but that he is in 

fact non-IIispanic.

Could you clarify tha t for me? Is this person now being replaced? 

Wh at is the status of this appointment rig ht now ?

Mr. Valenzuela. The person who was initially designated, as I 

understand, was given this additional responsibility, although he 

held a full-time job, anoth er position, another responsibility, only 

part-time responsibility or the 16-point program coordinator.

From the testimony this morning, apparently they are going to 

fill it with a full-time person in that position.

I would like, if I may, to speak about the 16-point program coordinators. I think at times the Commission as well as the agencies, are 

losing sight of what the problem is. We hope t hat the 16-point program is a vehicle for developing fair representation in Government 

employment. However, we do not want them to lose the spirit and the 

reason, the purpose of the program just in the development of the 

program itself.

Well, we cannot move until we develop the program. Vacancies are 

occurring at supergrade levels and high positions throughout these 

agencies. They can indicate and demonstrate their commission at any 

time, beginning righ t now, with the next vacancy that occurs, by
74

filling these positions with Spanish speaking. They do not have to wait 

for the implementation or development of the 16-point program alone. 

They can begin that immediately.

Mr. Edwards. Mr. Valenzuela, you picked these four agencies as 

sort of your targets. You find them, insofar as your views are concerned. the worst in discrimination.

Is that correct?

Mr. Valenzuela. Yes. The criterion tha t was used is the impact 

Ihese agencies had across the Nation, their input into the various communities throughout the country, their blatant disregard of the 16- 

poin t program in documented areas of discrimination, and their disregard for the 16-point program.

Mr. Edwards. Well, insofar as at least three of them are concerned, it 

would seem to be that they would have a rather easy job with regard to 

the fair employment of Spanish speaking, the Veterans' Department, 

the Department of Justice, the Border Patrol, and Drug Enforcement 

Administration, things like th at. And what was the other, the Interior 

and Transportation. I should think they would have no problem at all.

So. is it rath er interesting that these are less than satisfactory, three 

of these four especially in light of the fact tha t you have other 

agencies that are doing better, tha t have done a good job insofar as 

your organization is concerned.

Air. Valenzuela. That is very true. Those that are socially minded 

or social program oriented are the ones th at appear to have the worst 

records. The Justice Department conducted its own review, its own 

investigation in-house last summer. The recommendations were presented in-house. These recommendations for the development of a 

strong Spanish-speaking recruitment drive, and the development of 

a unit within the civil rights section for Spanish speaking, this has 

not come about.

Mr. Edwards. Are there any other questions?

Air. F ierro. I have another point. I think tha t one of the concerns 

tha t we have is relative to, you know, making a request of this committee. and that is tha t the committee, the subcommittee requests from 

all of the four agencies th eir action plans, all of the pertinent corre-
75

spondence of the four agencies, the prog ram ma nageme nt eva luation 

tea m res ults and rec ommenda tion s, and a statem ent as to t he ir compliance, th e C ivi l Service C ommis sion’s affirmative action p lan w ith per tinent correspondence, specifically reco mm end atio ns conce rning Sp an ­

ish -sp eakin g people, and the nam e, tit le, d ate of employ ment, w het her 

full-tim e or pa rt- tim e res po nsibility fo r the 16-poin t coordinator a cting e nt ity fo r the four agencies a nd the Civil Service Com mission ; in 

ad ditio n, a sta tem ent describ ing those qualifications, experiences or 

education o r n atur al o rig in q ua lif ying them fo r those positions.

I th in k th at wh at we a re ask ing is that th is com mittee also c onti nue 

to con duct overs igh t, have ov ersig ht responsibilitie s of the four agencies, by req uesting them to subm it fo r the record every 4 mo nths or 

qu arterly the prog ress in t erms of th e Sp an ish sp eak ing .

Mr. E dwards. M r. Fi erro , you hav e our assurance t hat the subcommi ttee will do ju st tha t.

Mr. F ierro. Th an k you.

Mr. E dwards. We also are send ing to th e C ha irm an of th e Civil Se rvice Commission a length y questionnaire with reg ard to this subject, a nd 

we will make pub lic the respon se th at we receive fro m Com mission er 

Ha mpton .

Well, we th an k you very mu ch fo r ap pe aring before t he committee 

tod ay. Thi s is a conti nu ing e ffort by the House Ju di ci ar y Com mittee 

in this im po rtan t are a of Am eri can life , and we ap preciat e the coop eration of IM AGE . We look forw ard to wo rking closely wi th you. 

We welcome co mm unications from you.

Mr. V alenzuela. Than k you, Mr. Cha irm an.

Ma y I ask when w ill the fo ur agencies be pro viding testimony ?

Mr. E dwarqs. We hav e no t actua lly set the date s. As you know, we 

have ha d a problem in ho lding he arings because of th e clai ms mad e 

upon us, the members, by the impeach me nt inqu iry , bu t it is a sub ­

ject th at is close t o o ur he art, an d I assu re you t hat we will move righ t 

ahead , an d I trus t th at in y ou r capacit y as president of IM AGE, t hat 

you will rem ind us from time to tim e i f we are d erelict .

Mr. Valenzuela. Tha nk you very much .

[W hereup on , at 12:10 p.m., th e subcom mittee was adjou rned .]

FEDERAL EMPLOYMEN T OF SP AN ISH -SP EA KIN G 

AMERICANS

TU ESD A Y , S E P T E M B E R 17 , 19 74

H ou se of R ep re se nt at iv es ,

Civ il R ig hts an d Const it uti onal R ig hts S ub co mmitte e

of t h e C om m it te e on t h e J udiclvry,

Washington, D.C.

The subcommittee met, purs uant to notice, at 10:05 a.m., in room 2237, Rayburn House Office Building, Hon. Don E dwards [chairman: 

of the subcommittee] presiding. Pres ent: Representatives Edwards, Waldie, Sarbanes, Drinan, Rangel, Wiggins, McClory, and Butler. Also pres ent: Alan A. Parker, counsel; Linda Chavez, staff analyst; 

and Kenneth N. Klee, associate counsel.

Mr. Edwards. The subcommittee will come to order. The Civil Rights and Constitutional Rights Subcommittee of the House Committee on the Judicia ry meets this morning to continue hearings on the Federal employment of the Spanish speaking. We have with us today witnesses from the U.S. Department of th e Interior. I would like to take this opportunity to welcome Mr. Edward E. Shelton, Director for the Office for Equal Opportunity of the De­ partment of the Interior. And Mr. Shelton is accompanied by Ms. Ruth Graham, Assistant Director of the Office for Equal Opportunity, and Mr. Jess Quintero, Spanish-speaking program coordinator. As I am sure our witnesses here today are aware, this committee undertakes with great seriousness its mandate to oversee enforce­ ment of our civil rights laws. Over the p ast 3 years the subcommittee has held numerous days of hearings on equal employment opportunity 

within the Federal Government. During 1972 and again in 1974 the subcommittee has paid special attention to the problems which Spanish-speaking Americans en­ counter in obtaining jobs w ithin the Federal Government. The record with regard to Spanish-speaking Federal employment has been p articularly dismal. In the 2 years since this subcommittee initiated its first hearings on the Federal employment problems of the Spanish speaking, there has been an increase in Spanish-speaking Federal employment of only 

two-tenths of 1 percent. Spanish-speakincr persons now number 3.1 percent of all Federal employees while they represent more than 6 

percent of our population. It is the intent of this subcommittee to focus on the efforts of various Federal agencies to increase employment opportunities to Spanish-speaking persons. Earlie r this year the subcommittee re4 4

46 -1 20 — 7;
78

ceived testimony from the Civil Service Commission concerning this 

agency wide Spanish-speaking program. We also heard at tha t time 

from IMAGE, an organization of Spanish-speaking Government 

employees.

At the outset of our initial hearings the subcommittee announced its 

intention to receive testimony from the Department of the Inte rior, the 

Department of Justice, the Veterans’ Administration, and the Departm ent of Transportation. We commence today the second phase of 

those hearings with testimony from the Department of the Interior.

Mr. Shelton, we are pleased to have you with us today. We look 

forward to your statement, and have I identified everybody who is 

with you, Mr. Shelton ?

TESTIMONY OF EDWARD E. SHELTON, DIRECTOR, OFFICE FOR

EQUAL OPPORTUNITY, DEPARTMENT OF THE INTERIOR, ACCOMPAN IED BY RUTH A. GRAHAM, ASSISTANT DIRECTOR, OFFICE

FOR EQUAL OPPORTUNITY; MARY WRIGHT, ASSISTANT TO THE

ASSISTANT DIRECTOR, OFFIC E FOR EQUAL OPPORT UNITY; AND

JESS QUINTERO, SPANISH-SPEAKING PROGRAM COORDINATOR

Mr. Shelton. Yes, with the exception of Ms. Graham 's assistant, 

Ms. Mary Wright.

Mr. Edwards. Ms. Wright, glad to have you.

You may proceed with your statement, Mr. Shelton.

Mr. Siieltox. Mr. Chairm an and members of the subcommittee, 

thank you for the opportunity to appear before your subcommittee 

to testify on the employment situation of Spanish-speaking Americans 

within the Department of the Interior.

With me is Ms. Ruth A. Graham, Assistant Director of Equal Employment Opportunity. Ms. Graham has primary responsibility for 

providing leadership in the Department in carry ing out the overall 

equal employment opportunity program including the President’s 

program of equal employment opportunity for the Spanish speaking.

First let me extend my personal apology for any inconvenience 

caused by the Department of the Inte rior through its failure to appear 

to testify on Ju ly 1. Please be assured that there was a misunderstanding over the appearance of a witness from this Department at the 

hearing before this subcommittee.

'Fhe Department is most desirous to cooperate with the subcommittee and wishes to share with it the Department’s programs and activities designed to implement the President's 16-point program for the 

Spanish speaking. While the Department of the Interior is not satisfied with its utilization of Spanish-speaking persons, it has expended 

considerable resources in making the progress that it has made to date.

Since the inception of the 16-point program for the Spanish speaking in November 1970, the Department has made every effort to be 

responsive. In keeping with U.S. Civil Service Commission instructions, the Department named a 16-point program coordinator.

The individual designated, Ms. Ruth Graham, has extensive civil 

rights background and as Assistant Director of Equal Employment 

Opportunity for the Department, reports directly to the Director, 

Office for Equal Opportunity.

The organization for the 16-point program as a part of the overall 

EEO program was in keeping with Civil Service Commission guide-
79

lines whereby the Dire ctor of Equal Opportunity was held responsible for the entire EEO program, which includes the Spanish-speaking program, while insuring the input of the person designated as coordi­ nato r in the development and implementation of the total program. In addition, in July 1971, the Office for Equal Opportunity hired a bilingual-bicultural person a t the GS—12 level to serve under the As­ sistant Director's supervision as staff specialist for equal employment opportunity programs unique to the needs and concerns of the Spanish surnamed and American Indians. Approximately 75 percent of this individual's time was devoted to the 16-point program. He was promoted to GS—13 in September 1972 and then transferred to another Federal agency last September 28. Active recruitment was underway to fill this vacancy with an equal op­ portunity specialist who has bilingual capability when the Department received Chairm an Hampton's letter requesting the Department to appoint a full-time coordinator for the Spanish-speaking program. A full-time position of Spanish-speaking program coordinator, GS-160-13/14 was established and the position advertised throug h the merit promotion program. Mr. Jess Quintero. GS—160—12, title A I compliance officer, Office for Equal Opportunity was selected and will assume the duties of the position on August 5. In addition to the staffing within the Office for Equal Opp ortunity to carry out a viable program for the Spanish speaking, the Department requires that there is a Spanish-speaking program coordinator at each bureau headquarters and at major installations in the field. All ■ coordinators, 41 percent of whom are Spanish-surnamed, serve on a part-time basis. During this fiscal year, three Spanish-speaking ap­ plicants were selected for key bureau equal opportunity specialists 

positions. The Office for Equal Opportunity has attempted to keep this pro ­ gram before supervisors and managers. One of the most effective methods used by the Department to provide program direction is through national and regional conferences. In response to the Presi­ dent’s program announced in November 1970, the Department of the Inte rior held a conference of departmental officials responsible for employment practices to discuss opportunities for Spanish-surnamed Americans. The end product of the conference held February 19,1971, in Denver, Colo., was designed to be a commitment by each bureau for goals for hiring and promotion of Spanish-surnamed Americans. A copy of the conference report is enclosed as exhibit 1. During the latter part of September 1971. the Office for Equal Opportunity, in coopera­ tion with the Office of Personnel Management, made followup visits to the bureau facilities in the Southwest to discuss bureau commitments made at the conference. The Department of the Inte rior held a national EEO conference in March 1973 to assure tha t top management officials throughout the Department are knowledgeable of new trends in EE O. The Civil Serv­ ice Commission was invited to speak concerning the goals of the 

Spanish-speaking program. In addition, there was opportunity for discussion in a two-dav work group devoted to the 16-point program. As a followup, the Depart­ ment has sponsored two regional conferences—November 14-15, 1973, at Atlanta, Ga., for managers serving in Inte rior installations in the
80

east and April 2-4, 1974, at Portland , Oreg. for west coast managers,

A Midwest conference is scheduled to be held in Denver, Colo, 

later in 1974. The Spanish-speaking program is a major part of these 

conferences and Spanish-speaking resource people are made available 

to discuss all aspects of this program. The conference report of the 

national conference is enclosed as exhibit 2.

The Department also has given program direction through use 

of written correspondence. On April 13, 1973, the Director of Equal 

Opportunity sent a memorandum to heads of bureaus and offices which 

publicized the name of the Department coordinator, described the 

function of bureau coordinators and recommend CSC training for 

Spanish-speaking program coordinators. The Departmental Manual, 

370 DM 713; the EEO action plan ; Equal Employment Opportunity 

Memorandums; and the EEO Newsletter all are used to give program, 

direction. Copies of these are enclosed as exhibits 3, 4, 5, and 6.

Mr. E dwards. Mr. Shelton, we have not received those exhibits. Do< 

you have them there ?

Air. S iielton. Right here.

Mr. E dwards. Thank you. They will be made a part of the record, 

without objection.

Mr. S helton. The Department of the Inte rior has been well represented at the 1974 annual conventions of three major Spanishsin-named national organizations: IMAGE, May 30-June 2, Las 

Vegas, Nev.; League of United Latin American Citizens (LU LAC ), 

El Paso, Tex., June 26-30; and American GI Forum. Los Angeles, 

Calif., Jul y 17-21. The Assistant Director of Equal Employment Opportunity attended the IMAGE convention.

The last several years the Department has rented exhibit space and 

coordinated bureau exhibits at the LULAC national convention. Bureau representatives are available at the exhibit area to discuss the 

programs of Interior.

Last year, Mr. Higinio Costales, Director. Spanish-speaking program, ILS. Civil Service Commission requested that the Department 

representative appear as a panel member of a workshop for 16-point 

program coordinators. In his request, Mr. Costales said, “His purpose 

on the panel will be to discuss the many affirmative activities your 

Department has undertaken to implement the lG-point program?’

A special issue of the EEO Newsletter Adelante was published in 

Jun e 1973 featuring Interior Spanish-surnamed employees in significant, positions. The newsletter not only received regular distribution 

within the Department, but a copy was made available to each person 

attending the LULAC convention program.

The Department also participated in the American GI Forum 

convention held at El Paso. Tex., on August 15-18, 1973. Again, 

exhibit space was rented and bureaus participated actively in the 

convention. Adelante was made available to all convention participants.

Perhaps the most significant Outreach effort made to date is the 

National Conference on Minority Particip ation in E art h Science and 

Mineral Engineering sponsored bv the Departm ent of the Interior and 

the Colorado School of Mines on June 7-9,1972.

I be conference, with the participation of numerous civic community and professional organizations, Federal agencies, and major
81

mining and oil companies, was aimed at devising ways whereby young 

people in minority groups may become aware of career potentials 

and obtain the training necessary to qualify for positions in geology, 

geophysics, mineral engineering, and related sciences.

Spanish-speaking individuals were actively involved in plan ning 

the conference and participa ting in it. Efforts of the Department 

to increase minority participation in Earth science have been intensified since the conference, and those efforts are beginning to show 

concrete results. A copy of the conference report is enclosed as exhibit 7.

The Bureaus also have taken positive action to assure that there 

is true equal employment opportunity for all persons and th at Bureau 

programs are reaching the Spanish-speaking population. Examples 

of the kinds of activities undertaken which include use of the In ­

tergovernmental Personnel Act, cooperative education agreements, 

recruitment programs, identification of positions requiring a knowledge of Spanish are enclosed as exhibit 8.

On July 13, 1973, JMAGE published an evaluation of a Civil Service Commission 16-point program study and status report. Significantly, the Department of the Inte rior was referenced as one of the 

few departments or agencies that had pu t forth some effort.

()ne quote from the report states:

Th e Dep artm en t, of th e In te ri o r alon e co nd uc ted an in de pth an al ysi s of th eir 

Spa ni sh -S pe ak in g wor k force, iden tif ied th eir prob lem are as an d ca lled th es e 

to th e att enti on o f t h eir field s ta ff.

Another quote on the guidance provided for program implementation s tat ed:

T he D ep ar tm en t of th e In te ri o r issu ed ex te ns iv e gu id an ce w hi le th e m ajo ri ty of ag en cies did not evalu ate th eir Spa ni sl i-Sur na m ed em pl oy men t sit u a ­

tion an d di d no t p oi nt o ut i de nt ifie d prob lems to t h eir field offices.

The report further states th at:

W ith few ex ce ptions, ag en ci es ha ve no t ad de d Sp an isli-S ur na m ed st af f mem ­

be rs to th eir headquart ers ci vi l ri ghts an d EEO offices. A lth ou gh a nu mbe r of 

ag en ci es ha ve ap po in te d Span is h- su rn am ed 16-point pr ogra m co or di na to rs , 

th es e ha ve us ua lly bee n plac ed in eit her pe rs on ne l offices or a t th e spec ial ass is ta n t lev el. Ag encie s ad di ng Span is h- su rn am ed st af f mem be rs to th e ir civil ri g h ts 

an d EE O offices a t th e h ead q u art ers lev el ha ve been AE C, DO T, VA, GSA, an d 

In te ri o r.

AA’hilc the employment posture of minorities in the Department 

of the Inte rior is far from what we would like to see, Spanish-speaking employment has had a gradual but steady increase since the inception of the 16-point program in November 1970. Progress for the 

Spanish-speaking can be measured not only in terms of gross statistics. Gradual upward trends can be observed in increased representation. in better paying jobs, and in better utilization in scientific, other 

professional, and administrative positions.

The 1970 census shows tha t Americans of Spanish ancestry are 

clustered in certain States rather than distributed more or less evenly 

among all 50 States. It also shows that the 9 States where the largest 

number of persons of Spanish origin live are California, Texas, New 

York. Illinois, Florida, New Jersey, New Mexico. Arizona, and Colorado with well over half of the Spanish population concentrated in 

the five Southwestern States.
82.

These States comprise slightly more than one-third of the entire Departm ent work force. In addition, the Bureau of Indian Affairs which 

provides preferential hiring for American India ns constitutes 74 percent of the Department’s employment in New Mexico a nd 76 percent 

of the total in Arizona. In fact, the Bureau of Indian Affairs comprises 

40 percent of the Department’s work force in the five Western States. 

Only 2 percent of the Department’s employees are located in New 

York, New7

 Jersey, Florida, and Illinois. Enclosed are statistics showing the utilization of the Spanish speaking in the Department of the 

Inte rior as exhibit 9.

While the Department wishes to evaluate its own equal employment 

opportunity program, against the analysis of its problems and the goals 

and objectives it has established to help alleviate the conditions which 

adversely affect the employability of the Spanish speaking, it has 

looked more closely as a result of the IMAGE complaint at the programs and the results achieved by other Federal agencies in an attempt 

to better our employment posture.

Mr. Chairman, this concludes our testimony. M>> Graham and I will 

be glad to answer questions to the best of our ability.

Thank you very much, sir.

[The prepared statement of Mr. Edward E. Shelton follows:]

Statement of Edward E. Shelton, Director, Office for Equal Opportunity,. 

U.S. Department of the I nterior

Mr. Ch air ma n and mem bers of the subcommittee, t ha nk you fo r the opportu nity 

to ap pe ar before your Subco mm itte e to testify on th e employment sit ua tio n of 

Spani sh- Speak ing Am eric ans with in the Dep artm en t of the In terior . (W ith me 

is Ms. Ruth A. Gra ham , Assist an t Dire ctor of Eq ual Em plo ym ent Op por tun ity. 

Ms. Graham has prim ary resp on sib ility fo r providing lea de rsh ip in the Dep artme nt in ca rrying ou t the overa ll equal employment op po rtu nit y program inc lud ­

ing th e Pr es id en t’s pro gram of eq ua l employment op po rtu nit y fo r the Spa nishSpeak ing .)

Fir st let me ext end my perso nal apology for any inconvenie nce cau sed by the 

Dep artm en t of the In terior thr ou gh its fa ilu re to ap pe ar to te stify on Ju ly 1. 

Please be assured th at there was a misu nd ersta nd ing over the appe ara nc e of a 

witne ss from this De pa rtm en t at th e he aring bef ore this Sub com mittee. The Depar tm en t is mos t des irous to cooperate with the Sub com mittee and wishes to 

sh ar e with i t t he Dep artm en t’s pr og rams a nd ac tiv iti es designe d to implement the 

Pre side nt ’s Six teen-P oin t Prog ram for the Spanish-Speak ing . While the Dep artme nt of the In terior is not satisfied with its utili za tio n of Spani sh- Speak ing pe rsons, it ha s expended consi der abl e res ource s in ma kin g the pro gre ss th at it has 

ma de to d ate .

Since th e ince ptio n of the Sixte en -Poin t Prog ram for the Spani sh- Speak ing in 

Nov emb er 1970. the Departm ent ha s made eve ry effort to be responsive. In 

kee ping with U.S. Civil Service Com mission ins tru cti on s, the Dep artm en t named 

a Si xte en -Poin t Pro gra m Coord ina tor . The indiv idu al desig nat ed. Ms. Graham , 

ha s ex ten siv e civil righ ts bac kground and as Assist an t Dire ctor of Equ al Emplo ym ent Op portu nity for th e De pa rtm en t, repo rts dir ectly to th e Direc tor. Office 

for Eq ual Op por tun ity. The orga niza tio n for th e Sixte en-Poin t Pro gra m as a 

par t of the overa ll EEO pro gra m wa s in keeping with Civil Service Commission 

guide lines whereby the Dire cto r of Eq ual Op po rtu nit y wa s held responsible for 

the en tire EEO pro gram, which inc lud es th e Sp anish-Sp eak ing Pro gram , while 

insu rin g th e i np ut of th e perso n de sig nated as Co ordin ato r in the dev elopment an d 

imple me nta tio n of t he to ta l pro gra m.

In additio n, in Ju ly 1971. the Office fo r Eq ual Opp ortunit y hired a bilingualbicu ltu ral person at th e GS-12 level to serve un de r the Assistant Direc tor 's 

supervisio n as sta ff special ist fo r equ al employment op po rtu nity pro gra ms 

uniqu e to th e nee ds and concern s of th e Spanish -Surn am ed and American 

Indian s. Ap proxim ately 75 pe rcen t of th is individu al’s tim e wa s devoted to the 

Sixte en-Poin t Pro gra m. He was pro mo ted to GS—13 in Septe mber 1972 and the n 

tran sf er re d to an othe r Federal age ncy la st Septe mber 28. Active recruitm en t 

was un de rw ay to fill this vacanc y with an Eq ua l Op portu nity Sp eci alist who-
83

lias bilingual capability when the Department received Chairman Hampton’s 

lette r requesting the D epa rtment to appoint a full-time Coordinator for the Spanish-Speaking Program. A full-tim e position of Spanish-Speaking Prog ram Coordinator, GS-160-13/14 was established and the position adv ertised through the merit promotion program. Mr. Jes s Quintero, GS-160-12, Title VI Compliance Officer, Office for Equ al Opportunity was selected and will assume the d uties of the position on August 3. In addition to the staffing within the Office for Equal Opportunity to car ry out a viable program for the Spanish-Speaking, the Dep artm ent requires th at there- is a Spanish-Speaking Program Coordinator at each bureau headq uar ters and at major install atio ns in the field. All Coordinators. 41 percent of whom are Spanish-Surnamed, serve on a part-tim e basis. During this fiscal year, three Spanish-Speaking app lica nts were selected for key bure au Equal Opportunity 

Specialists positions. The Office for Equal Opportunity has atte mpted to keep this program before 

supervisors and mana gers. One of the most effective methods used by the Departme nt to provide program direction is through National and Regional Conferences. In response to the President’s program announced in November 1970, the Depa rtment of the Inter ior held a conference of departm enta l officials responsible for employment practices to discuss opportunities for Spanish- Surnamed Americans. The end product of the conference held Febru ary 19. 1971 in Denver, Colorado, was designed to be a commitment by each bureau for goals for hiring and promotion of Spanish-Surnam ed Americans. A copy of the conference report is enclosed (Ex hib it 1) \ During the latte r part of September 1971, the Office for Equal Opportunity in cooperation with the Office of Personnel Management made follow-up visits to the bureau facilities in the 

Southwest to discuss bu reau commitm ents made at the conference. The Departm ent of the Interio r held a National EEO Conference in March 1973 to assure that top managem ent officials thro ughout the Department areknowledgeable of newr

 trends in EEO. The Civil Service Commission was invited to speak concerning the goals of the Spanish-Speaking Program. In addi­ tion. there was opportunity for discussion in a two-day work group devoted to 

the Sixteen-Point Program. As a follow-up. the Department has sponsored two regional conferences—November 14-15, 1973 at Atlanta, Georgia for managers serving in Interior ins tallation s in the eas t and April 2-4, 1974 a t Portlan d, Oregon fo r west coast managers.

A mid-west conference is scheduled to be held in Denver, Colorado later in 1974. The Spanish-Speaking Program is a major pa rt of these conferences and 

Spanish-Speaking resource people are made available to discuss all aspects of 

this program. The conference rep ort of the national conference is enclosed 

(Ex hib it 2).

The Dep artm ent also has given program direction thro ugh use of written 

correspondence. On April 13. 1973, the Dire ctor of Equal Opportunity sent a memorandum to head of bureau s and offices which publicized the name of tiie 

Departme nt Coordinator, described the function of bure au coordinators and recommended CSC training for Spanish-Speaking Program Coordinators. The Departm enta l Manual. 370 DM 7713: the EEO Action Pl an ; Equal Employment Opportunity Memorandums: and. the EEO New sletter all are used to give program direction. Copies of these are enclosed (Exhibits 3. 4. 5 and 6).

The Department of the Interio r has been well represented at the 1974 annual conventions of three major Spanish-Surnamed National Org anizations: IMAGE. May 30- Jun e 2. Las Vegas, Nevada : League of United Latin American Citizens (LULAC) El Paso. Texas. .Tune 26-30 ; and. American GI Forum. Los Angeles. 

California. July 17-21. The Assistant Director, of Equal Employment Opportunity, a tten ded the IMAGE Convention.

The last several years the Departme nt has rented exhibit space and coordi­ nated bureau exhibits at the LULAC Natio nal Convention. Burea u representa­ tives are available at the exhibit area to discuss the programs of Interio r. Last year. Mr. Higinio Costales, Dire ctor. Spanish-Speaking Prog ram. U.S. Civil 

Service Commission requested th at the Department representative appear as a panel member of a workshop for Sixteen-Point Program Coordinators. In his request. Mr. Costales said. “His purp ose on the panel will be to discuss the 

many affirmative activities your Department has und erta ken to implement the 

Sixteen-Point Program.”

A special issue of the EEO Newslette r “Adelante” was published in Ju ne 

1973 fea tur ing Interior Spanish-S urnamed employees in significant positions.

1

 See exhibits in the appendix at p. 133.
84

Th e new sletter not only received regular distrib ution within the Department, 

but a copy was made available to each person atte nding the LULAC Convention. Also, the Departm ent placed an employment advertisem ent in the LULAC 

"Convention program.

The Department also particip ate d in the American G.I. Foru m Convention 

held at El Paso, Texas on August 15-18, 1973. Again, exh ibit space was rente d 

and bureaus p articipated actively in the convention. “Adelante ” w as made available to all Convention participants.

Per hap s the most significant outreac h effort made to date is the National Conference on Minority Particip ation in Ea rth Science and Mineral Engineering 

sponsored by the Departm ent of the Interio r and the Colorado School of Mines on 

June 7-9, 1972. The conference, with the partici pation of numerous civic, community and professional organization s, Federal agencies, and major mining and 

oil companies was aimed at devising ways whereby young people in minority 

groups may become aw are of care er potentials and obtain the training necessary 

to qualify for positions in geology, geophysics, mineral engineering and related 

sciences. Spanish-Speaking individuals were actively involved in planning the 

conference and partici pating in it. Efforts of the Department to incre ase minority participation in earth science have been intensified since the conference, and 

those efforts are beginning to show concrete results. A copy of the conference 

report is enclosed (Exh ibit 7).

The Bureaus also have taken positive action to assure th at there is tru e equal 

employment opportunity for all persons and th at bureau programs are reaching 

the Spanish-Speaking population. Examples of the kinds of activities undertaken 

which include use of the Intergove rnm ental Personnel Act, cooperative education agreements, recruitment programs, identification of positions requiring a 

knowledge of Spanish are enclosed (Ex hib it 8).

On July 13, 1973, IMAGE published an evaluation of a Civil Service Commission Sixteen-Point Program Study and Sta tus Report. Significantly, the Departm ent of the Inter ior was referenced as one of the few departm ents or 

agencies that had put forth some effort. One quote from the report states, “The 

Department of the Interior alone conducted an in-depth a nalysis of their SpanishSpeaking work force, identified their problem are as and called these to the attention of the ir field staff.” Ano ther quote on the guidance provided for program 

impleme ntation state d. “The Depar tment of the Interior issued extensive guidance while th e m ajority of agencies did not evaluate their Spanish-Surnamed employment situation and did not point out identified problexus to their field 

■offices.”

The report furth er states th a t: “With few exceptions, agencies have not added 

Spanish-Surnamed staff members to their hea dquar ters civil rights and EEO 

offices. Although a number of agencies have api>ointed Spanish-Surnam ed Sixteen-Point program coordinators, these have usually been placed in eith er personnel offices or at the special assistan t level. Agencies adding Spanish-Surnamed staff members to their civil righ ts and EEO offices at the headqu arte r^ 

level hav e been AEC, DOT, VA, GSA, and In ter ior .”

While the employment posture of minorities in the Dep artm ent of the Inter ior is fa r from what we would like to see, Spanish speaking employment 

has had a gradual but steady increase since the inception of the Sixteen-Point 

Program in November 1970. Pro gress for the Spanish-Speaking can be measured ont only in terms of gross statistics. Gradual upward trends can be observed in increased representatio n in better paying jobs and in better utilization in scientific, other professional, and adm inistrativ e positions.

The 1970 census shows th at Americans of Spanish ancestry are clustered In 

certain sta tes rather tha n dis trib ute d more or less evenly among all 50 states. 

It also shows that the nine sta tes where the larges t number of persons of 

Spanish origin live are California. Texas, New York, Illinois, Florida, New 

Jersey. New Mexico, Arizona, and Colorado with well over half of the Spanish 

population concentrated in the five southwestern states.

These States comprise slightly more than % of the entire Departm ent workforce. In addition, the Bureau of Indian Affairs which provides prefere ntial 

hiring for American Ind ian s constitutes 74 percent of the Departme nt’s employm ent in New Mexico and 76 percent of the total in Arizona. In fact, the 

Burea u of Indian Affairs comprises 40 percent of the Departme nt’s workforce in the five western states. Only two percent of the Department’s employees 

are located in New York, New Jerse y. Florida, and Illinois. Enclosed are 

statist ics showing the utilization of the Spanish-speaking in the Departm ent of 

the I nterior (Ex hibit 9).
85

While the Departme nt wishes to eva luate its own equal employment oppor­ tunity program against the analysis of its problems and the goals and objec­ tives it has establish ed to help alle viate the conditions which adversely affect the employability of the Spanish-Speaking, it has looked more closely as a result of the IMAGE complaint at the prog rams and the results achieved by other Fed eral agencies in an attem pt to better our employment posture. Mr. Chairman, this concludes our testimony. Ms. Graham and I will be glad 

to answer questions to the best of our ability.

Mr. Edwards. Tha nk you, Mr. Shelton. Now, according to the civil service guidelines, Mr. Shelton, each agency is supposed to appoint a full-time Spanish-speaking program 

coordinator. When was Mr. Quintero appointed ?

Mr. Shelton. Mr. Quintero was appointed, or he came on duty, on 

August 5, this year, sir.

Mr. Edwards. Now, prio r to his appointment, who was the coordinator?

Mr. Shelton. Ms. Ruth Graham.

Mr. E dwards. And how much of her time was devoted exclusively to» 

the Spanish-speaking program ?

Mr. Shelton. Well, it is very difficult to say, Mr. Chairman. Maybe 

T should give you a little history of our office to answer that question in 

particular.

Mr. Edwards. Yes.

Mr. Shelton. The Office for Equal Opportunity was composed of 

only 5 persons at the inception of the 16-point program for the Spanish-speaking. At tha t time, Ms. Graham was the EEO specialist for the Federal employment program. This means tha t Ms. Graham had responsibility for all of the special emphasis programs, plus the 

complaint processing function. And I would like to say at this time, actually two-thirds of her time w’as given over to the complaint processing function. The other stall’ members had responsibility for the Department’s contract compliance 

program. Now’, I w’as the Director and we had two in-staff support. At that time T served as not only the Director of the Office but the Federal 

women’s program coordinator. The conference th at I talked about was put together in 1971 on the basis of all of the five of us in the Office putting our shoulders to the wheel to get the job done. Based upon tha t analysis of our situation,, sir, w’e just did not have the ceiling or the positions to appoint a fu ll­ time Federal Spanish-speaking program coordinator until just recently, sir.

Mr. Edwards. Now, you mention in your testimony the third party 

compliant that was filed against your department on behalf of IMAGE, the Spanish-speaking organization of Government employees. Without objection, this complaint, along with the Interior Dep artment’s response is inserted in the record at this time.

[The complaint and response referred to follow’:]

PTtoente, Ariz., March 15,197

Secretary Rogers C. B. Morton,

Department of Interior,

Washington, D.C.

Dear Mr. Secretary : The Washington. D.C. Chapter of IMAGE hereby files thi s thir d party oomplaint of discrimination against the D irector of the Office for Equal Opportunity and the Dire ctor. Bureau of Outdoor Recreation of the Departm ent of Interior pursu ant to 5 CFR 713.251.
86

General Allegation

A pervasive patte rn of discriminatio n against Spanish Surnamed Americans 

exis ts in the D epartment of Interior, especially in the overall Dep artm ental EEO 

Prog ram and Bureau of Outdoor Recreatio n with respect to recruitment, hiring, 

assignments, classification, career counseling, training, promotions, and implementation of the Pres ide nt’s 16-Point Program for Spanish Surnamed Americans. 

Specific A lleg ations/R equests for Information

1. The 16-Point Program for Spanish Surnamed Americans, established by 

Preside nt Nixon in 1970, ha s not been effectively implem ented in the Dep artm ent 

of In terior as an integral pa rt of the overall EEO Program .

(a) A full-time 16-Point Prog ram Coordinator has been appointed.

(b) Please furn ish name, non-minority or minority designation, sex, grade level, 

and number of hours spent on 16-Point Program for FY ’73 and ’74 as pex- the 

following fo rm at:

Name, non-minority—m ino rity designation, sex, time

(c) No publicity has been given to the 16-Point Program and the 16-Point Pro ­

gram lias not been effectively included in the Dep artm ental EEO Program.

(1) Please furnish copies of FY ’73 and ’74 Affirmative Action Plans (replete 

with goals and time tables) for the Department of Interio r and for the Bureau 

of Outdoor Recreation with each item designed to implem ent the 16-Point Pro ­

gram marked in red.

(2) Please furn ish copies of U.S. Civil Service Commission’s evaluation and 

comments on FY ’73 an d ’74 AAP, especially those comments dealing with the 16- 

Point. Program.

(3) Please furnish copies of all policy stateme nts, as well as other statem ents 

of support, rega rding top management officials at the Departmental and Bureau 

level for the past three (3) years.

(4) Please furnish the names, minority, non-minority designation (including 

eth nic and r acia l group) grade and sex of all particip ants—to include all Bureau 

representativ es—at the ini tia l meeting for dra fting Departm enta l Guidelines for 

FY ’75 Affirmative Action Plan. Also, furnish a copy of said guidelines with each 

item designed to implement the 16-Point Program marked in red.

(d) The 16-Point Program is not included in EEO or supervisory management 

tra ining sponsored by the Department of Interio r.

(1) Please furnish a lis t of courses, perc ent of time of course spent on 16- 

Point Program, number of people trained for FY ’72, ’73. and 1st % of FY ’74— 

list sepa rately for Departmental EEO Office a nd for Bureau of Outdoor Rec reation—as per the following f or m at :

Course, percent o f time on 16-point program, number of people trained

fe) Department of Interio r EEO staffing does not reflect any concern for the

16-Point Program.

(1) On attach ed form at, list EEO staff by organiza tional unit for Department 

of Interior nationwide by minority and majority designation, sex. grade, and 

as a footnote to the form, indicate dates of impleme ntation of the 16-Point 

Program .

(2) Please list tra ining received by principle EEO officials during FY ’72, ’73, 

and 1st % of FY ’74 on 16-Point Prog ram for Spanish Surnamed Americans, 

especially Director of EEO and 16-Point Program Coordinators as per the 

following f or m at :

Same , title, date of course, length, name and source of course

2. Lack of employment of Spanish Surnamed Americans in the Bureau of 

Outdoor Recreation in Washington, D.C. and nationwide reflects a prim a facie 

case of national origin discrimination.

(a) On attach ed format list employment information by organization unit 10: 

the Bureau of Outdoor Recreation and all locations under its jurisdic tion as per 

minority and majority designation, sex, and grade.

(b) List recruiting efforts by the Bureau of Outdoor Recreatio n for Spanish 

Surnamed Americans. In line with this, list all minority organizations and colleges and univ ersities utilized in recruiting efforts, cooperative education 

efforts, etc.

3. IMAGE requ ests employment information on the attach ed format for each 

Bureau in the Depa rment of Inter ior and for the Office of the Secretary as per 

minority and m ajority designation, sex, an d grade.
87

In accordance with 5 CFR 713.251, and because this complaint is dire cted in pa rt to the Departmental of EEO Program, IMAGE requests th at the Office of the Secretary conduct the investigation. IMAGE furth er requests th at the investig ative team include a Spanish Surnamed inve stiga tor. IMAGE has included specific suggestions for information to be secured in the investigation in an effort to be h elpful and to make clea r the nature and scope of our alle gations. At the conclusion o f th e investigation, IMAGE will requ ire five (5) copies of the complete inve stigative file. We assume most of the information requested is on han d and should not tak e long to compile. Please advise us if it will tak e longer 

tha n 30 days to reach us and. if so, how long. IMAGE looks for ward to working with the inve stigative team in processing this complaint and please be assured that we stan d read y to assist in the pre pa­ ration of an affirmative plan to correct the lack of partici pation of Spanish Surnamed Americans in the D epartmen t of Inter ior and especially in the Bureau of Outdoor Recreation an d the Departmental EEO Program.

Sincerely, Gilbert Chavez,

President, IMA GE Chapter of Washington, D.C.

Enclosure. U.S. Department of the I nterior,

Office of the Secretary, 

Washington, D.C., September S, 197'f.

Mr. Gilbert Chavez,

President, Washington D.C. Chapter, Incorpora ted Mexican American Government Employees, Sterling, Va.

Dear Mr. Chavez : A final review of the record on your third-par ty complaint of discrimination based on national origin aga inst the Departm ent of the Inter ior has been completed. A copy of the decision is enclosed. Under the rules and regulations of the U.S. Civil Service Commission, you have the right to request a review of this decision by the U.S. Civil Service Commission, Wash­ ington, D.C. 20415, not later than thirty (30) calendar days after receip t of this 

letter.

Sincerely yours, Rogers C. B. Morton, 

Secreta ry of the Inte rior.

Decision

The Incorporated Mexican American Government Employees (IMAGE) third party complaint of discrim ination based on national origin against the Department of the Interior.

Background <»n March 15, 1074, the Washington, D.C. Chapte r of IMAGE filed a third pa rty complaint of discrim ination against the Director of the Office for Equal Oj iportun ity and the Director, Bureau of Outdoor Recreatio n. IMAGE alleged that a pervasive pattern of discrimination aga inst Spanish- Surn ame d Americans exis ts in the Departm ent of the Interior, especially in the overall Departmental EEO Program and that of the Bureau of Outdoor Rec­ reation with respect to recruitment, hiring, assignments, classification, career counseling, trainin g, promotions, and implementation of the President’s 16- 

Point Program for Spanisli-Surnamed Americans. A lette r dated May 2. from the Under Secretary of the Interior, acknowledged receipt of the complaint and advised IMAGE th at a file was being prep ared which would be responsive to the allegations. A team of three EEO investigators was assigned to examine the complaint and develop an investigative report. In response to the requ est made by IMAGE, the inve stigative team included a Spanisli-Surnamed investiga tor. The team 

began it s on-site evaluation on May 16, 1974.

Specific allegations and findings of fact

1. The 16-Point Program for Spanisli-Surnamed Americans, estab lished by President Nixon in 1970, has not been effectively implemented in the Depart­ ment of the Interior as an integr al pa rt of the overall EEO Prog ram. An exam ination of the records indicates that, shortly following th e initiati on of rthe 16-Point Program by the Pre sident in November 1970, the Dep artm ent of
88

th e In te ri o r’s Office fo r E qual O pp or tu ni ty put in to ac tion pla ns 1) to im plem en t 

th e 1G-P oint Pro gra m w ithin th e fr am ew or k of th e to ta l EE O Pro gr am an d 2) 

to ori en t an d pre pare m an ag em en t officia ls to fu lfill th e ir re sp on sibi lities in 

pr ov id in g op po rtun itie s fo r th e Sp an ish- Sp ea king .

In ke ep ing w ith U.S. Civil Se rvice Co mm iss ion in st ru ct io ns, th e D ep ar tm en t 

na m ed a Si xt ee n- Poi nt P ro gra m Coo rd in at or . The in div id ual de sign at ed is th e 

A ss is ta nt D irec to r of Equal Em pl oy men t O pp or tu ni ty fo r th e D ep ar tm en t an d 

re port s di re ctly to th e D ir ec to rs Office fo r Equ al O pp or tu ni ty . Th e org an iz ation of th e Si xt ee n- Poi nt P ro gra m as a p a rt of th e ov er al l EE O pr og ra m is in 

ke ep ing w ith Civil Se rv ice Co mm iss ion gu id el in es whe re by th e D ir ec to r of 

E qual O pp or tuni ty w as hel d resp on sibl e fo r th e en ti re EE O pr og ra m , which 

in cl ud es the Spa ni sh -S pe ak in g Pro gr am .

In Ju ly 1971, th e Office fo r Equ al O ppor tu ni ty hir ed a bi ling ua l-bic ultur al 

pe rs on of Sp an ish or ig in a t th e GS-12 lev el to se rv e under th e A ss is ta nt D ir ecto r 

su pe rv isio n as s ta ff s pec ia list f or eq ua l em pl oy men t opport unity pr og ra m s uniq ue 

to th e ne ed s an d co nc er ns of th e Spa ni sh -S ur na m ed and American In dia ns. 

A pp ro xim ately 75 per ce nt of th is in div id ual ’s tim e w as de vo ted to th e Si xt ee nP o in t Pro gr am . He was pr om ot ed to GS-1 3 in Sep tem be r 1972 an d th en tr a n sfe rr ed to an oth er F edera l ag en cy Se ptem be r 28, 1973. Tes tim on y in di ca te s th a t 

ac tive re cr uitm en t w as und er w ay to fill th is va ca nc y w ith an Equ al O pp ortuni ty 

Spe ci al is t w ith bi ling ua l capab ility whe n th e D ep art m ent rece ived CSC C hair ­

m an H am pt on ’s le tt er re ques ting th e D epar tm en t to ap poin t a fu ll-tim e Co ord in ato r fo r th e Spa ni sh -S pe ak in g Pro gr am .

L ast yea r th e Civil Se rv ic e Co mm iss ion pr od uc ed a Six te en -P oi nt Pro gra m 

Stu dy an d S ta tu s Rep or t. On Ju ly 13, 1973, IM AG E pu bl ishe d an ev al uat io n o f 

th e re po rt. Si gn ifi ca ntly, th e D ep ar tm en t of th e In te ri o r w as re fe re nc ed as on e 

o f th e few dep ar tm en ts or ag en cies th a t ha d put fo rt h som e eff ort. One quote 

fr om th e re por t st ate s, “T he D ep ar tm en t of th e In te ri o r alon e co nd uc ted an inde pt h an al ys is of th eir Sp an is h- Spe ak in g wor k force, iden tif ied th eir prob lem 

are as an d ca lle d th es e to th e a tt en ti o n o f t h eir field s ta ff .”

A no th er qu ote on th e gu id an ce prov id ed fo r pro gra m im pl em en ta tion st ate d. 

“The D ep ar tm en t of th e In te ri o r issu ed ex te ns iv e guid an ce wh ile th e m ajo ri ty 

of ag en cies did no t evalu ate th eir Sp an ish- Sur na m ed em ploy men t si tu ati on and 

di d no t p oint o ut ide nt ified pr ob lems to th eir fie ld offices.”

The re port fu rt h e r st ate s th a t: “W ith few ex ce pt ions ag en cies ha ve no t ad de d 

Sp an ish- Sur na m ed st af f mem be rs to th eir headquart ers civ il ri ghts an d EE O 

offices. Alth ou gh a nu m be r of age nc ies ha ve a pp oi nt ed Sp an ish- Sur na m ed Si xtee nP oin t pr og ra m co or din at or s, th es e ha ve us ua lly been plac ed in eit her pe rs on ne l 

offices or a t th e sp ec ial a ssis ta n t lev el. Ag encie s ad di ng Spa ni sh -S ur na m ed st af f 

mem be rs to th eir civi l ri g h ts an d EEO offices a t th e h eadquart ers lev el ha ve be en 

AE C, D OT. VA, GSA. an d In te ri o r. ”

la . A fu ll- tim e 16 -P oint P ro gra m C oor din at or has not bee n ap po inted.

T he reco rd su pp or ts th e al le ga tion th a t th e D epart m ent ha d not ap po in te d a 

fu ll-tim e Six te en -P oi nt Pro gra m C oo rd in at or a t th e tim e th e IM AG E comp la in t was in itia te d. The reco rd does in dic at e th a t a fu ll-tim e po sitio n o f 

Spa ni sh -S pe ak in g P ro gra m Coo rd in at or . GS -1G 0-1 3/1 4 w as es ta bl ishe d an d th e 

po sition ad ve rt is ed th ro ugh th e m er it pr om otion pro gr am on Ap ril 30, 1971. 

Mr. Je ss Quintero. GS-1G 0-12, T itle VI Co mplian ce Officer, Office fo r Equa l 

O pp or tu ni ty was s ele cte d an d en te re d on dut y Aug us t 5.

lb . Ple as e fu rn is h na me, no n- m inor ity or m in ori ty de sign atio n, sex , gra d e 

lev el, an d nu m be r o f ho ur s sp en t on lG -Point P ro gra m f or FY ’73 and ’74 a s per the 

fo llo w in g fo rm a t:

Nam e, no n- m in or ity — m in ori ty de sign atio n, sex, tim e

Thi s re qu es t fo r in fo rm at io n is no t cle ar as it does not in di ca te w heth er 

IM AGE wish es in fo rm at io n co nc erni ng th e Office fo r Equal Opp or tu ni ty or th e 

D ep ar tm en t-w id e pr og ra m . Non ethe less, th e D epart m ent is un ab le to comp ly 

w ith th e re qu es t fo r nam e an d no n- m in or ity or m in ori ty de sign atio n. C hapte r 

713 of th e Fed er al Per so nn el M an ua l pr ov id es in th e su bch ap te r de alin g w ith 

m in ority grou p st ati st ic s t h a t : “O utp ut from th es e files, al w ay s m us t be in th e 

fo rm of gr os s d ata only, w it hout id en tifica tion of an y em ploy ee by na m e.”

Ther e is a Sp an is h- Spe ak in g Pro gra m Coo rd in at or a t ea ch b ure au h ead q u art ers 

an d a t m aj or in st all ati ons in th e field . All Coo rd in at or s, 41% of whom are Sp an ­

is h- Sur na m ed . se rv e on a part -t im e ba sis. Since th e Spa ni sh -S pe ak in g Pro gra m 

is an in te gra l p a rt of th e D epart m ent’s to ta l EE O pr og ra m , it is no t po ssible to 

det er m in e th e exac t perc en ta ge of tim e sp en t in im pl em en ting it. D uring th is
89

fiscal year, four Spanish-Speaking persons were selected for key bureau Equal 

Opportunity Specialist positions. lc. No publicity has been given to the 16-Point Prog ram and the 16-Point Program has not been effectively included in the Departmental EEO Program. The record indicates th at publicity concerning the 16-Point Program has been forthcoming from the Office for Equal O pportunity since the inception of the 

Spanish-Speaking Prog ram. On February 19, 1971, the Department held a conference of dep artm ental of­ ficials responsible for hiring and promoting to discuss employment of Spanish- Surnam ed Americans. This conference was a pa rt of the Departm ent’s overall affirmative actio n plan and was convened in response to the President’s 16-Point Prog ram. The end product of the conference held Feb rua ry 19, 1971 in Denver, Colorado, was designed to be a commitment by each bureau for goals for h irin g .and promotion of Spanish-Surnamed Americans. (See published conference report, page 155 of exhibits.) During the latte r pa rt of September 1971, the Office for Equal Opportunity in •cooperation with the Office of Personnel Management made follow-up visits to the bureau facilities in the Southwest to discuss bureau commitments made at 

the conference. The Department, of the Interior held a National EEO Conference in March 1973 to assure that top management officials thro ughout the Departm ent are knowledgeable of new trends in EEO. The Civil Service Commission was invited to speak concerning the goals of the Spanish-Speaking Prog ram. In addition, there was a two-day work group devoted to the Sixteen-Point Program. As a lpllow-up, the Department has sponsored two regional conferences—Novem­ ber 14-15, 1973 at Atlanta, Georgia for managers serving in Inter ior insta lla ­ tions in the e ast and April 2-4, 1974 at Portlan d, Oregon for west coast managers. A mid-west conference is scheduled to be held in Denver, Colorado later in 1974. The Spanish-Speaking Prog ram is a major part of these conferences and Spanish-Speaking resources people are made available to discuss all aspects of this program. (The published report of the national conference appears on page 

156 of exhibits.) The Departm ent also has given program direction through use of writte n correspondence. On April 13, 1973, the Dire ctor of Equal Opportunity sent a memorandum to head s of bur eau s and offices which publicized the name of the Department Coordinator, described the function of bureau coordinators and rec­ ommended CSC training for Spanish-Speaking Program Coordinators. The De­ partm ental Manual, 370 DM 713; the EEO Action P la n: Equal Employment Op­ portunity Memorandums; and, the EEO New sletter all are used to give program 

direction. (Copies of all issuanc es are p art of the exhibits.) The Departm ent of the Interio r has been represented at the 1974 annual con­ ventions of thre e major Spanish-Surnam ed National Organiz ations: IMAGE, May 30, Las Vegas, Nevada ; League of United Latin American Citizens (LULAC) El Paso, Texas, .Tune 26-30; and, American GI Forum, Los Angeles. California, July 17. The Assistant D irector of Equal Employment Opp ortunity attended the 

IMAGE Convention. The last several years the Department has rented exhibit space and coordi­ nated bure au exhibits at the LULAC National Convention. (See exhibit, page 164). Bureau represe ntatives have been available at the exhibit area to discuss the programs of Interior. Last year, Mr. Higinio Costales, Director, Spanish- Speaking Prog ram, U.S. Civil Service Commission requested that the Depar t­ ment represe ntative appear as a panel member of a workshop for Sixteen-Point Program Coordinators. In his request, Mr. Costales said, “His purpose on the panel will be to discuss the many affirmative activities your Departm ent has 

und ertake n to implement the Sixteen-Point Pro gram.’’ A special issue of the EEO New sletter “Adelante” was published in Jun e 1973 fea tur ing Inte rio r Spanish-Surnamed employees in significant positions. (Ex hibit page 161.) The newsletter not only received regular distrib ution within the De­ partme nt, but a copy was made available to each person atte nding the LULAC ■Convention. Also, the Departm ent placed an employment advertisem ent in the 

LULAC Convention program. (Exhibits, page 274.) The Departm ent also partic ipa ted in the American G.I. Foru m Convention held at El Paso, Texas on August 15-18, 1973. Again, exhibit space was rented an d bureaus participate d actively in the convention. “Adelante ’’ was made available to all convention participants.
90

Per hap s the most significant outreach effort made to date is the Natio nal Conference on Minority Partic ipa tion in Ea rth Science and Mineral Engineering 

sponsored by the Departm ent of the Inter ior and the Colorado School of Mines 

on June 7-9, 1972. The conference, with the participation of numerous civic, 

community and professional organizations, Federal agencies, and major mining 

and oil companies was aimed at devising ways whereby young people in minority 

groups may become aware of caree r pote ntials and obtain the training necessar y to qualify for positions in geology, geophysics, mineral engineering and 

related sciences. Spanish-Speakiiig individuals were actively involved in planning 

the conference and particip ating in it. Efforts of the Department to increase 

minority participation in earth science have been intensified since the conference, and those efforts a re beginning to show concrete results.

The Secretary of the In terio r’s Committee on Minority Partici pation in the 

Ea rth Sciences and Mineral Enginee ring includes a Spanish-Surnamed faculty 

member, a Spanish-Surnamed University Presiden t, and a Spanish-Surnamed 

official of a city government.

In addition the Departm ent placed a paid advertisem ent in the May 1973 

issue of La Luz ; First National Magazine Serving Sixteen Million Hispanos. 

(Exhibits, page 276)

In Janu ary 1973, the Spanish-Surnamed staff spec ialist in the Office for Equal 

Opportunity spent two weeks in the State of Arizona. The purpose of this visit 

was to ass ist bureaus with field facilities in the area make the most of their 

community contact efforts. Minority group organizatio ns, predominantly Spanish-Speaking, schools, colleges and all other education al and social institution s 

were made awa re of bure au missions and equal employment opportunity programs. This activ ity will continue now that the full-time Spanish-Speaking Coord inator jmsition has been filled.

The bure aus also have taken positive action to assure that there is true equal 

employment opportunity for all persons and th at bure au programs are reaching 

the Spanish-Speaking population. Activities und erta ken include use of the In ­

tergovernmenta l Personnel Act, cooperative education agreements, rec ruitment programs for the Spanish-Speaking, identification of positions requiring 

a knowledge of Spanish, and Spanish-Speaking Coordinator training courses. 

(Ex hibits, EEO Officer affidavits)

lc (l) Please fu rnish copies of FY ’73 and ’74 Affirmative Action Plans (replete 

with goals and timetable s) for the Departm ent of Inter ior and for the Bureau 

of Outdoor Recreation with each item designed to implement the 16-Point Pro ­

gram marke d in red.

Copies of the EEO Plans app ear in the exhibits (pages 57 through 61). Specific items have not been marked as the Spanish-Speaking Program is covered 

by each action item of the entire plans.

lc (2 ) Please furnish copies of U.S. Civil Service Commission’s evalu ation and 

comments on FY ’73 and ’74 Affirmative Action Plan, especially those comments 

dealing w ith the 16-Point Prog ram.

Copies of the CSC evaluations of FY ’73 and ’74 Plans appear in the exhibits 

(pages 49 through 57).

lc (3 ) Please furn ish copies of all policy stateme nts, as well as other sta tements of support, rega rding the 16-Point Prog ram which have been issued by top 

managem ent officials at the Departmental and Bureau level for the past three 

(3) years.

All issuances concerning the EEO Program involve the Spanish-Speaking. 

Issuances and copies of correspondence unique to the 16-Point Program appe ar 

in th e ex hibits (pages 62 through 126).

lc (4 ) Please furnish the names, minority, non-minority designation (including ethnic and racial group) grade and sex of all partic ipa nts —to include 

all Bureau represe ntatives—at the initial meeting for draftin g Departmen tal 

Guidelines for FY ’75 Affirmative Action Plan. Also, furnish a copy of said 

guidelines with each item designed to implement the 16-Point Prog ram marked 

in red.

The ma jority of action items contained in the Departm ent EEO Plan are of 

a long-term natur e and as such are continuing beyond a single 12-month period. 

It was the concensus of bureau EEO officials that limited changes would be 

made in the plan of action for fiscal yea r 1975, partic ularly since a new method 

of plan development had been implemented with the plan for fiscal year 1974. 

Each bureau headqu arte red in Washington, D.C. was requested to assign an 

EEO staff member to serve on a committee to update the plan for fiscal year
91

1975. The committee was composed of EEO Office Equal Opportunity Specialists, Federal Women's Program Coordinators, and 16-Point Program Coordinators. The guidelines were then sent to the bureaus for review and comment. Com­ ments were received from 16-Point Program Coordinators, and suggested changes 

were made in the plan. The EEO P lan fo r Fiscal Year 1975 was approved by the Civil Service Commis­ sion on J une 25. A copy of the P lan and the lette r of approval app ear in the exhib its (page 57a). ld. The 16-Point Program is not included in EEO or supervisory managem ent 

traini ng sponsored by the Department of Interi or. Bureau supervisory management traini ng does include information concerning the 16-Point Program. T his year, the tra ini ng and EEO staffs a t the Departmental level met to discuss the EEO portion of the Dep artm ent Supervisory Tra ining Program. As a res ult of the meeting, the program emphasis was changed to in­ clude more specifics abo ut the Department’s EEO Program and the specific responsibilities and requirem ents of the Spanish-Speaking Program. As indicated previously, the Spanish-Speaking Program has been a pa rt of each of the three recent conference sponsored by the Departm ent of the In ­ ter ior and will be includ ed in the forthcoming conference planned to be held in 

Denver late r th is year. ld (l) Please furnish a lis t of courses, percent of time of course spent on 16- Point Program, number of people trained for FY ’72, ’73, and 1st ’A of FY ’74— list separately for Departmental EEO Office and for Bureau of Outdoor Recreation—as per tlie following f orm at :

Course, percent of time on 16-point program, number of people trained

It is not possible to provide this information. Tra ining is decentralized in the De pa rtm en t; also, specific course titles are not pa rt of our dep artm ental person­ nel data file which is designed to be responsive to the requ irem ents of the Civil 

Service Commission Central Personnel Data File. le. Department of Interio r EEO staffing does not reflect any concern for the 

16 -P oi nt P ro gr am . This ma tte r has been considered previously in term s of staffing in the Fed eral program. Eleven percent of th e staff of the other functio ns of the Office for Equal Opp ortunity is Spanish-Speaking. All ar e serving in professional Equal Opportunity Specialist positions. le (l) On attache d format, lis t EEO staff by organizatio nal un it for Department of Inter ior nationw ide by m inority and majority designation, sex, grade, and as a footn ote to the form, indicate dates of implementation of the 16-Point Program. This information is not available . The Civil Service Commission does not require thi s information and records are not maintained regarding the more tha n 1,000 employees engaged in the Dep artm ent’s EEO program nationwide. le (2 ) Please list traini ng received by prin cipal EEO officials during FY ’72, 

and 1st y2

 of FY ’74 on 16-Point Prog ram for Spanish-S urnamed Americans, 

especially Director of EEO and 16-Point Program Coordinators as per the following fo rm at :

Name, title, date of course, length, name and source of course

This information is not available . A survey could be made of the training re­ ceived by the current staff but such a survey would not provide the data requested for fiscal yea rs ’72 and ’73. T rai nin g is on-going; the major th ru st fo r EEO train­ ing has been in EEO plan development, personnel management, and program evaluatio n. Available info rma tion concerning training of staff members of the 

Division of Federal Equal Employment Opportunity, Office for Equal Opportunity is enclosed. (See page 278 of the exhibits) 2. Lack of employment of Spanish-Surnam ed Americans in the Bureau of Out­ door Recreation in Washington, D.C. and nationwide reflects a prim a facie case 

of nation al origin discrimination. As of A pril 1, 1974, th e Bureau of Outdoor Recreation employed 467 perm anent employees. Some 150 are in Wash ington, D.C. with the rem ainder located in 

seven regional offices. The San Francisco , Denver and Albuquerque offices have a total of 116 employees. F our of those perm anen t employees are of Spanish origin. One GS-3 was hired in December, one GS-4'w as hire d in October, one GS—4 be­ gan work April 1. and ano ther was promoted from GS-4 to GS-5 in August 1973. all in fiscal year 1974. The Albuquerque office employed a Spanish-Surnamed ap­ plic ant for two months as a summer aide and ano ther Spanish-Surnamed applican t was employed on a one-month appointment in Feb ruary.
92

The B ure au E EO O fficer d is cu ss ed c ar ee r ob ject ives w ith ea ch o f th e per m an en t 

Sp an is h- Sur na m ed i ndiv id ual s w hi le v isitin g t he r eg ions la st Decem ber. Eac h was 

en co ur ag ed to av ai l her se lf of tr ain in g op po rtun itie s. One of th e em plo yees is 

curr entl y tak in g a c or re sp on de nc e co ur se on Effe ctive R ep ort W riting . D uring t he 

co nv er sa tion s, th e EE O Officer also pr ob ed to det er m in e gen er al m or ale an d th e 

em ploy ee ’s ac ce pt an ce by th e st aff w ith po sitive re su lts. Eac h w as as ke d to en ­

co ur ag e h er f ri en ds to ap ply fo r w or k w ith th e B ur ea u.

At th e Lea gu e of U ni ted L ati n Amer ican Citi ze ns Con ve ntio n in Albuq ue rq ue a 

year ago , te n di ffer en t B ure au em ploy ee s alt ern ate d in m an nin g th e D ep ar tm en t 

of t he In te ri o r bo oth a t th e co nv en tion f or fo ur da ys . Con ferees ex pr es se d co ns id ­

er ab le i nt er es t.

The B ure au ha s develop ed tw o ta pes in Spa ni sh which de sc ribe or em ph as ize 

some fa cet of ou tdoo r re cr ea tion. The se ha ve been p la ye d on ra dio st ati on KA BQ 

an d o th er s ta tions in the So ut hw es t.

A le tt e r da te d May 21, 1973, fr om th e B ure au D ir ec to r ac co m pa nied in str u ction s fo r p re par in g a B ur ea u EEO P la n f or EY 1974. Reg iona l Offices in Sa n F ra n ­

cisco, Den ve r, an d Albuq ue rq ue w er e in st ru cte d to ap poin t Six te en -P oin t Pro gra m 

C oo rd in at or s. Su ch ap poi ntm en ts wer e mad e but opport unitie s fo r tr ain in g ha ve 

no t ye t pr es en ted th em se lv es . Stron g em ph as is is pl ac ed on th is tr ain in g w he nev er su itab le op po rtuni ties a re av ai la bl e.

In su m m ar y, th e st ati st ic s m ay no t be a re al in di ca to r. The B ure au ha s ta ken 

se ve ra l ap pr oa ch es to in fo rm th e Spa ni sh po pu la tion of op por tu ni ties in th e 

re cr ea tion lield an d is re ad y to co ns id er qu ali fie d ap plica nts . The re ar e lim ited 

op port unitie s in a bu re au o f t h is size.

2a. On at ta ched fo rm at li st em pl oy men t in fo rm at io n by org an iz at io nal unit 

fo r th e B ur ea u of Outdo or R ec re at io n an d all lo ca tio ns under it s ju ri sd ic tion as 

pe r m in ority and m ajo ri ty d es ig na tion , sex , a nd g ra de .

See pag es 2G2 th ro ug h 2G9 of the e xh ib its.

2b. L is t re cr ui ting ef fo rts by th e B ure au of O ut do or R ec re at io n fo r Sp an ishSur na m ed American s. In line w ith th is, li st all m in ori ty or ga ni za tions an d 

colle ges and univ er si ties u ti li zed in re cr uit in g effo rts , co op er at iv e ed uc at io n 

efforts , etc .

The Reg iona l Office in San Fra nci sc o in fo rm s th e Spa ni sh -S ur na m ed Coord in ato r of H um an R ig hts on all va ca nc ies. The y also co nta ct EE O Officers of 

oth er ag en cies an d th e F edera l Reg iona l Co un cil ta le n t ba nk . Some re fe rr als and 

hir es ha ve re su lte d.

B ure au re pr es en ta tives m ad e vis its in fiscal y ear 1974 to 13 c olleges an d univ ersi ti es whe re th er e w er e sign ific an t nu m be rs of Spa ni sh -S pe ak in g stude nts . The 

co lle ge s w e re :

Sa n Jo se S ta te College : Bi Anz a Co lle ge ; Colorad o U niv ers it y; N or th er n Colora do U niv ers ity: Tex as Tec hn ic al Co lle ge ; U niv er si ty of T ex as; U niv er si ty of 

Ne w Mex ico; H ay w ar d S ta te College ; M err it t College ; Co lorado S ta te Univer si ty ; U ni ve rs ity of D en v er; Tex as A & M ; an d Oklah om a Sta te .

At th e tim e of a re ce nt pr of es si on al va ca nc y in a re gi on al office, an no un ce m en ts 

w er e se nt to : New Mexico S ta te U niv er si ty ; U ni ve rs ity of C al if orn ia a t Berkley ; 

Co llege of San ta F e ; U niv er si ty of T exas; U ni ve rs ity of Sa n Fr an cisco.

3. IM AG E re qu es ts em pl oy men t in fo rm at io n on th e att ached fo rm at fo r ea ch 

bure au in th e D ep ar tm en t of th e In te ri o r an d fo r th e Office of th e Sec re ta ry as 

m in ori ty an d m aj ori ty de si gn at io n, sex . an d gr ad e.

Thi s in fo rm at io n is en clo sed, us in g th e fo rm at de sign ed by th e D ep ar tm en t fo r 

th e co lle ction of re cu rr in g m in or ce ns us st ati st ic s. See pa ge s 179 th ro ug h 259 of 

th e ex hi bi ts .

S um m a ry :

Th e fin ding s of t he in ves tigat io n fa il to su pp or t th e al le gat io n th a t a pe rv as iv e 

p att ern of di sc rim in at io n ag ain st Spa ni sh -S ur na m ed A m er ic an s ex ists w ithi n 

th e D ep ar tm en t of th e In te ri o r. Bas ed on in fo rm at io n co nt ai ne d in th e re po rt, 

cert ain wea kn es se s in th e pro gra m wi ll re qu ire th e fo llo wing co rrec tive ac tion 

be ta k e n :

The Divisi on of F edera l Em pl oy m en t m us t in te nsi fy it s pr og ra m m on itor in g 

ef fo rts to in su re th a t D epart m enta l pr og ra m gu idel ines are be ing pr op er ly dis ­

se m in at ed a nd i m plem en ted a t al l lev els w ith in t he D ep ar tm en t.

It is th e de cis ion o f th is D ep art m ent th a t th e al le ga tion th a t a pe rv as iv e patt ern 

of di sc rim in at io n on th e ba sis of N at io nal Orig in ex is ts w ithin th e D ep ar tm en t 

of th e In te ri o r is no t su bst anti ate d. The co m pl aina nt s, W as hi ng to n. D.C. C hap te r 

of IM AG E, are ad vise d th a t sh ou ld th ey dis ag re e w ith th is de cis ion , th ey may
93

within 30 days of receipt of this decision, requ est a review by the Civil Service 

Commission, Wash ington, D.C.

Mr, Edwards. Did you hire Mr. Quintero afte r the tiling of the third 

party complaint ?

Mr. Shelton. We were in the process. We had problems, one, in get­ ting out the announcement. Once the announcement was received we had to go through the selection process. The announcement had to be out roughly 15 or 20 days. We were in the process of hiring. Well, at least the announcement for the hiring of a Spanish-speaking coordi­ nator was out at the time the IMAGE complaint came to the office.

Mr. Edwards. How many of the initiatives that you outlined in your 

excellent statement were initiated as a result of the complaint by 

IMAGE?

Mr. S helton. None of them. These things were ongoing prior to the 

IMA GE complaint.

Mr. Edwards. I just have one more question here for now. Earlier this year when IMAGE testified before this subcommittee, figures were presented regarding Spanish-speaking employment within the De­ partment. Now, you, in these exhibits tha t you have provided us today, are providing us with all of the statistics regarding the number of Spanish-speaking people that the Department of the Inte rior employs 

today ?

Mr. Shelton. Yes, sir.

Mr. Edwards. According to IMAGE, there were 1,425 Spanishspeaking persons employed in Interior as of November 1973, or roughly 2.2 percent. Is that correct ?

Mr. Shelton. Tha t is correct, sir. But, I would like to make a statement regarding that. You will have to remember that the De­ partment of the Inte rior is rath er unique in tha t when you look a t our overall statistics we have roughly 24-percent minority, roughly 16 percent of that percentage are Indians in the Bureau of Indian Affairs. And with the preferential treatm ent arrangement I think that it is rather unfair to judge the Department of the Interior on its total employment when there are better than 10,000 Indians in­ volved. and due to the preferential treatm ent no minority has any access to these positions, especially with the recent Supreme Court decision tha t talks in terms of Indian preference, not only in terms of initial employment, but for upgrading, and promotion, training, et cetera. So, I think a more realistic look at the Department of the Interio r's Spanish-surnamed employment should be based upon taking out of the Department’s total employment those Indians in BIA. I am not talking about taking out the Indians in the other bureaus and offices, and then the figure would be more representative of what is trul y available for minority employment. When you look at it from that point of view, our employment of Spanish surnames would 

be 2.6 percent, sir.

Mr. McClory. Air. Chairman, would the chairman yield for elaboration or clarification of that?

Air. Edwards. Yes. Sure.

Air. AIcClory. With respect to the preferential treatm ent which is 

required of Indian employees, what percentage of Indian blood is 

required for one to be classified as an India n ?

46-120— 75------7
94

Air. Shelton. I understand it is one-quarter percent, sir.

Mr. McClory. One-fourth ?

Mr. Shelton. One-fourth.

Mr. McClory. Do you have any statistics that have been compiled 

with respect to those Indians who might have one-fourth or less than 

full Indian blood, and as to what percentage of those might also have 

Spanish blood or have Spanish surnames in their families?

Mr. Shelton. I have no facts on that, sir.

Mr. McClory. There are apparently a large percentage of those 

folks in the Southwest, at least ?

Mr. Shelton. I would think so.

Mr. McClory. Thank you.

Mr. Shelton. I think it is one of those things where the person himself makes the decision that he wants to be so identified, and there are 

certain procedures through which he goes in the certification piocess. 

And I would think and suspect that if Spanish-surnamed people in the 

Southwestern part of the United States wanted to be so identified, 

the process would be pretty simple.

Mr. McC lory. The only reason I asked the question is when you get 

down to the subject of percentages and the racial goals and so on. and 

you get into that kind of vague area of mixed, I suppose you call it 

mixed blood between India ns and Spanish-surnamed, or Spanish ancestry, it is impossible to compile any accurate statistics.

Mr. S helton. That is correct, sir.

Mr. E dwards. California has 15.54 percent people who are Spanish 

speaking, I believe. What percentage of the Inte rior Department’s 

employees in California are Spanish speaking?

Mr. Shelton. 2.8 percent, sir.

Mr. Edwards. That is not very good, is it ?

Mr. Shelton. No ; it is not.

Mr. Edwards. Mr. Wiggins.

Mr. Wiggins. Do you try to achieve regional parity around the 

country ?

Mr. Shelton. No. sir, not regional parity, sir. Parity applies various 

connotations and represents quotas, and quotas are prohibited by the 

civil service regulations. In fact, the Civil Service Commission from 

time to time has published bulletins that speak to this issue.

Mr. Wiggins. Wh at is it then that you are trying to achieve ?

Mr. Shelton. Actually I am trying to achieve a 12-percent minority 

percentage in the Department of the Inte rior by the end of fiscal year 

1977. That is when you take out the American Indian. According to 

our statistics right now. if you leave the Indians in. we have roughly 

6-percent minority, and if you take the Indians out that figure rises to 

about 9.5 percent. So. our goal for the Department of the Inte rior is 

12-percent minority input or minorities on board by fiscal 1977.

Mr. Wiggins. Looking at all minorities-----

Mr. Shelton. I beg your pardon ?

Mr. Wiggins. Did you have something to add ?

Air. Shelton. I am advised tha t we have 24 percent minorities in the 

Department now.

Mr. Wiggins. That is what I understand.

Mr. Shelton. Counting Indians. And when you take out the Indians, 

our percentage is 9.7. W hat I am trying to do is increase that percentage of minorities to 12 percent by fiscal year 1977.
95

Mr. Wiggins. H ow do you pro pose to do that ?

Mr. S helton. Well, we have e stablishe d goa ls on an an nu al basis o r 

ra th er ob ject ives on an annual basis. Th e goa l is the lon g-r un concept. 

We have, thro ug h our affirmative action prog ram, asked the burea us 

and the offices to iden tif y occ upatio nal cat egories in which they have 

few or no minorities , and to see w hat can be done to br ing mino rities 

on board in these categories. AVe have tal ke d in terms of ut ilizing mino rities w hich would mean m ore in manag erial-typ e positions, and we 

hav e goals estab lished for that. We have an objective on an annual 

basis. Fo r exam ple , we t alk in ter ms of each burea u and office should 

on an an nual bas is in clude one of each of th e mi norities and two women 

into ma nageme nt-ty pe positions, and if not into ma nageme nt- typ e 

positions in tr ai nin g positions lea ding tow ard ma nageme nt-typ e positions. and ma nageme nt-typ e pos itions as defined by us are those jobs 

in which the man ag er is the supe rviso r of sup ervisors.

Mr. Wiggins. I am going to m ake a sta tem ent and I would like you 

to criticize it' if i t is ina ccura te factua lly a nd wr ong con ceptually. Th e 

Dep artm en t of In te ri or employs approx im ately 24 percen t mino rities 

of all categ orie s?

Mr. S helt on. Th at is correct, sir.

Mr. Wiggins. T hat exceeds the n ati onal avera ge of minoriti es of all 

catego ries ?

Mr. S helton. That is correct, sir.

Mr. W iggins. According ly, the Anglo s a re in a deficit in the D ep ar tme nt of the In te rior . Now. if the minority em ployment is to be increa sed in a ny single categ ory , subc ategory, you mu st d raw away f rom 

yo ur exi sting minority em ployment or deny em plo yment o pp ortun ities 

to Anglos. They are a lre ad y in a deficit pos ture. Is it yo ur inten tio n to 

den y an equal employment op po rtu ni ty to an A nglo in o rder to achieve 

yo ur goal ?

Air. S helton. Sir, un de r the pa rity con cept y ou r sta tem ent would be 

tru e. Bu t, un de r the equal em plo ym ent op po rtu ni ty prog ram where 

ma nagers are s upp osed to pro vid e equal emplo yment op po rtu nity fo r 

all pers ons, irre spe ctive of race, color, creed, sex or natio nal origi n, I 

would diffe r w ith tha t. Tt w ould seem to me tha t whe n you are look ing 

fo r employees, you are loo kin g for the best available, and all th at the 

affirmative action p lan reques ts is th at when you a re seeking employees 

fo r catego ries in which you have never had mi norities o r women, look 

a littl e ha rd er for minorities . Tha t is all I am say ing . An d I guess by 

wha t you are say ing I wou ld have to agree, th at to t he tun e th at you 

do this, you deny at least one position or two position s to whi te male s 

who have alw ays encu mbered these jobs.

Mr. AViggins. Are you aw are of any over t d isc rim ination being pr ac ­

ticed in yo ur agency ag ains t any of the pro tec ted classes tha t you men ­

tioned ; nam ely, mino rities ?

Mr. S helton. Xo: I am not per son ally aware. But I do believe th at 

there a re many peop le in the D ep artm en t who feel th at t hey have been 

discrim ina ted again st. I know th at our co mp lai nt loa d is rising , so 

th at is th e only indica tio n I hav e.

M r. AV iggins. AVell, you, o f co urse, in vestigate these com pla ints?

Mr. S helton. AVe investig ate these c ompla ints. Bu t I a m ju st sayin g 

in te rm s of how people feel.

Mr. AViggins. And if you find th at there is, you take correc tive 

action ?
96

Mr. Shelton. If we find tha t there are discriminatory actions taken, 

we take corrective action. In fact, we have done some pretty stiff things 

in terms of resolving complaints of discrimination.

Mr. Wiggins. Overall, do you find tha t your agency is rampant 

with discrimination ?

Mr. Shelton. No, sir. I do not find th at it is rampant with discrim ination. I think the Department has made considerable progress in 

terms of the utilization of minorities and females. I think the statistics 

show that there is a rise in the percent and number of minorities who 

are moving up through the pipeline and coming out of the other end 

at GS-13’s. 14's and 15’s. sir.

Mr. AV iggins. Overall, are you satisfied th at your agency is doing 

its best to provide an equal employment opportunity to racial 

minorities?

Mr. Shelton. I am not satisfied. I think there are a lot of things that 

need to be done. But, we could do the job better, and as. long as I am 

the director of the office I intend to do that.

Mr. Wi< igtns. Are you inhibited by any failure of legislation, or is 

there any legislation which is inappropriately on the books in accomplishing those objectives?

Mr. S helton. I do not feel that way at all, sir. I think th at we are 

inundated with paper, all kinds of reports and that kind of thing tha t 

have to lie made to various and sundry other agencies. This is part of 

my problem. I have five people in the office tha t administer the Fed ­

eral employment program, and because of the functions related to developing guidelines, and developing programs, and developing all 

kinds of statistical reports, we find little time to spend in terms of the 

actions necessary to see that those guidelines tha t we are issuing and 

the programs that we are developing are actually carried out.

Mr. Wiggins. Well, on the surface tha t would appear to be an 

internal management problem, but what can Congress do to help you 

achieve the congressional policy of an equal employment opportunity 

for racial minorities?

Mr. S helton. I would think that part of our problem is a resource 

one. manpower. It appears tha t there is a lot of legislation, lots of 

Executive orders tha t are forced upon departm ents and agencies to 

implement, but in many instances they have to take the resource, manpower resource necessary out of their present ceilings, and you are 

robbing Peter to pay Paul, so to speak. And I recognize that offices such 

as mine will never have all of the manpower resources th at I think is 

necessary to carry out the job. But I think th at I am going to have to 

take a good h ard look at the total program and begin to identify or 

reassess maybe what our priorities are, and be in a position to tell 

anyone this is the total workload, this is the manpower resources tha t 

I have, and with the manpower resources allocated, this is all that I 

can do.

Mr. Wiggins. That is all T have, Mr. Chairman.

Mr. Edwards. Mr. Sarbanes.

Mr. S arbanes. Mr. Shelton. I was interested a little bit in the nature 

of the relationship with the bureaus and the field offices, just how that 

works. You sketched out your involvement within your own office, but 

I wonder what the n ature of that working relationship is, how direct
97

it is, what is actually going on out there. That, after all, is where most 

of tlie hiring in the departm ent takes place, is it no t'

Mr. Shelton. Ixit me say to start with that the Office for Equal Opportunity is a policy office, and the bureaus and the offices are orga ­ nized each having its own equal employment opportunity officer. We spell out in guidelines an affirmative action plan, what have you and wliat are the requirements in terms of manpower resources to get the job done as we think it ought to be done. As I said, each of our bureaus and offices has a headquarters equal employment opportunity officer who reports directly to the bureau head. We have insisted that our major Held facilities have equal employment opportunity officers also. I think there must be some 41 or 42 of these. 1 am advised tha t the 

figure is 77. The Office for Equal Opportunity exercises no direct line control over the EEO officers in the Held activity level, nor at the bureau level. But, we do try to give guidance and assistance. And I know tha t Ms. Graham meets with the equal opportunity officers as a group at least once a month at which time they talk about problems and prog­ ress, and those program s tha t need to be implemented as a result of some sort of action on the part of the Civil Service Commission. That office reviews and evaluates all of the reports tha t gives us some indi­ cation about how well the equal employment opportunity programs is faring. That includes a quarterly report in terms of how well they are carry ing out their affirmative action, affirmative program plans tha t 

they themselves have developed. As a result of this review. Ms. Graham and I then meet with the equal employment opportunity officer and the head of the bureau to discuss problems, progress, our assessment of what is taking place, and try to jack them up in terms of any shortfall that they might have in terms of implementing their affirmative action plan. On top of that, the office participates on an “as can” basis with the personnel, the departmental personnel office in making some of the field evaluations, looking at what is taking place in the Held activity level. They have a part in developing the overall report on the total people's program, with the representatives from our office looking at the equal opportunity aspects as relates to this investigation. I do not 

know whether that answers your question or not.

Mr. Sarbanes. Well, it partly answers it. Txd me ask this question, 

because I am looking at your statement at the top of page 4. I take it that in all of the Department of the Inte rior there is only one person, and tha t is the Spanish-speaking coordinator in your office, in the central office, who has as his sole responsibility the implementation of 

the lG-point program. Is that right ?

Mr. Siieltox. Tha t is correct.

Mr. Sarbanes. In the entire Department ?

Mr. Shelton. In the entire Department, that is absolutely correct. 

But, there are a number of officers who have Spanish-speaking pro­ grams responsibilities as an adjunct to another program.

Mr. Sarbanes. Now, these people tha t are in the field. I take it that 

you have no auth ority over them, you have only a counseling or guide 

control, is that correct ?

Mr. Shelton. That is correct, sir.
98

Mr. Sarbanes. Now, fu rther follow ing up on yo ur sta tem ent, I 

take it. th at in some St ates the equal emplo yment prog ram rea lly in ­

volves essentially the Sp an ish speakin g as fa r as the De pa rtm ent of 

the In te rior is conc erne d i

Mr. Shelton. T hat is correct. I would say th at wou ld be alm ost 

corre ct in the live S ou thwe ste rn State s.

Mr. Sarbanes. We ll, wh at kind of special prog rams does the De ­

pa rtm ent have th at diffe r in qu ali ty or kind wi th resp ect to Sp an ishspeakin g employment in those State s as comp are d or contr ast ed wi th 

the gen era l policy pursued by the Dep artm en t in thi s area ?

Mr. S helton. Well, we conte mp late th at ou r Spanish -sp eakin g 

prog ram co ordin ato r will develop a prog ram th at will pu t him in 

the field in those are as where the Dep artm en t has large concentrat io ns of employees, an d you have lar ge numb ers of Spanish -su rnam ed people dev elopin g, an d I inten d th at Mr. Qu inter o will begin, 

once he is acclimated in ter ms o f the civil service requirem ents, beg an 

to move out into the field t o tak e care of some of thes e prob lems. Bu t, 

I th in k th at we have on bo ard in the var iou s bu rea us a nd offices equal 

employment op po rtu ni ty people who are Sp an ish sur name d, and I 

am positive th at all of these per son s have as part of th eir res ponsib ility the develop me nt of prog rams and activ ities th at will get at 

the problem s of emplo yment f or the Sp an ish surna me d.

Mr. Sarbanes. We ll, let me ill us tra te pe rhap s wh at I am dr ivin g 

at. You make a po int in the sta tem ent of the regi ona l conferences 

th at have been held by the De pa rtm en t, and the fac t th at an effort 

to do som eth ing about Sp an ish -sp eaking employment as a par t of 

those regional con ferences, bu t I guess I wou ld be more encourage d 

if you were ha vin g cith er St ate conferences or reg ion al conferences 

more narro wl y defined to those are as where th is is a pe rti ne nt con ­

sid era tion.

In other word s, you cou ld say to me, well, we hav e never had a re ­

gional conferen ce in the No rth east, althou gh we wa nt to have one, 

but we have had ha lf a dozen in the Sou thw est in an effo rt to tr y to 

move on this sit ua tio n. An d th at would seem to me to be a more di ­

rec ted appro ach to the prob lem th an to hav e it just general ly encompassed within th e De pa rtm ent's efforts.

I guess I am rea lly ge ttin g at the point of wh ethe r it just has been 

added on as an othe r item th at has to be cove red, or wh eth er the re is 

a focus th at comes in with resp ect to where there is rea lly an op po rtu ni ty to do some thi ng abo ut the sit ua tio n, pe rhap s where the situ ation is most p ressing.

Mr. S helton. Well, we have ha d con ferences in the South eas t 

th at took c are of the No rth east and the No rth we st. T mea n the No rth 

and the South eas t. Th e Denver conference will tak e care of the 

Sou thw est. Th is is the pro posed conference. An d we had a conference 

in Po rtla nd to tak e care of the No rth we ste rn pa rt of the United 

Sta tes. Inh ere nt in these conferences is how to do.

For example, we a re tryin g to get our ma nagers to un de rst an d how 

an affirm ative action plan th at is result orien ted has to be developed. 

We are ta lking in ter ms of goals and tim etable s to be reached in a spe cified period o f time. F or exa mple, if in the development of an affirmative action pla n it is assum ed, and we try to as sure the people dev eloping these pla ns th at they un de rst an d fully wh at is invo lved, and now
99

there is no point in talkin g in terms of going to hire 15 or 20 Spanish 

surnamed people to become mining engineers if the area from which you are going to draw does not afford an opportunity for placing these 

people on board. That is just so much wasted time. What you have to do is look at the kind of jobs tha t you are going to fill in a definite prescribed period of time, get some statistics about what the labor market affords in terms of people who can do the job and make some assessments in terms of how many of these people you 

are going to try to get on board. Now, when a person tells me tha t I am going to hire four mechanics to do a mechanical job, and I am satisfied that there are mechanics in the work force or the labor force that are available, when his first qu ar­ terly report comes in I expect to see the first one on board. This is the 

kind of thing we are talking about in terms of specificity.

Mr. Sarbanes. Well, do you have any reason to believe that the Spanish-speaking population perceives the Department of the Inte rior as an agency in which there is real opportunity for them, particularly in those parts of the country in which there are significant numbers of 

Spanish speaking in the Nation’s population ?

Mr. S helton. Yes, sir. I think in my statement I indicated-----

Mr. S arbanes. Your answer is yes. What gives you a reason to think 

that ?

Mr. Shelton. Let me answer your questions this way, sir. In my pre ­

pared statement I said th at in the five Southwestern States, 74 percent of the total Department's employment was in the Bureau of Indian Affairs. I also indicated that because of the preferential treatment that the India ns have in their employment posture, it is almost impossible for any minority to seek employment opportunities in the Bureau of 

1 ndian Affairs. Now. let us face it. We are dealing with a couple of things here. We are dealing with educational attainment. This is with all minorities, with the exception of the Orientals. We are dealing with people who are in direct competition in the Southwest for 74 percent of the jobs that are in BIA, where there is little or no opportu nity for them to get jobs. This is what we are talking about, because they are in direct competition with Indians who have preferential treatment.

Mr. Sarbanes. Wei 1 then. I take it the answer to my question I asked 

is no with respect to the perception of the Spanish-speaking people in the population concerning the Department of the In terior employment 

opportunities.

Mr. Shelton. No, I would not say that. I think that the big problem 

as it relates to minorities, insofar as the Department of the Interior is concerned, is one, a lack of training in the disciplines that are the bread and b utter occupations of the Department. Number two is lack of mobility. For example, sir. I can cite instances where relatively high-level jobs were offered to minority group people, and because the job was not located in the geographic locale in which they were located, they 

refused to take the job. They were not interested. We have had high level equal employment opportunity jobs right here in Washington where the top candidate was a person of Spanish surname descent, and because the job was not located in the south-
100

western pa rt of the United States, that person refused to take the job. 

That is what I am trying to say.

Then there is another problem that relates to this thing, and that has 

to do with the civil service certification. In many instances we play 

heck tryin g to get some of our people certified to us. Mr. Quintero 

down the table here, it took us 8 months to get him certified through the 

auspices of the Civil Service Commission. We though that Mr. Quintero was qualified for the job, he had the bilingual ability that we 

thought was necessary for the position he was going to encumber, he 

had a good experience in terms of relating to the public, had all of the 

attributes that would have made a good title VI compliance officer, and 

yet it took us 8 months to get the man certified through the civil service channels. So, certification is a big problem when we start dealing 

with how you are going to add to your numbers insofar as minorities 

are concerned.

Mr. Sarbanes. Well, I do not really want to pursue this any 

further. I guess the point T am really trying to make is it seems to me 

you can have quite a good policy developed in the central office, and 

one that even forms all o f the applicable objectives, and really quite a 

good set of guidelines that are distributed out to the field, but you have 

no direct control over those people, and too. T am a little concerned 

about any sort of specifically directed efforts in the area perhaps of the 

greatest relevancy that comes in with any real bite at that level.

And I was really, I guess, trying to find out whether there were such 

policies more singly directed, and I gather really only you have the 

general departmental policy, but does it not focus or zero in on the 

way that I was asking about ?

Mr. Shelton. Maybe not, sir.

Mr. Sarbanes. Thank you, Mr. Chairman.

Mr. E dwards. Mr. McClory.

Mr. McClory. Thank you. Mr. Chairman. T notice that in Illinois 

you have 179 employees and we have 3.27 percent of Spanish-surnamed people in Illinois and no Spanish-surnamed employees. I think 

I understand that, and see if I am not correct. Most of the Department 

of Interior facilities, and I believe we have no national park in Illinois, 

are national monuments such as the Lincoln Home. I suppose there 

might be some things out on the Mississippi River tha t the Department 

of the Inte rior might be interested in. Most of our Spanish-speaking 

population is in my congressional district, in Waukegan, Ill., as well 

as the general area of Chicago, and northeast Illinois. I do not think 

the Department of the Interior has much to offer in tha t general 

area. Is that true?

Mr. Shelton. That is true,

Mr. McClory. It is difficult to take a State as a whole.

Mr. Siielton. Tha t is true.

Mr. McClory. I suppose this is especially true when you have a 

State tha t is equivalent to, or, much larger than most nations of the 

world. Do you have any complaints from Illinois, from any of my 

Spanish-speaking or Spanish-surnamed friends?

Mr. Shelton. Xo. we have not had any complaints from Illinois.

Mr. McClory. We also have the GI forum State convention in my 

district, and I am usually there to visit and discuss problems. But, 

we have not had any problems with the Department of the Interior 

that I have heard of.
101

You mentioned that there must be evidence of discrimination beyond this business of the statistics, which does not impress me too much. I am much more interested in people actually being discrim­ inated against, not the percentage of people that happen to have jobs in different areas. Tell me about this increased number of complaints. How many complaints do we have pending now ?

Mr. Shelton. We have a load of approximately 70 complaints and 

most of them are complaints coming from women.

Mr. McClory. Well, how many complaints coming from Spanish 

surnamed th at are denied jobs or denied advancement !

Mr. Shelton. We have received our first one from IMAGE and I understand that we received one complaint this week from a Spanish 

surname.

Mr. McClory. Are people afraid to file complaints? Are you indiv- ually aware of any discrimination that is being practiced by individu­ als or by Department policy, or in any other way tha t is not being 

rectified ?

Mr. Shelton. Sir, I am the equal employment opportunity for the 

Department.

Mr. McClory. Yes, I know.

Mr. Shelton. And I have the delegate authority of the Secretary to act in this area. If I knew of any discrimination, corrective action 

would be taken forthwith.

Mr. McClory. So tha t the real problem here results from these, quite bluntly, from the statistical information that is before us with respect to the racial employment as compared to the racial population in a 

particu lar area overall in the Nation?

Mr. Shelton. You are absolutely correct. But, let me say this for the record, that statistics alone should not be the only criteria upon which progress is measured. Bather one should take a careful look at the program content and good faith efforts shown. And as f ar as we are concerned, the most m eaningful statistics to indicate discrimina­ tion would be the number of qualified applicants fo r employment that the Departm ent has had and the number of those applicants that were hired or not hired on a racial basis. Unfortunately, we do not keep those kinds of statistics, and candidates for employment with Interior and all other Federal departments and agencies must be certified by the Civil Service Commission, following the establishment of their eligi­ bility under appropriate examinations. And th at is about the size of it.

Mr. McClory. Well, I have looked at this answer that you have filed or that was filed by the Department of the Inte rior in the IMAGE complaint and then, of course, I have listened to your testimony. Do you have any other, and this relates to efforts that are made through the universities, through scholarships, through the outreach program, as you call it, and in various demonstrative ways, do you have any other suggestions as to how the Department of the Inte rior or you, or the Congress, or the Executive can contribute further to, shall I say upgrading the status of Spanish surnamed or improving thei r job opportunities in the Department of the Interior or elsewhere?

Mr. S helton. We are tryi ng to do this through the cooperative ed­ ucation program where we are tr yin g to identify minority and women individuals in the academic setting, giving them an opportunity to come on board and work, and then go back to the school situation. We
102

have done this in terms of refuge management, creating fish and wildlife biologists, that kind of thing.

The other thing is we have had an intensive program on for the last 

2 years trying to encourage minorities and women to more actively 

participate and get educated in the various sciences. And I know as a 

followup to that I come up with two pages of persons identified who 

are either in the baccalaureate program or in the advance degree program who have been contacted by members of the Department and 

identified in terms of whether or not they were interested in serving 

internships with the Department. And in some instances the Department has, through programmatic activities, helped in their getting ad ­

vanced degrees, and in many instances given temporary employment. 

And 1 looked at that roster just last night and I identified. I think 

it was 18 of those persons who were Spanish surnamed. And, interestingly enough, of the 18 I think all of them were contacted prior to this 

August, and there was no response from 7, but there were others who 

indicated they would be interested in partic ipating with the Department either as interns on a temporary assignment, or in terms of help 

to get their masters and Ph. D.’s. So, I think that it is in this way that 

we will begin to get minority group youngsters interested in what I 

would like to say are the natural resource areas, because up to this 

point we have had very few.

For example, 1 think that a study was made some time ago in which 

they were trying to find out how many mining engineers there were 

in the country who were minority ; and I think that they identified 

four blacks and something like six Spanish surnamed. And here we 

are in an area where energy is one of the big things to be dealt with, 

and here is a category where I think minorities could really establish 

some beacheads in terms of being in on the beginning of something 

for the first time. And we find a dearth of persons trained to take 

advantage of it.

Mr. McClory. Xow. the statistics do show tha t there is a percentage 

improvement, and a substantial numerical improvement as far as 

Spanish-speaking job opportunities and new jobs are concerned in 

the Department of the Interior. And I take it tha t there is progress 

being made, and I think we should recognize that. And I think we 

should point to that to encourage the Spanish speaking that there are 

opportunities for them. 1 think if we point to aspects of success, instances of success, I think that in itself is an inspiration for further 

success.

I would sa t also that both you and we—and I am sure the members 

of the committee agree that we are hopeful—will use our best efforts 

to see that further and accelerated progress is made. Does that sound 

like a good statement ?

Mr. Shelton. That is a good statement, sir, and one that I wholeheartedly subscribe to.

Mr. McClory. Thank you very much. Thank you, Mr. Chairman.

Mr. E dwards. Mr. Waldie.

Mr. Waldie. I apologize for being late. Mr. Chairman.

So that I understand the basis from which we began this, is it 

agreed that there was discrimination in employment practices in the 

Department of the Interior?

Mr. Shelton. No. sir.
103

Mr. Waldie. At any time ?

Mr. Shelton. Not to my knowledge, sir.

Mr. Waldie. Well, if we cannot concede that, then the creation 

of your office really did not make such sense, did it?

Mr. Shelton. Well let me put it this way-----

Mr. Waldie. If you do not believe any discrimination ever 

occurred-----

Mr. Shelton. You are talkin g about ever occurring? Yes: 1 know 

there was discrimination in the Department of the Interior.

Mr. Waldie. Well, would you describe to me the nature of tha t 

discrimination ?

Mr. Shelton. 'Well, there was a time when minorities could be 

nothing but messengers in the Department of the Interior, irrespective of educational attainment level. That is true. I think that when we 

look at the thin g over the long haul, we have come a long way, and 

yet we have got a long way to go. I still am not satisfied with souk* of 

r lie. patterns that I see, and we are doing everything in our power to see that changes come about. I indicated in my testimony tha t I am certainly not satisfied with the utilization of minorities in the Dep art­ ment, and we are going to do something to increase the utilization 

ro the best of our ability.

Mr. AV aldie. I do not want to l>e critical of you because I do direct 

these remarks to all agencies and departments. I have sat on this committee with Edwards for a few veal’s now. and on this problem particula rly—employment problems of the Spanish speaking—I have always heard that response made to all criticism, that we recognize the problem, and we are really going to do something about it. But, I have not seen any change in the statistics in all of this time. I honestly have not. I have seen a few work up to the top, and they are always pointed to with pride as an example of how open the system 

is now. And your statement does that. I think probably all that does—there are so few—is show that the pattern of discrimination really does exist, and tha t you have to point with pride when one makes it anywhere near a top level. I would rather you point with pride at the numbers at the bottom to begin with who enter the system. I do not see much change there, and I see hardly any change in the middle of the system. 1 see that symbol occasionally rise to a high position, and I see every administrator boast of tha t 

symbol. But that does not really address the problem. And 1 think the statistics on the States that you quoted are really quite meaningful to show how little we move, and I do not blame you because I think it is a pervasive thing throu gh the Federal Govern­ ment. I think we spend a lot of time going to conferences, and going to conventions, and putting out literature booths, and then they are cited as how strong we are working toward it. and I suppose all of those things have to he done. But. it is the statistics tha t you cite in the last document in this material that we have th at are most interesting to me. I do not understand California with a total employment of 4.833 and only 124 Spanish surnamed. Now, that is not because of the com­ petition in the preferential requirements of Indians in California for 

employment ? Am I reading th at correctly?

Mr. Shelton. Yes, you are reading it correctly.
104

Mr. Waldie. Well, how does tha t come about, 4,833 in California 

employed by the Department and 124 of them Spanish surnamed, 

with a massive percentage, 15.5 percent of a 22 million population 

Span ish surnamed, and only 124 of them employed by the Department 

of the Interior, 2.6 percent?

Now. maybe I could understand better this whole problem if you 

could just identify California for me.

Mr. Shelton. I thin k it is the nature of the Department’s operation 

there. For example, we have the Geological Survey, which is topheavy 

with professionals.

Mr. Shelton. The Geological Survey employs 1,243 peoule in tha t 

area.

Mr. Waldie. In California ?

M r. Shelton. In C alifornia, at Menlo Park.

Mr. W aldie. How many of them are Spanish surnamed ?

Mr. Shelton. 34.2.7 percent.

Mr. Waldie. Well, that is not high.

Mr. Shelton. I have been to Menlo Park, sir, and I have raised 

the question you are raising with me right now, and I was told that 

the Spanish-surnamed communitv lived in an area tha t was south of, 

far removed from the Geological Survey.

Air. Waldie. That is absolute nonsense. That is Mr. Edward’s community. and it is within a block.

Mr. Shelton. Well, I was there. Let me say this, I do know the 

most of the minorities who are at Menlo Park are black, and that was 

simply because the black population was in close proximity to Menlo 

Park. If you know the area, sir, it is one of those areas where the blacks 

have changed the name to an African name.

Mr. Waldie. What is the percentage of the black minority?

Mr. S helton. I do not know the percentage of blacks in California, 

but I do know that insofar as the Geological Survey is concerned, their 

percent of employment is 11 percent.

Mr. Waldie. I s there an Equal Opportunity officer at Menlo Park ?

Mr. Shelton. Yes, sir, there is.

Mr. Waldie. Is that officer black ?

M r. Shelton. No, he is not. lie is white.

Mr. Waldie. Is the prim ary membership of those that make the 

determination for minority employment black in Menlo Park ?

Mr. Shelton. No. I doubt seriously if there is a black in Menlo Park 

that is above GS-7.

Mr. Waldie. Why is that ?

Mr. Shelton. Fi rst of all, it is the nature of the work. I am saying 

now we are talking in terms of geologists, geophysists. and th at kind 

of thing, and the Geological Survey certainly lias a penchant for hir ­

ing mostly Ph. D’s, and as a result you find very few minorities who 

have matriculated in this discipline to the point where they are coming 

through in terms of any numbers.

And I would assure you, sir, that if they were, if they were coming 

throu gh, the Federal Government would have a hard time trying to 

hire them, simply because of the private industry.

Mr. Waldie. Let me get away from the Ph. D’s. Let me get back to 

the Menlo Park problem.

Being closer to Menlo Park , there are more blacks than there are 

Chicanos, and that was the excuse, was it ?
Mr. Shelton. Yes. that was the excuse, yes, sir.

Mr. Waldie. And did you accept that ?

Mr. Shelton. Not on face, no. But when they began to tell me what (hey had done, and the offers tha t had been made, and the turndowns that they received, you have got to believe that they made a good 

faith effort.

Mr. Waldie. You concluded tha t their effort to employ Mexican Americans or Spanish-surnamed Americans was a satisfactory effort ?

Mr. Shelton. I thought tha t there were other things they needed to do. I think that there are ways you talk to people to get them con­ verted, or convinced that you are giving them a viable employment opportunity, one th at would serve their ego need. I do not thin k any place in Government we are doing tha t kind of a job to assure tha t those persons who turn us down on the basis of a 

thorough knowledge of what is to come.

Mr. Waldie. Ju st one final area. When did discrimination, over- discrimination, against the Spanish surnamed cease in the Department 

of the Interior ?

Mr. Shelton. I cannot answer your question, sir.

Mr. Waldie. Well, a rough guess.

Mr. Shelton. I could not even guess.

Mr. Waldie. When was your office created ?

Mr. Shelton. 1965, sir.

Mr. Waldie. That is the affirmative action, I guess.

Air. Shelton. No, affirmative action in-house, I guess, came about 

about 1968 or 1969.

Air. Waldie. Can you give me any estimate. These statistics are 1973, I gather, are they not, the 2.6 out of 15.5 Spanish surnamed in 

California? I do not fully understand that. It seems to me that it is November 

of 1973, is that right ?

Mr. Shelton. I have December 1973, figures here.

Air. Waldie. Wait a minute. I have November 1972. All right, what 

is December 1973, for California? What is the percentage?

Air. Shelton. 2.8 for Spanish surnames.

Air. Waldie. And can you relate that to 1970 ? That would be my last 

question, what was the similar percentage in 1970 ?

Air. Shelton. We do not have that with us. sir.

Air. Waldie. Would you provide tha t to the committee?

Air. Shelton. We will provide that for the record.

[The information referred to follows:]

Department of the Interior, Minority Sta tistics—California, November 1970

To tal all emp loyees________________________________________________ Negro (2.5 pe rc en t)_______________________________________________ Spani sh-su rnam ed (2.4 pe ce nt )_____________________________________ Am eric an In dian (4.4 pe rc en t)_____________________________________ Or ien tal (2.2 pe rc en t)_____________________________________________

5. 212 

128 

124 

229 

114

Air. Waldie. So, your total of Spanish surnamed now, a year later, was from 2.6 to 2.8^ and that made it from 124 Spanish surnamed to 

what ?

Air. Shelton. To 129.

Air. Waldie. All right. Tha nk you, Air. Chairman. No further 

questions.
Mr. E dwards. Mr. Drinan.

Mr. Drinan. Th an k you, Mr. C hairm an.

Mr. Shelton, as I read the se sta tistic s, ove r the 3 yea rs from N ovem ­

ber 1970 to November 1973, you hired 162 Sp an ish surna me d people 

out of 2,253 employed, an d th at is a sli gh t increase fro m 2 percent to 

2.2 percent.

Now, you give this projected in crease so th at come Ju ne 30,1978, you 

will have 12 percent of minorities . Now, I wo nder if you could tell us 

th at if y ou come here on Septe mb er 17, 1975, a ye ar fro m today, how 

many more do you proje ct of Sp an ish sur name d people you will hir e 

according to yo ur scenario ?

Mr. Shelton. I would have to guess.

Mr. Drin an. W ha t’s th at , s ir ?

M r. S helton. 1 w ould hav e to guess, sir.

Mr. Drin an. I do not wa nt you to guess. If you hav e a 4 -year pla n, 

if y ou say on Ju ne 30, 1978, we hope and pro jec t we are goi ng to have 

12 p erc ent minorities, t he n yo u have to have a y early plan.

Mr. S HEL TO N. My pi an is not b roken out into term s o f blacks, S pa nish sur name d, or any of th at kin d of thing . I am ta lk in g in terms of 

mino rities in gen eral.

Mr. Drinan. Th erefore, you have no ind ica tion of wh at you wa nt 

by way of p rog ress a ca lend ar y ear from now? You hav e no goal ?

Mr. S helton. 1 have a goal of 12 perce nt by fiscal 1977. Now, it 

wou ld seem to me t ha t if we were to ca rry o ut th e prog ram the w ay it 

has been carried o ut now on the regional basis, t hat in the five S ou th ­

western State s, and in those States where y ou have a high per cen tage 

of Spanish -su rna me d peo ple, pa rt of the inpu t, as it relates to manpower, in the region of th is 12 percen t obje ctive, sir, I would assum e 

th at in those five So uthw ester n State s an d those places whe re the 

Sp anish -sp eakin g po pu lat ion is a goodly portion .

Mr. Drin an. Ex cept you have no thing to demo nstra te th at ?

Mr. S helton. I have no thing to dem onstrate that.

Mr. Drin an. Why , therefore, do you say on pag e 10 of your statement th at Sp an ish -sp eaking em ployment h as had a g radu al but steady 

increase ?

Mr. Si ielton. Th at is d em on str ate d from the grap hs .

Mr. Drin an. All rig ht, now. In the next sentence you say th at the 

prog ress can be demo nstra ted n ot only in terms o f gro ss statistics, but 

by othe r things, and you mentio ned the grad ua l up ward tre nd , and 

on the next pag e you mention exh ibit 9, and I am not certa in we ha ve 

exhib it 9 .1 do not any way.

We hav e exh ibit 9 h ere. Bu t, tra ns late yo ur o verall obje ctive of increasin g to 12 percen t mino rities 3 o r 4 years from now, and what sor t 

of pro gre ss in th at ma npow er grou ping would be req uir ed within a 

ye ar or 2 yea rs, and is there any ind ica tio n th at th e 12 percen t is 

rea listic ?

Mr. S iielton. Si r, to reach our objective, th e De pa rtm ent would 

have to tak e in, on an an nu al basis, and this is p redicated on a stable 

full- tim e emp loym ent pic tur e. T would sav roug hly 626 minoriti es a 

ye ar to reach the objective of 12 percen t by fiscal 1977. A nd, we are 

loo kin g at our affirmative action pla ns in terms of those action item s 

th at can be qu an titated , to see wheth er or not the inpu ts are going t o 

be 626.
107

Now, I cannot tell you in any precise terms what percentage of these would be Spanish surnamed. You see, in the Equal Oppo rtunity pro­ gram, it is one where you are talking about equal employment opportu­ nity for all people. This is mandated by regulation, with special emphasis, and this constitutes one of the special emphasis kinds of 

drives. .

I am talking in terms of identification of occupational areas in which you have fewer known minorities and women, and identifying those 

on a quantitative basis.

Mr. Drinan. If you cannot promise us anything about next year or even over the 4 years, with regard to our problem here of the Spanish surnamed, then what do you need in order to give us some assurance that next year, and the year after, you will, in fact, be on targ et with 

your overall goal? We are here to help you. What do you need? You indicated to Mr. Wiggins, I think, that you need more personnel. M ell, how many more 

personnel ?

M r. Shelton. We would need at least five people in the in-house 

program.

Mr. Drinan. Have you made any requests for five people ?

Mr. Shelton. I certainly have, and it was turned down.

Mr. Drinan. Let us find out why you were turned down. Now, that is the essence of the problem, and you did not even men­ tion that. If that is the essence of what you are telling us, why do you not tell us who turned you down, and for what reasons? Why did you not ask this subcommittee to protest when you were turned down and 

by whom? I would ask that every decision, Mr. Chairman, related to the t urn­ down of five additional personnel be incorporated in this record. I would like to know how and who did it. OMB ?

Mr. Shelton. I do not know exactly. All I know that it was turned 

down.

Mr. Drinan. It is your obligation to know, sir.

Mr. Shelton. I was advised by the Assistant Secretary for Management that we were not getting any positions.

Mr. Drinan. Maybe we ought to have him here instead of you. We do not mean to be unfa ir to you. if he is the one that has impeded the program, and we ought to have him here, and we do not even have his name, and we do not have the information that you submitted to him, justifying the five positions that you requested. And we have nothing from him as to why he did not give you these five positions. Have you protested that ? Have you appealed those 

positions?

Mr. Shelton. I certainly have.

Mr. Drinan. Why do we not get the documents as to why you want these five positions and your justification in your appeal. Why did you not mention that in your answer to IMAGE ? It seems to me tha t is the most important thin g tha t you have said this morning, tha t you appealed for five additional people to carry out this program and it was denied to you by some faceless bureaucrat, and that you now appealed and you are not giving us the essential 

information. I am sorry that IMAG E is not here to justify their position, and I
108

would like to know what your response would be to their reaction 

yesterday.

Mr. Shelton-

. Their reaction yesterday ?

Mr. Drinan. I have it right here. They wrote back. I assume that 

you wrote the answer and they, as you know, they filed this complaint 

on March 15. And on September 3, Interio r get around to answering 

them.

Then yesterday, September 16, IMAGE answered and said the 

investigative file is incomplete, and they pointed out tha t it was not 

responsive, and they said th at unless they have an immediate response, 

they have no recourse except to go to the U.S. Civil Service 

Commission.

What will you respond to Mr. Gilbert Chavez, of IMAGE?

Mr. Shelton. I assume tha t that letter was addressed to the Secretary , and I have not seen it.

Mr. Drinan. I am sorry. We have it here. I am sorry, it is to the 

Secretary.

Mr. Shelton. I have not seen it.

Mr. Drinan. Well, going back to the complaint of IMAGE, here you 

have a Spanish-speaking organization concerned with Government 

employees, and they are totally opposed, and they are not getting what 

they consider to be a responsive answer from Interior.

How are you going to deal with them ? Obviously, Inte rior has 

alienated them now. This is a very strong reply, saying tha t we have 

been brushed off, we have waited for this reply, and the information 

we have requested is not forthcoming.

Mr. Shelton. Well, we cannot answer that until such time as we 

examine the letter and sec what it is they are saying.

Mr. Drinan. May I ask, are you negotiating with IMAGE ? Do you 

keep the channels open, so tha t they will understand what you are 

trying to do? Have you ever communicated with them, for example, 

on your request for five additional personnel being denied?

Mr. Siielton. Ms. Graham has certainly sought an audience with 

Mr. Chavez, and he has turne d it down.

Mr. Drinan. He turned it down ?

Mr. Shelton. That is correct.

Mr. Drinan. On another point, you say there is lack of mobility 

among Spanish-sumamed people. Do you have any evidence that that 

lack of mobility is any greater than among any other Americans ?

Mr. Shelton. I did not say that. Yes, I said a lack of mobility is 

part of the problem.

Mr. Drinan. But, you use tha t as a reason to justify your failure 

to make progress. And unless you can show that they have a greater 

lack of mobility than people of Italian ancestry, or other groups, do 

you have any evidence.

Mr. Siielton. When I said that about people, I was not talking about 

the Spanish surnamed, I was talk ing about minorities in general.

Mr. Drinan. Do you have any evidence of that ?

Mr. Siielton. Certainly, all I have is the experience I have in terms 

of offering positions and being turned down.

Mr. Drinan. Well, sir, it really does not add up unless you can say 

tha t minorities have a greater lack of mobility than white people, and 

I do not think there is any evidence of that.
On another point, with regard to the statistics about Texas, do you 

have any explanation as to why, in Texas, you are doing apparently 

quite well, in tha t in Texas yon have 13.4 percent Spanish sumamed, 

which is quite commendable, and it is almost up to the representation 

in the total community.

Would you have any explanation why that is so impressive, whereas 

in New York, with 1.8 percent, and California with 2.6 percent being 

so unrepresentative?

Mr. Shelton. Not unless it is the nature of the bureau's work.

Mr. Drinan. Excuse me?

Mr. Shelton. Not unless it is the nature of the bureau's wor k. For 

example, in tha t area you have Reclamation, which is construction, 

and you have National P ark Service and you have the Bureau of Mines, 

and here again you also have the Geological Survey.

I think tha t in terms of the National Park Service, they have a 

history of hiring of persons for park work of t hat kind, and the Bureau of Reclamation hires a lot of people in terms of ditch riders, and 

that kind of thing. And you have the Bureau of Mines.

Mr. Drinan. Well, you are saying, in other words, th at Texas has 

not been characterized by any affirmative program by which they seek 

out Spanish sumamed?

A£r. Shelton. The same kind of a program that is supposed to take 

place in Texas takes place all over the United States. The person responsible for the program is one and the same person, to tell you the 

truth.

Mr. Drinan. Well, th at does not quite explain the disparity to me. 

In any event, would you tell me, sir, the name of the individual who 

turne d down the request for the five additional people, his name and 

title, because I am going to call him up this afternoon. I am just tired 

of being pushed around by people who do not tell us the facts.

Mr. Shelton. Assistant Secretary James Clark.

Mr. Drinan. James Clark. And I would echo what Mr. Waldie said. 

I have been on this committee a lesser period of time than he, but we 

are ju st trying to help you, sir, and help the program, and I am afraid 

tha t we are not as effective as we want to be. and we just want to be 

effective, and all I say is that Mr. Clark should be here instead of you.

Thank you very much.

Mr. Edwards. Mr. Rangel.

Mr. Rangel. Thank you, Mr. Chairman.

Mr. Shelton, has it been your experience th at there is a pervasive 

pattern of discrimination against Spanish-speaking people in this 

country ?

Mr. Shelton. Yes, there has been a pervasive pattern of discrimination against Spanish-speaking persons in the United States.

Mr. Rangel. You do not believe that your Department is guilty of 

the same thing?

Mr. Shelton. Yes, I do.

Mr. Rangel. Then the same concepts that flow through the United 

States as regards prejudice and discrimination exists in your Dep artment, is tha t so?

Mr. Shelton. Yes, sir.

Mr. Rangel. Well, then, Secretary Alorton really would not be 

honest in his summary, as it relates to a response to IMAGE, in saying 

that the findings of an investigation failed to support the allegation of
110

a persuasive patte rn of discrimination against Spanisli-surnamed 

Americans existing within the Department of the Inte rior ? Th at would 

be less than honest, would it not?

Mr. Shelton. We are talking about two different things. One, we 

are talking in terms of generalities, and No. 2, we are talking about 

specifics.

We find tha t on the basis of the evidence submitted, there was no 

basis for that complaint, to tell you the truth .

Mr. Rangel. 1 do not know. I know that there are departmental 

answers and 1 suppose there are congressional, political answers, but 

it would be a lot easier for me if we find out what we are talking about.

You are saying that your Department is not more racist than any 

other department in the United States, right ?

Mr. S helton. That is what I am saying.

Mr. Rangel. But racism does exist ?

Mr. S helton. Certainly, racism does exist.

Mr. Rangel. OK. All right. You answered one of the members here 

tha t we should not be governed by the increase in the number of 

minorities or Spanish-speaking people tha t are hired, tha t other 

factors must be considered, that numbers of people hired and the jobs 

they hold should not be the criteria.

Mr. Shelton. I t should not be the ultimate criteria. I think it is one 

of the factors.

Mr. Rangel. You think it is one of what ?

Mr. Shei .ton. I think it is one of the factors.

Mr. Rangel. It is one of the major factors, is it not ? I mean, unless 

you can say there are no people available to fill the job, and unless you 

can say what efforts you have made in order to get people qualified to 

fill the jobs, you do not expect us, as elected officials, to really look 

beyond anything except what you had in 1970 under the President's 

proclamation, and what you do have in 1974, and why is it tha t you 

have not made any drastic improvement.

So, I do not know what you expect from us, except numbers. There 

are some members of the committee that disagree, and some Members, 

perhaps, of the Congress tha t believe that the Emancipation Proclamation is probably a good step forward and tha t with a little time, 

they will come to the realization of being citizens.

But, if the President of the United States says that he is going to 

have an affirmative action program, equal opportunity for all. and 

specifically sets up a Spanish-speaking cabinet, certainly should we 

not be able to expect more than 0.2-percent improvement in 2 years?

Mr. S helton. I would hope so.

Mr. Rangel. I wish you would let the lady talk directly into the 

mike, because this really is a little—I mean, I do not care who responds, 

but if he is going to respond to what you are telling him. you might 

as well save us the time.

Ms. Graham. Thank you, Mr. Rangel, for letting me respond here in 

this regard. Certainly, as Mr. Shelton indicated formerly, a person to 

l>e hired by the Department of the Interior, or any Federal agency, has 

to be certified by the C ivil Service Commission.

Mr. Rangel. Now, is that really so?

Ms. Graham. Yes. Yes, tha t is true.

Mr. Rangel. I was under the impression that under some special
Ill

legislation th at was geared toward the hiring of minorities, that it was 

not necessarily so.

Ms. Graham. 1 do not know of that.

Mr. Rangel. May I ask the Chair about the schedule A and other 

schedules tha t other departments seem to have been able to utilize in 

an effort to increase their affirmative action program?

Mr. E dwards. We will provide that for the record. I do not know 

the answer to it. [The information on Schedule A positions in the Department of the 

Inte rior follows:]

Number of current “Schedule A” positions in the Department of the Inter ior

Office of the Secreta ry____________________________________ _____ — 21 Bonneville Power Adm inistration^_________________ _______________ 133 Bureau of Land M anagement------ -------------------------------------------------- 548 Bureau of Indian Affairs________________________________________ 10, 057 Geological Survey_____ _____________________________ — --------------- - Bureau of Mines________________________________________________ 411 National Park Sen dee_________________________ 1 Bureau of Outdoor Rec reation _____________________________________ 09 Mining Enforcement and Safe ty Admin istratio n-------------------------------- 107

Total ____________________________________________________11.349

Mr. Rangel. Well, we certainly have found out what the Drug Enforcement Administration did. and they were able to bypass the 

Civil Service Commission criteria in order to meet certain specific 

obligations.

Mr. Wiggins. Will the gentleman yield?

Mr. Rangel. I certainly will.

Mr. Wiggins. In some agencies, and the Drug Enforcement Agency 

was one particular agency, racial characteristics were deemed to be a job qualification, and there was some special hiring to meet those job 

qualifications.

Mr. R angel. And that is a schedule.

Mr. Wiggins. I think so. I will be happy to find out.

Mr. Rangel. All right. Well, let us find out. and I assume that what 

you did do, what you do, is within the guidelines tha t you are work­ ing with, and it seems tha t your major response to IMAGE, as well as to the statistics, the data and so forth, is a strong emphasis on conferences, booths, and conventions.

Ms. Graham. Yes. Let me repeat again, and probably you were not 

here when we indicated the role of the Office of Equal Opportunities. The program implementation is decentralized to the bureaus, where there are Equal Employment Opportunity officers and full-time people 

to carry out the program.

The function of Mr. Shelton and his staff is to establish policy for 

the Department, and see that that policy is communicated throughout the Department, to establish program guidelines based on Civil Service Commission requirements and regulations, and see that those re­ quirements, and regulations, and guidelines are distributed throughout 

the Department.

Mr. Rangel. Well, Mr. Shelton leaves me with the impression th at 

the work precludes the hiring of minorities in areas where there is an 

overwhelming minority population, tha t the percentages, because I, 

like Fathe r Drinan, feel that unless you can specifically talk about
112

mo bility as it r elates to minorities , th en it is c ertainly n ot a f actor t ha t 

we sh ould even consider.

Bu t, as it rela tes to th e na ture o f th e work, if, in fac t, we a re t al ki ng 

abo ut specific pro fessional job op po rtu nitie s, and you are say ing t ha t 

it has l>een yo ur experience th at we do not have m ino rities tra ined to do 

th at work, the n policy is really not im po rta nt, is it? T mea n, you are 

jus t sayin g th at you ca nn ot find anyone qualified to fill the job.

Ms. Graham. W ell, I can certa inly tes tif y to the fact t hat speakin g 

of immobility or lack of mo bil ity f or some minorities , th e De partm ent 

of the In te rior has roughly 900 isolate d facil ities in wildl ife and fish 

ref uges, national parks , m onum ent s, a nd w ha t h ave you. A nd it is difficu lt to ge t m ino rity grou p people, pa rti cu la rly since most o f them are 

located in the F ar W est------

Mr. Rangel. I s it because t he jo b p ay s so lit tle th at p oor people cannot afford to relocate ? 1 m ean , is it a m inority problem ?

Ms. Graham. I t is a m at te r of isola tion in some instan ces of some of 

the po sitions an d categorie s.

Mr. R angel. Whites can assim ilate better th an mi norities ?

Ms. Graham. Yes, because we hav e ha d the exp erienc e of c ert ain ly 

send ing minoriti es into th e Park Serv ice facilities an d finding th at 

they were t he only ones t he re and the y wou ld no t stay. We have had 

th at experience, too.

Th e bu rea us have had th at experi ence, too.

Mr. Rangel. And this is c ompile d in the repo rts so that th e Un ited 

States would be tte r be able to assist you in pr ov iding wh ate ver you believe mi norities need in a ssimilating .

I mean, th is is one o f th e th ings you say to them, th at you rep ort to 

as a problem ?

Ms. Graham. Th ere is a m at ter of housing in some instances, and 

(he re is the m att er of social isolation in some circum stance s.

Mr. Rangel. You m ean discrim ina tio n in housing?

Ms. G raham. Yes.

Mr. Rangel. Does y ou r office not have any influence in th at a rea of 

governm ent?

Ms. Graham. We do, an d we act upo n th at . Bu t, it is mostly the 

social isolati on th at causes minoriti es, when they find them selves in 

facilities tha t are somewhat isol ated th at they become dissatisfied and 

want to move into urb an are as o r into are as with which they are more 

familiar.

Mr. Rangel. We are not ta lk in g about aliens, we are talk in g abou t 

citizens who are Am eric ans w ho have to h ave S pa nish su rnames ?

Ms. Graham. Yes.

Mr. R angel. And it has been yo ur exp erie nce th at th ei r tics to the 

home lan d have been so gr ea t th at the y have been unable to a ssim ilate 

in a normal Am eric an sit ua tio n ?

Ms. Graham. I a m aw are o f the f act t ha t the N at io na l Pa rk Se rvice 

has ha d extensive recruitm en t efforts in the Sou thw est, which would 

req uir e th at the Spanish sp eaking move away fro m th ei r areas, th eir 

homes i n New Mexico a nd A riz on a, to the natio nal pa rk facilities.

Mr. Rangel. W ha t p roble ms have th e m ino rities fo un d in New York 

where I see out of 396 employe es, 7 are Sp an ish surna me d? Is that a 

questio n o f ass imilat ion or iso lat ion ?

Ms. Graham. I th in k we hav e only 100—let me see how ma ny employ ees we have in New Y ork .
113

Mr. Rangel. This sheet says 396.

Ms. Graham. There are actually 407. The National Pa rk Servico 

employs 203, and tha t is not in New York City, sir. This is for the 

State of New York. We do not have a New York City oflice.

Mr. Rangel. Well, the State. Has that been considered one of the 

barren areas where Spanish-speaking people just do not like to live, 

in New York State?

Ms. Graham. Most parks, National Park Services facilities are out 

in the boondocks, so to speak.

Mr. Rangel. So New York State would apply as to one of the 

isolated areas where mobility is a factor ?

Ms. Graham. Yes, 1 would say so.

Mr. Rangel. And the nature of the work and mobility would account for why only 1.8 percent Spanish-sumamed people are employed 

out of some 400 in the State of New York ?

Ms. Graham. I would say so.

Mr. Rangel. Well, let me ask this. Do you work at all with the office 

of the Spanish-speaking cabinet ? Is there a relationship between your 

office and that cabinet?

Ms. Graham. No, not ongoing. We have had contact with the Cabinet 

committee on several occasions. They have requested information from 

us, which we have provided.

We have sought applications.

Mr. Rangel. Tha t is a Cabinet position, which I understand under 

the law that the chairman of that Cabinet meets periodically under the law with other Secretaries, in order to facilitate the hiring of 

Spanish surnames. Have you asked for assistance from that Cabinet ?

Ms. Graham. Yes, we have.

Mr. Rangel. Well, could you tell me what the relationship is, rather 

than them requesting information ?

Ms. Graham. It is not an ongoing relationship. We have sought 

candidates fo r the positions that we have tried to fill in the Washing­ ton headquarters office to deal with the 16-point program in handling 

and administering it.

Mr. Rangel. It is my understanding that this office was not to serve 

as an employment resource, but to cut a lot of the redtape in terms of 

hiring, and to deal directly with other Secretaries and members of the 

President’s Cabinet, even far more so than a legislative committee. It is just my understanding that this Cabinet position was created to assist you in getting what you need in terms of existing regulations. 

Is that your understanding of the Cabinet, Mr. Shelton?

Mr. Shelton. That is my understanding of it, yes.

Ms. Graham. The Cabinet committee has quite a bank, a talent bank.

Mr. Rangel. I am not saying it should not be used in order to get 

people. But, it is mv u nderstanding that this position was allegedly created for you to be able to cut through the bureaucracy to meet your policy demands, or the demands tha t have been made of you 

under the law. Of course, we have also heard that it was just created politically, in order to enhance the reelection of the President. I would like to 

know what your experiences have been.

Mr. Shelton. We tried to cooperate, we tried to utilize the talent
114

bank that they have. We have certainly not called upon them as an 

adjunct to put pressure on the Secretary, if th at is what you are ta lking about.

I think that, as I find it, the Secretary certainly has a commitment 

to equal employment opportunity. Last Friday in the staff meeting, 

at that time, EEO was one of the principal topics of discussion, and he 

indicated that he was sick and tired of the bureaucracy giving lip service to EEO and to get on with the program.

Air. Rangel. Is tha t the same person that is responsible for your 

being denied people?

Mr. Siielton. I am talking about the Secretary now.

Mr. Rangel. AVell, if he has such a strong commitment, could he not 

give you five people to assist you with your commitment?

Air. S iielton. I have not had time to go back and utilize the Secretary 's statement of last Friday to talk to the Assistant Secretary, Air. 

Clark, saying let us get on with this subject.

Air. Rangel. You have had to hear from the Secretary to make a 

statement in order for you to-----

Air. Shelton. No. I did not. I had gone to the Assistant Secretary 

and talked to him about these positions and nothing was forthcoming. 

It just seems-----

Mr. R angel. Air. Shelton. I think you recognize that all of the committee members want to assist you in doing a job that you can be proud 

of.

Air. S helton. I understand.

Air. Rangel. And from your testimony. I understand you are doing 

the best you can with what you have to work with.

Air. Siielton. I think so.

Air. Rangel. And it seems to me that the reasons for whv there has 

been no substantial improvement in the hiring of Spanish-speaking 

people is due to the factors which are not under your control.

AVell, you are not in charge of mobility, of emotional feelings about 

where people want to live.

Air. Shelton. That is true.

Air. Rangel. So giving a report to us in connection with the mores 

of Spanish-speaking people in terms of whom they would like to live 

with, you might allow us to investigate this, because, they might have 

implications as to whether or not Spanish-speaking people can assimilate to military conditions, or whether they should be subject to the 

dra ft, or a variety of things that could be associated with minorities 

tha t we are not familiar with, if this is a factor tha t you have to deal 

with based on people turn ing down job opportunities for meaningful 

experiences in working with our Federal Government.

Air. Shelton. I can only talk in terms of my own experience. I am 

not generalizing.

Air. Rangel. Well, if we have your experience in writing, perhaps 

we can find out from other agencies whether they have similar experiences where black and Spanish speaking just do not like to travel.

Air. Shelton. Do you want me to document it?

Air. Rangel. I wish you would. And in addition to that, I would like 

to know this term “the nature of the job’’. Of course, that bothers me.

If you were the American Aledical Association, I could understand 

what the qualifications are for a job, and unless I could produce
minority doctors, then, of course, I should not be in a position to complain, it they are just not available.

You indicate that you used a number of qualified applicants and tha t a number have accepted. I t could be the nature of the problem to get qualified applicants, and it seems to me that your statistical in­ formation, which 1 would be relying on, could never be substantially improved unless we find out why you do not have qualified applicants. 

Mr. AYaldie. Would the gentleman yield ?

Mr. Rangel. Yes, but the good Fa the r asked as to what was being projected. Now, 1 do not know whether improvement is from 2.0 to 2.2 in a 3-year period, I don't know, it could really be a dramatic improve­ ment. but I am certain that this is not what President Nixon was talk­ ing about when he created the Spanish-speaking Cabinet. I think you would agree with tha t, and so any improvement, in fact, if there are decreases in Federal expenditures, if there are Federal cutbacks th at your Department must sutler, they could have a very adverse effect, and if seniority means anything, on what your statistics would be next 

year.

Mr. Siieltox. That is true.

Mr. Rangel. You have to help us protect you in order to protect 

these people, and it seems to me that what I need, since from what you have given me you say we should not rely on statistical data-----

Mr. Shelton. That is right.

Ms. Graham. Not that alone.

Mr. Rangel. Not tha t alone. Well, you have to give me what else I have to relv on. and that is what happens with the qualified app lica­ tion. We will rely on statistics, but we will take into consideration why 

those statistics are so poor, and the reasons for it. If it is going to be mobility, that should be spelled out. If it is going to l>e lack of qualified applications, then you should have a breakdown as to what jobs are involved. It is rather embarrassing for me to find out in any given location that we should be asking these questions only to get a response that they require Ph. D.’s. If that is the situation, then perhaps we should be looking at our college grants, we should be looking a t Government as­ sistance. and perhaps be looking at some of the people that are being discharged from the m ilitary and see whether or not they were forced to take courses in certain sciences because they felt there was a need 

for people, rather than minorities. Now. we want to assist, and that is our job. not to be critical. But. it is rather disheartening to see th at everyone is doing the best they can. and yet they are not in control of anything to make improvements. And I would like to know what are the breakdowns on the job oppor­ tunities within your Department, and what are the qualifications and what suggestions you have where Government can assist perhaps in the public and private sector in preparing minority peoples to meet 

the qualifications. I am convinced that if the nature of the relationship between your agency and the Congress was one, so you would not be funded unless these jobs were filled by the minorities, and I do not suspect that we will get legislation like that, that you would come up with innovative 

ways to meet that responsibility. Again, I am not being critical of you. but in a racist society, with the
116

racist departments, we should hear more than you are doing the best 

you can under a racist situation.

Mr. Wiggins. Will the gentleman yield for one question?

Mr. Rangel. I yield.

Mr. Wiggins. Do your job applications have racially identifying 

data on them?

Mr. Shelton. No; not at all.

Mr. Wiggins. In any way?

Mr. Siielton. Well, sometimes you can tell because of the nature of 

the housing patterns in the United States.

Mr. Wiggins. This is a ll ; nothing specific ?

Air. Shelton. You can sometimes tell by the university th at a person attends.

Air. Rangel. Tha t they are a minority?

Air. S helton. Especially for blacks.

Air. Rangel. You can tell by the university whether or not the applicant is white or black?

Air. Shelton. I th ink so in some instances.

Air. Rangel. Well, do you not need a tool, do we not have to have a 

tool where you cannot violate the civil right statutes in saying this 

is what I am looking for in the university, and this is what I want to 

know, as to which applicants are black, Puerto Rican and Chicano? 

Is that so violative of civil rights?

Air. Shelton. In many instances I have been told by recruiters that 

when the recruiter goes in and talks about how all lie wants to see is 

minority applicants, in many instances he is put out of the door.

Air. Rangel. If that is his job, h iring minorities, he should not say 

it. but let you know who are the minority applicants.

Air. Wiggins. If you would yield furth er, some members on this 

side. Air. McClory and myself, were on the floor declared to be if not 

racists, at least leaning in that direction bv suggesting th at there was 

a need for statistical (lata which can only be obtained by having some 

racial identification on an application, and it was fought very vehemently by those who disagreed, because it was felt that it had some 

racial motivation.

All-. Rangel. And perhaps there are some people on the floor that 

you would suspect. But, I would not be included in that group, since 

we had to go to the New York State Legislature and make that same 

type of a revision in ou r applications in order to have a better understand ing of the number of minorities th at apply.

Air. Wiggins. I agree.

Air. Rangel. Thank you. Thank you. Air. Chairman.

Air. Edwards. AIs. Chavez?

Air. Waldie. Alay 1 ask a question?

Air. Edwards. Yes; go ahead Air. Waldie.

Air. Waldie. I listened to Air. Rangel's questions and your answers, 

and I got the impression that the factors prohibiting your getting a 

better record tha n we have now are beyond your control, such as mobility. such as cultural reasons for not wanting to locate in isolated 

places, and yet you have suggested tha t five more employees would 

enable you to do a better job.

What would those five employees do? Where are you not doing a 

sufficient job now that live more employees would assis t?
117

Task the question nor m a critical sense, though in the factor tha t led to the poor showing th at I th ink has been made in the Department as being beyond y our control, then why would five more employees

assist? , . ,

Mr. Shelton. Well, first of all, I certainly would like to have my staff spend a lot more time in those areas of large minority concen­ trations. I thin k that we have go to do a job a t the community level, maybe starting with parents, gettin g them to motivate their children 

to take a different direction. . ,

Mr. Waldie. Wa it a minute. Is that the Department of the Interio r s 

responsibility?

Mr. Shelton. I think we have the responsibility to generate the resources tha t we are going to need. T hat is the way I see it, because it seems to me that the way tha t recruitment fakes place now. tha t there is little sensitivity on the part of a recruiter in the terms oi the cultural differences as relates to minority status.

Mr. Waldie. W hat you are really saying is that racism exists in the 

recruiting?

Mr. Shelton. T beg your pardon ?

Mr. Waldie. W hat you are really saying is politely and gently, that 

racism exists in the recruitment?

Mr. Shelton. I think so.

Mr. Waldie. Well, to get more employees into your shop would not 

eliminate that, would it?

Mr. S tielton. Not entirely.

Mr. Waldie. What we. really have to do. it would seem to me. is to have a report from someone of responsibility in each of the dep art­ ments saying exactly what you are saying, that racism exists in this recruitment, and until tha t is eliminated, any problem of bringing a better proportion of minorities into employment will never be solved. T get the impression that it is very difficult in this field to criticize openly. I believe racism does exist, and T do not see any reason—well, I see every reason why you should be the, one responsible with your people for the objective of pointing a finger and saving, in this agency, in this facility, in Menlo Park, or wherever, racism has existed and 

the recruiting pattern demonstrates it. Now, th at would seem to me to be a heck of a lot more constructive in bringing about a response than exhibits at conventions and passing out literature and educating youngsters from prim ary grades on up. and th eir parents, to take a job with the Department of the Interior. I just think you are looking at a quiet, soft, do-not-rock-the-boat approach, when we have tried that, and I did not find progress, as your statistics indicate it to be. And it seems to me that we ought now to try a different approach for people who have the responsibility that you have, and that ought to be to call things what they are in terms tha t people understand, and not the gentle phases that you use tha t do not cause any abrasiveness.

Mr. Rangel. Will the gentleman yield?

Mr. Waldie. yes.

Mr. R angel. In recent months, one person in a similar position was raising questions that Mr. Waldie raised and she was fired. And it took a lot of political pressure to have her reinstated.
118

1 sug gest th at it might have been be tte r assistance to you to talk 

with us in executive session, an d we would like to ext end th at in vi ta ­

tio n to you. ra th er th an to have you in a position of criticizi ng those 

peop le th at you have to repo rt to. An d I certa inly volun tee r to be of 

any a ssistance to von o utside of being jus t a m ember of th is committee, 

because we recognize how difficult it is f or you to ju stify pe rhap s your 

pay, when you are sup pos ed to say you are doing a good job, if, in 

fac t, you do not have th e tools t o w ork wi th.

So, I can see where v on cou ld be in th at position. Bu t. T offer to you 

as a vehicle to assist us. p erha ps the route o f tes tif ying in executive session. or co nta cting me in dividu ally to see w hethe r or not we can ge t you 

some tools to work w ith.

Mr. E dwards. Ms. Chavez.

Ms. C havez. Th an k you. M r. Ch air ma n.

T jus t wanted to get one point clar ified at th is point. When Ms. 

Gr ah am resp onded to one of the questions fro m Mr. Rangel, T believe 

th at you said th at there was a problem in ter ms of Spanish -sp eakin g 

pers ons moving ou tsid e of the are a from which they came in orde r to 

acc ept positions with the Dep artm en t of the In te rior .

1 am a n ativ e of th e South we st, a nd it has been at least my recollection th at most of the na tio na l forests in the Un ite d State s are loca ted 

in the Sou thw est, and T am just wo nderi ng w hether o r not there isn ’t 

some sort of a d isc rep ancy in what you told us, an d the fact th at most 

of the p arks are located in t he Southw est ?

Ms. G raham. As T ind ica ted , Ms. Chavez, th e prog ram imple me nta ­

tio n is dec ent ralized to th e Burea us. T he Bu rea us have rep ort ed to us. 

and pa rti cu larly the Na tio nal Par k Serv ice, th at the y have rec ruited 

exte nsively in the South we st, p artic ul arly New Mexico, and are unable 

to get the Chicanos to move away from th eir fam ilie s, to go into the 

pa rk s where the y would have to reside to occupy p ositions.

Some of them were full time, some of them seasonal. Most of them 

seas onal. T would say.

Ms. Chavez. In no rth er n New Mexico especia lly, the re are ma ny 

pa rk s and o f course, th ere a re a large num ber of Sp anish -sp eaking res idents there, some o f whom have had fam ilie s th at have lived the re fo r 

well ove r 200 years. It does seem tha t this w ould not pre sen t a prob lem, 

if recruitin g was done at least among these pers ons, th at there should 

be some Sp anish -sn eakin g p ersons available.

Ms. Graham. We ll, ou r records show th at we hir ed 217 seaso nals 

as o f Ju ne 30.

Ms. Chavez. Some othe r problems tha t were raised du rin g the question-and-a nswe r period, I know much of yo ur tim e has been devoted 

and the answ ers vou have given us. hav e been respon ding specifically 

to the n um ber of In di an s in Prefe ren tia l hirin g. An d. as I understand, 

the De pa rtm ent of the In te ri or has s up pli ed the minority counsel fo r 

the sulx’onunittee with statist ics fo r Snanish -su rna me d employees, not 

o n lv full-tim e em plov ees throug ho ut th e agen cy, b ut also exclud ing the 

Bu rea u of Indian Affairs and exclu din g In dian s emp loye d by the B ureau of Ind ian Affairs.

And I am wo ndering if you could supp ly us. fo r the record, these 

stat istic s so that we can includ ethe m?

[A copy of the sta tis tic s referre d to follow s:]
119

U.S. DEPARTMENT OF THE INTERIOR FULL-TIME EMPLOYMENT FOR 1971-73

Total

fn ll- Negro

Spanish 

surname •

tim e - 

employment

Number Percent

Num ­

ber Percent

American

Indian

Oriental

Total

minority Percent

Nov. 30, 1971 ......................... . . 63,161 2.956 4.7 1,299 2.1 10.157 411 14,823 23.46

Minus Indians in BIA ___ . . 53.442 2.956 5.5 1.299 2.4 438 411 5,104 9. 55

Nov. 30. 1 97 2............. ........... .. 63.773 2.893 4.5 1,320 2.1 10, 792 403 15.413 24.16

Minus Indians in BIA___ 53. 433 2, 898 5.4 1,320 2.5 452 403 5,073 9.49

Dec. 31, 1973_____________ .. 63.655 2,812 4.4 1,370 2.2 10,952 471 15,605 24.5

Minus Indians in BIA___ 53. 154 2.812 5.3 1,370 2.6 451 471 5.104 9. 6

Mar. 31, 1974______ ______ .. 64,041 2,781 4.3 1,395 2.2 11,264 475 15,915 24.8

Minus Indians in BIA___ . . 52,777 2. 781 5.3 1,395 2.6 446 475 5,097 9. 7

June 30, 1974 ___________ . . 72,123 2.125 4.3 1,587 2.2 10, 760 539 16,011 22.0

Minus Indians in B IA .. .. .. 61,375 3.125 5.1 1,587 2.6 709 53J 5,960 9.7

Just looking at the copy that I have, it looks like in December 1973, the full-time employment of Spanish-surnames in the Department of the Interior is 2.15 percent. However, if you exclude the Bureau of Indian Affaire, it still only moves up to 2.4 percent for that same time period, and excluding Indians employed in the Bureau of Indian Affairs, it moves up to 2.59 percent. But, the very highest figure, the highest is still only 2.58 percent. 

I just wanted to make sure that these are accurate ?

Ms. Graham. Yes, 2.58. I will call it 2.6 percent, hut I am sure you are right. I hope that we have made it clear to you why it is important 

to exclude the Indians.

Ms. Chavez. Yes.

Ms. Graham. Employed in BIA. because nobody can compete for 

those jobs.

Ms. Chavez. Also, that brings up another question that has been raised here. When this subcommittee held hearings 2 ^ years ago on Federal employment problems for Spanish speaking, and issued a re­ port subsequent to those hearings, one of the recommendations that was passed unanimously by the members was th at minority persons be allowed to identify themselves when they apply for jobs, so th at the Civil Service Commission could, in fact, keep more accurate 

statistics. IIow are Indians identified in terms of the preferential hiring sys­ tem. Do they identify themselves in some way. or are they identified by supervisors, as are most minorities in the Civil Service Commission?

Ms. Graham. They have to show certification that they are one- quarter Indian blood or they are not entitled to Indian preference.

Ms. Chavez. So Indians are required to state that they are Indian.

Mr. S helton. But. for the record, that only applies to the BIA.

Ms. Chavez. To the BIA. The reason that I bring it up, as Mr. Wiggins stated, is that this has been a concern of the subcommittee before, that, we might get more accurate statistics if all minorities were required to provide that information. Right now. the Civil Service Commission has supervisors identify whether or not the person is Spanish-speaking, or American Indian, or black, or whatever.

Air. Shelton. May I speak to tha t ?

Ms. Chavez. Sure.

Mr. Shelton. I do not know whether you know it or not, but some 

years ago there was a move afoot through the auspices of the Civil Service Commission in terms of self-identification. On the first trial
120

run, th is p ilot stu dy w orked very well. The second was a real fiasco, in 

th at the employees took th e position th at it was none of any body's 

busin ess wh at th ey were.

And we fou nd a ras h of p eople being called India ns, which was way 

out of pro portion, which we knew were being hired in the Feder al 

Government, so tha t is not a panacea.

Ms. Ciiavez. A s I recall, the Civil Ser vice Com mission te stified befor e t he subcom mittee back in 1972, and they did cite the fea sib ility of 

a s tud y th at you are r ef er ring to. An d. as J u nd ersta nd , tha t was ta ken 

pr ior to the onset o f the affirmative acti on prog rams?

Air. S helt on. Th at is correc t.

Ms. Chavez. T ha t was in fhe early 1960's, I believe, and the re may 

be some difference now. T he Civ il Ser vice Commission last year issued 

a repo rt reco mmending th at minority persons be allowed to ide ntify 

themselves.

Th e repo rt is e nti tle d “T he Rig ht T o Kn ow .” An d we will ref er to 

th at in these hearings.

On page 4 o f y ou r sta tem ent, you mentioned the conference held in 

Denver on Fe br ua ry 19, 1971. to discuss op po rtu nitie s fo r Spanishsurna me d Americ ans, an d you also men tion th at in Sep tem ber o f this 

year, the Office of Perso nnel Manag em ent mad e follow up visits to 

Bu rea u facilities to see wh at plan s were being imp lem ented in reg ard 

to comm itments made at the conference.

I am wo ndering if you hav e any writ ten rep ort of the find ings on 

those followup visi ts ?

Ms. Graham. Yes. I believe it is not in the exhib its, bu t I can certa in ly leave a copy with you. because I do hav e a copy.

[T he reports of follow up visits follow :]

F ollowup Vis it ox E E O Sp a n is ii -Surn amed P rogram, E ngine ering and

Researc h Cen te r, B ureau of Reclamatio n, Denv er. Colo.

Our visit with Center officials began at 8:30 a.in. on September 24 in the Personnel Office with Paul Olbert. Acting Personnel Officer an<l Head, Compensation 

& Labor Relations Section. We were joined lat er by Chuck Roybal, Personnel 

Management Trainee, who had been recruited through a formal cooperative 

educ ation agreement with fhe University of Colorado in fulfillment of the Bureau’s commitm ent for the E&R Center during the February Conference.

Since February, the Center has hired two perm anent SS employees among 

a total of 54 new hires; 2 temporary SS employees among a total of 31: and 

8 SS summer aides among a tota l of 18. The total workforce (1.387 as of November 30, 1070) currently includ es 31 Spanish Americans. 27 Negroes, 13 Orientals 

and one Indian. There is one additional SS employee over and above th e total SS 

workforce as of November 30. 1071. There are 12 minority Stay-in-School employees—6 Spanish surnamed and 6 Negroes.

Our discussion centered on the findings of the CSC special EEO inquiry conducted in the Spring, and the Center’s plans for improving the effectiveness of 

managem ent’s effort as outlined in the Center response to the Commission dated 

August 25. 1071. (A copy of that response is attached). The Center’s EEO program is currently under development including the establishment of an EEO 

Committee targeted for October with represen tation of each of nine indeiiendent 

division managers. The Committee's first action will be to develop a local supplement to the Bureau's revised Plan of Action. EEO Coordinator, Shirley Stokes, 

& FW P Coordinator Shirley has FWP Committee.

Shirley Stokes, the full-time EEO Coordinator and FWP Coordinator, was at 

the Burea u’s head qua rters office du ring our visit. We were able to complete our 

review of the Bureau’s committed actions for an improved program in discussions 

with Shirley following our ret urn to Washington. The seven employees identified 

tin the attached response to CSC) for the upward mobility program as m inorities 

included in fact only one minority—a SS Engineering Dra ftsm an. GS-3, promoted
121

to Elec trical Engineering Tecli. (D rafting ), GS-4. The others were non-minority 

and included five women and one handicapped male employee.

We are impressed with the strong organization proposed to adm inister an 

effective EEO program for the first time. Mr. William Lange, Jr., Chief, Division 

of Management Support, will have overall responsibility as EEO Officer. The 

EEO Committee will have top represen tation from each division delegated to 

speak for the division heads. Mrs. Stokes alread y has organized an FWP Committee of women to assis t her with the Federal Women’s Program, and has 

initiated a survey to identify women with potential for development. There are 

five fully trained EEO counselors who also will be utilized in the development of 

program.

We suggested a possible inter-agency organization (In terio r facilities in the 

area ) for exchange of ide as and information on job vacancies.

One of the projects accomplished by Chuck Roybal las t summer was to s et up 

a conference of all the Summ er Aids (many of whom were minority group members) at the Federal Center, which helped in their orie ntation to the world of 

work and to the F ede ral government as a n employer. He has worked closely w ith 

the EEO Coordinator on much of the equal employment operation of the Center.

Followup Visit on EEO Span ish-Surnameo Program, Denver Service Center, 

Bureau of Land .Management, September 23, 1971

For 3 hours during the afte rnoon of Septem ber 23rd, we visite d with the personnel officials of the Denver Service Center including George Ilolte , Bill Griffith, 

Ruth Mickey, Dick Loya, and Lillie Burnham. For part of the discussion we were 

joined by Vicki Kohler, Dorothy Corona, and Florence Glickman, especially concerning the Women's Program. Messrs. Oliver Johnson and Andrew Ondrof were 

also present for the last pa rt of the meeting.

Bureau commitments presente d during the Febru ary Denver Conference included five (5) beginning professional positions ear marked for recruitmen t of 

Spanish surnam ed. Toward this goal one Civil Engineer was picked up under a 

perman ent appointment by the Denver Service Center. One Spanish surnam ed 

employee previously serving in a clerical position in New Mexico was selected to 

undergo beginning professional training in the L&M T rain ing Program in Phoenix, Arizona.

Other appointments comm itted during th is employment season for the Spanish 

surn ame d were 25 technician and aide and 15 clerical positions. Progress to date 

reveals that this goal has been exceeded in the four States covered, a nd tha t new 

SS accessions had totalled 50 by September 17, 1971. Most were temporary appointmen ts with a grade range of GS-1 thru GS-5. Four perm anen t appointments, however, included Cash Clerk, GS-5, and Clerk Stenographer, GS-3, in 

New Mexico; and Card Punc h Operator GS-1, and EEO Specialist, GS-12 in the 

Denver Service Center. The chief difficulty in the Denver are a is that few SS 

candidates app ear within reach on the CSC registers.

Dick Loya, the new DSC EEO full-time coordinator, has so f ar been concentrating on the Service Center’s own program and problems, af te r which it is planned 

that he will get out to the States. He is working on esta blishing some cooperative 

education program s, perh aps first with Metropolitan Sta te College in Denver. 

Also, he would like to see each BLM office in the Service Center are a adopt a 

school, such as the Las Cruces District Office adopting New Mexico Stat e University in Las Cruces. To fu rth er this, he plans to make a survey of all schools to 

see which ones would be most appropriate, etc. Such programs would assure 

within the next few years a substan tial number of SS employees with college 

degrees in land and na tural resource subjects. The personnel ceiling and pay 

aspects of the programs need to lie worked out at the Bureau headq uar ters level, 

and Mr. Holte indicated that he would submit a proposed plan to this effect to 

Washington.

Featu res of the improved organiz ation at DSC for EEO program implementation included the assignment of Dick Loya and his full-time EEO Specialist 

ass istant, Lillie Burnham, to the D irector’s office.

A film entitled “Mexican-American Heritage and Destin atio n” was shown at 

the DSC on September 16 and abo ut one half of the work force attended. The 

superviso ry training conducted by the DSC also makes use of films of this type.

Considerable discussion took place concerning the DSC Women’s Program, 

including the fac t that the two Women's Coordinators had very busy jobs and
122

fo un d it difficult to inv olve th em se lv es in th e pr og ra m as muc h as de sirable. It 

was su gg es ted th a t to “g et th e pro gr am off de ad cente r” Vicki K oh le r's d ra ft 

ac tion pl an he ci rc ula te d and se rv e as th e ba sis fo r disc us sion in sm al l mee tin gs 

of th e wo men a t th e C e n te r; th e final pro gr am co uld th en be kick ed off by th e 

C en te r Dire ctor .

O th er s ug ge stions mad e w er e th at Di ck L oy a s ta rt tr avell in g a ro und th e se rv ic ­

ing are a an d sh ow ing up in S ta te Offices as soo n as po ss ib le ; an d th a t th e fo ur 

m ajo r bu re au s in D en ve r sh ou ld get to get her pe riod ic al ly to ex ch an ge id ea s an d 

he lp e ac h oth er in th e EEO a re a.

F ollowup Vis it ox E EO Spa nis h-Subnamed P eogbam, R ocky Mountain R egion, 

Geological Subvey, Septembeb 22, 1971

F o r 2% hour s duri ng th e af te rn oon of Se pt em be r 22 we vis ited w ith th e p erso nn el officia ls of th e Ro ck y M ount ai n Reg ion in cl ud in g Ji m Han so n, Bob B arr , 

an d Messrs . M us se r and Flo re s. Tn pre para ti on fo r th is vis it a co mpreh en siv e 

fo ld er ha d been pu t to get her co nt ai ni ng co pies of a ll th e var io us corre spon de nc e, 

do cu m en ta tion , st at is ti cs , etc ., pert ain in g to th e su bj ec t, which prov ed very he lpfu l in our dis cu ssion an d al so was va luab le in th e oth er th re e follo w- up vis its 

we su bs eq ue ntly co nd uc ted. A cop y of th e co ve r sh ee t to th e fo ld er, “S um m ar y 

of A cc om plish men ts under 16 P oin t Pro gr am ,” is a tt ac hed .

Sinc e th e D ep ar tm en ta l co nf er en ce in F eb ru ar y, th ere hav e been 10 new hir es 

in th e Rocky M ou nt ain Re gion of Spa ni sh Sur nam ed in div id ual s, br in gi ng th e 

to ta l SS emplo yee po pu la tion up to 108, or slig htly ove r 5 per ce nt of th e to ta l 

wor k force. As fo r Su mm er Aids in 1971, 17 of th e 26 hir ed w er e SS (a nd seven 

blac k, mak in g 24 of 26 m in ori ty gr ou p m em be rs ). The Su m m er Aids wo rked ou t 

we ll an d som e of them rece iv ed $35 ac hi ev em en t aw ard s a t th e en d of th e 

su mmer.

On e of th e main an d sign ific an t fe atu re s of th e Reg iona l EE O pr og ra m is th e 

polic y of in fo rm in g ea ch an d ev er y m in or ity gr ou p o rg an iz at io n in th e ge og raph ic 

a re a of ea ch an d ev ery vac an cy th a t oc curs. The li st of su ch or ga ni za tion s in 

Den ve r an d in ev ery o th er lo ca tion ar ou nd th e region w her e Su rvey ha d em ­

plo ye es is ex tens ive. Reg io na l fa ci lities are re qui re d to re port on all co nt ac ts 

mad e and th e re su lts . Mr. H anse n m on itor s pe rs on al ly po sition s filled in wh ich 

m in or itie s were co ns id er ed an d no t selecte d. Con ta ct s w ith th es e grou ps is no t 

lim ited to th is one m a tt e r; var io us le tt ers ha ve been se nt to such grou ps conce rn in g em ploy men t an d care er de ve lopm en t opp ort unitie s in ge ne ral, an d man y 

pe rs on al co nt ac ts are mad e. F o r ex am ple, th re e SS co mm un ity gr ou ps in Den ve r 

(L UL AC , SE R. an d LA RA SA ) ha ve r ec en tly been in vi te d to s en d re pre se nta tives 

to th e Re gion al Office in th e F edera l Cen te r to to ur th e actu al wo rk si te s an d 

become liet te r ac qu ai nt ed w it h ty pe s of work be ing per fo rm ed an d th e sk ills 

ne ed ed . By coinc ide nce, th e tw o SE R r ep s were m ak in g th is to u r on th e a ft er noon 

we were visitin g, an d we had th e op po rt un ity to mee t th em bri efl y. The y see me d 

pl ea se d w ith w ha t th e Re gion i s do ing a nd a ppr ec ia te d th e to ur.

On e of the more unusu al EEO ef fo rts co ns ists of tw o Geo logists ou tfitting a 

mob ile l ab w ith te ch ni ca l and sc ie ntific e qu ip m en t an d ta kin g i t to Man ua l T ra in ­

ing H ig h Sch ool in D en ve r to l et th e s tu den ts (m ai nl y bl ac k) oper at e th e an aly ti ­

ca l eq ui pm en t an d becom e in te re st ed in pre pari ng th em se lv es fo r ca re er s in 

Su rv ey . Pla ns are no w pro gre ss in g to ta ke th e la b on a to u r of so ut he rn blac k 

colleges .

We had co ns id er ab le di sc us sion ab ou t th e EE O Com m itt ee (a rep fro m ea ch 

Division in cl ud ing th e W om en 's C oor di na to r) : revi sion of th e Ac tion Pla n (it’s 

pr oc ee di ng in co nj un ct ion w ith th e revision of th e o ve ra ll B ure au p la n) : th e E EO 

p a rt of th e su pe rv isor y tr ain in g pr og ra m co nd uc ted by th e pe rson ne l office: an d 

th e us e of fo ur di ff er en t fil ms on Spa nish American s, bl ac ks an d American 

In dia ns which som e 700 em ploy ee s ca me to view. Bas ed on th es e dis cu ssions, we 

m ad e se ve ra l su ggest io ns:

In vo lv e th e W om en ’s C oo rd in at or more he av ily in all EE O m at te rs , in 

th e de ci si on -m ak in g: perh aps ge t her su rn am e on all w ri tt en m at er ia l.

H av e th e EE O Cou ns el or C oo rd in at or hold pe riod ic m ee ting s of all th e 

Co un selors, to co mpa re im pr es sion s, disc us s m utu al prob lems, etc.

U til ize th e EEO port io n of th e D ep ar tm en ta l em pl oy ee /sui ie rv isor y qu es ­

tionnair e to ob ta in a sa m pl e of op in io ns /v ie w s on EEO fr om workforce . 

F u rt h e r det ai ls of th e Reg io n's EE O Sp an ish Sur na m ed pr ogra m ef fo rts are conta in ed in th e ab ov e-men tio ne d fo ld e r; we were im pr es se d w it h th eir exte nt and 

in no va tio n.
123

ROCKY MO UN TA IN REGIONAL EQU AL EM PLOY ME NT OPPO RTU NITY

Summ ary of Accomplishments Under 16 Point Program

1. Issued three memos to all operating officials outlining 16 Point Prog ram and

emphasizing hiring the Spanish Surnamed.

2. Conducted a survey of key occupations with low Spanish Surnamed incumbency and developed plans with Adm inistrative, Wa ter Resources, and 

Topographic Divisions for rec ruiting and hiring Spanish Surnamed as 

vacancies occur. 3. Presented fou r Spanish-American and other minority group oriented ••awareness" films to approxim ately 7(H) employees in the Denver area.

4. Continued established program of referring all vacsuicies Region-wide to

major Spanish-American organizations (as well as others) for refer ral of 

applicants.

5. Esta blish ed a sym path etic “contact" for Spanish-surnamed citizens who

desire assista nce in approaching the Federal complex.

6. Visited three ma jor Spanish-American organiz ations in Denver are a and

estab lished an effective liasion for enhancing employment possibilities for 

Spanish-American citizens. 7. Arranged first of a series of tou rs of Survey ins tallation s in Denver for

Spanish-American organizations.

8. Hire d 10 Span ish-S urnamed applicants since date of Departm enta l EEO

Conference on 2/19/71 (Resulted from requests in item 10).

9. Hire d 20 Span ish-Surnamed applicants since date of President’s 16 Point

Program, 11/5/70 (Resulted from requests in item 10).

10. Made 118 requests to major Spanish-American orga niza tions for referr al of

applicants. 11. Hired 17 Spanish-American Summer Aids in the Denver area for the 1971

Summer Employment Period.

F ollowup Visit on EEO Spa nisii-Surnamed Program, Western Administrative Office, Bureau of Mines, September 23, 1971

For 21

/. hours durin g the morning of September 23 we visited with the personnel officials of the Western Administrative Office inclu ding H arold Graham, Ruby 

Alexander, Freda Dilbeck. and Ralp h Hay. In prepar ation for this visit a 3-page 

statem ent of the Spanish Surn ame d EEO activities of the Office had been prepar ed (copy enclosed) ; in addition, a complete list of minority group employees 

throug hou t the orga nizations serviced by the Office was handed out as well as 

seve ral iwiges of personnel actions indicating upw ard mobility for specific 

mino rity group members in Denver, Laramie and Salt, Lake City.

The Personnel Officer is the EEO Officer, and he also serves as an adv iser to 

the EEO Committee, on which the re are representativ es of all minority groups 

and various grade levels. Ruby Alexander is the Women's Program Coordinator. 

The committee is quite activ e,.helps in locating SS a pplicants, helps them understand the application process, and has set up a buddy system for new hires which 

helps with any transp ortation problems, etc. Two SS professional employees, a 

chemist and a programmer, serve as active recr uiters.

While there appears to be more SS applicants on CSC reg isters (the y were 

ju st able to hire a GS- 5 Computer Technician off the regis ter ), it is still very 

difficult to reach most of them because registers are loaded with veterans and 

with college gradua tes trying to get into the Fed eral service thro ugh any device 

l>ossible including clerical jobs. Hence few minority group members are within 

reach and can be certified. An additio nal difficulty is the apparen t lack of inter est on the part of many ap plican ts; often several interviews have to lie set 

up per app lica nt because the person does not follow thro ugh and keep the 

appointment.

Of the 89 new hires in the Denver metropolitan are a (Jan ua ry 1-August 7, 

1971), seven were Spanish surnamed. Fou r were hire d und er the Public Service 

Careers Program at the GS-1 level. Three of the fou r have since left WAO for 

personal reasons—one fo r illness and two moved out of the city. Througho ut the 

servicing area (26 organizations in 13 State s), there are 2,343 employees, 3S of 

whom are Spanish surnamed. Two ar e Public Service Career employees. There 

are some 518 employees in the D enve r area including 19 Spanish surnamed.

In addition to the community groups mentioned in the enclosure, the Office
124

was also in contact with SER. These o rganizations have been invited on occasion to visit the Office and discuss the employment situation, hut generally the experience lias been that the representativ es do not come out. We suggested that such invitat ions be re-extended and th at a specific effort he- made to get guidance counselors from these orga niza tions to tak e a tou r of the work sites and become better fami lia r with the types of jobs and the skills needed. We also suggested th at the Office might obtain and show for the work force one or more of the films on minority groups available in Denver, and we provided the Office with the names of those being used by Geological Survey. We also had a discussion on the sta tus of the Women’s Program , where the Office's feeling is that th ere are good opportunities for women to advance straig ht up the g rade ladder in w hatever occupational field they are in, such as Personnel, Finance. ADP, and the scientific fields. There are, of course, women in secre­ taria l jobs who have reached the top grade for the ir position and who feel 

••stuck” at t ha t point.

S lX T E E N -P O IN T PR OG RA M FOB T IIE S P A N IS H SURN A M ED AN D A C T IV IT IE S FOR T H E 

Total EEO Program

This office continuously reviews rec ruitment plan s and eva luates recruitment activities to try to obtain full coverage of all manpower sources for all types 

of candidates, including minority group eligibles. Even though recruitment lias been somewhat restricted for the past year, we have trie d to keep all recruit­ ment channels open. Our two best contacts for minority group applicants have been Mrs. M. Garcia. Latin American Research and Service Agency, for the Span­ ish surnamod, and Mrs. Mary Ilewing, Urban League of Coloroda, for Negro cand idate s. We have also trie d to maintain contacts with the organization called the Crusade for Justice, but have received no response of any kind to our 

personal v isit to tha t organization. We have encouraged the employees of the Bureau of Mines, who are members of minority groups, to refer app lica nts to us, so we can ass ist these applicants in securing Civil Service rating s and possibly have them certified to us for em­ ployment. Mr. Manuel Gomez, Chemical Research Engineer. GS-13, in the Mine Systems Engineering Group, and Mr. Antonio Urioste, Computer Programmer, GS-7, in the Division of Automatic Data Processing, have made special efforts in these areas, with reference to Spanish-surnam ed applicants. A number of ap­ plicants have commented favorably about the special assistance they have re­ ceived from this office in completing appropriate application forms and getting information as to job vacancies, qualifications, and ratings. Cooperative agreements have been established with 22 colleges and uni­ versities in the area served, inclu ding many in the southwestern states where there are significant numbers of Spanisli-surnamed students. We have sent lit­ erature to these and to many oth er colleges, as well as to high schools in the area. Mrs. Gloria Bakula, the Placement Assistant, has personally appeared before some high school classes to speak to the subject of Fed eral employment 

and how to prepara for it. The Civil Service Commission has sponsored Care er Days at many of the colleges in the area, and we hav e regu larly participated. This cooperative ap­ proach. with all Federal Agencies in the area s p articipating in C aree r Day activ­ ities. avoids duplication of effort and. according to reports received by the Civil Service Commission, is pre ferred by the colleges themselves, since most of them do not appreciate having to pre pare to meet with rec ruiters from each agency 

separate ly. Much of our most effective college recruitment is accomplished through in­ formal contacts between our professional employees and the facu lty members an d/or studen t ass ista nts who are on the Burea u’s rolls. The professional em­ ployees try to be partic ula rly car efu l to record any rec ruitment contacts that have been made, and to refer name s of applicants to the Branch of Personnel 

so a ppr opriate follow-up action can be taken. Although we are aware th at bilin guality can be a fac tor in selection, we actually have few opportunities to use this as a selective fac tor in recruitment. 

Where it can lie justified, it will be used. The Summer Employment Program has lieen effectively utilized as a means of intro ducing young people to Fed era l employment. During the past two sum­ mers fifteen Spanish-surnamed young people have been employed during the summer months by th e stations served by this office. A few of these young people
125

have stayed on the rolls under the Stay-In-Scliool program. However, we hav e 

not been very successful in keeping these young people on the rolls. A num ber 

of them have failed to report for work af ter only a very few days on the job. 

A few of the losses have been due to circumstances beyond the ind ividuals ’ control, but others hav e been due to lack of inter est in the assignment. Efforts 

have been made to encourage supervisors to make the assignments as varied as 

possible, to reassign to other duties if thi s is feasible, and t o be c onstruc tive in 

the are as of tra ini ng and development. In spite of conscientious efforts on the 

pa rt of some supervisors, much needs to be done to overcome this problem.

The Public Service Careers program has also been used to give young people 

an employment opportu nity in which they can lea rn and can progress to higher 

level work. We orig inally had 8 young PSC employees, of which 4 were Spanish 

surnamed. However, we have lost 4 of the original 8, and have replaced only 2

of the losses as of thi s time. Of the 4 losses. 1 was due to ill he al th ; th e oth er 3, 

2 of which were Spanish-surnamed, moved out of the state. We therefore have 

only 2 Spanish-surnamed PSC employees on the rolls now, but both of these 

have been reassigned from tlieir original appointments to enable them to atta in furth er growth and development. One of these will probably be prompted as 

soon as the restriction on promotions is lifted.

In orde r to keep the goals of the Equal Employment Opportunity Program in 

the minds of all supe rvisors and employees, we have utilized “The Tie Line”, our monthly Personnel Newsletter, for items of interest. These items have appeare d 

on an average of every 6 months for the past se veral years, as reminders th at all 

who are employed by the Bureau of Mines activities in the western are a should 

supp ort the program.

Although we a re not satisfied with the results of our efforts u nder the 16-point 

program, we do feel th at we have made, and will contin ue to make, progress. The 

attached list of actions summ arize s thi s progress as it applies to the sta tio ns in 

the Denver CSC Region. We and the Station Managers and top-level supervisors have earnestly trie d to 

give equal attention and emphasis to each of the many special recruitment pro­ gram s—the various min ority groups, veterans, the handicapped, the mentally 

restored, the mentally retard ed, the various studen t programs, and the summer 

programs. Only by such attention , by continued efforts, and by utilizing the established regulations of the merit system, can we actually claim to have an equal 

employment opportunity program.

Ms. Chavez. We just got the exhibits this morning. Have there been 

any conferences aimed at the Bureaus since 1971, excluding the one 

that you are goingto be holding in Denver?

Mr. Shelton. Yes; we have had regional conferences since tha t 

time. The first one was held in Atlanta last year, in November 1973. 

There was one in Portlan d in April of this year.

Ms. Chavez. Those are the conferences that, were in your statement ? 

Those were of the same nature of the earlier conference in Denver?

Mr. Shelton. Ju st a mini version, but at the same time the emphasis 

was on how to develop an affirmative action plan involving the m anagers in this process.

Ms. Ciiavez. In the appendixes tha t you presented us, are there conference reports from those different conferences in Atlanta and Po rtland?

Ms. Graham. Not the regional conferences. We do not have published reports at this time.

Ms. Chavez. Will you have those at a later date ?

Ms. Graham. It is entirely possible, once we get around to it. As was 

indicated, our staff is so small, to put a report together takes a half-aman year.

Ms. Chavez. On page 7 of your statement, you also mention Mr. 

Costales, who testified before the subcommittee on Federal employ 

ment problems of the Spanish-speaking earlier this year. You mention

4 6 -1 2 0— 7! -9
126

lie requested a representative from the Department of the Interior to 

appear as a panel member of a workshop for the 16-point coordinators. 

Was anyone actually assigned, and was the request fulfilled?

Mr. Shelton. Yes, it was.

Ms. Chavez. And who was that person ?

Mr. Shelton. It was Mr. Sanchez, who was a member of our staff 

that worked for Ms. Graham.

Ms. C havez. And so he was the assistant, then, to Ms. Graham ?

Mr. S helton. He was the equal opportunity specialist, with special 

responsibilities for the Indian and Spanish surnamed program.

Ms. Chavez. I believe one of the witnesses today made reference 

to the fact tha t there is an ongoing relationship of sorts with the 

cabinet committee on opportunities fo r Spanish-speaking persons. Does 

the Interior Department regularly list employment vacancies in the 

EEO newsletter?

Mr. Shelton. No ; we do not.

Ms. Chavez. Were you aware that they do list employment vacancies, 

and I think it is on the last page of the newsletter that lists vacancies, 

both within the Federal Government and the private sector?

Ms. Graham. The Pa rk Service has done this for the Park Police.

Ms. Chavez. Also, the subcommittee, for the last couple of years, has 

been involved in the whole problem of the Geological Survey’s move to 

Reston here locally, and in answer to some of the other questions in the 

hearing, there was mention made of the problem of location for the 

minorities, tha t for some reason blacks, Spanish speaking and other 

persons, the location of certain of their installations seemed to be a 

problem or to present a problem in terms of their being hired or 

wanting to work there.

And this is something that the subcommittee has, as I say, looked 

into in terms of the Geological Survey. Have there been any studies 

done by the Interior Department, or any other Government group th at 

you are aware of, which tried to study what the impact is when a 

Federal installation such as the Geological Survey moves to a suburban area, an area which usually does not have low-income housing?

Mr. Shelton. I thin k that we tried to take advantage of the depth 

of the experiences of the AEC and other Federal agencies th at have 

moved out. and we tried to make certain things tha t happened in those 

moves not happen in the Reston situation. And as a result, we have 

had a commitment from Gulf of Reston that they would provide housing opportunities for all of the Geological Survey people who elected 

to move with their jobs with the Geological Survey.

We encouraged and made provision for Geological Survey personnel to visit Reston. We provided transporta tion. We talked in terms 

of the kinds of subsidies tha t these people would get as a result of this 

particular move.

We tried to get definite answers from each employee as to whether 

or not he wanted to move to Reston, the kind of abode he would be 

interested in, whether it was subsidized, whether it was low cost, or 

what have you. I thin k th at from the—we even involved the real estate 

interests in terms of assuring that all persons, irrespective of income 

levels, would have access to housing of his choice, his or her choice, 

based upon ability to pay, whether it was rental or property to buy.

I can say, without equivocation, based upon the experiences of other
127

agencies, we studied all of the things that we felt were mistakes made 

by other agencies, to assure ourselves tha t all employees who wanted to move with their jobs to Reston had an opportunity to do so.

Ms. Chavez. In the Menlo Park area, were similar efforts made on behalf of the minority employees who would potentially be employed 

in th at installation ?

Air. S helton. I do not know. I have not received the final report in terms of who actually moved to Reston and what kind of houses they 

elected. But, there was this kind of a commitment.

Ms. Chavez. No; I am not now referring to Reston. I think the subcommittee in its files does have pretty complete information on that. What I am interested in in earlier response to a question on Menlo Park, mention was made that Spanish-speaking persons may not have found the area of Menlo Park either attractive, or there were not many Spanish-speaking persons living there when the move was made to Menlo Park, and I am wondering if similar kinds of affirmative p ro­ grams were initiated on behalf of the Department of the Interior at Menlo Park, or whether any are anticipated to try and open up housing opportunities in tha t area, so that more Spanish-speaking employees 

might find that an attra ctive place to work ?

Mr. Shelton. I do not know of anything that happened in terms of Menlo Park, the initial move. But, I do know’ that as far as the De­ partment’s affirmative action program, tha t managers and heads of bureaus and offices are supposed to be involved in the w’ell-being of their employees to the point where they get involved in community 

a flairs, especially as relates to the housing. How much of this is being done at this particular stage I have no 

feel for it.

Ms. Chavez. Is Menlo Par k a fairly affluent area ?

Air. Shelton. It is a very affluent section.

Ms. Chavez. Then there probably are not any available housing 

opportunities for the middle- or low-income people ?

Mr. Shelton. I would doubt that seriously.

Ms. Ciiavez. Have any efforts been made by the D epartment of the Inte rior recently to try and involve any other agencies like HUD or the Small Business Administration, or any agencies that would be involved in bring ing in money to tha t area to build low-income 

housing?

Air. S helton. I will have to supply you that information. I have no 

feel for it.

[The information follows:]

Geological Survey is aware that, there is a housing shortage in Menlo Park for low a nd middle income i>eople. Although Geological Survey attem pts to a ssist its employees and potentia l employees in finding suitable housing in the commuting area , there has been no attem pt to provide low-cost housing in the immediate area . The reason for this is th at the re is simply no land availab le to afford any opportu nity for such an underta king. The only housing built in the area in the recen t past has been through priva te development. Approximately 75 percent of all employees of the Geological Survey facility in Menlo P ark live more tha n 10 miles away. The re is a community of Spanish-speaking people located about 10 miles from Menlo Pa rk but efforts to recruit employees from this community 

have not been encouraging.

Air. Waldie. Alay I in terrupt for a minute?

1 think it ought to be clear that San Jose is only 17 miles from Alenlo Bark, and San Jose, in northern California, has the largest concentra-
128

tion of Spanish speaking in California that exists, other than in Los 

Angeles.

But, in northern California, it is the largest by far. In addition, in 

Menlo Pa rk, though it is u pper income, a great portion of it, there is 

a large black concentration in the Menlo P ark area. So, really, it is 

not a lack of mobility or a lack of housing opportunities tha t have 

denied minorities their share of opportunities in Menlo Park. There are 

other factors, but that is not one of them.

Mr. Siielton. Is not transportation a factor?

Mr. W aldie. Seventeen miles in California is no factor in transportation at all. I mean, there is nowhere in C alifornia t hat you work 

17 miles closer to your home.

Mr. Siielton. All I was trying to indicate in my testimony in response to a question was my concerns when I visited Menlo P ark a 

year ago that we did not have more Spanish-speaking people aboard. 

And in discussing this with officials, I was told that they had made jobs 

and opportunities available to Spanish-surnamed people and were 

turned down.

Mr. AValdie. Well, all I am saying is you should not take tha t at 

lace value. I t surely was not because they could not get to work from 

San dose. People do not walk to work in California anyway. So they 

have to drive or have public transporta tion, and they use it. And if 

there, is no public transp ortation, they drive. And it just simply is not 

a response, if that is what they told you, tha t the jobs were offered but 

they were too far away.

Mr. Si ielton. The reason I asked th at question was because I was 

concerned because I had visited Denver, Colo., and I knew th at the 

location of the Federal center in Denver, Colo., was f ar removed from 

the locations in which we find Spanish-surnamed and blacks. And par t 

of the problem, they told me. was a lack of public transportation.

Mr. AValdie. Well, I do not want to deny that as a factor in certain 

parts of the country. I t is.

It is not. though, in the bay area of California, and those who tell 

you it is are misleading. So, I would suggest you reexamine that 

situation.

And I would note t hat you are a very accommodating individual, 

who apparently has great faith in those with whom you deal. And I am 

not sure you should be as trusting as you are. You should ask more 

questions.

Ms. Chavez. I have just one more question. I just want to make 

sure I am clear on this.

You indicated that it would be helpful to you to have some sort of 

indication of the number of applicants who have applied for positions 

in the Inte rior De partm ent who were minorities, the number certified 

and the number eventually hired. This kind of information will be 

helpful to you. in terms of evaluating the EE O program and is not 

provided currently, is th at correct?

Air. S helton. It is not provided.

Ms. Graham. No.

Ms. Ciiavez. But. it would be helpful to you if the Civil Service 

Commission were in some way able to get tha t information to you ? 

It would be helpful in evaluating your own success?

Ms. Graham. We had in mind, when we made tha t statement, we
129

had in mind the applications tha t we receive directly from Spanish ­

speaking people, and we have received volumes of them. Some of them 

are on the registers of the Civil Service Commission and some are not. We refer those applications wherever a job vacancy occurs for consideration. We do not have that inform ation with respect to which ones or the numbers involved in terms of whether they are hired or not 

hired. We will have th at information in the futur e, because tha t would be 

a determining factor that will indicate success.

AIs. Chavez. The reason I asked the question is because of the whole 

area of controversy between affirmative active versus discrimination. In order to prove discrimination, you almost have to have an indication that they have applied in great numbers but have been turned 

down for positions.

Thank you, Mr. Chairman.

Mr. Edwards. The Chair notes with pleasure the presence in the 

committee room of distinguished guests and friends of the subcom­ mittee, Air. Edwa rd Valenzuela, national president of IMA GE; Tony Morales, national president of the GI Forum; Air. Jo Benitez, na­ tional president of the League of United Latin American Citizens 

(L ULA C) ; Air. Ricardo Zazueta, national director of operation, SER (Spanish-Speaking Alanpower Program) ; and Pete 'Villa, national chairman of SER.

We are delighted tha t these distinguished guests are here.

Air. Klee.

Air. Klee. Thank you very much, Air. Chairman.

I would like to follow up with some questions about the statistics 

tha t so many people seem to be relying on, especially statistics dealing with the future. Do you not think it would be a vital statistic to determine the number of Spanish-surnamed people who voluntarily quit their jobs after they are hired, and thereby decrease the total number of 

Spanish-surnamed employees.

AIs. Graham. Yes, it would be. We do not have any automated data 

from the computer with respect to turnover or exits. But, it is being planned for, and we hope tha t it will be available 

to us.

Air. Klee. Do you also plan to program any statistics on those who 

are fired, as opposed to those who voluntarily quit?

AIs. Graham. Well, an exit paper will determine whether or not it 

was a voluntary exit or involuntary. I do not know if that particular 

difference is being programed for.

Air. Ki.ee. Thank you. To further clarify the statistics I have noticed tha t especially in the following States there seems to be a very high percentage of Spanish-surnamed people in the populations: California. Texas, Xew Alexico, Arizona, and Colorado.

Could you correlate the number of Indians that are also present in 

those State s tha t would be, o f course, eligible for preference under the Bureau of Indian Affairs preference program? In other words, my question would be, are there also very many Indians in California, 

Xew Alexico, Arizona, Colorado, and Texas?

AIs. Graham, Yes. Those State s have high concentrations of Indians.

Air. Ki.ee. Could I ask you this: Alight it be the fact tha t Texas 

has fewer Indians than the other States that I mentioned.

AIs. Graham, Yes; Texas does have fewer.
130

Mr. Klee. Perhaps this could account for discrepancies in these 

statistics whereby Texas seems to be very well represented in Spanishsurnamed employment, and where California, New Mexico, Arizona, 

and Colorado statistics reflect bias, since they include Indians in the 

Bureau of Indian Affairs ?

Ms. Graham. Yes; you are right.

Mr. Klee. I notice, by the way, t hat there are over 23,000 jobs in 

these Western States, and I have before me the computer print-out 

from the Department o f the Interior for March 1974, f or the Bureau 

of Indian Affairs, which shows tha t in the Albuquerque area, there 

are approximately 1,000 Indians employed, in the Navaho area there 

are 4,000, and in Phoenix, roughly 850, Sacramento, 210, Aberdeen, 

1,250. These are just rough numbers, but it approximately comes to 

7,220 out of 23,000 jobs.

Now, the question I would like to ask, since statistics really are impor tan t to very many members of the committee, is where, for example, 

is the Navaho area located ?

Ms. Graham. It covers several States. New Mexico, Arizona, and 

one other.

Mr. Klee. If we do look at the Navaho and the Albuquerque areas 

together, we find that there, are 5,000 In dians employed in the Bureau 

of Indian Affairs. If you look at Arizona and New Mexico, here in 

the statistics tha t have been supplied, we find tha t there are 11,000 

total jobs, so would there l>e a vast distortion bv the inclusion of almost 

half of these jobs, being Indian preference jobs, in statistics purported 

to reflect Spanish-surnamed employment?

Ms. Graham. I would say so.

Air. Klee. Okay, I would like to clarify one more point about the 

Indian preference program.

You mentioned earlier that for someone to qualify, he needed to 

have only one-quarter Spanish blood.

Ms. Graham. Indian blood.

Air. Klee. Indian blood. Does this mean someone with three-quarters 

Spanish blood and only one-quarter Indian blood could qualify under 

the Ind ian preference program?

AIs. Graham. Yes.

Air. Ki.ee. Would such a person then be classified as an Indian, 

rather than a Spanish-surnamed person, even though he had a Spanish 

surname?

ATs. Graham. For employment statistics, he would be classified as 

an Indiana, and if he takes advantage of the Indian preference for 

employment, yes.

Air. Klee. Well, this factor indicates further skewing that was not 

taken into account in your 2.6 figure which merely excludes Indians 

in the Bureau of Indian Affairs, because some of these people being 

excluded could, in fact, be Spanish-surnamed people?

AIs. Graham. Yes. they could have more Spanish blood than Indian 

blood and they could choose to declare themselves as In dians to take 

advantage of the Indian Preference Act. I would suggest that a survey of that would probably result in the information that the Spanishspeaking people are closer to parity in Inte rior than is indicated by 

the statistics that we have.

Air. Ki.ee. OK. I just have one last question.
131

Mr. Waldie. W ait just a minute. May I interrupt just a moment, 

and put that conclusion in proper perspective.

The figures you gave us eliminated Indians. We have tha t figure.

Ms. Graham. Yes, we gave you both.

Mr. Waldie. It shows an increase in December 1973, from 2.4 to 2.58.

Ms. Graham. Yes.

Mr. Waldie. Th at is not-----

Mr. Wiggins. Well, if the gentleman would yield further, as I understand the testimony, the 10,000 India ns may, in fact, represent a high 

number of Spanish sumamed, Spanish speaking, and even Latinos 

in terms of three-quarters of their blood.

They choose to iden tify themselves as Indians because they were 

one-quarter Ind ian and sought Indian preference.

Mr. Waldie. But, how would that change the statistic tha t not 

many Latinos have been employed. They are getting credit, it is 2.58 

for all of the Indians.

Ms. Graham. No, no; those are Spanish-surnamed people tha t you 

are reading.

Mr. Waldie. The other figure, 2.15, you are getting credit for all of 

the Indians, so we still end up with 2.15.

Mr. Shelton. No; not necessarily. You would have an increase of 

those who are identified, who have elected to be called Indians on the 

basis of one-quarter Indian blood, which would mean that you have an 

increase in the number tha t we are talking about, but by the same token, 

you would have a decrease in the number of Ind ians so identified. And 

I do not know whether they wash each other or not. I do not really 

know.

Mr. Klee. Let ine try to pose this clarifying question.

We can assume that we can exclude those who classify themselves as 

Indians from these statistics, because they are given preference, at 

least in the Bureau of Indian Affairs. This would raise your percentage 

up to 2.6 percent.

If, in fact, some of those people being excluded as Indians were 

actually Spanish-surnamed people who had elected to become part of 

the Indian preference program because they had one-quarter Indian 

blood, then would this exclusion furthe r compound the error, and would 

this fail to lie reflected in the 2.6 percent, because these people actually 

should be included in the statistics since they are, in fact, Spanishsurnamed people who are not being treated by the statistics.

Ms. Graham. Yes; certainly a percentage of Spanish surnames.

Mr. Klee. And I take it furthe r tha t a factor affecting the statistics 

that has not been taken into account is that while the great bulk of the 

Spanish-surnamed people are located in the Southwest, we also have 

the grea t bulk of India ns located in the Southwest, and they are competing directly with Indian jobs, is that correct ?

Ms. Graham. Yes.

Mr. K lee. All right. I just have one last question, and this concerns 

the acceleration in the rate of increase in your Department.

Last year, Mr. Roybal testified, or actually in 1972, that for the 

whole Government, if the present rate of increase of Federal employment continued, it would take 60 years to reach parity. Mr. Roybal 

was just looking at the increase in one given year.

If we look a t the increase over a period of time, though, we begin 

to see an acceleration, and I wonder perhaps if the acceleration between
132

1971 a nd 1972, an d 1972 an d 1973 were to rem ain consta nt, when would 

Sp an ish spe aking in th e I nte ri or reach p ar ity ?

Ms. Graham. 1977 or be fore.

Mr. Klee. T see. Tha nk yo u v ery much. I have no fu rthe r questions.

Mr. W aldie. Th e m eetin g is in ad jou rnment.

[W her eup on, at 12 :30 p.m ., the he ar in g was adjou rned , sub ject to 

the call of the C hair.]

[A t this po in t th e pr ep ar ed sta tem ent of Ho n. Tom Railsbac k is 

inc lud ed in the record.]

Statement by the Honorable Tom Railsb ack, a Representative in Congress

F rom th e State of I llino is—E quality for Spa nis h-Speakin g Americans

Mr. Chairman, I am encouraged that this Subcommittee has again opened 

hearings on our country’s second largest minority, Spanish-speaking Americans, 

who, according to the Census Bureau, comprise approximately 6 percent of the 

total U.S. population. I also want to thank you for providing me with this opportunity to submit my views.

It is clear tha t while great accomplishments have been made towards equal 

opportunity for Spanish-speaking Americans, there still remains such to be done. 

Our commitment to full equal opportunity must continue to be the tool enabling 

us to tap the vast resource of talen t and knowledge which we have too often 

denied the Spanish-speaking citizen of our country.

We Americans are a people of high morals who recognize the wants and needs 

of others throughout the world. Thus, our efforts to eradicate the many injustices 

toward each other must be a dynamic force—a force denouncing complacency, 

for complacency permits prejudice and injustice.

According to the Bureau of Census, in May 1974, the overall economic and 

social status of Spanish-speaking persons is far behind those of other Americans 

identified as “whites.” The median income in 1972 for a Spanish-speaking family of four was $8,759 

or only 75.8 percent of the $11,549 median for whites.

Only 35 percent of the Spanish-speaking completed four years of high school 

or more, compared with 05 percent of all blacks and 90 percent of white 

Americans.

Employment figures released by the Bureau indicate tha t most Spanish-speaking Americans were in the lower paying occupations, with 27 percent working 

in jobs such as garage workers, service station attendants, dressmakers, and the 

like.

Only 13.6 percent of the Spanish-speaking population hold professional and 

technical positions; 13.6 percent are managers and adm inistrators; 6.2 percent 

are sales workers; and 6.8 percent are clerical workers.

As is true with some of America’s other minorities, the Spanish-speaking 

population is often denied the opportunities the rest of us take for granted.

Nationwide, the Spanish-speaking community is now trying to “get it together.” 

There are groups such as the League of United Latin American Citizens and the 

La Raza Unida who have assisted in organizing their communities into more 

effective voting and economic blocs. Self-help programs are quickly developing 

with the assistance from such groups as the American Association of SpanishSpeaking Certified Public Accountants.

While such groups are doing all that they can, the government also has a 

responsibility to lend a helping hand as it h as done for so many other people all 

over the world.

Mr. Chairman, I know this subcommittee is deeply committed to equal opportunity for all Americans, and I tru st tha t a renewed commitment will be one of 

the positive results derived from these delil»erations. I also hope and urge that 

some affirmative action is agreed upon tha t will assure our Spanish-speaking 

population tha t they have not been forgotten.

Thank you.
133

A P P E N D I X

Exh ibi t l

CONFERENCIA

"HORIZO NTES NUEVOS PARA CIUDADANOS

AMERICANOS DE HABLA ESPANOL”

The Department o f the Interior 

EEO Conference "N ew Horizons for 

Spanish Speaking American Citizens"

February 19, 1971 

Foothills Ramada Inn 

11595 W. 6th Avenue 

Denver, Colorado

46- 12 0 0 - 75 - 10
134

“Assuring equal employment opportunity for all Americans is high on 

my personal priority list for things to be achieved by the Department of 

the Interior. All that it takes is the personal commitment on the part of 

each of us that the job will be done and then the effort to seek out 

innovative and creative ways for doing it. I know that this conference 

will accomplish its purpose because its intent is not only right but just 

in the best tradition of the American dream.”
135

ACKNOWLEDGMENTS

The Office for Equal Opportunity and the Office of Personnel Management express 

their sincere appreciation for the willing cooperation and generous assistance of those 

individuals who helped to make this Conference a success:

Conference Committee

Leonard Zaciewski, MGS, Chairman 

Chester Baggs. WBR 

Chuck Spath, MGS 

Billy Spillers. BIA 

Medardo Sanchez, BIA

Arrangements Committee

Tom Lyons, MGS (Denver) 

Bob Barr. MGS (Denver)

& their staffs

Conference General Chairman 

Edward E. Shelton, OEO

Conference Coordinator 

Andrew J. Ondrof, APM
136

CONTE NTS

/’ajff

Introduction ................................................................................................................... 1

The Employment P ic tu re ............................................................................................... 1

Opening Remarks ..................................................................................................... 2

Mr. Edward E. Shelton

Director, Office for Equal Opportunity

The Secretary’s Message.................................................................................................. 3

Mr. Deronda Shoup, Jr.

Field Representative, Southwest Region

The President’s 16-Step Program for ........................................................................... 4

Spanish-Surnamed and the Civil Service

Commission’s Role in Equal Opp ortunity 

Mr. Fernando E. C. DeBaca 

Mr. Charles Gomez 

U.S. Civil Service Commission

The Panel - “Views, Expectations and Problems” ....................................................... 6

Mr. Manuel Martinez

District Manager, Arizona State Employment Service

Mr. Roy E. Gonzalez 

Asst. Executive Education Director 

Jobs for Progress, Inc., Operation SER

Mr. Carlos F. Vela 

Education - Civil Rights Chairman 

Texas American G.I. Forum

Mr. Edward Lucero

President, Colorado Economic Development Association

What About Other Minorities ....................................................................................... 8

Luncheon S essio n.......................................................................................................... 11

“Dignity, Trust, A Voice, and a Choice”

The Honorable Manuel Lujan, Jr.

Member, U.S. House of Representatives

Bureau Plans & Programs to Increase ........................................................................... 13

Opportunities for Spanish-Surnamed

Bureau of Land Management

Bureau of Mines

National Park Service

Bureau of Reclamation

Bureau of Sport Fisheries & Wildlife

Geological Survey

Bureau Commitments in Summary .............................................................................. 18

“Where Do We Stand” .................................................................................................. 19

Mr. Newell B. Terry

Director, Office of Personnel Management

Appendix 21
137

IN TR OD UC TION

What follows is an account of a meeting held on February 19, 1971, in Denver by 

the Department of the Interior. Departmental officials responsible for hiring and 

promotion were brought together to discuss employment of Spanish-surnamed Americans 

in the Department.

Executive Order 11478, issued on August 8, 1969, requires each department to 

develop an affirmative action plan to guarantee that applicants are recruited and are 

promoted because of individual ability. Quite plainly those preconceived notions, or in 

Justice Thurgood Marshall’s words “ancient canards” , which would determine individual 

ability on the basis o f race, religion, sex or national origin have noplace in Government 

employment. Such attitude s must be changed. The concept of affirmative action, 

however, requires the executive branch to go beyond expressions of policy and to 

identify and correct employment practices which prevent full equal employment.

The Denver meeting, then, was a part o f the Department’s overall affirmative action 

plan and was convened in response to the President’s Sixteen Point Program for 

employment of Spanish-surnamed Americans in the Federal service announced on 

November 5, 1970.
138

THE EMPLOYMENT PICTURE: PRESENT AND PREDICTED

Prior to convening this meeting, the Department’s workforce was analysed by Mr. Paul 

Lorentzen of the Office of Personnel Management to determine how many Spanish-sumamed 

Americans now are employed and where opportunities for employment existed. The statistics shown 

in the diagrams (Appendix II), tend to confirm the pattern revealed by the 1970 census.

According to census data, there are approximately 9.2 million residents of Spanish origin in the 

United States. In terms of employment patterns, these same figures show tha t Spanish-speaking 

Americans as a group are worse of f than any othe r group. More Americans of Spanish origin are 

concentrated in low paying jobs and fewer in white collar jobs than any o ther racial or ethnic group. 

The unemployment rate for Spanish-speaking Americans nearly doubled that of the general 

population while their income was only about 70 percent of average American family’s income.

About three-fifths of the Spanish-sumamed Americans live in five Southwestern states: Arizona, 

California, Colorado, New Mexico and Texas. (See Fig. 1). In these same five states, the Departm ent 

of the Interior employs some 23,000 employees. Figure 2 shows the breakdown of employees by 

bureau and Figure 3 identifies the areas in which those employees are concentrated.

The overall employment of Spanish-surnamed Americans by the Department in this five state 

area is 8.5 percent and is significantly lower than the percentage of Spanish-surnamed Americans in 

the area (15.2%) (See Fig. 4). Figures 5 and 6 further support the conclusions reached in the 1970 

census analysis by showing that Spanish-surnamed employees are not evenly distributed throughout 

the various job classifications. Rather, most are concentrated in the lower paying wage board 

classifications and below the GS-7 classification.

Figure 7 is a sample analysis of accessions in the Department of Denver. It indicates again that 

Spanish-surnamed people are not hired in the same numbers as they are represented in the area 

population. Four percent of the new technicians and aids and five percent of the new clerical 

employees hired in the last six months were Spanish-sumamed Americans. At the same time, 

Spanish-surnamed Americans represented 11 percent of the Denver population.
OPENING REMARKS

Chairing the conference was Edward E. Shelton, 

Director of the Department’s Office for Equal Opportunity. In his opening remarks, Mr. Shelton observed that 

this was the first meeting held by any department or 

agency to effec tuate part 7 of the President’s Sixteen 

Point Program. Other such Departmental meetings, he 

said, will follow to focus on the special problems 

confronting oth er groups subject to discrimination.

He continued:

Reflecting upon what 1 might say to you as your 

conference chair person in calling this meeting to order, 

there came to mind two experiences representing two 

extremes in my educational development that have 

sustained me down through the years. The first came 

from a penmanship exercise in elementary school and the

second was a statement read in an ethics course at college. The first goes som ething like this: “Genius 

is only the power of making repeated efforts. The line between failure and success is so small that 

many a man has given up when just a little more effort would have turned hopeless failure into 

decisive victory.” The second: “There is nothing new. We merely see old things in a new 

relationship.”

The Departm ent, while leading the way in the holding of this conference, is not alone in the 

pursuit of these objectives. The Federal budget for FY 1972 subm itted to the Congress by President 

Nixon on January 29 seeks an increase o f almost one hundred percent over the current year’s budget 

for programs to help minority groups achieve equal employm ent oppprtu nity. In his budget message, 

the President promised tha t the activities of the Civil Service Commission would be accelerated to 

assure equal employment opportunity for all with special emphasis on oppo rtunities for 

Spanish-surnamed Americans.

When this conference closes, it is my hope that the bureaus will leave with the resolve to explore 

fully the idea of a coordinated recru itme nt, training and placement program in metropolitan areas 

where such is feasible. Further, tha t each bureau take a second look at minority group persons 

already on board with the idea of seeking to enhance their upward mobility. The key word is results,

not procedures.
140

SECRETARY’S MESSAGE

This statistical analysis plainly showed that the 

time for making excuses had passed and the time 

for a comm itmen t to action had come. Although 

he was unable to attend the conference, Secretary 

Morton expressed his support of the conference 

objectives.

Deronda (Pete) Shoup, Jr., represented the 

Secretary at the meeting and delivered the Secretary ’s message. Mr. Shoup, who is the Secretary’s 

Field Representative for the Southwest Region 

remarked:

Today is unique in the experience of this 

Department. For the first time, as an entity, we 

assemble in an equal employment opportu nity 

conference to focus on finding ways and making 

commitments to enhance the employment opportunities for Spanish-sumamed persons. The holding 

of such a conference is proper because it is 

provided for by the Civil Service Commission in its 

16-point program to assist Spanish-surnamed people interested in joining the Federal civilian 

service.

The setting for this conference is particularly appropriate. We find ourselves in that 

geographic area of our country where the Spanish-surnamed people represent the basic 

reservoir of untapped manpower and womanpower. In addition, the southwest area is the home 

base for greater than 30 percent o f the Department’s total employm ent. It appears that the two 

ingredients that make for a good stable employment situation merge in this locatio n-jobs and 

people seeking employment.

The holding of this conference at this time and in this place graphically demonstrates the 

Department’s and the Administration’s concern for assuring that all persons have an equal 

chance to participate in employment opportunities with special emphasis placed on the 

involvement of Spanish-surnamed people. To do this, the Administration is asking in the 

budget for fiscal year 1972 an increase o f almost 100 percent over current year in money to 

help minority groups. This puts the total request for all civil rights activity at $456 million for 

the year starting next July 1. Compare this with $235 million in 1971, and only $94 million in 

1970. Along this same line, the Department is requesting $2.7 million in fiscal 1972. Compare 

this with $1.9 million spending rate in 1971. This is an increase of $800,000 for fiscal year 

1972.

Also, increased program emphasis and new regulations made it necessary to strengthen the 

Department’s activities in the civil rights area by further centralization of overall responsibility 

and management o f resources directly under the Office for Equal Opportunity. This means that 

the manpower and functions of the contract compliance and Title VI programs are now 

coordinated under the direct supervision o f the Director.

3
Tlie aspect of this centralizing process of direct concern to this conference is the tact that 

the in-house employment program will add four persons. This input will increase the Office’s 

capacity to review and evaluate the effectiveness of what is being done and will aid in the 

development o f new programs aimed at assuring equal emp loyment opportu nity.

I see this conference as the beginning of a noble experiment, the place where we renew our 

commitment to the concept of equal employment opp ortu nity for all segments of our 

population and at the same time clearly define o ur employment objectives, building in specific 

intervals of review to see how far we progressed tow ard meeting those objectives.

The Departmental analysis of the data subm itted on employment of Spanish-speaking 

people used in conjunction with the planning for this conference certainly indicates that they 

are concentrated in the lower graded and lower paid jobs. For example, in the Southwest area 

as a whole, of technicians GS-1 through GS-6, 163 of the 983 (or 16.5%) are Spanish-sumamed, 

but only 47 of the 143 GS-7 and above (or 0.3%) are Spanish-surnamed. Similarly, 125 of the 

1,363 GS-1 through GS-6 clericals (or 9.1%) are Spanish-surnamed but only 8 of the GS-7 and 

above (or 0.5%) are Spanish-surnamed.

The above example is not in the critical sense b ut rath er as a means of pointing the way to 

more positive recruitment, training, and placement programs based upon clearly defined and 

enunciated employment objectives.

The objectives that we set for ourselves can be reached without equivocation provided we 

make up our minds to do so. The important guidepost in this undertaking is. a clear image o f 

what it is we are going to do, how we are going to do it, who is going to do it, and when it will 

be done.

ROLE OF THE CIVIL SERVICE COMMISSION

Under the Sixteen Point 

Program, the Civil Service 

Commission is given primary responsibility for implem en tatio n, and Fernando E. C. DeBaca, former Com m ission er of 

Motor Vehicles for the 

State of New Mexico, is the 

Commission’s chief advisor 

for the program. Both Mr. 

DeBaca and Charles Gomez 

of the Civil Service Commission ’s Denver office 

addressed the conference. 

Mr. DeBaca touched on the significance of this 

meeting as a starting point, a first recognition that too

few people know or understand the prejudices which 

act to exclude the Spanish-surnamed person from 

employment in the Federal Government. The problem 

largely has been caused by lack of communication. 

Sp an ish- su rn am ed people are unaware of job 

opportun ities in the Government and uncertain what 

reception they would receive as applicants. From the 

Government’s point of view, there has been a tendency 

to equate the ability to perform with the ability to 

comprehend English.

The Civil Service Commission has experimented 

with different approaches to this problem by printing 

job announcements and career information in Spanish 

and by reviewing its employment examinations. But, 

Mr. DeBaca emphasized, the primary role for the 

Commission is as a resource of information on 

recruiting and training techniques for the agencies.
142

Mr. Gomez elaborated 

in this theme and spoke 

from his viewpoint as 

both a Chicano and a 

Commission employee:

How can 1 reach you, 

who do the firing, who 

do the hiring, who do 

the promoting, who do 

the recommending, who 

do the testing, who do 

th e grading, you, the 

keeper of the gate, you 

the judge and the jury? I

have brought no statistics. 1 will let you read you 

records, on your own time, and draw your owi 

conclusions.

Should I talk to you, pounding on the desk, 

pointing the finger and charging you with all kinds 

of discrimination for hundreds of years? 1 do not 

choose that course, not only because it would be 

unfair, but also because it would make me guilty of 

branding you all with the same iron. 1 would be 

guilty of the same thing that we are trying to prevent.

Some years ago, when I first started to work in 

equal employment opportun ity, I thought about 

developing a system to help the poor, the disadvantaged, los Indios, los Negros, los Chicanos. 1 took 

pictures of the homes and living conditions as they 

existed then and still exist today. (1 didn’t bring 

those slides with me.)

Should I play on pity? the minorities’ real want? 

their need? pity? Would I discuss history: “Remember the Alamo” ? Do you think that the child who has 

always been reminded that he is a Mexican, not an 

American but a Mexican, could ever forget that he is 

Mexican? I choose n ot this approach.

Should I come to you and tell you that there is no 

problem, that Chicanos have always been close to the 

ground that they enjoy doing the work of the soil, the 

menial tasks? Should I say that we enjoy the “ Frito 

bandito” remarks? Should 1 agree when someone

attem pts to greet me with “Como esta trijole” and then 

interprets this as “ how you been”?

Sometimes, because a man does not cry when he tells 

you of the past experiences, it doesn’t mean that he has 

never been hurt.

What, then, have I as a Civil Service Commission 

representative and as a Chicano chosen as an approach to 

touch you? I choose to make you aware o f the problems 

of the minorities wherever they might be, in whatever 

region. Whether the discrimination is against the black in 

the east, the Jewish somewhere else, los Indios in the 

Southw est, or los Chicanos also in the Southwest, let us 

work on that problem and let us do something together 

to solve it. What about the Sixteen Point Programs for 

the blacks, the browns, the reds, the green? (Somehow 1 

have always associated the green with the Irish. So you 

see, we get caught in generalities to o.) The Sixteen Point 

Program was brought about because some interpreted 

the equal employment opportunity program as a black 

and white program.

I choose now in my role as a human being and as a 

Civil Service Commission employee to help you develop 

plans that you and I together can implement. Right now 

it can be done. I ask you to let me help you by 

developing qualitative education programs, by going out 

with you to recruit, by making contacts of those people 

in your agency that might help you, especially the 

minorities. 1 choose to ask you who are in our region to 

let me help you seek the members of Chicano organizations, of minority groups, to talk with them and get 

their help in helping themselves. Even if minority group 

people must vent their frustrations that have developed 

over many years before they can exchange good information, it is worth it.

As a Commission employee, I challenge you, if you 

are really serious, to ask me. For I believe that this is not 

the job of the Commission alone. You cannot point the 

finger at the Commission and say, “ It is up to you ” and 

we of the Commission and minority groups cannot do 

the sam e-p oin t the finger back and say, “It’s up to 

you.” No. I believe that much can be accomplished for 

all—not minorities but human beings. We must try to 

work a little bit longer, a little bit harder, and a little bit 

more.

5
143

PANEL OF SPANISH-SURNAMED LEADERS

Does the Federal Government speak too often and listen too seldom? In its approach to equal employment 

opp ortunity , the Government frequently is said to be paternalistic. Problems seem to be defined and solutions devised 

at some remote level without even consulting the persons who are the intended beneficiaries.

The panel discussion brought together four Spanish surnamed people who are active in the equal employment 

opportunity program.

Manuel O. Martinez 

District Manager

Arizona State Employment Service 

Phoenix, Arizona

In discussing the problems facing the Spanishsurnamed in employment 

and barriers to their upgrading, Mr. Martinez said, 

there is a need for all 

Government agencies to 

make their employment 

opportunities known to 

the Spanish-surnamed populace. He said putting our 

reams and reams of announcement of job openings which are posted on 

bulletin boards in post

offices and other public places was n ot the way to reach 

the Spanish-surnamed job seeker.

The employment expectation of the Spanish-surnamed are not unsurmountable, Mr. Martinez said. They 

expect the same things anyone else aspires for -ju st an 

equal chance for the jobs that managers are filling from 

time to time. He indicated the managers were in the best 

position for making possible the opportu nity for an 

equal chance in jobs. For the Spanish-surnamed, Mr. 

Martinez then cited several cases where he felt that 

selecting officials had opportunities to provide an 

opportunity for Spanish-surnamed employees to be 

upgraded but rationalized away their failure to do so.

Mr. Martinez said that in order to provide an equal 

job opportunity for the Spanish-surnamed, all that was 

needed was true commitment on the part of Federal 

officials to carry out the President’s Sixteen Point 

Program.

Mr. Martinez ended his presentation by saying:

“ At the risk of sounding maudlin, I would like to

quote from President Kennedy: ‘Ask not what the 

country can do for you, but what you can do for 

your country’. I would like to paraphrase it by 

saying, give a Spanish-surnamed a chance.”

Let him show you what he can do for you, your 

organization and for our country.

Roy E. Gonzalez

Assistant Executive, E ducation of Jobs 

for Progress, Inc., Operation SER 

(Service, Employment, Redevelopment)

Mr. Gonzalez discussed 

briefly Operation SER and 

how it was established as a 

self-help Mexican-American Sp anish -surna me d 

organization of bilingual, 

bicultural persons to help 

this large segment of the 

population. SER provides 

training and employment 

techniques. It develops 

jobs and works closely with 

every town of private and 

public employers in placing Mexican-Americans,

Spanish-surnamed into the mainstream of American life.

Mr. Gonzalez indicated that the Sixteen Point Program is the initial start for dealing with the problem of 

employment to the Spanish-named. It could well be the 

beginning point for reading them into the Federal 

employment system. Mr. Gonzalez offered the aid of his 

organization in helping to identify the areas of potential 

manpower resources in the Spanish-surnamed community.

In discussing management tools and techniques, Mr. 

Gonzalez suggested that if supervisors persist in their 

failure to hire Spanish-surnamed individuals, their 

responsibility to select and promote employees should 

be taken away.

Mr. Gonzalez ending his presentation saying:

There is one thing that I always say to myself, and I 

want to say it to you. We were paid for what we did 

yesterday and for our past accomplishments. If we 

are to be paid tomorrow and for what we do today 

and tomorrow, then let us get about the task before 

us and accomplish the goals set before us for a greater 

nation under God.

6
144

Carlos F. Vela 

(A Practicing Atto rney,

Education — Civil Rights Chairman 

Texas American G.I. Forum

Th e Am eric an G.I. 

Forum, said Mr. Vela, is a 

Mexican-Ame rican Veteran’s Family Civil Rights 

Organization with membership in 26 States. He 

went on to say, the Forum 

represents those MexicanAmerican people who have 

fought the wars for this 

country, and those people 

who are dying o ut of proportion in the battlefield, 

and those people who are 

patient enough to believe

that the democratic system must work for them sometime. This patience of his people, however, is beginning 

to evaporate, he added.

He pointed out that the great need now is to 

eliminate the attitude in Government that there is no 

discrimination against Mexican-Americans and that the 

Mexican-Americans are not an identifiable minority 

group.

He admonished the conference to put aside negative 

attitu des concerning Mexicans and do something about 

the “ English language Federal Entrance Examination” 

which to him presented a serious problem by making it 

almost impossible for his group to adequately compete 

through the examination process because of the language 

barrier.

Pointing out that there has been no enforcement of 

previous Executive Orders in-so-far as the Spanishsurnamed were concerned, Mr. Vela made the following 

suggestions for immediate implementation:

I. That a committee (we want Mexican-Americans to 

be a viable part of this committee) be established 

within the Department with the following authority:

a. The Committee should be empowered to investigate the employment practices of each agency 

within the Department. (We want a complete 

internal evaluation of the hiring, promotion , 

training and upward mobility programs within the 

Interior Department.)

b. The Committee should be empowered to establish 

employment goals and timetables in order to 

provide full parity in employment of MexicanAmericans within the Department.

c. The Committee should be empowered to enforce 

these employment goals and timetables.

II. That the Department utilize longstanding civil rights 

organizations, such as the American G.I. Forum and 

LULAC, to advise, to recruit, an d as general 

resource people.

The final member of 

the panel was EDWARD 

LUCERO, President o f the 

Colorado Economic Development Association. Mr. 

Lucero is concerned with 

assisting minority contractors to begin operation 

and to stay in business. 

The problems confronted 

by minority businessmen 

involve acquiring skills and 

making contacts in a world 

which has largely excluded 

minority group persons.

Mr. Lucero told the story of his early business career 

when companies would not employ Spanish-surnamed 

persons as salesmen in the Southwest. Instead, he was 

sent as a salesman to the Eastern cities where he might 

“ pass” for an Italian.

Those prejudices in the business community, often 

explained as observance of local custom, change but 

slowly. Mr. Lucero’s organization, CEDA, has been 

responsible for some of those changes in Denver. By 

pressuring city officials, greater employment of minorities on construction projects has been obtained and a 

larger number of contracts have been awarded to 

minority contractors. The organization also has worked 

with banks to obtain the necessary bonding and financing for minority businessmen.

Mr. Lucero sees Federal employment and the Sixteen 

Point Program as a means to develop managerial skills in 

min9rity employees. Once these skills have been obtained, the individuals then could opt to remain in 

Federal service or to enter business. Thus, the Sixteen 

Point Program could be used to reach beyond Federal 

employment.

7
145

WHAT ABOUT OTHER MINORITIES?

Throughout the conference, the question recurred 

whether it was wise or proper to concentrate solely on 

the Spanish-surnamed American. In the Southwest the 

American Indian experiences many of the same prejudices and has similar difficulties in obtaining employment.

Several representatives of the American Indian Movement (AIM) attended the conference to protest the 

ignoring of the Indian by the Federal Government. In 

all, six men and women representing AIM appeared 

before the participants.

While stressing their support and concern for the 

Spanish-surnamed Americans, blacks, and other minorities, the Indians challenged the Civil Service Commission 

to convene a special meeting on the employment of 

Indians.

It is sometimes difficult for persons steeped in the 

folklore of the movies to comprehend how recent the 

Indian wars were. One speaker said that the white man 

had made the Indian give up his soft mocassins and put 

on hard shoes to walk in a concrete jungle. Another 

called attention to the urban Indian who is without the 

services provided to the reservation Indian and without 

the personal resources to make a decent living. A third 

pointed to the Bureau of Indian Affairs to promote 

more Indians into supervisory and management positions.

Again the plea made echoed that made by Charles 

Gomez and othe r speakers: The Federal Government 

must listen and let the people speak for themselves.

8
146

WORKSHOPS: “As a manager, what problems, if any, do you envision in hiring, training, upgrading, and 

generally improving career opportunities for Spanish sumamed?”

Conferees report on workshop discussions.

Richard (Rick) Harrison-Burea u of 

Mines, Washington, D.C.

Bill Spille rs-B ureau of Indian Affairs. 

Washington, D.C.

Avery W. Rogers-U .S. Geological Survey, Menlo Park, California

E. J. Peter son-B ure au of Land Management, Asst. State Director, Sacramento, 

California

Lorraine Kro pitz er—Bureau of Land 

Management, Federal Women’s Program 

Coordinator, Portland Service Center, 

Oregon

T. S. Rob erts —Bureau of Sport Fisheries 

& Wildlife, Portland, Oregon

Grail G. Dawson-Bureau of Reclamation , Sacramento, California

9
Conferees c aucus by Bureau to set goals. Congressman Lujan & Andy Ondrof

Local news reporter interviews Mr. DeBaca and Mr. Shelton. Conference highlights were televised on the 

evening news at Denver.

American Indian Movement visitors are luncheon guests of the Conference

to r;

J

»a . . s

From left, Deronda (Pete) Sho up, Newell Terry,

Congressman Lujan, Edward She lton, W. H. Rima Roberta Espevis and Linda Fun k (USGS) register

(Denver Regional Director, U.S. Civil Service Commission) and Joh n O. Crow.

conference pa rticipants .
148

KEYNOTE ADDRESS 

by Hon. Manuel Lujan, Jr.

Congressman Manuel Lujan, Jr., the keynote speaker, 

is the representative to Congress from the first district o f 

New Mexico. Mr. Lujan was first elected to Congress in 

1968 and is a member of the House Interior and Insular 

Affairs Committee. Mr. Lujan:

Dignity, Trust, A Voice, and a Choice

Before getting into my discussion of employment 

opportunities for Spanish-speaking citizens, 1 want to 

compliment my good friends in the Department of the 

Interior for having arranged tliis conference.

I have been very impressed with the program. It’s 

obvious this is not just another get-together to hear 

ourselves talk. That was going on for years and nothing 

was getting done. Now it’s time for action, and this 

Administration means business when it says it wants 

every qualified citizen to have an equal chance for 

Federal jobs regardless of race, religion, sex, or national 

origin.

It’s very fitting that this conference should be called 

by Secretary Rogers Morton. I’ve known him for a 

number of years, in his capacity as our Party’s national 

chairman, as a colleague in Congress and now as a 

member o f the President’s cabinet.

Because he is a hard-working administrator, his 

humanistic side is often overlooked. His message this 

morning mentioned his plans for implementation of the 

President’s Sixteen Point Program. To give you a glimpse 

of the man behind that message, let me quote from a 

talk 1 heard him deliver when he was Chairman of the 

Republican National Committee.

“I want to share with you,” he said, “ this very strong 

feeling I have that people in this country are a lot 

more the same than they are differen t. . . they all 

want a good many of the same things . . . for 

themselves and for their coun try. No matter how 

much their problems might vary from place to place, 

from person to person, the vast majority wants a little 

bit of dignity, a decent environment, a renewed 

feeling of trust and faith in his elected officials, and 

most of all a feeling that he has a voice and a choice 

about the way he lives.”

Dignity trust—a voice- and a choice. Those are the 

things we’re all looking for.

That’s why I was very pleased to learn that this 

conference had been set up - and that 1 was invited to 

speak.

Before discussing some other thoughts with you, let 

me cite a few statistics as to the progress of minorities in 

the last two years.

Since January 1969, although the total Federal 

civilian e mployment is down by 28,000, the number of. 

individuals from minority groups holding Federal jobs is 

up by 4,000!

Since 1969 the number o f needy people getting food 

assistance has doubled. The number getting food stamps 

has tripled. And the number of our kids receiving free 

school lunches has gone from three million in 1969 to 

5.3 million today.

We all know that Government programs are not a 

lasting answer to any human problem. Certainly, we 

want to feed the hungry, give material help to the needy, 

make sure the youngsters have at least one hot meal a 

day, and we want to give every qualified citizen an equal 

crack at Federal jobs.

But when all that is done when every hungry man, 

woman and child is being fed, when food stamps are 

going to everyone who needs them, when every Federal 

job has been filled-when all that is done, we’ve done 

nothing but buy a little time to work toward our real 

goal: full employment, at good wages, in private 

industry, for every single man and woman in this 

country who is able to work.

It is very important to devote our energies to the job 

of giving our people an equal chance not only for jobs 

but for advancement within the Federal system. It is 

important that discrimination of every kind be wiped 

out of existence, particularly in Government. It is

11
149

important that the necessary training for promotion be 

provided for all who need it and are willing to learn. But 

we must remember that we are talking here only of 

Federal jobs.

I’d like to see the day come, when there are so many 

good paying jobs available in the private sector that 

Government at all levels will have to actively recruit 

people to fill civil service openings.

Isn’t it true that the purpose of most Federal 

employees is to work themselves ou t of a job? The War 

on Poverty is a war that should be won as quickly as 

possible. The scores of training programs in the Labor 

Department are aimed at filling the training gap in 

private industry. When we have achieved equal employment opportun ities in the private sector, the EEOC will 

be out of business. When we have reached the point of 

full employment, the employment security commission 

will be o ut of business.

Think of the taxes that will save! And when we reach 

the millenium, taxes will be so low we can put the 

Internal Revenue Service out of business. That day will 

go down in history as the second Fourth of July!

Seriously, we all know big government is here to stay. 

It’s not about to be put out of business in the 

foreseeable future. So we may as well put it to good use. 

To get done what needs to be done.

One of the things that has been crying for Government action for years is the development of our human 

resources. This conference is just one indication that 

Government is responding. Our national priorities have 

been realigned. And the figures show we’re making 

progress.

This year, for the first time in ten years, the 

percentage of the Federal budget devoted to human 

resources is greater than that devoted to national 

defense. Defense spending has dropped from 48 percent 

in 1961 to 37 percent in 1971. Human resource 

spending is up from 30 percent to 41 percent. One of 

the results of this has been the four billion dollar 

increase in our Federal investments in education. 

Another has been the fact that according to HEW more 

school desegregation has taken place in the last two 

years than in the entire period between 1954 and 1970.

The number of programs aimed at helping not just 

the Spanish speaking minority but all minorities has 

doubled in the past two years. One of the shining 

examples has been the Small Business Administration. 

Under the leadership of Hilary Sandoval, the SBA 

became a force in helping the little guy cut out a piece 

of the free enterprise action for himself.

In New Mexico, the number of SBA loans going to 

Spanish-surnamed people is ten times toda y what it was 

two years ago. The minority entrepreneurship program

and NEDA have helped many of our people to establish 

their own businesses.

More than that, after helping a man to get into 

business, we are today providing him with help from 

private industry experts to make sure he learns good 

management practices. If he is producing a saleable 

produ ct, we go a step further and help him sell that 

product to the Government, under the 8-A Program.

That’s only one department of Government. Similar 

progress is being made in all departments. As a member 

of the House Interior Committee, 1 am particularly 

pleased to see the Interior Department taking such 

positive steps in this direction. 1 note in the program 

that a panel is scheduled for this afternoon for each 

agency to explain specifically how it plans to implement 

the Sixteen Point hiring program.

Aside from actually placing people on the payroll, 

however, we have many opportunities to use Government programs as a catalyst in helping solve the 

problems of our people.

To cite just one example of how these programs are 

being used to help our people in New Mexico, 1 want to 

tell you about the Sange de Cristo Apple Marketing 

Corporation.

Those of you who are familiar with the Rio Grande 

Valley in northern New Mexico will remember that the 

growing of apples was a major industry in the Espanola 

area for many years But in recent years it has declined 

and many o f the orchards were left to die.

One of the reasons for this was that the apple growers 

were not organized. Most of the orchards were small, 

and the apples were sold at harvesting time to out-ofstate truckers who played one grower against anoth er, 

keeping the price down to as little as a dollar a box.

The growers were in a bind. They had to sell the 

apples as they were picked, because they had no cold 

storage sheds to hold them for the winter market. And 

none of the growers could afford to build storage 

facilities. The result was that many of them just walked 

away from their orchards and took whatever work they 

could find in town. And an industry that used to provide 

jobs for hundreds o f people was dying.

That’s when Government stepped in to lend a hand. 

Two years ago, we encouraged the growers to get 

together and form a co-op. The idea was to combine the 

slender resources of the individual growers into a single 

unit that would have some economic leverage. Their 

individual crops were too small to interest the big 

buyers, but their combined crop could amount to better 

than a hundred thousand boxes. They formed the co-op 

and agreed to sell their apples as a unit rather than 

piecemeal.

46-120 0 - 75 - 11

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150

Then they formed a corporation -the Sangre de 

Cristo Apple Marketing Corporation. It was obvious they 

needed a large processing facility to clean, sort, grade, 

box and store the apples, and here again the Government 

lent a hand.

With a minimum of their own funds as a base, they 

entered the 502 Community Development Program. The 

Small Business Administration provided $350,000 on a 

long term, low interest loan to get the facility built. It 

was completed last year in time to handle the fall crop. 

And for the first time in the history of the valley, the 

growers had a central point where their apples could be 

boxed and placed in cold storage.

But in concentrating on organization and physical 

facilities, there had been little time to develop a 

marketing system. They wound up with about 70,000 

boxes of apples in cold storage but with a market for less 

than half of them.

Again the Government lent a hand. Through the 8-A 

Government buying program, authorized by Congress to 

assist minority-owned enterprises to find Federal markets for their products, we arranged for the military to 

buy $100,000 worth of the apples. And now we have 

marketing experts working on getting this year’s crop 

sold on the open market.

One of the results of all this has been that the 

growers’ co-op received $4.50 a box for their apples 

instead of a dollar. More importantly, jobs have been 

created for about 200 people in the orchards.

My purpose in telling this story has been merely to 

illustrate that Government can play a much larger role 

than just putting Spanish-speaking people on the Federal 

payroll. By mobilizing the full resources of Federal

agencies behind the development of private minorityowned enterprises, it can help create new industries that 

put people to work in the private sector. This multiplies 

the number of tax paying workers at very little cost to 

the tax paying public.

The end result is jobs. And jobs are the only real 

answer to our problems. We all know that when a person 

has a good paying job with security for the future, most 

of the problems he had before are automatically solved. 

He can afford a better home, better education for his 

youngsters, his mental outlook is better and he becomes 

a useful, productive member of society. He might even 

be able to afford a TV set, which in turn helps reduce 

the population explosion.

In closing, I will return to Secretary Morton’s 

statement of the things we are trying to provide for 

people: dignity trus t-a voice-and a choice.

An individual with a good job- whether in Government or in the private sec tor-ha s the basis for personal 

pride that carries with it the ingredient of personal 

dignity. If he has seen Government acting to help him 

get that job or form a business that employs not only 

himself but others, he will tend to trust his Government. 

By becoming an active, productive member of society, 

he acquires a new voice in the management of community affairs. And when there are plenty of jobs 

available, he is no longer locked in a hopeless rut. He has 

a choice.

These things we are trying to do. 1 congratulate all of 

you for taking your time to help in this aspect of the 

work. Today is truly a time for action, not words. And 

I’m going to set the example by stopping my talking and 

letting us all get on with the job.

COMMITMENTS BY THE BUREAUS

The end product of this conference was designed to be a commitment by each bureau to goals for hiring and 

promotion of Spanish-surnamed Americans. Participants were grouped randomly in workshops to discuss what 

problems they, as managers, envisioned in hiring, training, upgrading, and generally improving career opportunities for 

the Spanish suinamed. Following the workshops and intermittently throughout the day, those in attendance also 

caucused according to bureau to design the goals.

The workshops showed that budget restrictions were viewed most often as obstacles to improving employment 

patterns. The educational lack and language difficulties were not considered to be serious problems in the lower 

paying jobs but caused at least conceptual problems for managers employing a large number of specially trained 

professionals.

The resolution to these difficulties was most clearly stated by Wilbur Kane, Assistant Commissioner of 

Reclamation. These problems will be overcome and minorities will be hired if there is a commitment from the top 

management communicated to all line supervisors.

Reliance on budgetary restrictions as a reason for failure to act shows that managers still tend to think of the 

equal employment oppo rtunity program as an extra, something added to their programmatic responsibilities. The

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conference showed, however, a changing attitu de toward seeing and evaluating the equal employment program as an 

integral part of the Departm ent’s normal activities.

The following goals presented by the different bureaus indicate this progression of attitudes. (The Bureau of 

Indian Affairs, because of its statutor y preference for employment of Indians, did not present goals.)

Bureau of Land Management. Statement by John O. 

Crow, Associate Director:

I am pleased to have 

this opportunity to appear 

on behalf o f the Bureau of 

Land Management to present a brief summary of 

the action items that we 

are pursuing in our endeavors to make equal employment opportunity a 

reality in the Bureau of 

Land Management.

One of the more relevant action items that we 

are presently undertaking 

is the identification of

minority employees who are in under-utilized and dead 

end positions; counseling o f those individuals concerning 

their career goals with the establishment of special 

training programs. Once this is completed, we will be 

able to establish specific targets.

The following items represent areas where we have 

already been able to establish targets for positive action 

related specifically to the President’s Sixteen Point 

Program for the Spanish Surnamed:

1. We are establishing a close working relationship 

with predominately minority schools, such as New 

Mexico State University to assist them in curriculum 

development, drafting proposals for grants, loan of 

employees as faculty members, temporary employment 

of their faculty, co-op programs, etc. The main purpose 

being to assure th at their students are qualified for our 

positions.

2. We have established targets for recruiting 

minority, beginning professionals and within these targets we have earmarked 5 positions for the Spanish 

surnamed.

3. We intend to utilize EEO committees in the 

Southwest to work at all levels in local public school 

systems in an effort to direct Spanish surnamed people 

to Federal careers, and specifically, to BLM.

4. We have established the following targets to be 

accomplished this employment season in these are astechnicians and aides, 25 positions; clerical-15 positions.

5. Although we do not yet have a system for 

identifying minorities within our emergency work force, 

such as fire fighters, we are continuing our program for 

seeking out, organizing, and training emergency firefighting crews which have in the past and will continue 

to include a large number of Spanish surnamed.

In conclusion, these goals for hiring in the professional, technical, and clerical areas are approaching 

the population percentages of the Spanish surnamed 

within the states where our work force is located. 

One of our major objectives is to reach or exceed 

those population percentages.

Bureau of Mines. Remarks of Stanley Weis, Assistant 

Director, Administration:

Although this conference is concerned about 

th e em plo ym ent of 

Spanish-surnamed in a five 

state area, the Bureau of 

Mines is going to concentrate its recruiting efforts 

in the Denver area. This is 

because of the small and/ 

or static workforce in 

Arizona (11 employees). 

New Mexico (5 employees), California (30 employees) and the helium 

activity in Texas.

Taking into consideration our current and anticipated 

staffing needs, the majority of positions will be in the 

clerical and technician areas. There will be a limited 

number of positions in a professional field. The positions 

for technicians and professionals will be located within 

our Health and Safety activity, while the clerical jobs 

will be throughout the Western Administrative Office.

As a result of the Federal Coal Mine Health and 

Safety Act of 1969, the Bureau has been given additional responsibilities. This has led to the establishment 

of new positions and programs:

1. Education Specialist

2. Mine Inspector Trainee (GS-5 and 7)

3. Engineering Technician (GS-1 thru 4)

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152

The Educational Specialist will provide training to the 

mining industry in the areas of first aid, mine rescue, 

safety, etc. Positions require FSEE eligibility with an 

education background.

Federal Mine Insp ector- entry level GS-9. The written 

test is abolished and supervisory experience is not 

mandatory.

Mine Inspector Trainee was designed to reach those 

applicants who do not have five years of mining 

experience as required for the normal entry into the 

mine inspection workforce as a grade GS-9. The minimum requirement for these positions is three years of 

mining experience or a college degree.

Engineering Technicians will assist inspectors and 

laboratory personnel. The actual duties assigned will be 

dependent upon the grade at which hired. Through a 

combination of work experience and training, these 

employees will have the oppo rtunity to become mine 

inspector trainees.

The applicants that we will recruit for the clerical 

positions will be in grades GS-1 through GS-3.

To date, our major recruitment effort directed at 

Spanish-surnamed community has been for Federal coal 

mine inspectors. We have sent recruiting teams into 

those mining regions such as Trinidad, Colorado, and 

Raton, New Mexico, to seek out applicants. Those 

persons contacted by the teams have since been sent 

letters informing them of new application procedures. 

The assistance of Chuck Gomez, Civil Service Commission EEO representative, was utilized. In addition, 

ads were placed in the Spanish newspapers and tapes 

have been provided to Spanish radio stations.

We are in the process o f sending representatives from 

the Bureau to organizations such as the Latin American 

Research and Services Agency and the Hispano Youth 

Congress, seeking their assistance in the referral of 

Spanish-surnamed applicants and providing information 

and assistance concerning Federal employment. As part 

of our program, we are inviting officials of these 

organizations to the Federal Center to meet Bureau 

managers and receive an orientation concerning the 

mission and function of the Bureau and to get a better 

understanding of the types of positions which we have.

We are also taking a look at the personnel currently 

on the rolls with the inte nt of using tools such as job 

redesign and upward mobility to increase employment 

stature of our Spanish-surnamed employees.

National Park Service. Remarks of Luis A. Gastellum, 

Chief, Office of Operations Evaluation, Southwest 

Regional Office.

The National Park Service is committed to:

1. Ho ld conferences 

with superintendents and 

other key staff to foster 

understanding and support 

for the employment of 

minority group members.

2. Develop, through 

selective use of regional 

staf f and superintendents, 

po sitiv e contacts with 

Spanish and other minority leaders at schools of 

higher learning, and with 

cultural Spanish organizations to assist the Southwest Region in recruiting the kind and quality o f special 

candidates that the Service requires.

3. Recruit a Personnel Specialist in the Southwest 

Regional Office to give special attention to contacts with 

colleges and minority group organizations to ensure a 

steady flow of candidates for employment as vacancies 

develop.

4. Identify at least one position in each area in the 

Southw est Region in the Management Specialist or 

Public Contact Technician category, and proceed to 

recruit minority candidates, so that eventually minority 

group members can be represented in all levels of the 

organization.

Fill at least 20 percent of these the first year.

(There are 58 areas in the Region.)

5. Identify appropriate Park Aid, Guide, and other 

entry level public contact vacancies, and fill them with 

disadvantaged indigenous minorities with above average 

potential for advancement.

6. Recruit teachers in summer positions who have 

regular working experience with Spanish-speaking students, so that such seasonal instructors can serve as a 

future source in recruiting for the Service.

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153

7. Staff information and cultural interpretation outlets with indigenous minorities.

8. Foster Indian and Spanish-American arts and 

crafts demonstrations and folk art presentations.

9. Identify under-utilized, disadvantaged, and minority employees; and provide intensive training for their 

upward mobility.

Bureau of Reclamation. Statement by Assistant Commissioner Wilbur P. Kane:

Examples of the Types of Activities Planned by 

Reclamation Offices to Increase Opportunities for the 

Spanish-Sumamed

1. Our E & R Center 

located here in Denver has 

reviewed its staffing requirements in its personnel 

office and has identified at 

least 2 impending retirements within the next year 

or so. In view of this and 

to provide continuity of 

trained staff to service the 

organization, this office 

will aggressively seek out a 

Spanish-surnamed candidate for this position. 

Plans have been made to

visit colleges and universities in the area, utilize the 

Management Intern and Federal Service Entrance Examination listing, and contact other Reclamation offices in 

an effort to locate a well-qualified candidate.

2. Our office in Sacramento has, for several months, 

been recruiting for a minority group person to fill the 

position of Personnel Trainee. Contacts have been made 

with several sources, including universities, minority 

organizations, and the Civil Service Commission requesting referrals of qualified applicants. Several persons have 

been interviewed, including those of Spanish surname, 

but thus far there has been no success in obtaining 

certification of candidates from FSEE register. Efforts in 

this area are continuing.

3. Our Amarillo, Texas, regional office has initiated a 

plan to develop a Spanish-surnamed fiscal technician for 

movement into the professional accounting series. Further advancement in that series will involve the establishment of a career development plan for the employee 

which will incorporate a target position, training assignments both on and off the job, and other developmental 

activities which are aimed toward enabling the employee

to obtain the necessary qualifications for advancement 

into professional accounting.

4. Our office in Salt Lake City, which has jurisdiction over the Colorado River Storage Project Office, has 

made plans to select Spanish-surnamed candidates from 

the Civil Service register for apprentice jobs in the power 

operation and maintenance field as future vacancies 

occur in the project.

5. Several of our field offices have made plans to 

identify Spanish-surnamed and other minority employees who do not have at least a high school education and 

to assist them in arranging to take necessary courses or 

to take the high school equivalency examination.

Bureau of Sport Fisheries and Wildlife. Remarks of 

Assistant Director Samuel Benjamin:

As the Equal Opportu ni ty Officer of the 

Bureau of Sport Fisheries 

and Wildlife I am particularly pleased with this 

opportunity. The response 

of our Bureau and field 

organizations to this program is attested to by our 

large turnout to today’s 

conference. I look upon 

this as responsive to a renewed commitment by the 

Federal Government to 

the principles of equal

opportunity for all and certainly to the goals and 

objectives which have been discussed in today's conference directed toward the Spanish surnamed.

Preparation for the conference, which involved the 

collection and analysis of employment data, required 

that we take a good hard look at our present employment situation as it specifically relates to employment 

and career opportunities for the Spanish surnamed.

Our present record, frankly, needs stimulation. This 

shall be done, and steps will be taken to improve our 

present employment picture for Spanish-surnamed 

people. Our total Bureau full-time employment in the 

five state area is 677 full-time employees. Only 45 of 

these are Spanish surnamed and only three are in 

professional occupations.

We have compiled and distributed detailed statistics 

to Bureau managers and our participants here and these 

will serve as a basis for formulating a constructive and 

workable program and to maintain followup action.

Already we have on the drawing board plans for 

recruitment of ten additional Spanish-surnamed em16
154

ployees. This will give us an increase exceeding 20%. Of 

these, six are scheduled for professional positions which 

more than doubles our present professional on-board 

number.

The statistics I gave you reflect only full-time 

employment. We have not accounted here for the 

significant number of part-time and interm ittent employees on board. Employments in these categories are 

significant, however, from the standpoint that some of 

these employees will be converted to career appointments as ceil frig spaces become available.

The Bureau’s career opportunity program makes 

special provision for training and developing minority 

employees for advancement within the Bureau. Several 

of our Spanish-surnamed employees have advanced 

upward in the Bureau under this program.

A revised positive action plan is being developed in 

the Bureau which will include a comprehensive study o f 

the numerous existing special programs and authorities 

available to us which are geared to the employment and 

uplift of minority employees. In the western area, 

special emphasis within these programs will be given to 

the Spanish surnamed. This information will be compiled into a readily usable source reference for use 

particularly by line people. We recommend Departmental use of this concept.

In addition to the new Public Service Careers Program, we plan to make increased use of the Work-Study 

Program established under the Vocational Education 

Act. This program is administered by the Board of 

Education, or equivalent local organization. We believe 

we can make increased use of the Neighborhood Youth 

Corps as well as our own Job Corps Conservation Center 

enrollees to enhance employment opportunities. Our 

summer program will emphasize attracting Spanishsurnamed candidates. We are establishing a Youth 

Conservation Camp at our refuge in San Benito, Texas, 

during the summer of 1971. We anticipate a reasonable 

number of enrollees with Spanish surnames as well as 

staff personnel in this new program.

Emphasis in professional employment of the Spanish 

surnamed will be pursued by exploring cooperative 

work-study agreements with colleges and universities 

with strong Spanish-surnamed enrollments.

In summary we will utilize all possible avenues to 

advance the employment and career development of the 

Spanish surnamed through contacts with colleges and 

high schools, vigorous recruitment actions, and close 

attention to identifying training needs of present employees. I say this with cognizance o f our employment 

restrictions and budgetary problems.

Another step we are taking in revising our positive 

action plan involves the reemphasizing of line management's responsibility for an active and vigorous role in 

the total equal opportunity program. We feel it is vital 

that line supervisors regard their role as the most 

significant action level in the organization. It is at this 

level that much of the action must be originated if we 

are to develop and implement a fully successful program.

There is much to be accomplished and we are 

cognizant of this. We have identified several specific 

actions for immediate attention and are committing 

ourselves to a positive action plan which will bring about 

needed improvements in our program.

Geological Survey. Remarks of Assistant Director W. F 

McCornack:

I

In preparation for this 

discussion. I welcomed 

Paul Lo rentzen’s geographic analysis of emplo ym ent statistics. In 

fact, it became relatively 

easy to recognize, after 

st udy in g his analysis, 

where the Survey should 

concentrate its efforts. Obviously, Survey has the 

greater number of jobs requiring technicians and 

clerical skills at three locations within the five state 

area studied, namely, Denver, Menlo Park, and Sacramento, in that order. A further analysis provides the 

following:

Denver: 45 out of an overall total of 1371 employees 

and 14 out of a total of 413 technician/aid employees 

are Spanish surnamed individuals. This is a percentage 

Spanish surnamed of 3.3% and 3.1% respectively. When 

one considers that the population of Denver is 11% 

Spanish surnamed, it is evident that there is room for 

major improvement here. It has been our experience that 

recruiting or interviewing carried out on a face-to-face 

basis by persons who themselves are Spanish surnamed is 

of major benefit. Recently, a Spanish-surnamed personnel placement technician has been employed in Denver 

which will permit greater stress to be placed on the use 

of this technique.

Menlo Park: The situation in Menlo Park is rather 

different than it is in Denver. There is no good source of 

Spanish-surnamed persons reasonably close to Menlo 

Park. This is clearly established when one looks at our 

employment rate of Spanish surnamed. i.e., 1.5%. 

Historically, those Spanish surnamed who have been 

hired have normally come from the San Jose area which

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155

is ab ou t 30 miles away. We have hired from this area b ut 

the ret entio n pro blem is diffi cult because of tr an sp or tatio n expense. In ad ditio n, with a built-in sup ply of 

rela tively uns killed negroes adjoining Menlo Park, ou r 

total req uirements t o fill uns kill ed job vacancies in lower 

level technician and clerical jo bs can be easily me t from 

local sources. So, a major part o f the problem bec omes 

one of prioritie s as between Spanish surnam ed and 

blacks.

Sacra me nto : Ou t o f 60 total employees in our 

Sacra me nto off ice, none is Spanish surn ame d. Even 

realizing that a ma jor ity of the se positi ons are profession al, it does app ear tha t it shou ld be possible to fill 

several lower level tec hnician an d/ or clerical pos itions by

Spanish sur nam ed indiv iduals. We have no t ye t comple ted ou r review to det erm ine exa ctly what shou ld be 

done to imp rov e our positi on in Sacr am ento.

In summ ary , we feel tha t the major pro ble m is to hire 

addit ion al Spa nish-surnamed employee s, particular ly at 

the three loc ations nam ed above. We feel that this can be 

done and it will be a major emphas is in ou r recru itm en t 

plans for the ne xt six mo nth s or so. We fu rth er feel tha t 

we already have the machinery through ou r upwa rd 

mo bility pro gram to do a be tte r job o f ret rainin g and 

developing all low er skilled employee s, inc luding blacks 

and Spanish surnam ed. But if you do n’t get the S pan ish 

sur nam ed on the ro ll sw e can ’t very well increas e the ir 

upw ard mo bil ity .

BUREAU COMMITMENTS IN SUMMARY

In sum mary, Bureaus have ma de the following com ­

mitments:

1. Establish quantitati ve go als for the em plo ym ent of 

the Spanish surnam ed which will rea ch or exc eed the ir 

perce ntage of th e po pulat ion .

2. Establish close working relations hip s with the 

predom ina tely minority educational ins tituti ons (e.g. 

New Mexico State University) to assist them in qualif ying the ir stu dents for Fed eral em plo ym en t.

3. Develop ong oing rela tio nsh ips with the Spanish 

sur name d org anizations and sch ools, soliciting their 

co op era tio n and assistance in the referral of qualified 

mi nority applican ts for em plo ym en t.

4. Identify spec ific occupational categories in the 

ma nagement ass ista nt or public contac t area, and rec ruit 

mi nority candida tes for such pos itions in the S outhw est 

Region. Establish a time fram e for the filling o f positions 

ide ntif ied.

5. Rec ruit and hire teachers of the S panish surnam ed 

for sum mer position s, and cultivate them as rec ruitm en t 

sources.

6. Revise affirm ativ e action plans to provide for the 

trainin g o f line managers and superviso rs, re: the ir 

respon sibilities and the special prog rams available for 

the ir use in implementing an effectiv e EEO program .

7. Identify the under-utilized and disadvantaged 

em ployee s and provide the trainin g necessary for their 

developm ent to full poten tial.

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156

CLOSING REMARKS

Where, after a day of 

meeting and discussion, 

did the Department stand? 

NEWELL B. TERRY, the 

Department’s Director of 

Personnel, summed up the 

conference and its effect.

Mr. Terry:

We are living in a world 

of change. We have been 

for the last 150 years. The 

rate of change is accelerating. Many examples in the 

scientific world could be

given to illustrate this.

In this country and the world, we are also experiencing great social changes. And the rate of social 

change is accelerating.

It was only a dozen or so years ago that a substantial 

career official of the Interior Department said to me that 

one reason he liked to work for Interior was tha t it was 

practically all white.

The thing that startles me as I look back on that 

incident is that I was not nearly as shocked to hear it 

expressed as a philosophy as I would be today. So I must 

confess that my own opinions and feelings have been 

changed and enlightened.

And I suspect that most of you, if you are honest 

with yourselves, will admit also to changes in your 

attitude toward the social problems facing this country. 

II not, I doubt you have grown mu ch-an d if you are not 

growing, you are dying.

I have plenty of evidence that there have been 

changes throughout this Department. I have watched 

this change take place through the years. I suspect a 

great deal of this change is the result of people like Ed 

Shelton and Ruth Graham, to Personnel Officers, to 

bureau heads, to regional directors, to field managers, to 

supervisors at all levels who understand and are sincerely 

dedicated to the proposition that the mission of the 

Federal Government is not limited to the basic programs 

we carry out so well-running the parks, building the 

dams, scientific research, protection o f the environment, 

education of Indians.

The mission of the Federal Government is also to 

effect social change for the betterm ent of all our 

peo ple -an d one important way of doing that is by 

providing employment opportunities to those who have 

heretofore been denied such opportunities. And that, in 

simple terms, is what we have been talking about today.

In the view of the disadvantaged peoples, we have not 

done enough. And on that score, we have to agree with 

them. Our purpose today has been to place especial 

emphasis on one group of people—the Spanish surnamed 

or Spanish speaking segment of our population. This 

doesn’t mean they are the only ones we are concerned 

about. But they could well lay claim to the argument 

that they are the most neglected. This is, indeed, the 

first time we have mounted a strong special effort in 

their behalf.

In doing so, we are following Presidential and 

Administration policy. President Nixon has clearly 

enunciated this policy and set forth his objectives in the 

16-point program which has been referred to many 

times here today.

But lasting Presidential policy is sometimes hard to 

come by. At least five presidents prior to the present one 

have said they wanted to reduce or eliminate discrimination.

They did not accomplish it, and we will not be able 

to accomplish it completely in this administration or in 

the forseeable future. But like an awful lot of personnel 

problems, a great deal of good can come from working 

at it—sincerely, intensively, and with a true desire to 

solve it as much as we can.

The present conference is one of many evidences of 

the Department’s sincere desire to work at this problem 

with vigor. Ed Shelton is the kind o f a guy who’s willing 

to talk about a problem until it becomes apparent that 

talking is no longer the answer. Then he wants to see 

some action and some results. He's a kind of Billy 

Sunday type of evangelist. He preaches for a while, then 

he invites the congregation to hit the sawdust tra il- to 

make a personal commitment.

So that’s what we’ve tried to do. We’ve asked each 

bureau represented at this conference to examine and 

analyze the facts, to study what can be done, and report 

the results of those deliberations back to the conference.

And that has happened. My own guess is that your 

estimates of what can be done are conservative. I think 

you’ll do even better than you said.

Of course, we all know you’ve got budget problems 

and ceiling problems and skills problems and training 

problems, and a host of other problems. And we don’t 

want to be unreasonable about them. What is needed, 

and what 1 think we’ve seen adequate evidence of today, 

is a sincere desire on your part to do your job as you see 

it and as it has been shown to you. For if you really 

believe in what you are doing and in the importance of 

your role in carrying out this important program of the 

Government for which we all work. I’m quite willing to

19
157

trust in your own ingenuity and competence to see that 

things will be significantly better than they are.

We all know that this is not the only special interest 

program. We had a dramatic demonstration this morning 

and this afternoon of the intensity of feeling of certain 

othe r groups who must be listed as among our most 

disadvantaged peoples. They are all trying to catch up. 

And we who happen to have been born more fortunate, 

whose opportunities have come much easier, and who 

now find ourselves in relatively comfortable positions, 

cannot afford for the sake of our own consciences to be 

a part of the barrier that they must overcome.

We cannot do it alone; private industry cannot do it 

alone, and they cannot succeed without help. As Mr. 

Lucero said this morning, “We must do it together.” 

And do it we shall, because the alternative is too 

dreadful to contemplate.

Where do we stand? A story, which may or may not 

be true, is told of Prime Minister Churchill. The Prime 

Minister, it is said, was visited by a delegation of 

temperance ladies who came to complain about Mr. 

Churchill’s consumption of brandy.

One little old lady addressed Mr. Churchill and 

declared, “Why Mr. Prime Minister, if all the brandy that 

you drank in a year was poured into this room, it would 

come up to here.” Mr. Churchill looked solemnly at the 

floor, and then at the ceiling and then at the little lady's

hand somewhere at the midway mark. Then he mu ttered, “So little done; so much yet to do!”

So tha t’s where stand. We have done so little, and 

there is so much yet to do.

I would like to express our appreciation for your 

attendance at this conference—particularly to those of 

you who work in what we in Washington call “ the 

field.”

Come to think of it, “ the field” is a fairly appropriate 

expression. It indicates that we know you are where the 

real work of the Department is done. Without your 

energies, your dedication, your understanding, and your 

support, neither the Secretary nor anyone else in 

Washington can do anything.

Your presence and participation in this conference 

give us great comfort. Whenever 1 come into contact 

with the people who work in and for the Departm ent of 

the Interior, I come away with renewed confidence and 

renewed pride in the Department with which I am most 

fortunate to be associated.

I passed my sixteenth anniversary with this Department last week. They have been the most rewarding and 

satisfying years of my life 1 would like to share those 

rewarding and satisfying experiences with as many 

people as I can.

And to that end and that purpose, may we all 

redcdicate ourselves.

20
APPENDIX I

158

THE P RESID EN T’S SIXTE EN POINT PROGRAM 

DIRECT ED TO THE CIVIL SERVICE COMMISSION 

FOR EMPLOYMENT OF 

SPANISH-SURNA MED AMERICANS

1. Appoint a full-time official in the Civil Service 

Commission who will provide advice and assistance on 

matters relating to Spanish-surnamed population to 

assure full application o f the EEO program in all Federal 

agencies to this group.

2. Begin an intensified drive to recruit Spanishsurnamed persons, particularly for identified public 

contact positions, in areas of heavy Spanish-speaking 

population, including the Southwestern states and in 

Chicago, Detroit, and New York, and certain other 

major metropolitan areas.

3. Use specialized recruitment teams, to include 

Spanish-speaking persons, for college recruitment, particularly at colleges with heavy Spanish-speaking enrollments.

4. Begin work immediately with OEO, DHEW, HUD, 

Labor to find ways to enhance opportunities at all levels 

for Spanish-surnamed Americans in programs dealing 

with the Spanish-speaking population as well as in other 

programs and in key occupations

5. Step up recruitment for Cooperative Education 

Program at colleges with significant numbers of Spanishspeaking students to permit entry from FSEE registers 

without necessity of written examination.

6. Emphasize to Federal agencies availability of 

selective placement on bilingual basis so Spanishspeaking persons may be reached for appointment to 

positions dealing with the Spanish-surnamed population.

7. Hold an EEO conference of Federal managers and 

equal opportunity officials in the Southwest designed to 

assure equal opportunity for Spanish-speaking persons in 

employment and upward mobility in Federal agencies.

8. Develop plans for Federal agencies under CSC area 

office leadership to work with high schools in Spanish 

speaking areas to make known j ob opportunities in the

Federal Government and to counsel and to encourage 

students to stay in school.

9. Hire for summer employment in Federal agencies 

high school and college teachers from schools serving 

Spanish-speaking students to give them understanding of 

the Federal Government which they can relate to 

students.

10. Make special effort to inform Spanish-surnamed 

veterans of availability of non-competitive appointments 

for Vietnam Area Veterans including GS-5 level.

11. Require Federal agencies to review their EEO 

action plans and minority employment figures and make 

any necessary revisions to assure the full applicability of 

the plans to Spanish-surnamed population.

12. Review with agencies staffing of EEO program to 

make sure that there is understanding in the program of 

the special problems o f the Spanish-speaking.

13. Provide additional training programs on EEO and 

personnel management for Federal managers in areas o f 

Spanish-speaking population.

14. With the Department of Labor, explore the 

feasibility of establishing an Intergovernmental Training 

Facility for upward mobility and skills training for 

Federal, state and local careers in the Southwest, 

probably in San Antonio.

15. Collect necessary data and broaden analysis of 

minority statistics to bring out special information 

relating to employment and upward mobility of 

Spanish-surnamed persons in the Federal Government.

16. Require EEO reports from agencies to reflect 

special information on Spanish-surnamed persons and 

include in the CSC agenda for EEO evaluation questions 

directed at particular problems relating to employment 

and upward mobility of Spanish-surnamed persons.

21
Sta tus of

Figure 1

O ’

CO

A P P EN D IX II
Figure 2

05o
75 % OF INT ERI OR EM PL OY EE S

LOCATED IN TH ESE 22 NEY DUTY LOCATIONS '

Figure 3
Figure 4

O i

t o
OCCUPATIONAL ANALYSIS o f 22 KEY LOCATIONS1

SPANISH SURNAME

O

ALL EMPLOYEES EMPLOYEES

05

03

1 77 % of workforce or approx. 10,000 employees

Figure 5
164

OCCUPATIONAL and GRADE

ANALYSIS

(22 KEY LOCATIONS)

NUMBER OF EMPLOYEES (IN HUNDREDS

4380

I Spanish Surname

Figure 6

27
46-12 0 0 - 75 KEY TO PRO GRE SS- ANALYSE AREA , POPULATION, OCCUPATION AND ACC ESSION S EXAMPLE: DENVER, COLORADO

37 Spanish Surnamed (4%) 32 Spanish Surnamed (5%) Spanish Surnamed (11%)

TEC HNICIANS CLERICAL AREA

and POPULATION

AIDS

145 ACC ESSION S IN LAST SIX MONTHS

A COORDINATED INTERBUREAU EFFORT MAY BE IN ORDER

Figure 7
1 6 6

x hi bi t 2

D e p art m e nt of t h e I nt eri or E E O C o nf er e n c e 

1 9 7 3

E q u al O p p ort u nit y f or all - 

M a n a g e m e nt’ s C h all e n g e N O W

M a r c h 2 1 - 2 3, 1 9 7 3 

W a s hi n g t o ni a n M o t el & C o ur’ r y Cl u b 

G ait h er s b u r g, M a r yl arri
167

The Secretary o f the Interior

. The goals you set for strengthening and upgrading human 

resources in your own bureau or office should have no less concentrated effort and determ ination than the goals set to meet the crisis 

involving our Na tion’s natural resources.”

Rogers C. B. Morton
168

ACKNOWLEDGMENTS

The Director of Equal Employment Opportun ity, the Federal Women’s Program Coordinator, and the 

staff o f the Office for Equal Opportunity express their sincere appreciation for the willing cooperation and 

generous assistance of those individuals who helped to make this Conference a success.

CONFERENCE COMMITTEE

Ray Gunter, FNP 

James P. Howell, LIA 

Paul Lorentzen. APM

Barbara Payne. FSF 

William Thurston, MGS 

Bill Spillers, APM

WORKSHOP LEADERS

Theodore C. Krell, FSF 

Jose Cisneros, FNP 

Ray Gunter, FNP 

Maxine Millard, MGS 

Bill Spillers, APM

Barbara Payne, FSF 

Gordon Jennings. APM 

John Caracciolo, MGS 

Shirley Kennedy, OS 

Irene Moore, FSF 

Paul Lorentzen. APM

John Fulbright, OEO 

Chester R. Baggs, WBR 

Geneva Ruffin, APM 

Lorraine Kropitzer, LLM 

Larry M. Lane, APM

CONFERENCE GENERAL CHAIRMEN 

Edward E. Shelton, OEO 

Wilma Victor, S

Conference Coordinator 

Ruth Graham, OEO
169

CONTENTS

ftzge

In tr o d u c ti o n ........................................................................................................................................................... 1

Opening R ema rks ................................................................................................................................................. 2

Mr. Edward E. S hel ton

Director, O ffice for Equ al Op portunit y

The Secre tar y’s Message ....................................................................................................................................... 3

Mr. Ro yst on C. Hughes 

Assistant to the Secretary

Guest S p e a k e r ............................................................................... ... .................................................................... S

Mr. Leo nard G arm ent

Special Co nsu ltant to the President

Where We Are - Emp loy me nt Posture of Women and M in o ri ti es.................................................................. 9

Mr. Edward E. Shelto n 

Ms. Wilma Victor

The Panel - “ Impact o f EEO Act o f 1972 on the Fed eral Manager” ........................................................... 10

Mr. Irving Ka tor an d EEO S taff, Civil Service Com mission

Mr. Samuel M. B oston , Depart ment of Health. Ed ucation and Welfare

Dinner S e ssio n ........................................................................................................................................................ 20

“ Developing Social Consciousness”

Mr. A1 Balmy

Manager. Hum an Res ources Dev elopment, Xerox Co rpo ration

New Trends in EEO - Significant BAR Decisions .......................................................................................... 21

Mr. William Berzak

Chairman, Board o f A ppea ls and Review 

Civil Service Commission

The Panel - “ Using the Personnel System to Achieve EEO Objectives ” .................................................... 21

Mr. John F. M cKune a nd S taff

Director, O ffice of Organ iza tion and Personnel Management

Workshop Recomm endations ............................................................................................................................. 24

Significant EEO Cou rt Case Decisions - Effect on Private Em plo ym ent .................................................... 30

William Brown, C hairman

Equal Em ploym ent Opp or tunity Commission
170

INTRODUCTION

On March 21 thru 23, 1973, top managers, personnel officers, equal employment 

opportunity officers, and federal women's program coordinators from bureau headquarters and field installations throug hout the nation met in Gaithersburg, Maryland, for 

the first major EEO conference in the Department of the Interior since 1963.

The conference focused on new trends in equal employment opportunity as a result 

of passage of the EEO Act of 1972, and other significant happenings as the result of court 

actions.

In addition to the mandates of Executive Order 11478, equal employment 

opportunity in the Federal Government now has a dea r and positive statutory charter. 

Managers participated in two full days of sessions discussing with Departmental and Civil 

Service Commission officials their role in this new EEO era. Personnel officers. EEO 

officers and Federal Women’s Program coordinators were continued in sessions for a third 

day to develop measures that would ensure the fulfillment of management’s role.

Registering Conference participants were fro m left, Maryjean Kogon, MBM, 

Jo Ann Taylor, OEO. Anne Kirby, MBM, and Mary Donovan, OEO.

1
OPENING

The Conference was opened officially by a message 

from the Secretary of the Interior who was not able to 

attend in person due to illness.

In remarks preliminary to the opening. Mr. Edward E. 

Shelton. Conference General Chairman, established conference objectives and goals of the various sessions and 

special workshops. Mr. Shelton expressed his hope and 

anticipation for the development of the best resultsoriented affirmative action program ever devised as the 

major outcome of this conference. He expressed, further, that he expected the firm commitment from each 

manager present to implement effectively every aspect 

of the affirmative action program.

Edward E. Shelton 

Conference General Chairman

EEO Conference General Assembly
THE SECRETARY’S MESSAGE

Royston Hughes delivers 

the Secretary’s Message

On the first of this month. President Nixon sent a message 

to the congress devoted entirely to human resources. In it he 

wrote:

“America’s greatness will endure in the future only if our 

institutions continually rededicate themselves to saying yes to the 

people-yes to human needs and aspirations, yes to democracy 

and the consent of the governed, yes to equal opportunity and 

unlimited horizons of achievement for every American.”

We are fortunate to live in an era in which these principles 

are an integral part of the commitment in government and among 

our people to human rights, and human justice. Today these 

principles are not only a precious part of our national heritage, 

but a dictum for action that ail Americans must follow if we are 

going to be a people that is truly free.

While we have the spirit of justice and the dictate of law to 

guide us, we can only achieve true oppo rtunity when the 

attitudes and actions of our people reflect human values.

As the managers of our nation’s natural resources we 

can not-and we must not-overlo ok the needs of our fellowman. 

It is imperative that, as we move towards achieving equal

opportunity vdthin our department, we must not lose sight of the fact that discrimination not only has a human 

cost—it represents the underutilization of manpower resources.

I believe that the department’s “affirmative action program” captures the spirit and intent of our civil and 

human rights laws and that we have made sweeping progress to achieve not only our natural resources goals -but our 

human goals as well. These accomplishments, however, are the outcome not just of a commitment on the part of our 

entire management team but the result of the selfless dedication of people like Edward Shelton, the Director o f the 

Office for Equal Opportunity and his capable staff, especially Ms. Ruth Graham. Nevertheless, there is still much to 

do.

While there are few remaining legal obstacles to equal opportunity-a nd 1 mention this because the President has 

placed a high priority on the ratification of the Equal Rights Amendment to the Constitution so that American 

women may never again be denied equal opportu nity - there are continuing economic and social needs to carry our 

laws to the daily lives of our people.

While the administration has provided massive increases for Civil Rights and Equal Opportun ity in the FY 1974 

bud get-$3 billion—3-1/2 times more than in 1969, some Americans still face difficulty in jobs, in housing, and in 

education.

I believe that our efforts within the Department of Interior are succeeding to provide equal oppotunity for all 

members of the department. We have made a vigorous effort to recruit women, Blacks. Indians and other minorities 

for key positions within the department. More impo rtant, however, we have made a genuine effort to promote and 

upgrade members of minority groups within the department itself.

While each of our bureaus has a full-time equal opportunity officer reporting directly to the bureau head and we 

have a similar system in the field we have also designated full-time federal women’s program coordinators to assure 

that our overall EEO efforts represent all our people.

Our talent bank has already provided the department with capable professionals who might otherwise have not 

had the visibility to be considered and appointed to key positions within Interior.

I am proud to say that over half of my special assistants are women:

— Miss Wilma Victor, who coordinates Indian Affairs.

Miss Shirley Kyle, who coordinates District of Columbia Affairs.

— and. Miss Pamela Coe. who directs Cultural Affairs Activities within the department.

I am unhappy to say that we have not done as well at the bureau level. Last year we established a goal placing 

50 women in the grades of GS-13 and above. Unfortunately, we only placed 27. While this certainly marks 

progress-we must do better.
173

While 1 believe we must devote greater recruiting efforts to fill our mid-level and executive management 

positions with women and other minorities, 1 also maintain that our bureau directors and section heads must place 

just as great an emphasis on looking within the department for men and women who can fill these positions- who 

already know the depar tment-and who can continue to make an even greater contribution to the Interior in a more 

challenging and responsible job.

1 would like to make a final point regarding Indian Rights.

Today, America’s Indians are at the threshold of a new era of self-determination that can turn around their 

century and a half of frustration and paternalism at the hand of the federal government. While I believe that the 

President’s philosophy o f “self-determination” responds to Indian needs because it provides our first citizens with

— cultural integrity

— the freedom o f choice on his personal patterns of living

— and, most important, human dignity

I also feel that the greatest strength in our policy is that it is predicated on the belief that the American vision and 

the American character is built upon individual responsibility and individual decisions. Human freedom is not based 

on anarchy. Human freedom, instead, is the result of the preservation of individual rights and opportunities for 

individual choices. That is what the American Indian has asked for, and that is what we are seeking to provide him.

As our efforts in equal opportunity move forward during this next year let us keep in mind those principles.

As President Nixon said, “I f we sh irk o ur individ ual resp onsibili ty, the Ame rica n Dream will never be m ore than

a dream. Bu t i f the peo ple say ye s to this challenge, i f go vernmen t says ye s to the people- and i f a ll o f u s in

Washington say no to pe tty quarrels and partisanship and yes to our pu blic trust then we can truly bring that dream

to l ife fo r all Amer ican s in the new day o f peace that is dawning. ”

4
174

KEYNOTE ADDRESS

by Honorable Leonard Garment 

Special Consultant to the President

Leonard Garment

What I would like to do is use this occasion to discuss 

a policy position in an im portant EEO area: namely the 

federal government’s developing relationship with State 

and local governments in making sure that the latter 

bring their own personnel systems up to the EEO 

standards required by law.

What I am going to say represents something more 

than a casual statement of my personal views. It is based 

on an agreement worked out with care among representatives of the various Executive Branch agencies which 

have responsibility in this area. Inevitably, the more 

authoritative a statement is, the duller it is-a nd while I 

will try to minimize this problem, I hope you will 

recognize that it is unavoidable.

The Federal Government is involved with State and 

local governmental personnel systems in a number of 

ways.

First, the new amendments to Title VII of the Civil 

Rights Act, known as the Equal Employment Opportunity Act of 1972, give the EEOC and ihe Department of 

Justice new enforcement responsibilities for eliminating 

discriminatory employment practices among State and 

local governments, including authority for the EEOC to 

seek Court enforcement of its decisions and authority 

for the Department of Justice to bring civil actions 

against State or local governments.

Second, under the Intergovernmental Personnel Act, 

the Civil Service Commission assists State and local 

governments: for instance the Commission gives grants

to improve testing and selection procedures. One o f the 

Commission’s objectives in this assistance is to help 

ensure nondiscrimination in the various State and local 

personnel systems.

Third, the federal government pays the expenses of 

some State and local service-delivery systems, e.g. the 

U.S. Employment Service, in which the local workers 

remain local, rather than federal, employees. Regulations 

under these laws require that such local systems be 

operated on a non-discriminatory basis.

Fourth, state and local governmental units, Insofar as 

they may be contractors with the federal government, 

are covered by Executive Order number 11246, \yhich 

forbids discrimination on the part of the federal contractors.

We thus have four separate government agenciesEEOC, the Civil Service Commission, Justice and 

Labor—directly involved in advising (or in some cases 

instructing) State and local governments as to how to 

discharge their legal responsibilities to ensure nondiscrimination in their personnel systems. When it is a 

matter of arguing cases in court or drafting consent 

decr ees-as frequently occurs- the Department of Justice 

must speak for the entire Federal Executive Branch in 

defining what are acceptable or unacceptable remedies 

on the part of State or local governments which have 

been delinquent in their equal opportunity responsibilities.

The moment we have four different agencies which 

deal with State and local governments in the same 

operational field, we have the challenge o f making sure 

that each of the four follows the same policies and 

guidelines as to proper and improper ways to move from 

a discriminatory to a nondiscriminatory personnel system. Nothing is more frustrating to State and local 

officials than to get conflicting “signals” and advice 

from different sources in the Federal Executive Branch. 

Every reasonable effort must be made in this particularly 

complex and sensitive area to avoid multiple interpretations and the ensuing confusion.

The policies I am about to discuss reflect an attempt 

at a unified approach on the part of the four Federal 

agencies just mentioned.

All four agencies agree that there is no conflict 

between a true merit selection system and equal employment opportun ity laws-because each requires nondiscrimination in selection, hiring, promotion, transfer and 

layoff, and each requires that such decisions be based

5
175

upon the person’s individual ability and merit, not on 

die basis of race, color, national origin, religion or sex.

All four agencies recognize that goals and timetables 

are appropriate as a device to help measure progress in 

remedying discrimination. Furth ermore, all four agencies 

recognize the basic distinctions between permissible 

goals on the one hand and impermissible quotas on the 

other. Let me elaborate on these points of agreement 

specifically.

In the employment context, a quota would mean the 

application of a fixed number or percentage of persons 

of a certain group that would have to be hired; the 

crucial consideration would be whether the mandatory 

numbers of persons had in fact been hired or promoted. 

The fixed number would have been derived from the 

population in the area or some othe r numerical base, 

regardless of the number of vacancies or the number of 

potential applicants who would meet necessary qualifications. If the employer failed to meet the fixed requirement. he would be subject to sanction. It would be no 

defense, under a quota arrangement, for th e employer to 

argue that the quota may have been unrealistic to start 

with, that there were insufficient vacancies or that there 

were not enough qualified applicants available although 

he tried in good faith to obtain them through appropriate recruitment methods.

A goal, on the other hand, is a numerical objective, 

fixed realistically in terms of the number of vacancies 

expected, and the number of qualified applicants available in the relevant job market assuming affirmative 

recruitment efforts. An employer is not expected to 

displace existing employees or hire unneeded or unqualified applicants to meet a goal. If the employer has 

demonstrated a good faith effort in advertising and 

recruiting eligibles under an affirmative action program, 

but still cannot find enough qualified applicants to meet 

his goal, he is not subject to sanction.

Under a system of goals, therefore, an employer is 

not required to hire a person who does not have 

qualifications needed to perform the job successfully, an 

employer is not required to hire an unqualified person in 

preference to another applicant who is qualified; an 

employer is not required to lure a less qualified person in 

preference to a better qualified person, provided that the 

qualifications used to make such relative judgments 

realistically measure the person’s ability to do either the 

job in question, or other jobs to which he is likely to 

progress. The terms “less qualified" and “b ette r qualified” as used here are not intended to distinguish among 

persons who are substantially equally well qualified in 

terms o f being able to perform the job successfully.

Unlike quotas, therefore, which call for a preference 

for the unqualified over the qualified, or of the less 

qualified over the better qualified to meet whatever is

the numerical requirement, a goal recognizes that persons are judged on individual ability, and therefore the 

setting and fulfilling of goals is consistent with the 

principles of merit hiring.

In sum, goals, timetables and affirmative action 

programs are a process designed to work toward the 

elimination of discrimination by breaking down barriers 

of habit, attitude and training which prevent the 

recognition of individual merit. Quota systems, on the 

other hand, can actually compound discrimination by 

establishing arbitrary numbers that take no account of 

individual merit. Under the quota system, the individual 

qualities of particular employees virtually disappear; 

what counts are those attributes which the employee 

happens to share with some larger group even though 

these attributes are unrelated to the work in question.

Making all these distinctions work in practice is 

bound to be delicate and a difficult task. Dissatisfaction 

with particular applications by one side or the othe r is 

inevitable. Tliis is the case with most of the important 

questions of public administration in our complex 

society. Determining just what constitutes good faith, 

for example, can be a subtle process involving highly 

subjective considerations and difficult questions of fact. 

But each day administrative officials must make tho usands of controversial judgments concerning other highly 

discretionary areas of social policy.

In the absence of sensitive administration, affirmative 

action plans can quickly be transformed into de fac to 

quota systems. It is easy and tempting for those who 

enforce such plans to substitute arbitrary quantitative 

measurements for more complex criteria in measuring 

compliance, to give undue weight to proportional 

representation in working out goals and timetables, and 

to allow the goal of advancement for every person on 

the basis of individual merit to yield to the effort to 

vindicate group rights.

When these things happen, the reaction is inevitable: 

resentm ent and resistance builds against the whole idea 

of affirmative action. It is seen as a sham, a semantic 

trick for disguising what turns out to be a quota system 

after all. And out goes the proverbial baby with the bath 

water.

The President has reaffirmed his support for affirmative action programs and his opposition to quotas. The 

apparent deterioration of the distinctions discussed 

above, prompted his instruction to federal officials last 

August to re-examine their procedures and to take 

whatever remedial actions are necessary. What I am 

reporting on today is part of that continuing process.

This effort is not a retreat from strong affirmative 

action programs. There is no truth to the rumors which 

predict such a retreat. There is, however, every reason to 

work to protect true affirmative action programs by

6
176

preventing their fatal tran sfo rmation in to t/ e fa cto quota 

systems. For if that happens, the cruc ially im po rtan t 

struggle fo r equal op portu nity will inev ita bly be set 

back. State and local governments must be able to co unt 

on not on ly the senior officers o f the EEOC, the Civil 

Service Com mission, the Departm ent o f Labo r and the 

Departm ent o f Justice, but also each and every one of 

the ir representatives in the field, to recognize and 

respect these dis tinctions and to carry ou t the President's po lic y in a unified and consistent fashion.

Tu rning no w to specifics, the question is this: when a 

State or local personnel system has been challenged on 

grounds o f d isc rim ina tion inv olv ing race, co lor, national 

origin, religion or sex, and has been fou nd by the EEOC, 

the Civil Service Commission, the De partm ent o f Labo r, 

the Departme nt o f Justice or the Courts as hav ing in fact 

used such dis criminatory practices, what are the proper 

remedies to be sought, either ad ministratively or in 

Court?

In oth er words, in light o f my previous general 

discussion o f agreed principles relating to goals and 

quotas, to what extent should the responsible federal 

agencies attem pt to intervene and alter State and local 

governmental personnel systems’’ What specific steps 

should they take or argue that Courts take in such 

interventions’’

There are some cases where administrative agencies or 

Courts fin d that the patte rns and practices o f dis crimination have been deep and persistent. (The particular 

factual circumstances are most im po rtan t: no case stands 

apart fro m the months and years o f h istory o f personnel 

ad ministratio n in the partic ula r Stale or m un icip al ity .)

The four agencies Justice. EEOC. Labor and the 

Civil Service Commission agree that if a State or local 

government's personnel system is administrative ly or 

ju dic ia lly fou nd to be dis criminatory, that system must 

be changed and tha t the follo wing remedies are ap pr op riate means to do so:

Fir st, where an individual person has been foun d to 

be the vict im o f an unlawful em plo ym ent practice, he or 

she should be given priority con sidera tion fo r the nex t 

expected vacancy, regardless o f his or her relative 

“ ab ility ranking” at the time the new hire is made - 

because were it no t fo r the act o f disc rim ination, he or 

she wo uld in fact be on the job.

Seco nd, affirmative action plans need to be utiliz ed 

to fi ll ad ditio na l available vacancies, and the key to such 

plans is often an imaginative program o f advertising and 

recruitm en t in order to open up sources o f eligible 

app licants wh ich had sim ply never been sought ou t 

before.

Th ird , nume rical goals should be utilize d, the President having characterized them as “ an im po rtan t and

useful to ol to measure progress which remedies the 

effec t o f past disc rim inat ion" .

Fo ur th , if necessary, it is appro priate fo r a court to 

or de r an em plo yer to make a good faith effo rt to meet 

the goals and timetables, and fo r a court to impo se 

hirin g goals on an emplo yer wh o has engaged in racial or 

ethnic exc lus ion or othe r un co ns titutiona l or un lawful 

em plo ym en t practices. In some jo b classifications, in 

wh ich the newly hired person learns, on the jo b. the 

skills req uired, and where there is no extensive educatio n. experie nce or tra ining req uired as prerequisite to 

successful jo b performa nce , many applicants will possess 

the necessary basic qu alific ations to perform the job. 

While determina tions o f relative abili ty should be made 

to accord with req uired merit prin ciples, an em ployer 

should be expe cted to meet the goals if there is an 

adequate pool o f qu alifie d app licants fro m the group 

form erly dis criminated against fro m which to make 

selections. If the em ployer in these circum stances does 

no t meet the goal, he has the burden to ju stify his 

failu re.

F ifth , the fo ur agencies agree that in State or local 

governm ental em plo ym ent cases where selection procedures are alleged to be structured on a m erit basis but 

arc in fact disc rim inatory, such procedures must be 

changed. The State or local governm ent will be expected 

to devise or bo rro w a selection procedure wh ich is as 

objective as possible, and is lik ely to be proved v alid, and 

is not lik ely to perpetuate the effec ts o f past discriminatio n. If the hi rin g goal, referred to in step 4, is not being 

met because o f this in te rim selection procedure, that 

procedure and other aspects o f the affirm ative action 

program will have to be revised and in such a way that 

the procedures which are used do no t raise artificial or 

unnecessary barriers.

Si xth , it is agreed that under any in terim selection 

procedures, it will no t be fair to impose on those persons 

who have been excluded fro m em plo ym ent because o f 

past discrim ination new tests or standards more severe 

than those used by the em plo yer in selecting fro m the 

previously eligible groups, unless the new standards are 

required by business necessity.

Fi na lly , it is agreed tha t administratively or thro ugh 

the cou rts we will urge and we will help the state or local 

em plo yer to develop a valid, job-rela ted , merit selection 

procedure as rapid ly as circumstances p erm it.

At the very heart o f a merit system, o f course, is a set 

o f selection procedures wh ich allow applicants fo r a new 

jo b or a bette r jo b to be ob jective ly rated and scored. 

Once there are scores, there is a rank order “ ladd er" and 

merit prin ciples demand that the rank ord ering be 

respected. It is essential o f course, that if such ladders 

are going to be used in tha t fashion, the tests or oth er
177

selection procedure on which those all-important scores 

are based must be devoid of discrimination with respect 

to race, color, national origin, religion or sex. In the 

words of the Supreme Court, the Civil Rights Act—

“proscribes not only overt discrimination but also 

practices that are fair in form but discriminatory in 

operation. The touchstone is business necessity. If an 

employment practice which operates to exclude 

Negroes cannot be shown to be related to job 

performance, the practice is prohibited.”

and, further, that:

.. good intent or the absence of discriminatory 

inte nt does not redeem employment procedures or 

testing mechanisms that operate as ‘built-in headwinds’ for minority groups and are unrelated to 

' measuring job capability.”

A task to which the Civil Service Commission expects 

to give high priority is that of aiding State and local 

governments to improve all aspects of their personnel 

administration so that discrimination is eliminated from 

all their selection procedures. If it has engaged in a 

pattern of discrimination in the past, of course, the 

employer has an obligation to take affirmative steps to 

eliminate the present effects o f that discrimination. Such 

steps may include recruiting, and setting goals and 

timetables.

When progress has been made to eradicate the effects 

of such practices, and selection procedures can be 

developed and put into effect which meet the Supreme 

Court’s standard, then a true merit system exists. When 

that happens, as I said at the beginning, there is no 

conflict between a true merit system and the Civil Rights 

Act since both of them include nondiscrimination as a 

sine qua non.

The general principles which I have discussed and the 

specific steps which the EEOC, the Civil Service Commission, the Department of Labor and the Department 

of Justice have concurred in, constitute a framework of 

reasonable certainty on which State and local government can rely in their developing relations with the 

Federal Government.

Futu re interagency differences will almost inevitably 

arise—but these will be identified and discussed: we hope 

State and local governments will call cases to our 

attention where this process of coordination needs

sharper focus and better definition. Although the Courts 

may go further than these principles and strike out in 

directions of their own, as o f today there is yet no great 

inconsistency between what the Courts have said and 

what we have spelled out here.

With general revenue-sharing now a reality and with 

special revenue sharing bills pending for Congressional 

consideration, the several States and the many 

munici palities -an d we ourselves in the federal 

governm ent-all want to make sure that State and local 

personnel systems are models of fairness.

We also wish to ensure that the principles we apply to 

our efforts to eliminate discrimination at all levels of 

public employment are consistent with our efforts vis a

vis private employment. These remarks have the added 

objective of aiding in that coordination process as well.

1 repeat: difference of interpre tation will almost 

certainly continue to arise. There are many words o f art 

in the interagency agreement which forms the basis for 

this speech this morning-words which will require men 

and women of wisdom and good will in cooperating 

institutions at every level of our federal system to work 

together to find more precise definitions which define 

general principles in the light of concrete experience and 

common sense.

State and local governments can be assured of 

cooperation by the affected federal agencies in moving 

toward this objective. The process will be what Reinhold 

Niebuhr described in defining democracy which he 

characterized as the constant seeking after “proxim ate 

solutions to insoluble problems.”

The first step in this process of course is for us in the 

federal Executive Branch to work with one another. If 

we fail to do that, our own disagreements will simply 

become magnified as they get farther from Washington - 

and the resulting confusion and reverse discrimination 

will produce a backlash which will prevent us from 

achieving even the most modest objectives.

Within the Federal Government’s own civil service 

system, the Civil Service Commission is by law the 

agency responsible for ensuring the steady progress of 

our own equal employment opportunity program. The 

principles enunciated here of course apply to our own 

Civil Service system. We uncover problems too and we 

are addressing them with good results. We shall continue 

that forward motion with the help and dedication of 

men and women like yourselves.

8
178

WHERE WE ARE - THE

The Office for Equal Opportunity had analyzed the 

Department’s work force, and had presented its findings 

in six major graphs which were placed on exhibit at this 

conference and duplicated in miniature as handouts. 

These graphs appear in Appendix I.

Of significance is the finding that the percentage of 

minority to total employment in the Department (exclusive of Indian employment in the Bureau of Indian 

Affairs) has increased only 1.76 percent over a ten year 

period -from 5.48 percent to 7.24 percent. (Figure I) As 

for Indian employment, 10,040 (95.7 percent) of the 

total of 10,492 Indian employees in the Department are 

concentrated in the Bureau of Indian Affairs. (Figure 5)

Another significant graph (Figure 2) shows that the 

percentage of women employees in grades GS-6 and 

below far exceeds the percentage of men employees in 

these grades. Just past the GS-6 grade level, however, the 

percentage of men employees begins to abound and

EMPLOY MENT PICTUR E

reaches 90 percent and above for all positions at GS-11 

and above. There are no women employees above the 

GS-15 grade level, and less than 5 percent of total 

employment at any grade level above GS-11.

The breakdown by occupational category of total, 

female, and minority employment which appears in 

(Figure 3) reveals a remarkably low utilization of women 

and minorities in the major occupational groups identified with the Department. These are the professional 

positions in Urban and Outdoor Recreation Planning, 

Park Management, Biological and Related Plant Sciences, 

General Fish and Wildlife Sciences, Engineering, and the 

Physical Sciences.

The challenge to managers was clear. The impact of 

the above employment picture was such that goals began 

to establish themselves, as affirmative action program 

approaches were discussed.

Edward E. Shelton

Ms. Wilma Victor 

Conferenc e Co-Chairman
PANEL

From left, Mr. Samuel M. Hoston, Ms. Helene Markoff, Mr. Irving Kator, Mr. Jerry Hineh, and Mr. Carlos Esparza.

Mr. Irving Kator, Assistant Executive Director, Civil 

Service Commission, the Federal Equal Employment 

Opportunity Program staff, and Mr. Samuel M. Hoston, 

Director of EEO, Department of Health, Education and 

Welfare, discussed the impact of the EEO Act of 1972 

on the Federal manager. Mr. Kator led the discussion, 

and a spirited question and answer period followed.

Mr. Kator:

Ladies and Gentlemen, let me first take Ed up on his 

invitation to introduce the members of the panel here 

with me today-my associates of the CSC. Sam needs no 

introduction When I saw his name on the program, I 

knew Ed had him here to keep us honest. Sam will do 

that, 1 know.

Let me start with Helene Markoff who is Director of 

the Federal Women’s Program. Jerry Hinch who is 

Director of Federal EEO Program. Jerry came to us from 

Chicago where he was in the labor management field.

and bears the brunt of all responsibility-in fact of 

managing and moving forward the EEO program in the 

Federal Government. Next to Jerry is Carlos Esparza; 

Carlos is substituting today for Gene Costales who is 

Director of the Spanish-Sumamed program who is on 

the West Coast today and couldn’t be with us.

Let me start by giving a little congratulations to 

Secretary Morton of the Department ot the Interior and 

Ed Shelton for having a conference of this kind at this 

time with so many people on a nationwide basis. 1 think 

it shows the kind of commitment that does exist in the 

Department of the Interior and what we’ve got to do 

now, of course, is to put that kind of commitment to 

work. Commitment is a good word. We always talk 

about the great comm itment we’ve got, but it’s what 

comes out at the other end that’s important. Comm itment goes in, but we’ve got to make sure there are 

results at the other end.

But 1 am delighted, Ed, that you are having this kind 

of conference at this time. I think it’s auspicious that
180

you bad it on the first day of spring because it augurs 

new things, and I think there arc new things that are 

going to happen. I think it's also auspicious that you 

held it almost on the anniversary of the EEO Act of 

1972. You just beat it by 3 days, and that just shows 

that you are eager to get things done. On March 24 last 

year, the President signed the EEO Act of 1972 which 

amends the Civil Rights Act of 1964, and for the first 

time covers Federal employees under the Civil Rights 

Act of 1964 as amended.

Ed and I have a long acquaintanceship going back to 

the time when Ed was with the President’s Committee 

on Equal Employment Opportunity. So, I know Ed’s 

dedication, his ability to get things done, and I know 

that has been translated in the Department of Interior 

into effective action, and I think it’s your job to get 

more of that effective action. But as an old bureaucrat, 

the main point I want to make is that I am convinced 

most of us live not by just the words that we read, but 

we want to know what those words are really saying. 

What’s the signal they are giving out? And I think tha t’s 

really our purpose here to da y- to give you the signal-in 

words, obviously, but tha t’s the way we’ve got to 

transmit. But, it’s a signal that things are not the 

same that things are different under the EEO Act of 

1972. That is going to be the burden of what I have to 

say and what my colleagues will say, and I think what 

Sam will tell you, too, in connection with his presentation.

This is really what the Act represents to me. What I 

will talk about generally is the Act itself; what it means, 

at least as I perceive it; what 1 think it’s going to mean in 

the future for Federal managers and for you as personnel 

managers, as EEO staff what this really means to you 

and what it’s going to mean for the Federal Government.

I’m going to try to quit fairly on time, Ed, and have 

my colleagues make their pitch, too. Then, we would 

like to open it up and give the people here the 

oppo rtunity to ask questions. I think sometimes we can 

give you more infonnation by answering something 

tha t’s on your mind than sitting up here and just talking 

to you. But there are some parts of the Act th at I think 

are terribly important that I feel it essential to give to 

you before we open the conference for questions.

This is really, from my stand point, what I like to 

refer to as third generation EEO. We’ve had Executive 

Orders on the books since 1941 involving Federal 

employment. Starting with President Roosevelt and 

every President since then has found it essential to put 

his personal stamp on EEO in the Federal government 

by issuing an Executive Order. And, you know, we’ve 

run a long curve there. We started out with passive 

non-discrimination in the early days with President

Roosevelt s first Order. We've worked thru what we 

called non-discrimination EEO ‘til we got to the point of 

affirmative action and to what I call the second stage. 

And tha t’s E.O. 11478 which in my judgement, is the 

strongest Order ever issued on EEO in the Federal 

government, and issued by President Nixon in 1969.

What we’ve got is a curve -a natural evolution is what 

we ve got starting with a non-discrimination emphasis 

and evolving into strong affirmative action. And that’s 

good. What we've got now, however, is something new. 

This Act was called the EEO Enforcement Act. Just 

before the law was enacted, that word “enforcement” 

was dropped. But the effort here was enforcement. 

Congress was saying as far as the Federal government 

was concerned, and of course the Law was not addressed 

solely to the Federal Government in-housc employment, 

but it was addressed to the Equal Employment O pportunity Commission which needed new tools to enforce and 

ensure equal opportunity in the private sector. This was 

the failure of the ’64 Act.

It had no teeth. And what Congress was trying to do 

here was put some teeth into that Act and certainly did 

for the Federal Government.

So, what we now have is a Congressional mandate for 

a result oriented program not a preference program, but 

a truly EEO Program with strong affirmative action. 

While the Act was being debated, there was serious 

discussion as to whether it would not be proper and 

desirable for the Federal program to be supervised by 

the Equal Employment Opportunity Commission. This 

was the subject of much debate. Congress finally said 

“No”, that the responsibility ought to be with the Civil 

Service Commission, and with the people in Federal 

agencies. What Congress was doing then was, it seems to 

me, recognizing the inseparability o f EEO and personnel 

management, by providing for enforcement of that Act 

by the Civil Service Commission and not by the Equal 

Employment Opportunity Commission.

The Federal employees are the only group of employees not under the jurisdiction of the Equal Employment Opportunity Commission. So the spotlight is on 

us. Even state and local employees are covered by the 

Equal Employment Opportunity Commission. So there 

is no question that the Congress has said to us, has really 

laid down the challenge that you guys say that you can 

do the job. This is what we told Congress when we 

testified. We said if you really want to have equal 

opportunity in the Federal Government, you’ve got to 

make the personnel system itself reflect equal opportunity every step of the way. And when you get that, 

when you accomplish tha t, then you’re going to have 

equal opportunity, because the manager will be thinking 

and acting equal opportunity . Until you have that, no

11
181

atter where yo u place the responsib ility, it wo n’ t do 

any good because you won ’t get it , and the best way to 

assure that yo u make yo ur personnel system responsive 

is to give that respon sib ility to the central personnel 

agency of government, wh ich is what Congress d id.

Yo u know the Civil Service Commission can not 

operate with ou t agencies. A lo t o f the things in the Act 

I’ m going to talk about apply to you specific ally, 

because yo u’ re the people in the fie ld who are going to 

have to carry these things ou t. You’ ve got to make it 

wo rk. I f we’re going to have a personnel system that is 

no n-disc rim inatory. tha t is strong on affirm ative action , 

that is fair, y ou’re the people to do the job. There’s a lo t 

we can do, bu t the crunch is going to be on people in 

agencies and pa rticularly managers, personnel people, 

and EEO people.

What does the Act do? It’s simple, really, in what it 

says. It's easy to understand, and says sim ply that all 

personnel actions shall be free fro m dis crimination on 

the basis o f race, religion, sex and national origin. And 

don’ t forget 1 may use the term “ m inor ities " later on as 

I go in my discussion with yo u. but I mean women as 

we ll. The Act clearly applies to women, even though 

there was some question when women were first 

includ ed under the amendments o f the Civil Rights Act. 

What has happened is that women have proved that they 

are a very strong force in assuring EEO : that they want a 

voice; that they have a voice; and that the y have 

problems which are very sim ilar to those o f minorities. 

The sym ptoms are quite the same. Sometimes the 

treatm ent is diffe rent, but the symp tom s are certa inly 

the same.

The law prohibits discrim ination . It incorporates the 

Executive Orde r and it puts the burden not just on the 

Civil Service Commission to enforce the law but on the 

agency head. It doesn't let him o ff the ho ok . It says “ It’s 

yo ur responsib ility, Mr. Agency Head, to make sure that 

yo u’ve got equal em plo ym ent opportunity in your 

shop.”

It requires the submission o f na tio na l and regional 

plans, and Jerry Hineh w ill be t alking to y ou abo ut what 

those plans mean, because the y are really the heart o f 

what we are doing. It calls fo r a review by the Civil 

Service Commission o f manpower resources devoted to 

EEO. We are making that review no w and yo u’ re going 

to be hearing fro m us on this. It requires EEO officials 

to meet certain standards. We have never had a req uire ­

ment lik e this before. It insists on the inc lus ion o f 

tra ining and edu cation programs by agencies upward 

m obility plans. Yo u've got to have the m in y our plans o f 

action. By law , it is required. Yo u kn ow one o f the 

ma jor problem s, and this doesn't necessarily mean 

In te rior , i f yo u look at ou r figures, yo u may say we’re

doing great when 20% o f Federal government employees 

are mino rities. The po int is that yo u have to look at 

where the y are, and yo u’ ve heard where the wome n are 

located generally. An d yo u kn ow that, gen erally speaking, there arc very good signs o f progress. Still, we have 

too heavy con centrations o f wom en and m inor ities in 

the low er grade levels of th e Federal service. This is what 

the upw ard m ob ility program is designed to correct. And 

this is what Congress was talking about. Le t’s do 

som ething about helping people on the jo b acq uire the 

kinds o f skills the y need to be able to move up the 

ladder. Th at’s what upward m ob ility is. and if yo u do n’ t 

have a program o f that kin d in your agency, yo ur 

section, yo ur div ision, y ou better get one because y ou’re 

going to have to have one.

The law provides fo r employees fo r the first tim e to 

move in to the courts. This is a very im po rtan t provision , 

and believe me when I tell yo u, it is being used to the 

hilt . I spent an ho ur ju st before I came over here toda y 

wo rking on a case with an attorn ey , a case stemmin g 

fro m a c om plaint. Employees are going to be using these 

cases. The courts are going to be lo ok ing over ou r 

shoulder, over yo ur shoulder, at wh at you’re doing. I 

th ink this is healthy. When the Act was being debated, 

Clarence Mitche ll came up and said to Senator Harrison 

William s, the one ho lding the hearings, that there is one 

thing we’ve gotta have fo r employees access to the 

c o u rts -i f they feel the y have been dis criminated against. 

We said we ce rta inly had no objec tions to tha t kind o f 

provision.

An othe r im po rtan t provision in the Ac t is back pay. 

Yo u kn ow it used to be like giving a guy ice in the 

wintertim e. Yo u co uld fin d dis crimination , bu t what 

co uld you do abou t it? Now. you can give h im back pay. 

This is a very, very potent weapon. Agencies w ill fin d 

that if the y are dis criminating , it's going to cost them 

money. I th in k this is going to be a very effective tool in 

terms o f ensuring a no n-dis criminatory posture in 

agencies. The Ac t requires the Commission to evaluate 

agencies, and the agencies to abide by the orders and 

instructions of the Civil Service Com mission. Th at ’s 

generally jus t a basic o utlin e o f the law itse lf.

The que stion that I wo uld pose to y ou is wh at action 

do yo u take? Yo u can pose it to me too and I' ll tr y to 

give yo u some answers. What action do yo u take to 

make this law come alive?

Yo u kn ow every tim e you get up in the morning yo u 

have to look at yo ur se lf in the mirror . You’ ve got to 

look at the figures on em plo ym en t in In terio r and decide 

what yo u as a manager can do abo ut them. You’ ve got 

to analyze your ow n un it or area o f co nt ro l, determine 

yo ur problems and ho w to address them. I f y ou ’re no t 

attra cting in to the system the kinds o f skills and abilities

12

46-120 0 - 75 - 13
182

of the available minority and women workforce, then 

you ’ve got a problem that needs action. If the skills and 

abilities are out the re- and they generally are the re- and 

they are not in the organization you operate, then 

you’re not properly carrying out your programs. Because 

the people will move into the system if you ’re aggressive, 

vigorous, and carrying out strong affirmative action 

programs.

If you would pull out of the Department of the 

Interior, the Bureau of Indian Affairs which has 15% of 

your total minority employment, there is not much left. 

I think you can do better. The skills are there. No 

one is asking you to give preference or quotas, but 

you’ve got to determine what your problems are and 

make a vigorous effort to bring these people into the 

Department. You heard Leonard Garment say this 

morning that the President thinks that the establishment 

of goals is a good concept and ought to be used.

We are given a strong enforcement role at the CSC, 

and frankly if I have anything to say about it, we intend 

to use the authority the law has given us. We don’t 

intend to sit back and accept excuses. If your plans for 

progress are not solid, you’re going to get them back 

with directives to change. If you don’t change, somebody upstairs is going to hear about it and the necessary 

action will be taken to make the change come about.

You are going to be evaluated on-site more frequently 

and more thoroughly than ever before to make sure that 

you ’ve made that good faith effort we talk abou t. We’ve 

got almost three-million dollars to enforce this Act most 

of which has gone into strengthening our evaluation 

activity. On the basis of our on-site evaluation we’ll be 

ordering corrective action including back pay. We are 

going to review complaints and order remedial action 

with back pay when there has been discrimination and 

the party has been injured. You’ve heard already of two 

or three cases in which we have done just that where 

Interior was concerned.

You will be hearing from Berzak later on. But where 

there is discrimination, there is going to be corrective 

action ordered and should be in most cases disciplinary 

action against the offending official.

Don’t forget the courts are here. They will be 

reviewing actions on complaints. They will be reviewing 

the work we’re doing on the complaints. But I don’t 

think we need the courts to make us do the job that 

Congress and the President have told us to do. There is 

absolutely no need for people to have to go in to court to 

get their rights in the Federal employment system.

The Plan you make up is going to be made public. An 

organization will bring your deficiencies to light. They 

will see you r accomplishment report. You’re going to 

have to tell us-here’s my plan and here’s what 1 did

about it. It will all be made public. That will have a very 

salutary effect, 1 think, on organizations that haven’t 

moved ahead vigorously and affirmatively.

The change in regulations permits third party complaints. Any organization, the NAACP, Spanish Speaking 

organizations like LULAC, can file a complaint against a 

whole organization a unit, a section, the whole Department of the Interior. We are handling one right now 

against a whole agency. It provides for setting up a file, 

making an investigation by that agency, and answering 

the allegations. What I am saying is that we’ve got a lot 

of partners in our job of evaluating what you ’re doing. 

Once you open it up to the courts, once you open it up 

to the public, you ’ve got everybody looking at you, and 

things are going to be different. There is no more hiding.

Let me conclude by saying th at I hope today we have 

put out a signal. I think you heard Len Garment say 

that, in his judgem ent, the merit system and the Civil 

Rights Act are in complete harmony. We have always 

said this. We say that the personnel system has got to 

reflect equal employment oppo rtunity. We are concerned about changes in the personnel system, and we’ve 

got a lot underway to make sure there are no artificial 

barriers.

Now, that does not mean that we are going to set 

quotas. It doesn’t mean that we are going to set 

preference points or anything like that. I, personally, 

think they are wrong and that they lead us down the 

wrong road. But, affirmative action is not a code word 

for preference. It’s a real meaningful thing. Agencies that 

have taken equal employment opportunity seriously 

have made progress. It can be done. You’ve got the kind 

of leadership in the Department of the Interior that can 

show you the way to go, and we are going to be here to 

help you all the way.

Mr. Samuel M. Host on 

Department of Health, Education & Welfare

I would like to say to those of you who were 

impressed with the idea that I’m a critic of the 

Commission, 1 am not. I have a healthy appreciation for 

tlie Commission. I think we do look for guidance and 

directions from the Commission. I think, with the new 

law, perhaps the Commission will be able to provide 

that.

Perhaps Irving put his finger on the touchstone when 

he talked about commitment and contributions. I am 

reminded of the chicken and the pig who were in great 

debate over a huge display of ham and eggs. The 

chicken, in spite of pride, said to the pig “note that 

display of ham and egg s-that beautiful crested white

13
183

with the yellow settling in the middle. That, sir, is my 

contribution.” And the pig reminded him that “yours 

was but a contribution. That ham, that shriveled, 

darkened piece of ham represents to me a total 

commitment.” So I’m talking then perhaps from the 

manager’s standpoint, about both commitment and 

about contributions.

In HEW, we’re rather large you know. 110,000 

people, we have some 28 percent minority, 63 percent 

women, but that is not where the tale lies. 1 think that 

the critical piece lies in where these people are within 

the agency.

In our affirmative action plan, and even before the 

affirmative action plan, I think in the message that the 

Chairman sent to the White House, was that the manager 

is key in this program. And if the manager doesn’t 

operate, the program won’t go. There is nothing that 

EEO folk can do, Irving or myself or the rest of us can 

do, without the manager. We don ’t hire that many 

people in our limited personal employment of staff. So 1 

categorize managers in three or four different ways: 

those who want to do and those who are a little hesitant 

to do because of what they feel their impact or the 

impact of the EEO program will have on their program 

mandates to get the widgets out, to provide the services.

Each one is looking for the best qualified. With 

managers, we try to get beyond that. We try to say, to 

be very candid with each other, what do we mean by 

best qualified? Because, inherent in that are certain 

attitudes with regard to the role o f men and women.

Now as a premise, usually I try to get some 

understanding of whom 1 am dealing with. You know 

more about the speaker because you have some general 

background about the speaker. But the speaker seldom 

knows whom he is dealing with except what he is 

generally told-that you are managers or personnelists. So 

let me just pose one question with you and get some 

response so I will know whom I'm dealing with. Now for 

those of you who believe the merit system works 75 

percent or most of the time, please raise your hand. (The 

vast majority did n ot believe the merit system worked.) 

Now, I posed that question to a bunch of personnelists 

out at the Federal Executive Institute and they had 

about die same response you had. Now, if you as 

managers have this kind of negative view on the 

application of the merit system, then minorities have an 

even more negative view. Not only do they have some 

concern about whether it works, but certainly even if it 

does begin to work, they-because of their color, race, 

religion, sex, or national origin-began to become adversely affected in another way. They have a healthy 

appreciation or non-appreciation for the very same thing

that you know about the ineffectiveness of the merit 

system.

So, with our managers, we get beyond discrimination 

in reverse, which implies that the vehicle has come to a 

screeching halt and we are now going in reverse. We get 

beyond the arguments about how well-qualified a person 

is and the best qualified, because we talk about the 

management prerogatives. Even within that broad cate ­

gory, or limits of categories, if you will, o f who is best 

qualified, we still get down to the choice among them 

and we have an imperfect tool determining qualifications, do we not? We look at the educational background, we look at A’s and B’s and C’s; we look at 

degrees; we look at work experience; and we know how 

those things are written, do we not? If you want to get 

rid of a guy, you say, “Oh, he’s a firebell.” “The gal is 

really hot, she can really do the job.” If you want to 

bum the person, you say he’s a hot shot—once you tell 

him what to do, he can really do it. He needs a little 

guidance, lacks in initiative, and imagination. So you do 

these kinds of things in the process of trying to choose.

I think that most managers are basically honest. Plato 

has spoken about the metaphysical presupposition of the 

nature of human na ture-th at man was basically no 

good, short, brutish and non-benevolent. We don ’t take 

that view. We assume that managers are there to do a 

specific kind o f job.

It’s perhaps the view of EEO that gives us the most 

trouble. We view it as a kind of social program. 1 recall in 

one agency, the Bureau of Public Roads, we talked 

about the impact that the building of roads has on 

people, and the response was “We don’t get involved in 

those social activities, we build roads. We’re talking 

about mortar, water and brick, and asphalt.” And yet, 

when you look at a given community you find that 

roads magically run through certain communities, they 

magically run through in certain ways that have political 

impact such as gerrymandering or breaking up comm unities or political leadership. And these are man made; 

man makes these kinds of decisions. And they may be 

impacted by certain political or other kinds of considerations. They are not so purified and they don’t operate in 

a vacuum. So what we do with managers, we talk with 

them in terms o f these realities.

I may be a strange person to bring to you from HEW 

our managers’ problems. I think to the contrary that I’m 

an excellent choice, because we deal daily in how we are 

going to carry out the program. We read the Executive 

Orders, the new law, and we say these things are good, 

but the issue is then how do we carry them out. There 

are so many jo b apples in the barrel. And we meet with 

the Black group that says we want 30 percent o f all new

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jobs; and the women want 30 percent, Chicanos, Indians 

and American natives each wants 30 percent. We end up 

talking about 120 percent. Well that’s more than what 

the barrel would yield.

Now we begin getting an increase of complaints of 

discrimination in reverse. Many argue that the affirmative action plan is a vehicle to bring about preferential 

treatm ent for minorities, and in this tight crunch, tight 

job crunch we’re in,.this becomes a bread and butter 

kind of issue. We try to get our managers o ff that bag 

about preferential treatm ent and it’s taboo, contrary to 

the merit system. We have the Indian Preference Act, the 

Veterans Preference Act, we have Commission Corps 

Officers who are separately hired and separate pay plans. 

We have a number of different kinds of Acts.

In our affirmative action plan, some time back, we 

were taken on by a union in the use of the Indian 

Preference Act. We dealt with B1A on this. We had used 

the Indian Preference Act beyond initial entry into a 

job, but as a means of promotion or moving up the 

ladder. And the union said to us on beh alf of their 

constituents that we were violating the merit system, 

that this was contrary to law, and that it was outdated if 

it was consistent with law. It was archaic a nd that it gave 

a preference to a group of people that they felt should 

have been considered along in the broad merit system. 

Well, we sought higher advice on that, we referred it to 

the Civil Service Commission and said to Irving, “this has 

broad Government policy in that; and for that reason 

HEW should not make a unilateral kind of decision.” 

Then a task force was formed and the response we got 

was that the Indian Preference Act is valid and our use 

of the Preference Act was valid.

So we have a number of opportunities and situations 

where we have limited applications and deviations from 

other kinds of systems, because there are a variety of 

systems that we have that apply to the welfare of 

employees and how they get into the job. As o f premise 

then, aside from the issue of whether or not you believe 

the merit system works. I think we should consider for 

this discussion those basic things that I would like to 

take for granted. Arthur Jenson has written a book with 

regard to several articles that appeared in the Harvard 

Review that talked about the genetic inferiority of 

minorities. Now this is the old issue, is it n ot, we Blacks 

still find an extra leg, or foot, or bone in the heel, or tail, 

to allegedly account for our feats; but this new idea is a 

more sophisticated approach. The genetic inferiority 

idea implies that if we give all these welfare and 

educational goodies and all these kinds of programs to 

these inherently inferior people, we will never make a 

mental giant out of the minority and such programs 

would have been wasted.

Now if we believe that as a premise, then we can hang 

our hats up and go home. We need not worry about 

equal employment opportunity . If we believe that the 

conditions and the plight o f people have resulted in large 

measure from the environmental, from the societal kind 

of impact, then we can begin to talk about equal 

employment opportunity, because it has a basic assumption to it that all men are basically equal, and that they 

are entitled to the opportunity to be given a chance at 

jobs.

I look, in every agency, and I have been in about 

four, at the number of adverse actions that have 

occurred over two or three years. And then I get 

someone to try to identify who these people are, not in 

terms of names, but in terms of their race and their sex. 

And I found that in the three agencies that 1 have 

worked for, the majority of adverse actions were against 

non-minorities. So it occurred to me that there were 

other people dumb or as dumb as minorities are assumed 

to be. So if we have that many people, then, that have 

been fired or removed or suspended, it meant that the 

system by which we had to judge their success factor 

was somewhat short. Either they faked us out, or they 

fooled us or they were not as good as we thought they 

were, or indeed they tried and didn’t make it. So, there 

is no inherent inferiority within the concept of EEO as I 

deal with it.

We have seen some changes I think. We look not only 

to the new law and to the Executive Order, but we look 

at the precedent, and this is what gives our managers 

problems. Because, on one hand, they say that we are 

limited to a number of jobs, we have a clear mandate in 

the Congress to provide services. We are talking on one 

hand about (he million Federal employees as compared 

to a much larger number of people who want the benefit 

of Federal services, and they want those services now, 

and they want those services done well.

So the manager argues, “1 need someone who can do 

the job, and 1 don’t have that much comfiture in terms 

of opportunities to hire people in my agency merely to 

meet this EEO mandate that you talk about.” We find 

that they (social aims and job needs) are not essentially 

exclusive; we think they are inclusive. The relationship 

between manpower needs of people within an agency 

and the delivery o f services are one and the same. We are 

talking about the same people in most instances. If we 

buy the premise that people can perform when given the 

opportun ity, and if they fail, the manager should have 

some means by which to remove people. The difficulty 

that we have, I think, is the lack of courage or the lack 

of procedure and the application of procedure in terms 

of how to remove people if they are indeed insufficient.

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The manager should not be intimidated by this, I 

think. Ours are not in most instances. So they say that if 

they fire someone, the person will say that they are 

going to file a complaint with me and then they got a 

problem. That is not really the case in all instances. I 

think that if the employee is not doing well, if the 

employee is a bum, he deserves to be told that he is a 

bum and where the employee can improve.

Wien I met Ed, he was in the in-house program for 

the Old President's Committee and 1 dealt with the 

out-house program. I was with the Contract Compliance, 

the private sector. And it was good dealing with them, 

“ the fat cats” TWA, Boeing and you are sort of 

detached from them you know, and you issue edicts and 

you tell them what to do and you don’t have to be there 

day to day in terms of how to carry it out. In-house is a 

little bit different. You ride together. I meet with the 

General Counsel on Monday to seek his assistance and 

guidance and collaboration on an issue. On Tuesday I am 

saying, “ I’m here to see you about a problem that you 

have in your shop.” So the in-house program is a little 

more different and intimate.

We’re dealing in perhaps an area of confrontation 

politics. Our managers are concerned about this, that 

we’re getting kids off-campus who are not going to take 

Hill 101 because someone said it. They are asking 

questions why, and surprisingly the nu mber o f managers 

who cannot explain why something needs to be done. 

It’s like Gunga Din, “ Yours is to do or die not to reason 

why.” But not so; I think if the manager cannot explain 

what he wants done and how he wants it done, he 

cannot reasonably evaluate the employees in terms of 

their performance.

McCormic Tea Company, I think in Baltimore, has an 

excellent approach. They will not promote a manager 

unless he has groomed someone to take his place. Quite 

an interesting approach they have, that you must have 

groomed someone to take your place or you become 

indispensable in the job you ’re in and cannot be 

promoted. Now I am not talking about preferential 

kinds o f grooming, selecting an employee a nd giving him 

an edge. But I think that the need to communicate 

more, the need to ensure that employees are playing 

more vital roles in your operations, benefit you as well 

as the employees.

We have an upward mobility program in HEW. We 

have some 5,000 employees who attend college classes 

on-the-clock and we pay for it entirely and they attend 

that program while they are working for the agency. We 

need more of those kinds of programs, I think. Traditionally, we talked about training in terms o f whether it 

was job related. I send people off from my staf f to 

Berkley. They deal in all kinds of esoteric programs. If

you want to send the secretary off, there is the question 

that it must be job-related. There is a need obviously to 

train people to do better in the jobs they are required to 

do, but not to limit their opportunities in getting some 

broad exposure in opportunities to move forward.

So these are the kinds of things that we and our 

managers talk about in HEW. As I mentioned to you, we 

look for precedence and for guidance from the Commission. not only in terms of the law, FPM letters, and 

manuals, we also look at the case law that comes out of 

court, and also emanates from Board of Appeals and 

Review, My managers have had some difficult times 

trying to reconcile some of the issues that have 

developed. For example, we have the affirmative action 

plan and we say in the development of that plan that we 

should look at our workforce, identify our problem, and 

specify the means by which we are going to address the 

problem. We have had instances where the managers 

have looked at their problems, found that there has been 

no employment of minorities or women or what have 

you, and they decided that in order to correct this, they 

need to take some positive steps to get them on board. 

We have been perplexed by some decisions that indicate 

that the manager has used race as a factor; therefore, he 

is in violation of the merit system. We have a problem 

trying to reconcile why our managers do some of these 

things- So we deal with these items.

We have looked at some cases that talked about or 

allow for using patterns as a basis. I think it was Sir 

Henry Maine, the English jurist, who said that the 

movement of law is from status to contract. We are 

talking here about the concern for the individual as 

compared to the impact of that individual on the group 

and the status of that group. We are having more and 

more complaints where employees are saying that as a 

class, we have been done in. Ergo there was slavery, ergo 

I was done in. Where is the remedy?

The Executive Order is not a reparative piece as I 

view it. It is not designed for or does it cany the tools 

for that kind of eom pensa tion-that kind of compensatory treatment. But it does provide a means I think, as 

Irving indicated here, of providing some kind o f remedy 

and we are thrust now at that stage of deciding how to 

effect that remedy. We talk about goals, timetables and 

at the same time, how language must be devoid of any 

reference to (race, sex, etc.) the very bases on which we 

made certain adjustm ents or changes. Now I think it 

would require keener, perhaps a finer tuning of some of 

the things that we do, and the bases in the case law in 

which we deal with. I think these kinds of conferences 

are good for that purpose.

We have IAG meetings where we get the EEO folks 

together and the personnel people together to try to

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fathom out some of these apparent contradictions. I 

think we will inherently have those. I think this is what 

Len Garment talked about. It is not all that easy.

In our agency we are not a part of personnel, we 

are a part of administration for valid purposes, I think. 

Our view was that traditionally the problem was in the 

personnel office-in part. Traditionally, the personnelist is 

the agent of the manager, but we felt that while many of 

the things we talk about in terms of EEO are personnel 

management oriented, there are many other facets of 

EEO that go beyond the scope of personnel operations, 

and require broader management involvement. Therefore, HEW EEO responsibility was organized in the 

Office of the Assistant Secretary for Administration, 

outside of and not subordinate to the Personnel Office.

But to review, in the evaluation and the sharing of 

policy, in terms of how those programs impact on 

minorities and women cannot rest in personnel, though 

we work hand-in-hand.

Now this is not a pattern by which other agencies 

must necessarily follow. I think there are a variety of 

means of organization which agencies should use on 

their own.

In this whole matter of confrontation politics, we 

have in HEW a 16-Point Program, the Women’s Action 

Program, the Federal Women's Program, and the Advisory Committee to the Secretary on the status of 

women. We have a Black desk, Indian desk. Asian desk, 

Spanish desk. We have all these organizations. My God, 

how do you~organize? Well, we are now working on 

making a little better harmony out of these programs. I 

think there was a basic and a valid basis for setting them 

up at the time. But it does not mean that we must listen 

to each separate advisory group and then move exclusively for one group, because at that point, you sec, you 

will have some confl ict-no t mentioning the 30 percent 

that women want and Blacks, etc. Well, at that point 

you begin to mathematically go over what is possible.

So, the EEO Office, though I am accused of being a 

Black advocate, I would say that our basic concern is to 

bring about and to assist the manager, and to work with 

the manager in developing some kind of harmony and 

some kind of balance to the variety of needs. They will 

vary according to geography and according to any 

number of circumstances. I think you will have to look 

hard at what these conditions are and then relate your 

programming, your plan, to addressing those issues. 

None of us are perfect and I don't think any agency has 

claimed to be perfect, not even the Commission, 

although I find it difficult at times to reconcile its claim 

of statistical progress. Aside from that, I think the point

I

that Irving raised is that we have to begin to work 

together and at the same time to give equal employment 

opportunity some degree of status. While we kind o f hid 

it, you know, in terms of our budget, you never could 

find EEO as a budgeted line item. While there was a valid 

risk if you identified that which you know is it, you can 

eliminate the confusion in the allocation and use of 

financial resources for EEO purposes.

I think we have moved to a point now where we are 

saying that we want to sec the specific manpower 

resources that Irving asked for. Some of our managers 

say if we reveal those things, it may be cut later on in 

die budget squeeze as being low on the totem pole of 

priorities. Well, tha t’s the kind of risk that we run, I 

guess, but I think that to emphasize the legitimacy of 

EEO as embodied in law demands that EEO be clearly 

identified and managed to achieve a worthwhile purpose.

One last item I guess I might cover is how we perceive 

of equal employment oppo rtunity. I have complained 

that EEO is an old term which existed long before we 

had the Executive Orders. It was a basic premise by 

which most of your parents and foreparents came to this 

country seeking opportunities. I say most because all did 

not enter by the same portal. Some entered by slave 

vessels and a variety of other ways, except for the 

American native who was here when most arrived.

We are talking then about those basic precepts on 

which the coun try was built, and that all who reside 

therein are entitled to the benefits thereof. But we most 

feel. I think frankly, with Wendell Holmes’ conclusion 

that law is not logic but experience. So, things that make 

logic all the time do not necessarily meet with the 

experience factor - tha) the logic of constitutional and 

civil rights is not by experience applied equally even now 

to all citizens.

Then, while we may show that in form our merit 

system is working, our experience suggests to us at times 

that the system, though it is perfect in form, is not 

perfect in operation. So, in terms of equal employment 

opportun ity responsibility, we briefly look at the people 

who are involved not just form -th e people who are 

involved and how they operate within that context. It is 

in this way, I think, we deal with managers and the 

manager may be quite honest in his view that he is 

concerned with getting the best qualified. But we ask 

him to justify that, even within this context of prerogative.

I think if I had to define EEO, it is a rational intervention in personnel management practices. In this respect we do invade that management prerogative and 

try to get involved in the process when this kind of thing

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happens. think this is necessary if the EEO program is 

going to work, and 1 don’t think-1 hope that managers 

don't get uptight—when this kind of thing happens. As a 

result some managers frequently complain that EEO interferes in their managing their offices. Certainly it is an 

intervention, by definition, and it is one required by law 

and necessary when the manager’s actions are contrary 

to law. We don’t have the luxury to be discriminatory in 

government. It is a law that says you cannot be discriminatory in government. We belong to varied organizations and we have a variety of allegiances, and it is 

very tricky to say that when you enter the portal of the 

agency you divest yourself o f these allegiances that often 

foster preconceived notions about race, color, etc., 

that is rather difficult dealing with the human being. I 

think that what we are about is trying to reconcile those 

various allegiances a nd making clear that in government 

we don’t have the luxury to discriminate. It is not up to 

Ed or the EEO Officer to decide whether or not EEO 

requirements ought to be implemented. The implementation of EEO policy is the manager’s responsibility. 

Ours is to assist the manager in developing and understanding that policy and in carrying out that policy.

There are many more things we can talk about but 1 

will stop here. Irving took all the time, didn’t he, Jerry. 

But I try to convince them that I am not negative on the 

Commission, therefore, they can allow me more time. 

Thank you.

Mr. Hinch talked about the role of the Civil Service 

Commission with respect to agency EEO affirmative 

action plans, the discrimination complaint system, and 

other activities under the Federal EEO Office. He spoke 

specifically of the impact of the Civil Rights Act of 1972 

on these activities and on the Civil Service Commission’s 

role as the regulatory and supervisory agency.

The Act provides that the Civil Service Commission 

no longer accept the big statistical picture of a Federal 

agency, but that the Commission take a look at regional 

pictures and at the local installation employment patterns. Accordingly, the Federal agency must have regional affirmative action plans subject to the approval of 

tlie Commission Regional Offices, as well as an overall 

agency plan. Mr. Hinch stated that the Commission 

headquarters offices and the Regional Offices will be 

taking a hard look at each plan to insure its full 

compliance with the new requirements of the Act as well 

as the specific program areas outlined in the Executive 

Order

Mr. Hinch reminded participants that new plans must 

include provisions for training and education for upward 

mobility, must contain certification that EEO officials 

to whom responsibility for program is delegated are in

fact qualified to carry out their roles, and must 

document the allocation of adequate resources to get the 

job done.

The challenge new to management is to survey where 

all employees, including women and minorities, are in 

the employment picture, and to provide upward mobility programs geared to help them develop to their 

highest potential.

Mr. Hinch called attent ion to the new requirements 

with respect to the timeliness of complaint processing, 

and the provisions that complainants have access to the 

courts. Back pay provisions of the EEO Act should 

challenge the Federal manager where he or she is most 

vulnerable to assure that any apparent discriminatory 

situations are corrected promptly. Mr. Hinch stated that 

if the Civil Service Commission finds apparent discrimination in personnel management during an on-site 

review, corrective action will be ordered even though a 

complaint has not been filed.

Ms. Helene Markoff, in her remarks, developed an 

approach to effective program implementa tion for the 

participating managers of this conference by referring to 

the three “ R’s”.

The first “R” she called resources. Federal Women’s 

Program Coordinators in the Federal agencies need time 

on the clock to perform their program duties, Ms. 

Markoff indicated. Currently, there are only 27 full-time 

coordinators. She cautioned managers on assigning p rogram responsibilities to “an individual male or female 

who is wearing 26 other hats.” She urged that managers 

reach an agreement with part-time coordinators as to the 

number of hours per pay period that will be devoted to 

the Federal Women’s Program, and that evaluation of 

their performance be in accord with the time agreed 

upon.

The second “ R”, Ms. Markoff called relationship, 

referring to the Federal Women’s Program as a part of 

the overall EEO Program. She reminded the managers 

that the coordina tor of the Federal Women’s Program 

cannot contribute to the progress of women in the 

Department of the Interior unless she (or he) is cut in on 

the team. That means identification of problems in the 

development of action plans, assessment of the complaint activity, and overall program evaluation.

The third “ R” she called reality, a factor that must be 

in the forefront in the establishment of numerical goals 

and timetables. She spoke of some of the major 

occupational disciplines identified with Interior - 

Engineering, Biology, Gcology -and reminded conference participants that the utilization of women in 

Interior in these disciplines does not compare favorably 

with qualified women’s availability in the workforce.

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Women make up 5 to 10 percent of all Engineers, 15 

percent of all Biologists, and 5 percent of all Geologists 

but not so in Interior.

Mr. Esparza discussed the 16-Point Program for the 

Spanish-Surnamed. and criticized the Federal Government (including the Department of the Interior) for its 

failure to do an appropriate implementation job.

The elements of the 16-Point Program directed to the 

Civil Service Commission are repeated here for emphasis.

1. Appoint a full-time official in the Civil Service 

Commission who will provide advice and assistance on 

matters relating to Spanish-surnamed population to 

assure full application of the EEO program in all Federal 

agencies to this group.

2. Begin an intensified drive to recruit Spanishsurnamed persons, particularly for identified public 

contact positions, in areas of heavy Spanish-speaking 

population, including the Southwestern states and in 

Chicago, Detroit, and New York, and certain other 

major metropolitan areas.

3. Use specialized recruitment teams, to include 

Spanish-speaking persons, for college recruitment, particularly at colleges with heavy Spanish-speaking enrollments.

4. Begin work immediately with OEO, DHEW. HUD. 

Labor to find ways to enhance opportunities at all levels 

for Spanish-surnamed Americans in programs dealing 

with the Spanish-speaking population as well as in other 

programs and in key occupations.

5. Step up recruitment for Cooperative Education 

Program at colleges with significant numbers of Spanishspeaking students to permit entry from FSEE registers 

without necessity of written examination.

6. Emphasize to Federal agencies availability of 

selective placement on bilingual basis so Spanishspeaking persons may be reached for appointm ent to 

positions dealing with the Spanish-surnamed population.

7. Hold an EEO conference of Federal managers and 

equal opportunity officials in the Southwest designed to 

assure equal opportunity for Spanish-speaking persons in 

employment and upward mobility in Federal agencies.

8. Develop plans for Federal agencies under CSC area 

office leadership to work with high schools in Spanish 

speaking areas to make known j ob opportunities in the 

Federal Government and to counsel and to encourage 

students to stay in school.

9. Hire for summer employment in Federal agencies 

high school and college teachers from schools serving 

Spanish-speaking students to give them understanding o f 

the Federal Government which they can relate to 

students.

10. Make special effort to inform Spanish-surnamed 

veterans o f availability of non-competitive appointments 

for Vietnam Area Veterans including GS-5 level.

11. Require Federal agencies to review their EEO 

action plans and minority employment figures and make 

any necessary' revisions to assure the full applicability o f 

the plans to Spanish-surnamed population.

1 2. Review with agencies staffing of EEO program to 

make sure that there is understanding in the program of 

the special problems of the Spanish-speaking.

13. Provide additional training programs on EEO and 

personnel management for Federal managers in areas of 

Spanish-speaking population.

14. With the Department of Labor, explore the 

feasibility of establishing an Intergovernmental Training 

Facility for upward mobility and skills training for 

Federal, state and local careers in the Southwest, 

probably in San Antonio.

1 5. Collect necessary data and broaden analysis of 

minority statistics to bring out special information 

relating to employment and upward mobility of Spanishsurnamed persons in the Federal Government.

16. Require EEO reports from agencies to rellect 

special information on Spanish-surnamed persons and 

include in the CSC agenda for EEO evaluation questions 

directed at particular problems relating to employment 

and upward mobility of Spanish-surnamed persons.

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Mr. Al Balmy

Manager, Human Resources Development 

Xerox Corporation

Mr. Balmy was guest speaker at the dinner meeting 

and spoke to conference participants on the subject. 

Developing Social Consciousness. As he related the many 

affirmative measures taken by Xerox to increase and 

improve upon its utilization of women and minorities, 

there emerged what appeared to be a consensus among 

the corporate giants that they do have a social responsibility and that they are doing something about it. There 

is a remarkable indication that private industry employers are doing much more than the Federal department and agency employers, and that they view what 

they are doing as a necessary component of good 

business.

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Mr. William Berzak

Chairman. Board of Appeals and Review 

U.S. Civil Service Commission

Mr. Berzak described the function of the Board of 

Appeals and Review on EEO complaint appeals. Several 

interesting cases were discussed to illustrate new trends 

in complaint decisions based on provisions of the EEO 

Act of 1972 and on recent court cases with private 

industry.

William Berzak

JOHN McKUNE, DIRECTOR 

ORGANIZATION AND PERSONNEL MANAGEMENT

We are well aware of the development phase of our 

building a sound EEO program in the Eedcral Government. Our particular job responsibility today however, is 

what I shall refer to as Phase II. and it is going to require 

extra effort from all of us. otherwise we will not 

succeed. It is more difficult to obtain equal opportun ity 

goals in the higher grade levels, in higher profile levels, 

than in grades GS-I througli GS-7. If we don't recognize 

this fact, we will never make it. Even when organizational recognition is present, it takes inordinate planning 

skills to achieve EEO goals. When we talk about planning 

skills, we are talking about the need for innovative, 

creative people. We are talking about people with guts. 

We are talking about people who aren’t afraid to take a 

stand. If wc don't have these people, we will never make 

it.

Five years from now. it we still are pre-occupied with 

statistical sampling of EEO achievements in the lower

GS levels, we will not have acltieved the goals set out for 

us. This is basically a negative type of EEO program 

thrust and we have to get beyond it in Phase II.

EEO has been given status by the Congress and by the 

President. Tltis status alone has not achieved the desired 

results. To achieve success in what I call Phase II of 

equal employment oppo rtunity, we need high level 

support, status, if you please, but of much greater 

importance, is the need for creative people and programs. We must have realistic programs in Phase II. We 

must all give that extra effor t. You just don't make a 

competent placement at a GS-16, or IS. or 14. by 

wishing it so. It requires highly qualified people, 

specialized plans, and it takes individual effort because 

tlie prejudices that exist are much more subjective, much 

more difficult to identify and. to people without a great 

deal of strength and insight, impossible to overcome. So 

we have to bring all these factors together, people, plans 

and effort. It will take a great amount of planning and 

close cooperation between EEO people, personnel 

people, and bureau management. As long as we are 

anguishing over parochial problems, whether we belong 

to the EEO or personnel fraternity, we will never achieve 

success.

So I believe it’s extremely important in Phase II that 

we look at ourselves - our programs and outline those 

goals that have got to be reached. Comfortable people 

cannot achieve difficult goals. As personnel officers, you 

have to ask questions such as: When is the last time I had 

a really meaningful confro ntation with the EEO officer 

in my bureau? When is the last time I really talked to the 

bureau director and told him there are no blacks higher 

than the GS-7? How' many of us have asked ourselves 

these questions? How many times have Ed Shelton and I 

looked at our functional areas in terms of job perform ­

ance? How many times do we kid ourselves into thinking 

we are doing a job because we have more personnel 

people and we have more EEO people. In my opinion, 

more people will not achieve the second phase without 

extra effort. Extra effort means we have got to have 

“extra effort " people to do the job. Perhaps, this 

generation of personnel people, and EEO people, and 

the first generation of Women’s Coordinators are not 

sufficient to the task facing us.

Let’s look at ourselves and not be fooled by a mirror 

image. Many times we don’t like what we see in the 

mirror. There is a tendency to cover image defects with 

makeup or to view ourselves without benefit of a briglit 

light. These are things we cannot afford to do in equal 

opportunity , especially in Phase 11.

What we are talking about is the necessity for a joint 

approach to increasing equal opportunity in the Department of the Interior. EEO people and personnel people 

often fool themselves into believing that compliance

21
19

systems, grievance systems, or a conference such as this 

can achieve equal opportunity for all employees. It 

cannot. The effort needed to achieve meaningful and 

lasting results is neither routine or repetitive. It will lake 

creative, courageous and persistent effort on the part of 

personnel and EEO people to bring about equal o pportunity for all Interior employees at every grade level in the 

Department.

This goal can only be accomplished by cooperative 

and concerted action on the part of all of you assembled 

here today, managers, supervisors. EEO and personnel 

staff.

Thank you.

Members of the staf f of the Office of Organization 

and Personnel Management elaborated upon the use of 

the personnel system to achieve EEO objectives. They 

stressed that in the final analysis the success or failure of 

equal opportunity depends upon the comm itment and 

action of each participant.

Panel, Office o f Organization & Personnel Management, f rom 

left, Delores Ruffi n, Larry Lane, Mr. McK unc, Paul Lorentzen. 

Bill Spillers, Mr. Shelton.

Ms. Geneva Ruffin, spoke of the imp orta nt, difficult 

and challenging task of supervising the work of others. 

Good supervision takes more knowledge, skill, common 

sense and foresight than almost any other kind of work. 

Ms. Ruffin stated that we expect a good bit from 

supervisors in the way of knowledge, in the way of skills, 

and in the way of experience. If we do not use the 

system to provide this then we are failing our supervisors, we are failing the employees whom they supervise 

and we are certainly not promoting and ensuring that 

equal employme nt opportunity takes place.

Billy Spillers stressed the flexibilities in providing 

education and training to insure maximum opportu nity 

tor employees to advance so as to perform at their 

highest potential. He emphasized that we must look 

beyond the present official duties of employees to the 

time when the employees may assume greater responsibility in more demanding positions. He stressed that we 

are authorized to approve individual employee programs 

of study which comprise a series of courses leading to a 

development goal.

Paul Lorentzen spoke of two other challenges which 

are revolutionizing the personnel system. First the CSC 

is initiating new procedures for appointment and promolion. They are requiring that knowledges, skills and 

abilities necessary for successful job performance must 

be analyzed and put on paper and then that the 

examining methods be related to the knowledge, skills 

and abilities needed for the job. The evaluation method 

must measure the applicant irrespective of race, color, 

religion, sex or national origin.

Secondly, last June the CSC established an autom ated 

file on all Federal employees. This Central Personnel 

Data File contains all personnel actions affecting Department employees. All personnel information about the 

Interior is within the CSC comp uter and the CSC will be 

using this information to monitor the EEO program in 

terms of statistical trends in training, hiring, promoting 

and in the educational achievements of employees. The 

same kinds of statistical data is available within the 

Department and it gives us a beautiful tool to use in 

getting a better understanding of performance in the 

EEO area.

Gordon Jennings spoke about personnel management 

evaluation and its relationship to equal employment 

opportunity. The evaluation gives us an oppo rtunity to 

ask questions about outsclves. It also gives us an 

opportun ity to talk with managers at all levels about 

how they plan for, operate and evaluate their programs, 

including EEO. Evaluations are gradually evolving from 

those aimed at changing attitudes to those concerned 

with obtaining results.

Larry Lane concluded the panel by saying that 99 

percent of all we want to do in the area of achieving 

EEO objectives can be acheived within our existing 

system provided what we want to do is soundly 

conceived. He submitted that the Federal merit employment system is a flexible and changing system. The 

problems we encounted in achieving EEO objectives 

have little to do with the mechanics of the employment 

system. It has to do with inertia. Managers must change 

their thoughts about the traditional staffing patterns. 

Personnel Officers must explore various staffing methods 

and minorities and women must broaden their preception o f their occupational possibilities.

•n
192

Bureaus gather in work sessions to discuss their employment posture with top officials.

Bureau of Land Management Bureau o f Ou tdoo r Recreation Bureau of Sport Fisheries and Wildlife

National Park Service U.S. Geological Survey Office o f The Secretary and

Other De partm ental Offices

Bonneville Power Administration - Southeast Power Administration - Southwes t Power Administration

23
193

WORK GROUP SESSIONS

Equal Opportunity for All Management's Challenge 

NOW was the theme that ran through all discussions 

during this Conference-particularly the workshops. It 

was pervasive. Participants appeared “ready” to accept 

the challenge and to look, think, and act beyond simple 

nondiscrimination and pro forma or passive equal 

employment opportunity programs. Discussions were 

stimulating, and individual participation was 100 percent 

under the guidance of the group leaders who were 

selected on the basis of their expertise and strong 

motivation.

There were ten workshops assembled to discuss 5 

major topics: EVALUATING SUPERVISORY PERFORMANCE IN EEO MONITORING AFFIRMATIVE 

ACTION PLAN IMPLEMENTATION, AND CONDUCT 

1NG ON-SITE EEO EVALUATIONS: DEVELOPING 

AND UPDATING AFFIRMATIVE ACTION PLANS 

GOALS AND TIMETABLES; TRAINING AND EDUCATION PROGRAMS FOR UPWARD MOBILITY; and 

SPECIAL EMPHASIS PROGRAMS Federal Women’s 

Program, 16-Point Program from the Spanish Surnamed, 

and Employment of Indians in Bureaus Other than the 

Bureau of Indian Affairs.

The end product of each workshop was even stronger 

than had been anticipated. Specific recommendations 

for action at all levels throughout the Department were 

presented to the general Conference assembly, and a 

course o f action charted under each topic to which every 

bureau and office could subscribe. Presented here is 

WHAT SHOULD BE DONE as recommended by the 

work groups.

Work Group I - EVALUATING SUPERVISORY 

PERFORMANCE IN EEO, led by Paul Lor ent/en, raised 

four major questions and presented to the Conference 

aseembly the following actions to be taken:

1. The Department will issue a stand ard model 

paragraph to be added to the position description 

of every employee with supervisory responsibility, 

statin g that this employee has responsibility in 

EEO as outlined in the local Plan of Action. Each 

bureau will then adapt its own specific paragraph 

and insure that it is added to all supervisory 

position descriptions not later than September 30, 

1973.

2. The Department will require that each manager o f 

a discreet organization (Supcrintentent, Regional 

Director, Bureau Director, Heads of Laboratories 

and District Offices, etc) communicate periodically, at least three times a year, with his or her 

supervisors regarding their specific responsibilities, 

objectives, and goals, and how they arc performing. This will be an added sentence to the position

description for these supervisors who are managers.

3. The Department will require that each installation 

(towards the end of the Action Plan year) will 

evaluate its own performance under its Action 

Plan program commitments, document this self 

evaluation in writing and send this evaluation 

report up the line to the appropriate level. One 

part of this self evaluation must zero in on the 

performance of the supervisors in enough specificity so that higher level officials can tell from the 

report how well supervisors are performing their 

EEO responsibilities.

4. The Department will require that performance of 

(or potential for the performance of) EEO responsibility be a factor in appraising persons for 

supervisory positions. This requirement will be 

stated on the vacancy announcements for these 

positions.

Work Group 11, led by Gordon Jennings, and Work 

Group III. by Barbara Payne and John Caracciolo, dealt 

with MONITORING AFFIRMATIVE ACTION PLAN 

IMPLEMENTATION AND CONDUCTING ON-SITE 

EEO EVALUATIONS.

Recommendations from these groups emanated from 

the basic premise that both the Departmental EEO and 

Personnel staffs have the responsibility to establish and 

implement an effective evaluation system. To assure 

maximum EEO coverage, it was concluded that the 

following systems must be used: (a) Personnel Management Evaluation, (b) Personnel Management Assistant 

Visits, and (3) Equal Employment Opportunity Evaluation Reviews.

RECOMMENDATIONS:

1. Both Departmental and Bureau EEO people must 

participate in the selection of sites for personnel 

management evaluations.

2. An EEO staff person must serve as a team member 

during the full time of the evaluation and must 

function across the board in all aspects of the 

personnel management evaluation.

3. There must be adequate follow-up on all evaluations. The method used must be based on 

individual determination. It may be via personal 

visit, written report, memorandum or, perhaps, a 

telephone call.

4. Managers must be encouraged to share with 

employees a summary of evaluation recommendations which identifies areas th at will receive special 

emphasis.

24
194

Work Group Sessions
195

All agreed that the EEO staff person serving on 

personnel management evaluation teams must insure 

that areas o f major deficiencies are included as program 

element substance in the Affirmative Action Plan.

Work Group IV. led by John Fulbright and Larry 

Lane, and Work Group V, led by Chet Baggs, dealt with 

DEVELOPING AND UPDATING AFFIRMATIVE ACTION PLANS ** GOALS AND TIMETABLES. It was 

the the consensus of both groups that the method of 

developing the affirmative active plan for the Department should be reversed. Wherein the Department, 

heretofore, has developed a Departmental Plan and 

imposed it on bureaus for their development of bureau 

plans, then on to the regions and finally to local 

installations for the development of additional plans 

therefrom, it was concluded that the level where the 

action actually takes place has no input and, therefore, 

no motivation or interest.

The recommendation from both groups are as 

follows:

May 15

June 25 

(6 weeks)

August 7 

(6 weeks)

EEO Plan Development

April 10 The Department will develop a skeletal

EEO Plan which will be forwarded to 

Bureau EEO Officers on April 10. This 

plan will include the specific action 

items which the Department determines 

must receive emphasis (as well as those 

which must be included to obtain CSC 

approval).

April 13 Bureau EEO Officers will meet with the

staff of the Office for Equal Opportunity to discuss the skeletal plan. At this 

time a determ ination will be made as to 

whether other action items need to be 

emphasized.

April 19 Continuation of above.

April 24 The Office for Equal Opportun ity will

submit to the Civil Service Commission 

the outline for the revised system of 

developing EEO Plans, together with the 

Departmental skeletal EEO Plan, developed jo intly with Bureau EEO Officers. 

The goals will be stated for the Department as a whole, not be individual 

bureaus.

The Office for Equal Opportunity will 

submit the EEO Plan guidelines to the 

Bureau headquarters.

May 1 Bureaus will add a transm ittal memorandum and send the Departmental EEO 

Plan guidelines to the Regional Offices.

September 10 

(4 weeks)

September 19

The Regional Offices will add a transmittal and forward the Departmental 

EEO Plan to the field installations lo t 

implementation.

The field installations will review all 

program areas o f the Departmental plan 

and determine the action items which 

can be implemented. Each installation 

will set forth its EEO comm itments in 

terms of what is the problem, what can 

be done to overcome it (in quantitative 

terms, if applicable), who's going to do 

it. and when it will be done. These 

commitments will be returned by June 

25 to the Regional Office.

The Regional staff (or Bureau staff) will 

assist the installation in assessing its 

EEO situation so that meaningful and 

realistic commitments are made.

The Regional offices will review the 

installation responses and evaluate the 

commitments. The Regional office will 

either approve the installation com mitment and notify the installation to 

proceed or the Regional office will 

return the document to the field installation for necessary adjustments.

The Regional office will consolidate the 

field commitments, add necessary input 

at the Regional level and send a Regional Plan to the Bureau headquarters. 

The Bureau headquarters will review the 

Regional Plans. They will either approve 

the plan and notify the Regional to go 

forward to fulfill its commitments, or 

they will return the plan to the Regional 

office to make the required changes. 

When the Bureau approves a Regional 

Plan, it will advise the Regional office to 

submit the plan to the appropriate 

office of the Civil Service Commission. 

The Bureau headquarters will consolidate all Regional Plans and add the 

input necessary for the headquarters 

office. A complete Bureau Plan will be 

forwarded to the Office o f Equal Opportunity.

The Office for Equal Opportunity will 

review the Bureau Plan and will either 

approve it or return it to the Bureau to 

make appropriate changes.

All Regional Plans will be subm itted to 

the appropriate office of the Civil Service Commission by September 19.

26
196

October 15 The Office for Equal Opportunity will 

submit the Departmental EEO Plan to 

the Civil Service Commission.

January 15 The Office for Equal Opportunity will 

submit to the Bureaus a skeletal EEO 

Plan for EY ’75.

Work Group VI, led by Ted Krell and Shirley

Kennedy, and Work Group VII, led by Bill Spillers and 

Geneva Ruffin, dealt with TRAINING AND EDUCATION PROGRAMS FOR UPWARD MOBILITY. Recommendations emanating from these work groups were as 

follows:

I . The Department must appoint a task force as soon 

as possible for the purpose of developing better 

policy guidance for the Upward Mobility Education and Training Program and for implem enting 

the program. Such a task force should be sponsored jointly by the Office for Equal Opportun ity 

and the Office of Organization and Personnel 

Management.

A. There is a need to define the responsibility 

of Departmental Offices, the Bureaus, supervisors and participants for upward mobility training and education.

B. There is a need to develop materials, such as 

films and slide presentations tha t can be 

used to explain and “sell" the upward 

mobility education and training program to 

line supervisors and managers. In many 

cases, communications with regard to this 

program have broken down and the supervisors and managers do not know what is 

expected of them. The necessary materials 

should be developed probably at the Departmental level and should include "how 

to do it” pieces and "success stories" found 

within the Department.

C. The Office of Organization and Personnel 

Management should assume responsibility 

for training those persons who will in turn 

provide training to supervisors and managers. In other words. OOPM should be 

responsible for training the trainers.

D. An upward mobility college should be 

planned not only in Washington. D C., but 

also in other locations where there arc large 

numbers of Bureau offices and employees. 

This would include such places as Denver. 

Albuquerque, and Portland.

2. Money must be made available if the education 

and training program is to succeed. The program 

should be included specifically in the budget, and 

money for it provided through the normal budget 

process. If this is no t possible at the present time, 

the amount of money currently allocated to 

training should be reapportioned to provide adequate support for the Upward Mobility Education 

and Training Program. A large amount of money is 

currently being spent for training within the 

Department, but very little is being devoted to 

Upward Mobility Training.

Work Groups VIII. IX and X dealt with the special 

emphasis programs. Work Group VIII, led by Maxine 

Millard and Lorraine Kropitzer. addressed itself to the 

EEDERAL WOMEN’S PROGRAM. Recommendations 

emanating from this group were as follows:

1. Bureaus should relate the needs of the organization to any position that becomes vacant, disregarding the qualification factors such as series, 

grade, etc., and recruit a candidate with the 

general education background. This would enable 

the organization to build the individual to meet 

the specific organization requirements through 

special training designed to achieve upward mobility.

2. Funds should be put aside for upward mobility, 

and specific numbers of positions set aside and 

designated for this program.

3. Career counseling should be made available to 

employees, and once counseling has been accomplished, a follow through system implemented. 

This wotdd require probably the use of professional counselors from outside the Department.

Work Group IX, led by Irene Moore and Jose 

Cisneros, dealt with the I (.-POINT PROGRAM FOR 

Till SPANISH SURNAMED. and reported the following recommendations to the general assembly of Conference participants.

1. There should be a full-time 16-Point Program 

Coordinator at the Departmental level in the 

Office for Equal Opportunity.

2. The selection of Equal Employment Opportunity 

Officers in field installations should reflect the 

identity of the largest minority group at the local 

level.

3. Bureau headquarters EEO staffs should include 

Spanish-Surnamed persons.

4. There needs to be an additional thrust toward use 

of the Inter-Government Personnel Act in the 

interest of Spanish Surnamed.

27
19 7

Work Group X, led by Ray G unter, dealt with THE 

EMPLOYMENT OF INDIANS OUTSIDE THE BUREAU OF INDIAN AFFAIRS. Recommendations emanating from this group were as follows:

I. The Department must measure periodically the 

progress on the special Indian employment programs that are administered by the Bureau of 

Indian Affairs.

2. The Department must take the leadership in 

publicizing the special Indian employme nt programs throughout the Department, utilizing the 

Bureau’s program staff to explain the programs 

where appropriate.

3. The Bureau of Indian Affairs must be more 

aggressive in pushing Indian employment assistance programs throughout the Department.

46-120 0 - 75 - 14

28
198

Conferees Report on Work Group Discussions

Lorraine K ropitzer Morgan Pace I rank Catroppa

2 9
199

SIGNIFICANT EEO COURT CASE DECISIONS - EFFECT ON PRIVATE EMPLOYMENT 

by Mr. William Brown. Chairman. Equal Employment O pportunity Commission

Mr. Brown:

Il is a real pleasure for ine to be here today and I 

hope that we can talk about some problems that both 

you and we at the Commission are quite concerned 

about. I should say initially that if any of you feel 

threatened by my presence, we don’t have jurisdiction 

over the Federal Government Many o f the people at the 

CSC do indeed have jurisdiction over the Federal 

Government and over the problem of hiring and upgrading of women and minorities throughout the government structure. I think that perhaps Irving Kator a nd the 

people from CSC have indicated to you the problems, at 

least from the standpoint of CSC in viewing these 

statistics and in trying to get people the opp ortu nity to 

be hired and to be upgraded without regard to their race, 

their sex, or their national origin. 1 think that for you at 

least we pretty much feel that the standards which 

should be used in the Federal Government are basically 

different from the standards that we are presently using 

for private employees. As you know, the Commission 

had been laboring for quite a number o f years un der the 

deficiency of no enforcement powers. That went on 

from 1964 to last year. Then in March 1972. a 

tremendous change was brought about by the Amendments that were attached to the Civil Rights Act of 

1964. And under those amendments, first we now have 

auth ority for the first time to go into a Federal District

Court in those cases where we feel the employer is not 

doing the things that should have been done. We have 

the auth ority to issue subpoenas which we did not have 

before. We have the authority to intervene in court cases 

which are already pending. 1 think something which does 

in fact concern me even tho we do not have jurisdiction 

over your agency is the fact that individual charging 

parties both in the private sector and in the Federal 

Government (perhaps we ought to underline that and in 

the Federal Government) that now have for the first 

time the riglit to go into court if they feel they have not 

been treated fairly by their agencies or that they have 

not been treated fairly in terms of their appeals, or 

indeed, merely by the passage of 180 days from the time 

a complaint is filed. And as I look at the statistics for the 

Department of the Interior. I have to be honest and say 

to you that if you were a private employer we could 

make a prima facie case from your own statistics in a 

matter of two minutes. I say that very very advisedly, 

and I say to you that what you have to do is to look at 

the statistics. I think everyone has copies of the 

information provided me in these charts and graphs. The 

cases upheld that the mere absence of minorities and 

women from certain job classifications in those areas 

where you indeed do have women and minorities 

available in the work force is sufficient to establish that 

prima facie case. And it then becomes the burden of the 

employer, in the private sector, to show why these 

deficiencies exist. When I look at your statistics, as 

I hope you have looked at these statistics, I am 

somewhat at a loss to understand why the statistics 

are as poor as they are. This is an agency that has 

been in existence since 1849. From that point up to this 

point, your record is pretty abyssmal. Lets just talk 

about some very very specific areas, and I apologize if 

they have been pointed out to you before. There is no 

woman in the Department of the Interior, according to 

the statistics that I have which are current as of 

November 1972, who holds a position higher than 

GS-15. In spite of the fact that you have some 200 supergrades in your agency, there is not a single woman who 

has a super-grade position. Now someone is going to say 

"we can’t find them”. Someone is going to say they 

won’t accept these promotional opportunities because 

they take them out of the cities in which they are 

located. These are the same excuses we have heard in 

pnvate industry. We at EEOC, because you have a right 

to know what our record looks like, have been able to 

find them. We don ’t have the luxury of having 200 super30
200

grade positions. We have about 28 super grade position s 

but five o f the 28 are indeed women. When I start going 

dow n the line in terms o f women at the GS-15 level, the 

14 level, the 13 level, the 12 level. I fin d it very very 

difficu lt to understand wh y you can’t fin d the m even 

there. At the GS-15 level where, yo u have over a 

thousand people, you have 21 women. At the GS-14 

level where yo u have over 2,000. you have on ly 37 

women. The record gets worse as you go along. An d I 

th ink that what we ought to do ( 1) is to talk abo ut what 

is dis crimination at least what has been interpreted by 

the court as being discrim ina tory. And (2 ), wh at are we 

going to do to im pro ve the pic ture that we see.

The courts have held, and I th ink that prob ab ly the 

most sig nifica nt case is the Griggs decision, that di sc rim ination indeed is not a deliberate act - does no t 

necessarily mean that someone has gone ou t and said to 

an em plo yer, supe rvisor, division chief, branch ch ief, 

“ we are going to discrim inate against women and 

minoritie s.” The Griggs decision says that no ma tter 

what type o f employee selection devices are being used, 

if the effects o f what you are doing is disc rim inat ory, 

that is ju st as m uch a violation o f Title V II as the person 

wh o posts a sign on the door saying “ no blacks w a nte d" 

And I th ink that so many o f us do no t realize the e ffects 

o f what we are doing wh ich can be discrim inatory partic ularly in the area where we are talking about thing s 

which are applie d across the board we have gone fro m 

the old idea of what we called disparate tre atment and 

o f treating people di ffer en tly merely because the y were 

Black. Ch icano, or merely because they happened to be 

Ca tho lic. To the po int. I am saying that is the ef fect of 

what yo u’ re doing disparate effect, treating people 

much the same on the surface and yet screening them 

out just as sig nifica ntly as tho you had pu t a sign on the 

doo r. Let me give yo u ju st one or two exam ples o f what 

we are talking about.

Suppose we have procedure, and we give this a 

num ber o f times in terms of our police and fire 

departm ents. Yo u have a procedure say fo r the fire 

dep artment o f p articula r cities or the police departm ent. 

They have a require ment that everyone co ming i n to the 

police departm ent must be at least 5’ 1 O' tall. No w, at 

first blush, this may no t seem to be d iscrim inatory. But 

when we realize that the ove rwh elm ing m ajo rity of 

women are no t 5' 10". it does, in fact, impact upon 

wom en in a disparate way as opposed to the males. It 

does have a disparate imp act upo n Oriental Americans 

and Chicanos, and even tho what you are tryi ng to do 

originally was no t deemed to be disc rim inatory it wo uld 

be a violat ion under Title V II. The test then becomes is 

the req uirem ent really related to the jo b that has to be 

done. Wh y is it tha t someone 5' 6 " could no t perfo rm

the duties o f a fireman or a policeman? We kn ow 

som ething abo ut these height and weight requirements, 

and indeed we have file d some suits. In fact we have 

taken very, very seriously the new ju ris dic tion tha t has 

been given to us in terms o f f ili ng suits. I sho uld indicate 

to yo u that even th o the Act was amended ju st last year 

in March and we had a nu mber o f things to d o, we have 

already file d 28 suits, autho rized the filin g o f 45 

ad ditiona l suits, and this coming Monday before the 

Com mission meeting, there w ill be at least 15 addition al 

cases being presented to the Commission for its authoriza tion to file suits in those cases.

I wo uld also suggest tha t the number o f cases that are 

being file d by indiv idu als and indiv idua l attorneys has 

indeed csculatcd. An d one o f the reasons fo r it is the 

back pay awards wh ich arc being given, and also the very 

substantial awards which are being given to attorneys.

But in these particular cases, that we are talking 

about, we have tiled against Transcontinenta l Trailwa ys 

fo r example, a require ment that all its drivers had to be 

6 feet tall. It was down in the Southwest where there is a 

heavy concen tra tion o f Mexican Americans wh o could 

not meet the height requirm ents, yo u obviously had a 

number of women who co uld no t meet the height 

requirem ents.

It is inter esting the defenses which were raised by the 

comp any. The first one is a kind o f thro w-away. They 

indicated that the y wanted people un ifo rm in height 

because they wo uld look be tte r in their unifo rms. I 

do n’ t kn ow whether the y seriously believed tha t or not. 

The second thing they said, and I th ink they probably 

did in fact believe this altho the y pro bably did not th ink 

it co mple tely, was that it takes a person o f this height to 

be able to c on trol the bus, that is the large r buses, w hich 

was a safety facto r, and people less than 6 fee l could 

not handle the bus. Tha t to o is su rprising, because it was 

du rin g the second world war, there were many, many 

drivers wh o were wom en driving these same kinds o f 

buses. And I suggested to them tim e and time again that 

in Japan and in Mexico, there are an aw ful lo t of 

Japanese and Mexicans driving the same kinds o f buses, 

some o f them 5 '3 " and 5'4 " tall. Those of you wh o have 

been to Japan or to Mexico C ity kn ow that these areas 

have some o f the most massive traffic jam s in the wo rld. 

I f they can handle those buses in Japan or Me xico C ity. 1 

fail to und erstand why they can’t handle the m in the 

United States, especially in the Southwest where the 

wide open spaces prevail.

I was on a trip very recently, and in the airpo rt there 

was a 747 Japanese Airl iner, and the Captain was about 

5 '4 " tall. 1 thou gh t to mys elf h ow many people wo uld 

be willing to ride w ith a wom an who happened to be no t 

5'4 " bu t 5 '7 " or 5'8 ". What is it that is so unique abo ut

31
201

a male th at happens to be 5 '4" and his ability to control 

the massive airplane, most of which is done by push 

butto n anyhow, and a woman’s ability to do the same 

kind of job? We just tend to screen them ou t across the 

board, and we accept these differences so many times 

because of our culture. It is lime that we start looking at 

people as individuals. That’s what we are talking about 

at EEOC. Indeed, that is what the courts are requiring.

I would suggest to you that that is what should be 

done not only at the Department of the Interior but 

throughout the Federal Government.

It seems to me that the Federal Government has a 

unique responsibility and that responsibility is to be 

leaders in the field of equal employment opportunity . 

We ought to be far, far ahead of the companies that we 

police, and yet when I look at the statistics which come 

up to the Civil Service Commission every six months I 

have to be honest to say that for the most part the 

records which we see in the Federal Government are not 

as good as most of the records we sec in private industry. 

And yet. all of us compliance people from the Department of the Interior, the Office of Federal Contract 

Compliance, our agency, and the Department ot Justice 

are going around the country filing and processing 

charges against companies telling them that they have to 

change the discriminatory practices of those companies. 

But at the same time our own records are so very poor, 

and don’t think that when you get around the country 

you are not reminded about the fact that the Government’s record itself is very poor.

There were some additional changes in the law back 

in 1972 that you should be aware of. We now have for 

the first time the auth ority to file suit not only against 

the private sector but also against universities. This is 

one of the extended areas of coverage under our act, we 

now have jurisdiction over State and local governments 

and this of course is going to become increasingly 

important as the area of revenue sharing starts to 

develop. We have jurisdiction over any employer as of 

the 24th of this month that has 15 or more employees as 

opposed to the 25 employees that are presently in our 

act. What we have tried to do is to meet our responsibilities under the expanded jurisdiction and also under 

the expanded enforcement powers. We have in fact 

established five litigating centers-l guess I don't have to 

say any more here in the Federal Government what our 

agency is I assume th at everyone knows what EEOC is. 

Perhaps I should just mention one thing, we are not 

being phased out because we are not OEO. So many 

people have written to me and have called me offering 

their condolences that EEOC is going out of business, 

and I have to tell them each time that we are not going 

out of business and indeed we are increasing. We are one

of the few agencies in the government which has 

continually increased both in terms of budget and in 

terms of the numbers of people. As a matter of fact in 

the current budget for FY '74. the President has seen fit 

to give us a 47 percent increase in our budget. I think 

that says something. I think it indicates that the 

administration indeed is behind the work of the EEOC. I 

think it says something even more important than 

that, and that is that the administration indeed is behind 

this whole idea of giving equal oppo rtunity to get the 

better job. We have to get away from the statistics 

that we see which always relegate women and minorities 

to the lowest paying, lowest skilled jobs. That is a 

pattern in industry and that is a pattern in Federal 

Government, and the sooner that we get about the job 

of fulfilling that obligation the quicker it will be that 

EEOC in fact will be no longer needed. Indeed I would 

hope that the time would come shortly that our 

Commission and the Fair Employment Practices Commission and all the other civil rights agencies would all 

become kind of needless appendages because people 

were starting to treat each other as human beings.

I think that in terms of where we are going and how 

do we get there, I think that it is very important that 

those of you who have a responsibility for hiring fulfill 

that responsibility in a meaningful way and in a 

responsible way. It takes a little bit more than just 

saying no minorities applied for this position or no 

women applied for this position. So many times the 

Federal Government, particularly people who have been 

in the Federal Government for a while, view the Federal 

Government as pre-intrusted, and we don’t think we 

should do something which is not going to pay off in the 

long run that is apply for a job when you know darn 

well you are going to be turned down for it. I know 

that the Department of the Interior does in fact have a 

number of scientific people, and to some extent that 

may be some justification; but it also has a number of 

other positions which arc not scientific-positions, for 

example, in areas of biology there arc an awful lot of 

women who have finished college majoring in biology 

and I would expect that we should see a number of these 

women indeed in the Department of the Interior. There 

are many women in private industry who have the same 

basic kinds of skills that are being deprived by your 

Department, who we have given now for the first time 

some new chances for some of the better paying high 

skilled jobs.

I would hope that those of you who have the 

responsibility for hiring really start doing something 

about changing the complexion and changing the sex 

composition of the various departments.

32
202

What are we really talking about when we talk about 

affirmative action, because that is what this thing is all 

about. It seems to me that affirmative action means just 

what it says that you do something really affirmatively, 

that you start looking at the people you already have on 

board and try to make some determination as to 

whether or not some of these people could be in fact 

upgraded. Let’s not get in this bag of talking about 

people not being qualified and having to do a lot of 

training. Because I think in your agency perhaps like 

most agencies including our own there are an awful lot 

of people who indeed train their supervisors, and yet 

when it comes time for them to be prom oted themselves 

someone says well you are not quite ready yet. We have 

heard this in private industry and unfo rtun ately even to 

a larger extent in the Federal Government. What I have 

done as far as our Commission is concerned, which I 

might suggest to you that you do, is try to identify those 

individuals who in fact can be promoted now. Particularly, those who are among the minority group and the 

women in your Department. Encourage them to bid on 

the job when the jo b is posted and then once they do in 

fact get that promotion give them the same kind of 

support that you would give to the male. Because so 

many times in private industry, when you look at a 

woman being promoted to a managerial position, what 

so many people are looking for is not only a top flight 

manager but also a secretary. So she is used not only to 

do the managerial work but she is also expected to be 

her own secretary. Maybe because they are trying to get 

the benefit of having two people for the price of one. 1 

think that is unfair and we have to recognize that it is 

unfair and we have to recognize the fact that when 

women in fact are being promoted they have to get the 

same kinds o f support that a man would get if he were in 

the position.

I would hope that we can be of some assistance to 

you. We have two portions of our Commission. The one 

part that most people know about is the compliance 

side. Of course the other part that very few people know 

about particularly in private sector is the technical 

assistance side. That is where we have people who will go 

out and try to help the businesses get into compliance 

on a voluntary basis. These are people who have been 

dealing with the problems o f discrimination on a day to 

day basis for quite a number of years. I am not 

suggesting that we know all the answers because obviously we don't. We have had an awful lot of experience 

both in terms of hiring people, in terms of recruiting 

people, in terms of getting people promo tions, in terms 

of reviewing affirmative action programs, in terms of 

doing all those things that are necessary which bring 

about equality of employment. And for those of you 

who need help I suggest that you contact our technical

assistance people. Ed Shelton knows this because we 

made the offer to him and he is taking advantage of it. 

This also extends to all of you who have the responsibility to bring about equal employment opportunity. I 

think the most important thing is that I am absolutely 

convinced that the head of this agency along with the 

top level people are really sincerely interested in getting 

something done, of changing the kind of profile that 1 

see when I look at your statistics. All of their hopes and 

all their aspirations are not going to mean very much 

until those of you who have the responsibility for hiring 

and for promoting can do your own jobs in terms of 

giving people an opportun ity.

I guess the most im portant thing that the Commission 

has done perhaps within the last seven years of our 

operation has been the AT&T case. 1 don’t get the 

same sort of response from the Federal system. When 

you talk about AT&T in the private sector, people 

get the shakes when they start thinking in terms 

of the amount of back pay which was awarded 

by way of agreement admittedly but also put into 

a consent decree. Because in the first year of operation of that agreement, that company is paying 

$38 million to minorities and to women who have been 

shut out. Even more important than that, over the next 

four or five years of the agreement they will be paying 

out anywhere from $25 million to $35 million additional to those people who should have been promoted 

or should have been given a higher salary but for 

discriminatory practices. But I think the most important 

thing of all is the fact that we have changed the entire 

system of transfers and promotions within the AT&T 

Company. This has caused an awful lot of nervousness 

among employers as you might imagine, because most 

employers don’t enjoy the benefit of having a $2-1/2 

billion profit as AT&T did last year. For an employer 

that has only a 550 million profit or indeed a $10 

million or a $5 million dollar profit this kind of back 

pay award may very well make the difference between 

being in the red and being in the black. I think that the 

fall out effect of the AT&T case is going to be 

substantial because what we hope to do with it is to set 

pretty much a standard for future negotiations in the 

private sector. I would hope that AT&T also would serve 

pretty much as a beacon as far as employment in the 

Federal Government is concerned. Because the more 

suits that we file in the courts the more settlements that 

we achieve either through conciliation or through court 

decisions, the more pressure there is going to be on the 

Federal Government to get its own house in order. When 

I talk about back pay awards let us not forget that the 

individual employee in the Federal system now does in 

fact have the right to get a draft into court. And also has 

the right to ask for back pay going back to two years

33
203

prior to the time the action has been filed. This can 

make a substantial dent in some of the budgets of some 

agencies around government, especially when we realize 

the fact that we are talking about classes of people. It is 

not just a single individual who has been discriminated 

against in most cases. It is my personal opinion that in 

most cases discrimination is not a single act. It is not 

something that just happens like a bolt of lightning out 

of the blue that happens to touch upon one individual. 

In most cases Joe Jones was discriminated against first 

because he was black and not because he was Joe Jones. 

If that is true then it means that all potential Joe Jones, 

and Mary Does as well, have the right to come in and 

expect the same kind of relief which has been given in 

this particular case. I think the very simple solution to 

all of it in terms of equal employment opportun ity we 

all must do our job, and I would have to be honest and 

say that we at our Commission are far from satisfied 

with what we have done. I know that our record is 

better than any record o f any agency in government, and 

that’s not saying very much because being a watch dog 

agency for this area we should be. and we have a long, 

long way to go. But if we have a long, long way to go 

just think how much longer you have to go. I would 

suggest that you have a long way to go to get to the 

point where many of the very private employers that 

you have jurisdiction over through your compliance 

sections presently are. We in the Federal Government 

must be leaders. We must be leaders not only by what 

we say but by the record we establish, and when we 

establish that kind of record I think we will find that all 

of private industry including the unions will take 

another look at their own structures, and we will expect 

that the picture for equal employment opportunity 

throughout this country is going to change dramatically. 

One final thing I guess I should say to you that you have 

done an excellent job in recruiting Indians. You have 

some ten thousand four hundred Indians in the Department but one discouraging thing is that of that ten 

thousand four hundred, ten thous and and forty are in 

the Bureau o f Indian Affairs. Now i f you were to recruit 

ten thousand Indians in the Department or in the Bureau 

of Indian Affairs, why is it that so few of them are in the 

rest of the agency. You are obviously able to find people 

who are qualified to do the jobs as far as BI A is 

concerned. If you put forth the same type of effort to 

recruit them in some of the other areas of the 

Department I think that the results will be just as 

encouraging. Thank you very much.

NEW ERA OF ENFORCEMENT

Special emphasis was given at the conference to the 

new procedures for complaints of discrimination. The 

EEO Act of 1972 and Civil Service Commission regulatory changes implementing the Act strengthen the 

system of discrimination complaint processing. Complainants now have access to the courts and may file a 

civil suit if final action on their complaints is not taken 

by the Department within 180 days of filing. In 

addition, when there is a finding of discrimination, 

remedial action must be taken, with or without back 

pay. and a determ ination made as to whether disciplinary action is warranted.

Within the Department during this fiscal year, discrimination has been found in six complaint cases. Five 

of the complainants were women employed in five 

different bureaus of the Department alleging discrimination in promotion. The Civil Service Commission's Board 

of Appeals and Review ordered corrective action in two 

cases, and a CSC Complaints Examiner recommended 

corrective action in anoth er case. In a fourth situa tion, 

the Department of the Interior disagreed with the 

recommendations of the CSC Complaints Examiner and 

ordered corrective action. In the fifth case, the bureau, 

itself resolved the case informally, which included 

retroactive promotion, based on inform ation in the 

investigator’s report.

In some o f the complaints there was no specific act of 

discrimination, but rather the sum total of all the factors 

indicated that a general pattern of discrimination existed. The findings were that institutional discrimination 

on the basis of sex had been exercised.

Albert B. Brown, OFFICE FOR EQUAL OPPORTUNITY. Department of the Interior, presented the new 

complaint procedures which appear in Appendix II.

Albert B. Brown

34
204

Appen dix I

U S. DEPARTMENT OF THE INTERIOR

FU ll TIME EMPLOYMENT 10 YEAR SUMMARY AS OF NOVEMBER 1963 THRU 1972

$$000

$0 000

Fi gu re 1

35
U S. DEPARTMENT OF THE INTERIOR

GRADE DISTRIBUTION BY SEX OF Fu ll TIME EMPIOYEES OCT 30. 1971

PERCENT

CMO'

1 C

o

C l

I 2 )

GENERAl SCHEDUIE GRADES

F i f Y ' i r e 2
U. S. DEPARTMENT OF THE INTERIOR

SELECTED OC CUPATIO NAL GROUPS

BY MINO RITY, AND FEMALE EMPLOYMENT

Figure 3 INF/VSS
U. S. DEPARTMENT OF THE INTERIOR

GENERAL SCHEDULE EMPLOYMENT

BY SEX AN D GRADES

MEN

WO MEN Figure h
2 0 8

210

Appendix II

THE DISCRIMINATION COMPLAINT SYSTEM

If a Federal employee or an applicant for Federal employment 

thinks he has been discriminated against because of race, color 

religion, sex, or national origin by any bureau or office 

in the Department of the Interior, he must present the matter 

for informal resolution to an Equal Employment Opportunity 

Counselor within 30 calendar days of the date the incident 

occurred or, if a personnel action, within 30 calendar 

days of its effective date. The name and location of the 

EEO Counselor can be obtained from the personnel office 

or from information posted on local bulletin boards.

The complaint must be filed within 15 calendar days of 

the date of the final interview with the Equal Employment Opportunity Counselor. If the matter has not been 

resolved to his satisfaction within 21 calendar days 

of the first interview with the Equal Employment 

Opportunity Counselor and the final counseling interview 

has not been completed within that time the aggrieved 

person has a right to file a complaint at any time 

thereafter up to 15 days after the final interview.

These time limits may be extended if the complainant can 

show that he was not notified of the time limits and was 

not otherwise aware of them, or that he was prevented 

by circumstances beyond his control from submitting the 

matter within the time limits, or for other reasons 

considered sufficient by the Bureau's Equal Employment 

Opportunity Officer.

If help is needed in the preparation of the complaint, 

he may contact the Equal Employment Opportunity Officer 

or the Equal Employment Opportunity Counselor at the office 

where the alleged discrimination occurred, or he may 

secure help from a representative of his own choice.

The written complaint should be filed by the complainant 

or his designated representative with the Equal Employment 

Opportunity Officer in the bureau where the alleged 

discrimination occurred, the head of the field installation, 

the Department's Director of Equal Opportunity, Federal 

Women's Program Coordinator, or other such officials as 

may be designated for that purpose.

41
211

The aggrieved may have a representative of his own choosing 

at all stages of the processing of his complaint.

He will have an opportunity to talk with an investigator and give him all the facts which he believes show discrimi­ nation. The investigator will not be under the jurisdiction 

of the head of that part of the bureau in which the alleged 

discrimination took place.

After the investigation of the complaint has been completed, 

the complainant will be given a copy of the investigation file and an attempt will be made by the Bureau's EEO Officer 

to adjust the matter informally.

If the complaint is not adjusted satisfactorily, the complainant will be given an opportunity to request a 

hearing, which will be conducted by an independent Complaints Examiner certified by the Civil Service Commission. The hearing will be held at a convenient time and place. At 

the hearing, the complainant may present witnesses and 

other evidence in his behalf. The bureau will select a representative, whose duties will be to help the Complaints 

Examiner determine whether there is a basis for the complaint. The representative does not "defend" the bureau or its officials but rather aids in the process of obtaining the truth by bringing forth any information, whether helpful 

to the bureau's position or not, which will assist the 

Complaints Examiner in fairly deciding the issues.

The final decision (in writing) will be made by the Director, 

Office for Equal Opportunity, Office of the Secretary, Department of the Interior. If a hearing was held on the complaint, the Director, Office for Equal Opportunity, will review the decision recommended by the Complaints Examiner before making a final decision, and he will furnish the complainant with a transcript of the hearing, a copy of 

the findings, analysis, and recommended decision of the Complaints Examiner, and the Department's decision letter.

If the complainant is not satisfied with the final Departmental decision, he has the right to appeal that decision within 15 calendar days after receipt to the Board of Appeals and Review of the U.S. Civil Service Commission, Washington, D.C. 

20415 or he may file a civil action in an appropriate

42
212

Federal District Court within 30 days of receipt of the 

agency s decision. If he elects to file an appeal with 

the Commission, he may still file a civil action in a 

Federal District Court within 30 days of the Commission's 

decision if he is dissatisfied with the decision.

He also may file a civil action in an appropriate Federal 

District Court if he has not received a final Departmental decision within 180 days of filing the complaint 

with the Department or if he has not received a final 

Commission decision within 180 days of filing an appeal 

with the Commission's Board of Appeals and Review.

43
213

Appendix III

AFFIRMATIVE ACTION DEVELOPMENT SCHEMATIC

D ep art m en t D e p a rt m e n t

OEO

B ure au

R eg io n

A f f ir m a tiv e A c ti o n

G u id e li n e s

M o n it o r

M o n it o r

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+JO

<

<u

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•H C 

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e IX 

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OEO

B u re au

R egio n

44

46-120 0 - 75 - 15
214

Exhibit 3

DEP ARTMENT OF THE INTERIOR

O ffic e fo r Eq ual Opp or tunity

O ff ic e of th e Secre ta ry

E EO AWARENESS WEEK IN 

THE NATIONAL PARK SERVICE

EEO Awareness Week was a service-wide effort of the 

NATIONAL PARK SERVICE to promote equal opportunity and to inform employees, supervisors and managers of their role in implementing an affirmative EEO 

program. Participants throughout the Department were 

welcomed by Bob Nunn, Bureau EEO Officer.

Mr. Higinio Costales, Director of the SpanishSpeaking Program, Civil Service Commission spoke 

about the Sixteen-Point Program.

He emphasized the purpose of the Sixteen-Point 

Program and discussed the special projects under way to 

publish and distribute information to assist the SpanishSpeaking Americans in obtaining employment and 

knowledge regarding the Civil Service system.

Other speakers included managers of the NATIONAL 

PARK SERVICE, Departmental Office for Equal Opportunity officials, and the Civil Service Commission, who 

talked about different portions of the Equal Employment Opportunity program.

EEO Accomplishment Awards (Plaques and Certificates) were presented to NPS employees who have made 

outstanding contributions to ensure that all have full 

opportunity . Recipients were Jeane Randall, Chief, 

Branch of Personnel Operations; J. Leonard Norwood, 

Associate Director, Administration and Russell E. 

Dickenson, Deputy Director.

REC RUITIN G EFFORTS

The BUREAU OF MINES and the MINING ENFORCEMENT SAFETY ADMINISTRATION is conducting a nationwide minority recruiting campaign 

designed to attract predominantly Spanish-Speaking and 

other minorities into positions of Metal and Non-metal 

Federal Mine Inspectors. Recruiting teams are visiting 

communities where there is a concentration of minority 

population.

News Releases are advanced to local newspapers ano 

radio stations with a significant minority audience 

announcing the location of the recruiting station and 

hours it will be manned. Contact also is made with local 

minority organizations soliciting their assistance in the 

recruitment effort.

Advertisements are placed in the want ad section in 

area newspapers stating the starting salary, a brief 

statement of qualifications and date and location of 

interviews.

Interested candidates are given personnel Qualifications Statement (SF-171) and assistance in completing 

the form.

Each recruiting team consists of an official from the 

Bureau Office for Equal Opportunity and a technical 

representative from th e local area.

The campaign will continue unitl those geographical 

areas with significant minority candidates with mining 

background are covered.

Hig inio Coastales, Director C ivil Service Com mission 

Spanish-Speaking Programs.

Dr. Bennetta B. Washington, Special Assistant to the Assistant 

Secretary fo r Manpower, Labor Department, receiving a 

standing ovation in response to her speech about the Federal 

Women’ s Program. Sharing the stage with Dr. Washington is 

Wilma Victor, Federal Women’s Program Coordinator for the 

Department
215

1974 FEDERAL WOMAN’S AWARD 

NOMINEES

Each year Federal agencies are asked to nominate 

outstanding women candidates for the Federal Woman's 

Award, the only award in the Federal Government 

exclusively for women. This year, six Interior women in 

five bureaus were nominated for the award. Although 

none was selected as an award winner, the six Interior 

finalists deserve recognition for their professional co mpetence within the Department.

The Interior women finalists were: Ethel McAuley, 

for her contribution to the National Trails Program 

within the BUREAU OF OUTDOOR RECREATION: 

Jean C. Henderer for service as Division Chief of Federal, 

State and Private Liaison in the NATIONAL PARK 

SERVICE; Dr. Sandra H.B. Clark for her excellence as a 

Geologist for the U S. GEOLOGICAL SURVEY: Gladys 

Irene Moore for outstanding accomplishments as Personnel Officer for the BUREAU OF SPORT FISHERIES 

AND WILDLIFE; Penelope H. Batcheler for her achievement as a Research and Restoration Architect for the 

NATIONAL PARK SERVICE; and Iola M. Clark for her 

expertise as a Land Law Examiner for the BUREAU OF 

LAND MANAGEMENT in Denver, Colorado.

Ethel M McAuley is presented a certificate by BOR Directo r 

James Watt (lef t) and Deputy Dir ector Stan Hulett, honoring 

her Federal Women's Award nom ination for outstanding 

contribution s to the National Trails Program.

OEO VISITS BUREAU OF MINES 

AT PITTSBURGH

Ruth Graham, Assistant Director of EQUAL EMPLOYMENT OPPORTUNITY, recently joined George 

Johnson, Equal Employment Opportunity Officer for 

the BUREAU OF MINES, in a tour of the Bureau's 

Eastern Administrative Office in Pittsburgh.

Mr. A.L. Julian, Chief of the Pittsburgh Office invited 

Ms. Graham to accompany Mr. Johnson to discuss job 

opportunities with the Chiefs of all major divisions of 

the BUREAU OF MINES facilities in the Pittsburgh 

area.

During their visit, they spent several hours with Dr.

Robert W. Van Dolah, Research Director of the Pittsburgh Mining & Safety Research Center, and Dr. Irving 

Wender, Research Director of the Pittsburgh Energy 

Research Center, in a discussion of career opportunities 

in the sciences.

Of added interest was the fact that Dr. Wender was at 

that time hosting a delegation of scientists from Poland 

who were there to learn about his coal conversion to gas 

and oil research projects. This was one of many foreign 

delegations that visit the Center continually.

Also, Dr. Van Dolah, who heads the methane control 

projects, was conducting interviews with reporters from 

all over the nation relative to the news story on his 

multipurpose bore hole for degasification of virgin coal 

that had appeared in the local newspapers.

Left to right: Nicholas M Melucci, Jesse Jackson, Jr., Robert W. 

Van Dolah, Ruth A. Graham and George 11. Johnson.

EQUAL OPPORTUNITY FOR YOUNG 

MOTHER IN THE BUREAU OF SPORT 

FISHERIES AND WILDLIFE

Recently a young female employee of the BUREAU 

OF SPORT FISHERIES AND WILDLIFE encountered a 

problem of not having a babysitter. This particular 

young lady had been identified for, and placed in an 

Upward Mobility Training Program. She was receiving 

training through the Department of the Interior's Skills 

Center and the Department of Agriculture Graduate 

School. She came into the Equal Opportunity and 

Training Office and stated that it appeared that she 

would have to terminate her training and employment 

because of the lack of child care resources for her baby. 

She asked if the office could possibly help her in any 

way. She stated that her present income at the GS-2 

level would not allow her to pay transportation costs as 

well as the rising cost of child care service.

The Child Care Division of the Department of Human 

Resources of the District Government, readily came to 

the rescue of the young lady by providing daily 

transportation to and from a day care center as well as a 

subsidy for child care expenditure.

This young lady has since received a promotion and 

been placed in a training position with greater responsibility and is doing well.
216

NORTHWEST REGIONAL EEO 

CONFERENCE

Th e second Region al EEO Confere nce was held in 

Port land . Oreg on on Ap ril 2-4, 1974. Ove r 25 0 managers. personnel and EEO of fic ials from the western part 

of the United Stat es, including Alask a, met to get a 

better underst andi ng of their role in imp lem ent ing the 

EEO program.

Edw ard E. Shelt on. D irec tor . Office for Equal Op po rtun ity. was general chairm an o f the three-day co nfer ­

ence. Ro y Satnp sel. Special Assistant to the Sec retary 

for the Pac ific Nort hwe st, delivered the ope ning speech 

givin g the conference purpose and objec tives.

The Ci vil Service Com mis sion and Of fic e of Or ga niza ­

tion and Person nel Management prov ided exp erti se in 

panel discu ssions.

Mr. William Bro wn , former Chairma n o f Equal 

Em plo ym ent Op po rtu nit y Com missio n, spok e about 

New Tre nds in EEO and Sig nif ica nt E E O Co ur t Dec isions.

The Sixtee n-P oin t Progra m, the Fed eral Women's 

Program , discrimin ation com plaint proce dures and all 

other aspects of the EEO program were discussed in 

wor ksho p grou ps and Bureau meetings.

Mr. Reginald Kaiser, I qual Employment Opportunity O fficer lor 

Bonneville Power Adm inistration, leads Bureau discussion

A portion of the more than 250 conferees at the second 

Regional EEO Conference held in Portland, Oregon April 2-4

Roy Sampsel. Special Assistant to the Secretary, delivers message 

of Objectives of Northwest Regional EEO Conference.

DR. LUCILLE F. STICKEL HONORED

Th e Ald o Leo po ld Memorial Aw ard , the highest 

hono r the wildlife profe ssion can bestow, has been 

presented to Dr. Lu cille F. St icke l, Dire cto r o f the 

Inte rior Dep artm ent's Fis h and Wi ldlife Se rvice Patu xent 

Wildlife Research Cente r.

Th e award was presented by the Wildlife So cie ty, at 

the 39th annual banquet o f the North Am eric an Wild life 

and Natu ral Reso urce s Con fere nce meeting in Denv er, 

Ap ril 2.

The award, named after the pioneer wildlife scien tist, 

Al do Le op old , is given for “ out stan ding service and 

distin guished contr ibu tio ns in the field of wil dlife 

research and in fur thering the cause o f sound cons erva ­

tio n."

Dr. St icke l, the first woma n to receive the award, has 

a long and distin guished career in research and research 

adm inistrat ion. She pioneered research to evaluate the 

effects o f pesticid es on wildlife species and has been 

dire ctin g the Fish and Wil dlife Ser vice ’s pesticides 

research since 1965. She has wor ked at the Patuxen t 

Research Cen ter, Laurel, Maryland, since 1956 as a 

research bio log ist, and in 1973 was named Dire cto r of 

the Cen ter. The Center's sta ff o f over 100 focuses on 

envir onm ental pollutio n, the conse rvat ion of endangered 

species, and prevention o f crop damage by birds.

Secreta ry o f the Int eri or Rog ers C B Morton said, “ 1 

am proud that a distin guished profe ssional lik e Lu cille 

Sti ck el was chose n for this award. She is amon g the 

highest ran kin g career women in the Federal Go ver nment and has long been reco gnized wit hin Gove rnment 

as a dedic ated profe ssional. I am pleased to see our 

feeling about Dr. Stick el con firm ed by other professiona ls such as those distinguished members o f the N orth 

Am eric an Wildlife and Natural Resources Con fer ence. ”
Ira J. Hutc hiso n Jo hn A .

Three NATIONAL PARK SERVICE employees have 

been named to top-level positions with the National 

Capital Parks.

John A. Townsley, has been named deputy director: 

Abner M. Bradley, was appointed associate director for 

park systems management; and Ira J. Hutchison is the 

new superintendent o f National Capital Parks-East.

Townsley, former associate director of operations, 

will share in the over-all management responsibility of 

National Capital Parks, which includes 47,000 acres of 

Federal parklands in metropolitan Washington and such 

sites as the Washington Monument, the White House, 

Lincoln and Jefferson Memorials. Wolf Trap Farm Park 

for the Performing Arts, the Mall, the George Washington and Baltimore-Washington Parkways and other 

National Park Service sites and lands in the District of 

Columbia, nearby Maryland and northern Virginia.

To wn sle y Abn er M. Brad ley

Bradley replaces Townsley in the park systems 

management post. He comes to that position from 

superintendent of National Capital Parks-East.

Succeeding Bradley as superintendent of National 

Capital Parks-East is Hutchison, who comes there from 

chief of community programs for the metropolitan area 

of National Capital Parks, including the “Summer in the 

Parks” program.

A fourth employee of NPS who has been named to a 

top level position is Robert Stanton, the first minority 

Deputy Regional Director of the Southeast Regional Office. He was prom oted to the position in February 1974.

From August 1971 until February 1974, Mr. Stanton 

served as Superintendent, Virgin Islands, and during his 

NPS career has held many positions since beginning as a 

Seasonal Park Ranger nearly eight years ago in Grand 

Teton.

TOURISM MANAGEMENT AT NORTHEASTERN STATE COLLEGE,

TAHLEQ UAH. OKLAHO MA

In 1971 the Northwestern State College, the Cherokee Indian Tribe and the State of Oklahoma initiated an 

educational program in tourism management and recreational development which leads to a Bachelor of Science 

degree.

Indian tribal representatives expressed a need for 

individuals trained in the field of tourism and recreational development and were especially interested in 

having their own young people trained as managers and 

resource developers.

A planning group consisting of Wilma Victor. Special 

Assistant to the Secretary, Ben Reifel, consultant for 

NATIONAL PARK SERVICE, James Watt, Director of 

the BUREAU OF OUTDOOR RECREATION and college officials went to work to provide resource instructors, contacts for internship and funding.

This summer, after two years of operation the college 

is requesting summer jobs.

Interest in this program has been very high and young 

men and women of all races have enrolled. Although 

most are finishing their sophomore year this spring, two 

are graduating, since they had completed business 

management courses before enrolling in the Tourism 

Course.

In April Ms. Victor interviewed students from the 

tourism class for summer jobs in the regional offices of 

the Bureau of Outdoor Recreation; some o f these jobs 

have already been filled with these students. In addition, 

the Bureau Personnel Officer and the EEO Officers are 

awaiting formal certification of the graduates for consideration for full-time employment. Other tourism 

management summer internships arc being offered in all 

areas of tourism and recreation in Oklahoma and nearby 

States. Other State and Federal agencies are seeking out 

these students for intern training preparatory to fulltime employment.
218

DEPARTMENT OF THE INTERIOR

O ffic e fo r Eq ua l Opp or tu ni ty

O ff ic e of th e Secre ta ry

Vol. 2 No. 7 March 1974

YCC CORPSMEN RECEIVE FELLOWSHIP 

GRANT

Two Las Cruces, New iMexico students have received 

fellowship grants with the University of Michigan School 

of Natural Resources as the result of programs sponsored 

by the BUREAU OF LAND MANAGEMENT and the 

University.

Miss Sandra Madrid and Miss Ginger Parker, both 

minorities, will enroll at the school for the fall semester 

1974. Full scholarship and other financial aid will be 

available to them.

William K. Barker, District Manager for BLM in Las 

Cruces in making the announcement said the Youth 

Conservation Corps Yucca Camp, sponsored by BLM, 

had been asked by the University of Michigan Office o f 

Minority Affairs to submit names of minority group 

corpsmen who were interested in pursuing higher education in the field of natural resources. The school offers 

opportunities in forestry, outdoor recreation, fisheries, 

biology, wildlife management, and environmental education.

The University is soliciting enrollment of minority 

students throughout all YCC camps and sponsoring 

agencies. Miss Madrid and Miss Parker will be the first 

YCC participants to enroll out of the program sponsored 

by BLM

Miss Madrid is a senior at New Mexico State 

University and will be seeking a master’s degree in 

outdoor recreation. She was employed as a group leader 

at Camp Yucca in 1973. Miss Parker, a 1973 Yucca 

Camp corpswoman, will graduate from Mayfield High 

School in Las Cruces at the end of this school year. She 

will enroll as a freshman seeking a bachelor of science 

degree.

The Youth Conservation Corps Camp Yucca program 

provides summer employment for 20 youths on national 

resources lands administered by BLM. In addition to 

work for wages, the 56-day summer program provides 

environmental education and recreation, including cam ping.

Miss Ginger Parker

NATIO NAL PARK SERVICE PROVIDES 

ENV IRONMENTAL EDUCATION TRAININ G

NATIONAL PARK SERVICE Northeast Region selected one woman and one minority to participate in the 

graduate program in Environmental Education Administration at George William College. The objective of this 

program is to provide training to a select group of Park
219

Service employees in environmental education and interpretation. This training should enable the participants to 

assume leadership roles in fostering public awareness of 

environmental quality, of man’s impact on the environment, and of human responsibility for harmonizing that 

impact in the interest of both human enjoyment and 

environmental integrity. The program consists of three 

full academic quarters. Successful completion of the 

program earns a Master of Science Degree in Environmental Education Administration in June 1974.

BUREAU OF SPORT FISHERIES AND 

WILDLIFE CONTINUES COOPERATIVE 

WORK STUDY PROGRAM

The BUREAU OF SPORT FISHERIES AND WILDLIFE has embarked on an ambitious cooperative workstudy program designed to facilitate the entry of female 

and minority group students into major Bureau occupations following college graduation. To date the Bureau 

has negotiated thirteen cooperative work-study agreements with the following twelve colleges and universities: Michigan State University; American University— 

Washington, D.C.; Mississippi Valley State College; 

Tennessee Technological University; Bowie State College-Maryland; Northeastern University-Massachusetts; 

Virginia Polytechnic Institute; New Mexico State University; Oklahoma State University; Stevens CollegeMissouri; University of Colorado; and Alpena Community College, Michigan.

At the present time there are 26 students participating in the program ,-seven women of which one is a 

minority, and eight minority males. These student 

trainees work in occupational areas ranging from fishery 

and wildlife biology, to law enforcement.

The following are examples of some of the more 

successful cooperative agreements in offering practical 

work experience to females and minorities:

Under an agreement with American University, the 

National Aquarium is presently employing three marine 

biology students, of which one is a black female and one 

a black male. These students receive on-the-job training 

while conducting their own individual research projects. 

They also work with Bureau aquarists in collecting 

specimens, and maintaining and breeding a variety of 

marine and freshwater invertebrates.

The Bureau’s Albuquerque Region placed an American Indian student and a Spanish surnamed student at 

the Bitter Lake National Wildlife Refuge under a 

work-study agreement with New Mexico State University. That region also negotiated an agreement with 

Stevens College which is providing training for three 

female students at the Columbia Fish Pesticide Research 

Lab at Columbia, Missouri.

FIRST REGIONAL EEO CONFERENCE 

HELD IN ATLANTA, GEORGI/k 

NOVEMBER 14-15. 1973

Approximately 125 field and region headquarters 

managers, EEO Officers, Federal Women's Program 

Coordinators from the Southeastern United States met 

at Atlanta, Georgia to discuss the EEO program in the 

Department of the Interior. The theme of the Conference was “ Equal Opportunity for All-Managements 

Challenge NOW."

The best resource people available in the Federal 

government and in private industry were speakers and 

workshop leaders. Ms. June Whelan, Secretary's Field 

Representative, gave the opening remarks - purpose and 

objectives, and Dr. Janet W. Brown, Director, Office of 

Opportunities in Sciences, American Association for the 

Advancement of Science, gave the keynote address. The 

guest dinner speaker was the Honorable Maynard Jackson, Mayor o f Atlanta.

Other regional conferences will be held during 1974 

at Portland, Oregon, and Denver, Colorado.

CREATIVE CAREER DEVELOPMENT 

PROGRAM SPONSORED BY BUREAU 

OF LAND MANAGEMENT

An experiment considered highly successful by the 

BUREAU OF LAND MANAGEMENT Training Officer 

and the Federal Women’s Program Coordinator was 

conducted in November in Boise, Idaho. The program, a 

three-day creative career development experiment for 

women was conducted by a career development consultant, Alexander Methven, of Washington, D.C. The 

program was conducted for 26 women from the B' 'eau 

of Land Management in grades GS-4 through GS-13 who 

came from Alaska, Idaho, Utah and Washington, D.C.

The object of the experiment was to assess the value 

of a no men-only controlled atmosphere career development training exercise. Adele Goss, Bureau FWPC and 

E. K. James, Bureau Training Officer have now reviewed 

the supervisory evaluations on the 26 employees and 

declared the experiment a success. Mrs. Goss states the 

seminar under Methven’s instruction is now included in 

the Bureau’s training catalog and is offered for FY ’75 as 

an ungraded session for women in BLM.

Ruth Graham, Assistant Director for the Departmental EEO program observed the three-day “live-in”. 

Her comments, according to Mrs. Goss, were most 

favorable. Mrs. Goss also emphasized the value of Miss 

Graham’s presence as a boost to the morale of the 

women employees who attended. Our women were 

gratified by the interest the Department is showing in 

the Federal Women’ Program.
220

RECLAMATION NAMES BLACK DIVISION 

CHIEF IN MID-PACIFIC REGION

Lawrence F. Hancock has been appointed Chief, 

Division of Data Processing. Mid-Pacific Region, with 

headquarters in Sacramento, California. This placement 

has resulted in the first black division chief in the region.

Lawrence’s career includes 11 years with the 

BUREAU OF RECLAMATION. For the last 4 years he 

has been directing the development of mathematical 

models, using operations research theory, for the Central 

Valley Project Operations Office. During this time, he 

co-authored several professional papers on water resources optimum operations techniques. Before being 

assigned to Central Valley Operations Office, he had 

spent 5 years in the Engineering Applications Branch of 

Data Processing and 4 years in the Division o f Water and 

Land Operations.

Mr. Hancock received a B.S. Degree in Civil Engineering from Howard University. Washington, D.C. in 1962. 

He was a participant in the Tenth Bureau Manager 

Development Program.

MRS. MAYO IS ALASKA DIRECTOR

Patricia T. Mayo, Acting Alaska Regional Manager of 

the OFFICE OF EQUAL OPPORTUNITY has been 

named by Interior Secretary Rogers C. B. Morton to 

assume the post permanently. Mrs. Mayo is the only 

woman Regional Director in the Department.

A Federal employee for 22 years and since 1969 the 

contract compliance officer, Mrs Mayo will implement 

day-to-day policies and programs involving equal employment opportunity in the Interior Department’s 

activities in the 49th State.

“Her career in private industry and the Federal 

Government, as well as her broad knowledge of minority

related matters in Alaska, have ably qualified her for this 

position," Secretary Morton said of Mrs. Mayo.

He noted that her assignment requires close coordination with Federal, State and municipal government 

officials, including the governor, union officials and 

representatives of minority and women’s organizations.

Mrs. Mayo’s Career includes 15 years in administrative positions in private industry before she joined the 

Federal Government in 1951. She has held a number of 

posts in the Anchorage Federal Executive Association, 

including secretary of the Equal Employment Opportunity Committee and first chairman of the subcommittee on status o f women.

In 1968, she won the Association's Outstanding 

Woman Federal Employee of the Year award. Her civic 

service includes being Commissioner of the Anchorage 

Human Relations Commission and Federal advisor to the 

Alaska Plan Policy Board.

PERFORMANCE AWARD TO FEDERAL 

EMPLOYEE

Elaine T. Todd, Equal Opportunity Technician, of 

the EQUAL OPPORTUNITY ALASKA REGION 

OFFICE, was presented a quality salary increase at a 

Staff meeting held December 27, 1973. She was cited 

for the outstanding performance covering the period of 

service from April 15, 1972 through March 31, 1973. 

Ms. Todd, a truly self-motivated person, places the 

mission, policy and procedures of the Agency above all 

else. Her unceasing, cheerful efforts exemplified in the 

performance of the extremely heavy workload is truly 

an attribute to be emulated by all.

She has been in the employ of the Federal Government for 11 years.
221

RECLAMATION EMPLOYEE RECEIVES 

EEO ACHIEVEMENT AWARD

The BU RE AU OF RECLA MATI ON Engineering and 

Research Center, Denver, Colorad o presented Alon zo 

Rue a S2SO Special Achieveme nt Aw ard fo r outstanding 

service in the EEO Program. Th roug h his many activities, 

Alon zo has earned a repu tatio n with employees, managers, and personnelists fo r fairness and thoroughness in 

resolving com pla ints as a EEO Counselor. He is dedicated to inv olving and in fo rm in g all center employees ot 

the EEO program, and assuring that the program is 

responsive to the needs o f the employees, the communi ty and also those o f management.

With all o f Mr. Rue’s couns elor related activities he 

has displayed an overall con cern fo r both the EEO 

program and the E & R Center organization. This 

dedicatio n has resulted in an exce ptional co nt rib ut io n to 

the center wh ich fu lly me rits being form ally recognized 

thro ugh an award. Th is EEO award is the first o f its kind 

given in Reclamation outside the Washington, D.C. 

Office.

MANAGEMENT BY OB JEC TIV ES FOR 

CAR EER GOAL

The BU RE AU OF OUT DO OR RE CR EA TION Federal Women’s Program Coo rd inat or , Elizabe th Gille tte , 

has introd uce d a new concept in career planning as 

ou tline d in the fo llo win g memorandum to all BOR 

women:

The Bureau o f Outdo or Recreation has a very 

effective method fo r getting where we want to go - the 

Management by Ob jective system. Fo r over a year, the 

Bureau has increased work ef fic ienc y thro ugh MBO 

because we have set goals, ou tline d tasks to achieve the 

goals, and set deadlines fo r co mplet ion o f the tasks.

I f the MBO system has wo rked so well fo r the 

Bureau, it follo ws that the MBO system can work well 

fo r us as individuals. We can use MBO to set personal 

career goals (Wh at kin d o f work do 1 wa nt to do one 

year fro m now? In three years? Ten years?); ou tlin e 

tasks to help attain the goal (D o I need more edu cation, 

jo b experience, or tra ining? ); and set deadlines for 

co mple tion o f each task. Once we decide upon our goal, 

put it in wr iting , and determin e what we must do to 

attain the goal, we have a b etter chance o f getting there.

Too often, women (and ma ny men) wo rk on a 

day -to-day, job-to-jo b basis, moving in to new positions 

o f sligh tly more responsib ility and salary when such 

op po rtu nitie s arise. Some people prefe r this typ e o f 

career advancement. But many become frus trated when 

the lack o f career direction results in pos itions of 

relative ly low responsib ility, salary, and professional 

expe rtise.

As we approach a new year, le t’s equip ourselves with 

long-range career plans. The career goal mappin g can 

benefit us as employees and help our supervisors. Once 

supervisors know what we want ou t o f ou r work at 

BOR, they w ill bette r be able to counsel and direct us to 

the right sources. The Personnel O ffice , to o, w ill be 

better able to serve us if they kn ow ou r goals.

FEM ALE IN TH E WOODS

Ano ther stereotype bites the dust when Karen Reeves 

takes to the woods in her jo b as forestr y technic ian . 

Fo rm erly a citadel o f male domin ance, fore stry is 

attra cting more and more women like Karen wh o aren’ t 

le tting old images get in the way o f personal interest and 

aptitu de.

Karen, a tran splant fro m Pittsburg , Pennsylvania, 

spends her summers in the Missoula Distric t o f the 

Bureau o f Lan d Management wo rking on various aspects 

o f tim be r sale prepara tion , tree planting survival surveys, 

and doing othe r general forestr y related wor k. She 

attends the Un ive rsity of Montana School of Fo restry 

where site is in her third year, and she hopes to work as a 

professional forester after she com pletes college. Obvio usly evident fro m her pho tograp h, she greatly enhances the aesthetics o f the forest environme nt.

FEM ALES SELECTED FOR TRAIN ING IN 

LAND LAW EXAMIN ER SERIES

BUREAU O F L A N D MANAGEM ENT by ut ilizi ng an 

upw ard m obility announcement selected thre e wom en 

fo r-train in g in the Land Law Examiners Series. Two of
222

these women were personnel clerks and the other a 

secretary. The participants attended a five week land law 

seminar in Phoenix, Arizona, which was conducted by 

the Bureau. Upon completion of the course work, these 

women will be assigned to the Alaska area, to aid with 

the Native claims workload.

RECLAMATION NAMES EQUAL 

OPPORTUNITY OFFICER

Hardi Jones, who has been Equal O pportunity Officer 

for the U.S. Naval Oceanographic Office in Suitland, 

Maryland, since July 1971, entered on duty in the 

BUREAU OF RECLAMATIONS Washington, DC., 

office on January 21.

Mr. Jones began Government service in 1962 as an 

oceanographer with the National Oceanographic Data 

Center in Washington, D.C. In 1963, he transferred to a 

similar position with the Bureau of Commercial Fisheries 

in the Department of the Interior. In 1965, he was 

promoted and transferred to the U.S. Naval Oceanographic Office.

He obtained his BS degree in mathematics from St. 

Paul's College in 1962 and did graduate work in 

mathematics at the University of Maryland and Georgetown University.

PORTLAND FEDERAL WOMEN S WEEK - 

NOVEMBER 12-16, 1973

Portland Federal Women’s Week, sponsored under the 

auspices of the Portland Federal Executive Board, was 

for the purpose of examining the historical and cultural 

background of problems which working women face 

today; reviewing a career program as it applies to 

women; sharing with women and management the 

awareness of the changing role of women in Federal 

service and educating them to recognize their own 

abilities, opportunities and responsibilities; and motivating both women and management to support the 

changing role of women in Federal service through a 

change in attitude and a deeper commitment to upward 

mobility and self-development.

Bonneville’s Adm inistrator, Mr. Donald Paul Hodel, “kicking 

o f f Portland f ederal Women’s Week, in BPA's auditorium . 

Looking on arc Mary Weinberger. Bonnville’s fed era l Woman’s 

Program Coordinator; Reginald M. Kaiser, BPA’s Equal Opportunity Officer, Margaret Lamble, Chairwoman, BPA's Women 

Advisory Group.

Bonneville’s Administrator Mr. Donald Paul Hodel 

advised that Bonneville is comm itted to the overall F.EO 

program (o f which the Women’s Program is an integral 

part) and that it receives the continued support of top 

management.

He recalled that the Federal government pioneered 

equal opportunity for women, in that the Civil Service 

Act of 1883 established the merit system under which 

women could compete in civil service examination on 

the same basis as men.

He stated there is progress being made as far as 

women’s advancing to positions of responsibility. With 

the new focus on contributions of women in the labor 

force, Uncle Sam has assumed the role of the forerunner. 

Today, more than ever, there are special programs and 

opportunities which can help women to advance their 

career interest.
223

He feels there is no apparent reason why men and 

women working together to set any style cannot develop 

professions in which both men and women, bringing 

some of the same and different abilities of each, will do 

very well. What the specially gifted of either sex can 

accomplish as innovators, others of both sexes can learn.

As part of the wrap-up of Portland Federal Women’s 

Week, Bonneville’s Administrator presented four EEO 

Awards to the women who had chaired the Women’s 

Advisory Croup since its inception.

The Women’s Advisory Group (WAG) was established 

in 1969 to provide advice on the special concerns of 

women and to insure that affirmative action plans for 

the EEO program arc designed to eliminate barriers to 

the full employment of women at all levels and in all 

occupations.

Women receiving the EEO Award are Pearl V. 

English, Kathleen H. Caselton. Valora M. Thiessen, and 

Earline Joseph.
224

Vol. 2 No. 6

DEPARTMENT OF THE INTERIOR

O ff ic e fo r Eq ua l Opportunity

O ff ic e of th e Secre ta ry

Decem ber 1973

SEC RETARY MORTO N SPEAKS AT 

FED ERAL WOMEN’S PROGRAM ASSEMBLY

On September 20, all employees in the Washington 

area were invited to the first of a series of meetings 

sponsored by the Department’s Federal Women’s Program Coordinators and the OFFICE FOR EQUAL 

OPPORTUNITY. Prior to the talk by the guest speaker 

Dr. Estelle Ramey, Professor of Physiology and Biophysics, Georgetown University Medical School, Secretary Morton presented the following message:

I am delighted to welcome each of you to the first 

general assembly sponsored by the Department of the 

Interior’s Federal Women’s Program Coordinators and 

the Office of Equal Employment Opportunity. We are 

especially priviledged to have Dr. Estelle Ramey of 

Georgetown University with us today.

Dr. Ramey, as you know, had a distinguished career 

as a scientist, educator, and advocate o f women’s rights. 

In addition she shares the distinction recently accorded 

the National Football League’s most valuable player, 

Larry Brown, as a “ 1972 Washingtonian o f the Year.”

Each of us is here today for one reason: our concern 

for equal opportun ity.

Unfortunately, however, too many of us in government, and in the private sector lose sight of the critical 

fact that our national quest for “equal oppo rtunity” is 

based not on minority rig hts -bu t on human rights.

Our legacy of human rights is sketched in the 

continuing challenge to match the aspirations of our 

people with the aspirations of our laws. This quest has 

captured the spirit and energies of our people for almost 

two centuries. Fortunately at least from the standpoint 

of law -human rights’ questions will have been resolved 

at last. For when the Equal Rights Amendment to the

Mrs. Wilma Victor, D epartment Federal W omen’s Program Coordina tor, Secretary Rogers C. B. Morton and Dr. Estelle Ramey
225

Constitution is ratifie d-as we all hope it will be within 

the next year or so -the last remaining obstacles to 

“equal opportunity” for all Americans, will have been 

put aside at last.

There is a limit, however, to the amount of change 

any government can legislate. Without the personal 

commitment and involvement of every American, the 

horizons of “equal opp ortu nity ” will be confined to the 

locus of our law libraries, our tribunals, and our courts. 

This applies to the Na tion-a nd to this Department.

America’s women have asked only that they have the 

freedom to make their own choices, and to match their 

personal abilities and ambitions with achievements. 

Making that a reality, however, involves far more than 

another law.

As President Nixon said in his March 1973 Human 

Resources Message: “Now that equal opportunity is 

clearly written into the statute books, the next and in 

many ways more difficult step involves moving from 

abstract equal rights to concrete economic opportunities.”

That is why we are here toda y, and that is what each 

of us must work towards.

Members of the Secretariat and othe r key management personnel at the bureau level are familiar with the 

goals and major thrusts of the Federal Women’s Program. I unequivocally support those goals.

Today 1 would like to again call on everyone within 

the Department of the Interior to re-examine their own 

attitu des and values regarding the role women can and 

must play in managing our natural resources, as well as 

our efforts to serve the vital needs of our first 

Americans.

It is time to put aside the elusive prejudices, and 

absurd misconceptions that affront opportunities for 

women and our national intelligence. The fact remains, 

discrimination against women or any individual is not 

only illegal and against any moral principle-it results in 

underutilizing our nation’s most vital resourc e-our 

people.

We have made great progress in the last few years. 

Let’s commit ourselves again today to extending that 

progress into a new era, where equal opportunity is a 

matter not only o f law-but o f reality.

Thank you.

UPWARD MOBILITY

Career Advancement for Paraprofessionals 

through Training and Educational 

Development (CAPTED)

The NATIONAL PARK SERVICE has three employees participating in program CAPTED at American 

University, in Washington, D.C. Until recently Jackie 

Baum, Cynthia Brown and Ruby Scott held clerical

positions with limited potential for advancement in the 

Washington Office of the National Park Service. All 

three individuals now are enrolled in a new upward 

mobility program which, if successfully completed, will 

result in a college degree and professional status for 

each.

This recently initiated concept in Upward Mobility 

Programs is called CAPTED (Career Advancement for 

Paraprofessionals through Training and Educational Development). This program, operated in conjunctio n with 

American University, and funded through the NPS 

Office of Equal Employment Opp ortun ity, provides 

non-professional National Park Service employees, CS-2 

through GS-5, the opportunity for combined on-the-job 

training and academic coursework which can lead to a 

professional position as well as the opportu nity to 

obtain a college degree in three calendar years.

For the initial segment of the CAJTED program, the 

Service received 29 applications, three selectees were 

chosen by an evaluation board. Each CAPTED selectee 

will spend 20 hours a week in class (or classroom related 

activities), and 20 hours per week in paraprofessional 

assignments specifically designed to give on-the-job 

training.

Further, CAPTED selectees will receive a one-grade 

promotion through gradual assumption of duties for 

each year sucessfully completed in the program. Upon 

finishing the program, the CAPTED selectees will be 

promoted to the next higher professional grade.

Mr. Edward E. Shelton, Director, Office for Equal 

Opportunity has promoted Ms. Patricia Mayo to 

the position of Regional Manager for the Alaska 

Region. Ms. Mayo is the only woman Regional 

Director in the Department.

Ms. Patricia Mayo
226

BONNEVILLE POWER ADMINIS TRA TION 

EEO OFFICER HEADS MINORITY BUSINESS 

ENTERPRISE PROGRAM: INCLUDING EEO 

GROUP AWARD

BONNEVILLE POWER ADMINISTRATION’S Minority Business Enterprise Program has been expanding 

gradually. In fiscal year 1971, one contract for $2 0,500 

was let; in fiscal year 1972, three contracts for $452,000 

were awarded to minority firms; and in fiscal year 1973 

Bonneville let nine contracts for $657,800 to four 

minority firms.

The contracts were for construction projects, janitorial service, guard service, technical design service and 

transmission line right-of-way maintenance. Over the 

past three fiscal years, BPA has gone from zero to over 

$1,130,300. Besides the obvious dollar benefits derived 

from such work, minority-owned businesses have had 

the opportunity to develop management and business 

skills on a level that was unattainable to them in 

previous years.

In developing the Minority Business Enterprise Program for Bonneville Power, BPA's Equal Employment 

Opportunity Officer assumed the responsibility. Although he received the cooperation of many employees, 

four employees recognized the need for such a program 

and gave their whole-hearted support—taking care to 

make certain that Bonneville Power’s interests were 

protected and that the Administration received dollar 

value for dollar spent. The result was that all of the 

contracts were completed on a timely and high quality 

basis. In recognition, a monetary EEO group award of 

$1,000 was given to the four employees.

NEWLY APPOINTED EEO SPECIALISTS

Mr. Andrew Lawson has joined the EEO staff of the 

BONNEVILLE POWER ADMINISTRATION to coordinate Bonneville’s American Indian and Spanish-Speaking 

programs. Mr. Lawson, an enrolled member of the 

Tsimpshian Tribe, Metlakatla, Alaska, is a graduate of 

Portland State College and the Pennsylvania State 

University. Mr. Lawson served with the education 

program of the Bureau of Indian Affairs before joinin g 

BPA.

The BUREAU OF MINES has filled two EEO 

positions. Virginia Gilbertson joined the staff as the 

Bureau’s Federal Women's Program Coordinator. She 

came to the bureau from the D.C. Government and the 

Department's Office for Equal Opportunity where she 

served as Contract Compliance Officer. A native of 

Denver, Colorado, Ms. Gilbertson is a first generation 

American. Because of her Bulgarian ancestry she has 

been able to make a meaningful contribution to the 

Hospitality and Information Service, which exten ds 

hospitality to diplomats and their families, and to the

Ms. V irginia Gilb ertson

Internationa] Visitors Service Council which is preparing 

to assist foreign visitors expected during our American 

Revolution Bicentenial Celebration.

Ralph Hay has been selected as the Deputy EEO 

Officer for the Bureau of Mines and the Mining 

Enforcement and Safety Administration organizations 

West of the Mississippi. Mr. Hay has been serving as 

Chief, Employee Relations and Services Section of the 

Branch of Personnel in the Western Administrative 

Office. In addition he has served as EEO Coordinator.
227

Mr. Ralph Hay

Mr. Hay has been recognized by b oth th e Bureau and the 

CSC for his outstanding contributions to personnel 

management. He was elected to membership in Phi Beta 

Kappa when he received his B.S. degree from the 

University of Utah.

MAY THE BEST MAN WIN 

By Barbara Payne

Barbara Payne, Equal Opportunity and Training 

Officer, has been busy getting to know the employees, 

supervisors and Managers of the BUREAU OF SPORT 

FISHERIES AND WILDLIFE since she joined the staff 

of that Bureau a year ago. Ms. Payne has made informal 

field visits, has participated in on-site personnel management evaluations of bureau installations, and has spoken 

before groups of bureau top management officials. The 

following is one of the speeches she has made to 

supervisors and managers to provide greater insight into 

equal opportun ity.

We’ve all heard the referee tell title bout contenders 

to go to their corners and at the sound of the bell come 

out fighting. But the most exciting tiling the referee says 

before starting the bout is, “May the best man win!” 

What spectators see next is a contest between two 

people of similar physical prowess and like ability. When 

the fight is over the man who has performed the best 

does in fact win.

But here in the Federal Government does the best 

man win? Many of you would say, “ Yes indeed, th e best 

man does win! Why we have the merit system to assure 

that we get the best qualified man.” This is true to a 

degree, in many instances, the best man does win-H e 

wins by getting the promotions, the opportunities for 

training, and the meaningful assignments. In fact, the

winner generally is a man and usually one who is not a 

member of a minority group.

In response to this statement some of you would 

probably say, “ In order to work within the merit 

system, it is impossible to hire, promote, and train 

minorities and females.” If you are one of those who 

feel this way, I would like to challenge you by saying 

that equal opportunity for all can be achieved within the 

System and there is concrete evidence to substantiate 

this statement.

Then there are those who view equal opp ortu nity as 

Discrimination In Reverse and we all know that discrimination in any form rubs against the very moral fibers o f 

our society. In response to those who feel this way, I 

wish to present a little, over-simplified, philosophy 

behind the EEO program.

Let’s go back to the boxing match, which I described 

earlier. However, this time we’U assume that the con ­

tender is blindfolded, handcuffed, and attached to a belt 

buckled to his waist is a chain connected to 50-lb weight 

which is dragging on the floor. While on the other hand, 

the defending champion has no restraints. I’m sure each 

of you would agree that it is virtually impossible for the 

boxer with the restraints to win.

However, I submit that these are exactly the kinds o f 

insurmountable obstacles women and minority group 

members have been up against in their quest for equal 

opportunity. Let me clarify this further by citing 

examples of restraints affecting minorities and females. 

For instance, the blindfold represents lack of educational opportunities, the handcuffs represent qualification standards which are not job-related, and the 50-lb 

weight represents employment ghettoes to which classes 

of employees are relegated to perform the less meaningful work at the lowest grade levels.

Many people believe that these barriers were removed 

by laws and rulings such as the Supreme Court Decision 

of 1954, The Civil Rights Act of 1964, the Voting 

Rights Act of 1965, etc., so why are special considerations needed now.

The answer is that these laws did, indeed, remove the 

restraints, but we must take into consideration the fact 

that the title bout was in the tenth round when the 

restraints were removed and resuming the contest at that 

point would not provide the contender with a fair 

chance because the champion has gained so much during 

the first nine rounds that the contender has no hope of 

ever catching up. Therefore, even if we resume the bout, 

the best man may not necessarily win.

Here is where Public Law 92-261, more commonly 

known as the Equal Opportunity Act of 1972, comes 

into the picture and what it does is to require every 

Federal agency to initiate programs, such as Upward 

Mobility and Cooperative Education, which will give 

minority group members and females an opportunity to 

catch up.
228

To assure that these programs are fully operative in 

every Federal agency, the Civil Service Commission is 

vested with enforcement auth ority under the EEO Act. 

What this means to each o f us in the U.S. Department of 

the Interior is that not only are we required to take 

affirmative action to insure equal opportunity, but the 

Civil Service Commission will be checking on the quality 

of our plans of action and requiring remedial steps when 

they determine it is necessary.

If in fact we are not able to reach the goals set forth 

in Departmental, Bureau and Regional Affirmative 

Action Plans, we must be able to show that we have 

tnadc a Good Faith Effort. In other words, we must have 

concrete evidence which shows that it is impossible to 

hire, promote, and train females and minorities.

At the Departmental EEO Conference earlier this 

year, top managers working for Interior throughout the 

country were shocked to hear the Director o f The Equal 

Employment Opportunity Commission say in his opening remarks, that if the Department of the Interior was a 

private employer, in a matter of two minutes, EEOC 

could establish a prima facie case against us based on our 

own statistics. Needless to say, most conferees were 

quite relieved to learn that EEOC has no jurisdiction 

over the Federal Government.

Even though, The Civil Service Commission does not 

have the authority to take a Federal agency to court, 

like EEOC; however, they can require a Federal agency 

to promote or award back pay to an employee or group 

of employees based on information obtained from 

piomotion records, training records, etc., wliich reveal 

patterns of discrimination.

In other words now an employee does not have to file 

a complaint of discrimination. If on a routine review of 

your records the Civil Service Commission determines 

that women and/or minority group employees are 

traditionally excluded from certain occupations and 

grade levels, the Commission can rule that the Department of the Interior discriminates on a de facto basis.

In passing the EEO Act of 1972, there was considerable controversy in Congress in deciding whether to vc6t 

enforcement authority with the Equal Employment 

Opportunity Commission (EEOC) or the Civil Service 

Commission (CSC). The CSC wanted this power and 

pleaded its case. Congress agreed to give enforcement 

authority to CSC on the condition that this authority be 

used on Federal agencies. I have been assured by the 

CSC, that they plan to invoke all of their enforcement 

authority if necessary to prove to Congress that they can 

get the Federal government into good shape.

So you see, equal opportunity is serious business. 

We’ve moved from a generation of passive tolerance to 

one of active involvement and 1 urge each of you to 

earnestly engage in activities which will help to improve 

the record for you alone hold the key to our success.

In closing, 1 must acknowledge the innovative approaches and positive efforts expended by hundreds of 

departmental managers throughout the country.

I’m sure you know, however, that there is much more 

to be done. More programs must be implemented that 

will indeed evidence management’s commitment and 

good faith efforts, but more importantly they will help 

you in accomplishing your mission by insuring that the 

“Best man (or Woman) Does Win.”

INT ERIOR TO ASTM ASTER S CL LIBEqual Opportunity for Women

“Toastmasters for Men on the Move,” the slogan of 

Toastmasters International now must be changed to: 

“Toastmasters—for Men and Women on the Move.”

The Department of the Interior’s chapter of Toastmasters International meeting in Washington D.C. has its 

first woman president, administrative vice president, and 

sergeant-at-arms. Kathy Wood Loveless, president; 

Barbara Payne, administrative vice president; and Jean 

Keating, sergeant-at-arms comprise possibly the highest 

number of women officers in any one Toastmasters club 

in the world.

Toastmasters began as a “ male only” club with the 

purpose of developing members’ speaking and leadership 

abilities. With clubs in nearly every city in the United 

States and many in foreign countries, Toastmasters has 

developed men’s communication skills since the 1920’s.

But in 1971 several Interior Toastmasters felt it was 

time to open its doors to women. Supported by the fact 

that the Federal Government would not allow discriminatory practices on its facilities, the club petitioned 

Toastmasters World Headquarters. Exception was 

granted to the club even though the 1971 International

Kathy Loveless, President 

Interio r Toastmasters Q ub
Convention had voted by more than 5 to 1 not to allow 

women members.

Only two years later, last August, the International 

Convention passed a resolution by 7 to 1 permitting 

clubs to admit women without petitioning World Headquarters.

The greatest tribute to the Interior club is not only 

that it no longer discriminates against women, but that it 

has members of nearly every minority race and many 

religious sects. All individuals work together toward a 

single goal-self development through public speaking.

PRE-COLLEGE EDUCATION OF 

MINORITIES IN EARTH SCIENCE 

PROGRAM

Geological Survey personnel are in direct contact 

with students and teachers of the Washington Metropolitan area in an effort to increase awareness among urban 

minority groups and inform them of the opportunities in 

the geo-sciences. Volunteers from Survey with the help 

of a full-time earth science education specialist are 

working on a variety of projects during the course of the 

school year. The planning and coordination of the 

projects is carried out through the group called the 

Pre-College Education Committee.

The committee works with and assists local school 

systems in teaching the fundamentals of earth science by 

using the real world as a laboratory and the reby showing 

the student how the geo-sciences affect his daily life. 

The general approach is summed up in the following 

goals:

1. Work through the science supervisors with elementary, junior and senior high schools, concentrating on those schools with minority enrollments.

2. Develop local field guides and organize teachertraining seminars in their use.

3. Develop and implement teaching units for students to apply textbook earth science principles 

to the outdoors.

4. Offer demonstrations of geology that can be seen 

in local school yards.

5. Cooperate with teacher-training and methods 

courses in local colleges and environmental edu ­

cation centers.

6. Coordinate with other federal and local government agencies in fostering and setting up exhibits 

dealing with local geologic history. (One facet of 

this is an atte mpt to set aside select geologic 

outcrops to be used as teaching aids.)

7. Stimulate the teaching o f applied ea rth science to 

prepare for advanced training of students stilulated in the pre-college programs.

8. Point out to students who are not necessarily 

college oriented that there are many opportunities in the earth science field as technicians, 

para-professionals, etc.

9. Have students work directly with scientists on 

specific local geo-science problems.

10. Assist and provide support to teachers involved 

in elementary and secondary earth science 

programs.

Special Awards for Summer Aids

The BONNEVILLE POWER ADMINISTRATION 

each year grants awards of $25 to outstanding 

summer aids. Supervisors are asked to' identify 

deserving candidates after carefully considering 

these employees in terms of punctuality, ability to 

work with others, ability to follow instructions, 

productivity, and other appropriate factors. Nominations are screened and approved by the Incentive Awards Committee.

Bonneville awarded special achievement awards 

to 49 summer aids this year, 32 of whom were

women.

Management Talent Identified

A BUREAU OF LAND MANAGEMENT minority 

female who served as a secretary for 12 years was 

identified as having managerial potential. She was 

selected for and has successfully completed the 

Departmental Manager’s Development Program. 

Following completion of the program, she was 

promoted and reassigned to a professional position 

in the field. She now is serving in a staff position 

to a supervisor for whom she worked years earlier 

as a secretary.
ADELANTE

CON HABLA ESPANOS EN EL

DEPARTAMENTO DE RECURSOS

NATURALES

FOR WAR D W IT H SPANIS H SP EA KING

AM ERIC ANS IN THE DEP AR TM ENT

OF NAT UR AL RE SO UR CE S

- THE DEPARTM ENT OF TH E

INTE RIO R

IN RESPONSE TO THE PRESIDENT’S SfXTEENPOINT PROGRAM FOR EMPLOYMENT OF SPANISHSURNAMED AMERICANS IN THE FEDERAL SERVICE ANNOUNCED ON NOVEMBER 5, 1970, THE 

DEPARTMENT OF THE INTERIOR CONVENED ITS 

TOP MANAGERS FROM SELECTED STATES IN THE 

SOUTHWEST IN A CONFERENCE TO DISCUSS PROGRAM IMPLEMENTATION.

AS A RESULT OF THE CONFERENCE HELD IN 

DENVER, COLORADO, DURING FEBRUARY 1971, 

THERE HAS BEEN A STEADY INCREASE IN THE 

EMPLOYMENT OF THE SPANISH-SURNAMED 

THROUGHOUT THE DEPARTMENT. IN ADDITION, 

THE ASSIGNMENT OF SPANISH-SURNAMED TO 

SIGNIFICANT MANAGEMENT AND DECISIONMAKING POSITIONS HAS BEEN ON THE INCREASE.

THE PAGES THAT FOLLOW PORTRAY A 

SELECTED FEW OF THESE POSITION INCUMBENTS 

IN A VARIETY OF IMPORTANT FUNCTIONS.

EMPLEADO DEL SERVICIO DE PARQUES 

NATIONALES COMPLETA 37 ANOS

Luis A. Gastellum, Chief Office for Operations 

Evaluations, National Park Service, Southwest Regional 

Office, Santa Fe, New Mexico.

On June 12, 1973, Luis Gastellum will culminate a 

brilliant 37 year career with the National Park Service. 

Over the years he has filled various positions at Kings 

Canyon, Grand Canyon, and Yellowstone National 

Parks. He served twice in the Washington Office, once as 

the Director of the Job Corps. He has had two 

assignments in the Southwest Regional Office. Not only 

did his varied assignments keep him hopping across the 

continental United States but they took him to foreign 

lands, including Lima, Peru, where he participated in 

cooperation with the Department of Commerce as a 

Public Relations man for the National Park Service

promoting VISIT USA, and to Caracas, Venezuela, in 

cooperation with the Department of Tourism, United 

States Agency for International Development. Being 

designated as official U.S. Government observer with the 

Chilean expedition to Antarctica for the 1961-62 period 

was a highlight in Luis’ career.

HABLA E SPA N O S EN O FIC IN A S 

PRINCIPALES QUE OCUPAN POSICIONES 

IMPORTANTES

Manual Lopez, Jr. is in charge of the OFFICE OF 

SALINE WATER, Western U.S. Water Plan Office in 

Denver, Colorado. Mr. Lopez represents the Director of 

the Office of Saline Water on the Western U.S. Water 

Plan Study Management Team. The team is developing a 

general plan designed to meet the water requirements of 

the eleven western states. Mr. Lopez is a graduate of the 

University of Colorado with B.S. and MS . degrees in 

engineering. He has been awarded the Department of the 

Interior’s Meritorious Service Award for his important 

contributions in the field of structural engineering and 

water desalination.
23 1

Ben Tafoya, an Industrial Specialist with the OFFICE 

OF OIL AND GAS, Washington, D.C., also has been 

recognized by the Department for his outstanding 

services. In December 1972, he received a Quality 

Increase. Mr. Tafoya, who received his law degree from 

George Washington University, develops policies and 

procedures affecting emergency preparedness and oil 

import activities. He is responsible for the organization 

and operation of Industry advisory committees and 

task-force groups.

Ernest R. Rodriguez serves as Senior Staff Engineer in 

the BUREAU OF MINES, Division of Mining Research-Health and Safety, Washington, D.C. Since the 

start of his career as a mining engineer with the Bureau 

over twenty year ago, Mr. Rodriguez has served in health 

and safety activities at Bureau installations in Phoenix, 

Denver, and Spokane in addition to Washington, D.C. In 

1970, Mr. Rodriguez received a Special Achievement 

Award for developing a health and safety research 

program to meet the provisions of the new Coal Mine 

Health and Safety legislation. Mr. Rodriguez received his 

mining engineer degree from the University of Nevada.

Eugene F. Suarez is Chief, Judicial Prevention and 

Enf or ce m en t Services, BUREAU OF INDIAN 

AFFAIRS, Washington, D.C. He is a graduate of the 

University of Arizona with a B.S. degree in political 

science and police administration. Prior to joining the 

Bureau of Indian Affairs, Mr. Suarez was a Public Safety 

Officer in the Agency for International Development 

and an Instru ctor in the Pan-American Police Academy. 

In his present position, Mr. Suarez serves as the Bureau's 

Law Enforcement Officer. He provides technical assistance to over 600 tribal and bureau law enforcement 

personnel on 87 reservations. Mr. Suarez has served as a 

consultant to the White House Conference on Children 

and Youth; the President’s Commission on Drug Abuse; 

the President’s Task Force on Crime; an d, the President’s 

Commission on Pornography.

HA BL A ES PA NO S EN PUESTOS DE 

RESPONSABILIDAD

BER N A R D O F. G R O SSLIN G . P H D , 

RESEARCH GEOPHYSICIST. GEOLOGICAL 

SURVE Y, WASHINGTON, D.C.

Dr. Grossling serves as an expert consultant to the 

Director on Geologic, Geophysics, com pute r, and engineering matters and is doing research on the unorthodox 

application of the human vision system to the interpretation of data in Earth Sciences, utilizing color vision, 

stereopsis and optical illusion.

Dr. Grossling is a naturalized U.S. citizen born in 

Chile, South America. He has degrees in Civil and 

Electrical Engineering from the University of Chile; M.S. 

degree in Geological Sciences from the California Institute of Technology; D.I.C. in Mathematics from the 

Imperial College of Science and Technology; a Ph.D. in

Geophysics from London University; and, a certificate in 

the economics of national security from the Industrial 

College of the Armed Forces (Washington, D.C.).

Before joining Geological Survey in 1964, he worked 

for the Inter-American Development Bank as Acting 

Chief of the Engineering Division, and as Technical 

Advisor with the California Research Corporation, a 

subsidiary of Standard Oil Company of California. He 

participated in the establishment of Chile’s petroleum 

industry, first as Chief Geophyscist and later as Explorations Advisor of the Empresa Nacional del Petroleo.

Dr. Grossling was elected Fellow of the Royal 

Astronomical Society and is a member of Sigma Xi, 

SEG, American Economic Association, Geological Society of Washington, and Fellow of GSA and of the 

Washington Academy of Sciences.

Dr. Grossling has published about SO papers on 

engineering, economics, geology and geophysics.

HORIZO NT ES NUEVOS PARA HABLA 

ESPANOS

The Department of the Interior Equal Employment 

Opportunity Plan for Fiscal Year 1974 requires the 

appointment of coordinators for the Sixteen-point Program in major field installations located where there are 

significant Spanish-speaking populations. In addition 

public contact bi-lingual positions are being identified in 

these locations where knowledge of the Spanish language 

is required. Some positions which have this requirement 

currently filled by Spanish-surnamed employees are Park
232

Ranger, National Park Service; Refuge Manager, Bureau 

of Sport Fisheries and Wildlife; Natural Resource Specialist, Bureau of Land Management; EEO Specialist, 

Office of the Secretary; and, Personnel Management 

Specialist, Bonneville Power Administration.

* * *

Ma nuel Gomez, Research Chemical Engineer, 

BUREAU OF MINES, Office of the Director of Mining 

Research, Mines Systems Engineering Group, Denver, 

Colorado.

Mr. Gomez conducts research to determine the 

efficiency of mining, deposit evaluation, and mineral 

resource sampling with particular emphasis on coal 

deposits; develops methodology and programs for an 

electronics digital comp uter to simulate deposits and 

deposit characteristics for analytical study in relation to 

increased productivity, increased underground coal mine 

health and safety, and the preservation of the external 

environment.

Frank E. Rivera, Computer Specialist, Bonneville 

Power Administration, Division o f Administration Management, Portland, Oregon. Mr. Rivera serves on the

Computer Application Board where he coordinates, 

directs, and develops the bureau-wide Bonneville Power 

Administration Computer Application Plan. He has an 

LLB Degree from LaSalle University and has held 

positions with the U.S. Air Force and the U.S. Postal 

Service before accepting his present position.

HABLA ESPANAS Y HABLA ESPANOS EN 

OTRAS OCUPACIONES IMPORTANTES

Dorothy Corona, Budget Analyst, BUREAU OF 

LAND MANAGEMENT, Denver Service Center, Denver, 

Colorado. She started her career in the Department of 

the Interior, with the Bureau of Reclamation and has 

worked her way through the clerical-technical area into 

the professional field. As a Budget Analyst she helps 

prepare a variety of special budgetary and financial 

reports for all levels of management, and she plays a 

major role in exercising control of the operating 

budget.

1I

Timothy Tafoya, Accountant, BUREAU OF LAND 

MANAGEMENT Denver Service Center, Denver Colorado. In the Division of Program and Financial Management Mr. Tafoya performs a variety of professional 

duties which include reconciling control accounts, processing disbursement documents, research and review 

regarding operating procedures, and providing supervision and guidance to lower graded staf f members. Mr. 

Tafoya was an Assistant Housing Project Manager in the 

Sioux Army Depot in Nebraska before joining BLM.
233

Ciro Guerra, Irrigation System Manager, BUREAU 

OF RECLAMATION, Middle Rio Grande Project, Irrigation Division, Albuquerque, New Mexico.

Mr. Guerra serves as Chief of the Irrigation Division. 

His assignments with the bureau which have prepared 

him for this responsible position include Civil Engineering Technician, Supervisory (Hydraulic) Engineering 

Aid, and Irrigation Manager.

As supervisor, he takes interest in encouraging employees under his supervision in self development.

Lawrence A. Rivera, Coal Mine Inspector, BUREAU 

OF MINES, Coal Mine Health and Safety, District 9, 

Denver, Colorado.

Mr. Rivera makes regular, special and spot-check 

inspections of coal mines to obtain information on 

health and safety conditions. Also, he conducts investigations of surface and underground disasters and fatal 

accidents and determines the causes. He obtains information about these accidents and conditions for study by 

field and headquarters personnel for the purpose of 

preventing similar disasters and accidents. He was hired 

as a result of the Bureau of Mines intensive recruitment 

effort to recruit Spanish-surnamed citizens for implementation of the Coal Mine and Safety Act of 1969.

Coal Mine Inspectors atten d the Bureau of Mines 

Academy and are then assigned to various offices 

throughout the country.

Norma C. Martinez, is employed as Secretary to the 

Director of the Denver Service Center, BUREAU OF 

LAND MANAGEMENT, Denver, Colorado. She has 

received numerous awards in recognition for excellent 

performance. Before joining BLM she worked for the 

Veterans Administration, Federal Housing Administration, and the D epar tment’s Office of the Solicitor.

Richard M. Barbar, Outdoo r Recreation Planner, with 

the BUREAU OF LAND MANAGEMENT, Nevada State 

Office, Reno, Nevada. Barbar, a native of Oxnard, 

California is currently attending a professional development program at the University of Wisconsin, leading to 

a Masters Degree in Regional Planning.

Mr. Barbar served as a Park Ranger with the National 

Park Service before his transfer to the Bureau of Land 

Management. He is proud of his Spanish heritage. His 

grandfather, Don Juan Sanchez, was an heir to the 

Rancho Santa Clara del Norte Land Grant, what is today 

much of Ventura County in Southern California.

Joseph E. Bargas, Training Specialist, BUREAU OF 

MINES Office of the Assistant Director-E ducation and 

Training, Health and Safety, Washington, D.C.

Mr. Bargas is a Sta ff Assistant and coordinates all 

pre-planning relating to the construction of the Health 

and Safety Academy to be located in Beckley, West 

Virginia. He serves as EEO Officer for the Office of 

Education and Training and as Military Liaison Officer, 

keeping abreast with the latest educational modes used 

by the military and translating their use to the Bureau of 

Mines.
234

xhibit 4

UNITED STATES

Relea se _ _ _ _

Number: FPM"161

DEPARTMENT OF THE INTERIOR

Date !''?•; *i973

DEPARTMENTAL MA NU AL

P a rt 370 DM 713

DM A d d it io n t o FPM

Subject:

TRANSMITTAL SHEET E qual Em pl oy men t O p p o rtu n it y

EXPLANATION OF MATERIAL TRANSMITTED:

T h is r e l e a s e r e v is e s D e p a rtm e n ta l g u id e lin e s c o n ta in e d in 

370 DM 7 1 3 , E qual Em pl oy men t O p p o rtu n ity d a te d Ju n e 2 6 , 1969. 

O nl y m in o r changes have b een made in th e a u t h o r i t y , r e s p o n s ib i l i t y , and r e p o r tin g s u b c h a p te r s . The m a jo r r e v is io n s o c c u r 

in th e s u b c h a p te rs d e a lin g w ith th e sy ste m o f d i s c r im i n a t i o n 

c o m p la in t p r o c e s s in g . The r e v i s i o n o f th e m anual wa s 

n e c e s s i t a t e d by th e e n a c tm e n t o f th e EEO A ct o f 1972

(P .L . 9 2 -2 61) an d th e is s u a n c e o f CSC im p le m e n ti n g r e g u l a t i o n s .

C o n ti n u in g re q u ir e m e n ts is s u e d by th e O f f ic e f o r E qual 

O p p o rtu n ity d u rin g 1972 in th e fo rm o f EEO Mem orandu ms, a ls o 

h ave b een in c o r p o r a te d i n t o t h i s r e l e a s e .

Deputy A s sis ta n t S e c re ta ry o f th e I n te r io r

FILING INSTRUCTIONS;

Remove :

370 DM 71 3, Ta ble of Con te nt s 

(1 sh e et)

370 DM 713, 1 throug h 10 

(15 sh e e ts )

Ap pe nd ice s 1 th ro ug h 3 

(5 sh e e ts )

Rep la ce s 6/1 4/7 1 (R el ea se No. 140)

I n s e r t :

37 0 DM 71 3 (T ab le of Con te nt s)

4 2 s h e e ts )

370 DM 713 (1 -1 0)

(18 sh e ets )

Appen dix I 

(4 sh e e ts )

Appen dix II 

(1 sh eet)

Appen dix I I I 

(1 sh e et)

Appen dix IV 

(3 sh e ets )

Ap pen dix V 

(1 sh eet)

Ap pen dix VI 

(1 sh eet)
De partm ent 01 the In te rior 

DEPARTMENTAL MANUAL

P ers o n n e l_______________________________________ P a rt 370 DM A d d it io n to FPM

C hapte r 713 E qual Em ployment O p p o rt u n it y

T A B L E O F C O N T E N T S

SUBCHAPTER PAGE

SUBCHAPTER 1. A u th o r ity 1 .1

.1 B a sis f o r E q u al Em ploy ment O p p o rtu n it y P o lic y 1 .1

.2 D e p a rtm e n ta l P o lic y an d R e g u la to ry 1 .1

R e s p o n s i b i l i t i e s

.3 Sc op e 1•1

.4 P o lic y A p p lic a tio n 1 .1

SUBCHAPTER 2. S e c r e t a r i a l R e s p o n s ib ility 2 .1

.1 S e c r e t a r i a l R e s p o n s ib ility 2 .1

.2 D ir e c to r o f E q u al Em ploy men t O p p o rtu n ity — 2 .1

R e s p o n s i b i l i t i e s

SUBCHAPTER 3. B u re au R e s p o n s ib ility 3 .1

.1 G e n era l 3 .1

SUBCHAPTER 4. P r o c e s s in g C o m p la in ts o f D is c r im in a tio n 3 .1 J

.1 G ro un ds f o r C o m p la in ts 3 .1 J

.2 C o m p la in t E l i g i b i l i t y 3 .1 J

.3 P re c o m p la in t P r o c e s s in g 3 .1 J

.4 F i l in g an d P r e s e n t a t i o n o f C o m p la in t 4. 3B

.5 R e je c tio n o r C a n c e lla tio n o f C o m p la in t 4 .5

.6 I n v e s t ig a t io n 4 .5

.7 A d ju st m en t o f C o m p la in t an d O ffe r o f H e ari n g 4. 6C

.8 H eari n g 4 . 7C

1 /4 /7 3 (R e le ase No. FPM 161)

R epla ces 6 /1 4 /7 1 (R e le ase No. 14 0)
236

Departmen t of the Int erior 

DEPARTMENTAL MANUAL

Personnel Part 370 DM Additio n to FPM

Chanter 713 F.nual Employment Opportunit y

SUBCHAPTER PAGE

.9 R e l a t i o n s h i p t o o t h e r A gen cy A p p e l l a t e 4 . 8F

P ro c e d u re s

.1 0 A v o id a n c e o f D ela y 4.9 B

.1 1 D e c is io n by t h e D i r e c t o r o f E q u a l E m plo ym en t 4 . 10D

O p p o r tu n ity

.1 2 C o m p la in t F i l e 4 . 11B (3)

SUBCHAPTER 5. A p p e a l t o t h e C o m m is si o n 4 . 12C

. 1 E n t i t l e m e n t 4 .1 2 C

.2 W he re t o A p p e a l 5 .1 A (1 )

.3 T im e L im it 5 .1 A (1 )

.4 A p p e l l a t e P r o c e d u r e s 5 .1 A (1 )

.5 R e la t i o n s h i p t o o t h e r A p p e a ls 5 .5

SUBCHAPTER 6 . T h i r d - P a r t y A l l e g a t i o n s 5 .5

.1 T h i r d - P a r t y A l l e g a t i o n s o f D i s c r i m i n a t i o n 5 .5

SUBCHAPTER 7 . F re ed o m fro m R e p r i s a l o r I n t e r f e r e n c e 6 .1 C

.1 F re ed o m fr o m R e p r i s a l 6 .1 C

.2 R evie w o f A l l e g a t i o n s o f R e p r i s a l 6 .1 C

SUBCHAPTER 8. R e m e d ia l A c tio n s 7. 2B

.1 R e m e d ia l A c tio n 7.2 B

SUBCHAPTER 9 . R ig h t t o F i l e a C i v i l A c tio n 8 .1 B (3 )

.1 S t a t u t o r y R ig h t 8 .1 B (3 )

.2 N o tic e o f R ig h t 8 .1 B (3 )

2
237

Department of the Interior

DEPARTMENTAL MANUAL

P e rs o n n e l_______________________________________ P a rt 370 DM A d d it io n to FPM

C h apte r 713 Equ al Em ployment O p p o rt u n it y

SUBCHAPTER PAGE

9 . 3

9 . 3

9 . 3

SUBCHAPTER 10 . R e p o rti n g R eq u ir em en ts 

.1 D epart m ent

.2 B ure au

APPENDIX I - Form at I n v e s t i g a t o r 's F i l e

APPENDIX I I - R ep o rt on P re c o m p la in t C o u n se li n g

APPENDIX I I I - E sti m a te d C o st f o r P r o c e s s in g D is c r im in a tio n 

C o m pla in t

APPENDIX IV - Q u a r te r ly A c c e ss io n an d P ro m o ti o n R e p o rts

APPENDIX V - R ep o rt o f T r a in in g I n s ta n c e s by Women an d 

M in o rit y G ro up s

APPENDIX VI - R ep o rt o f Aw ards by Women an d M in o rit y Gro up s

1 /4 /7 3 (R e le a se No. FPM 161 ) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 140)

3
Department of the Interior

DEPARTMENTAL MANUAL

e rs o n n e l_________________________ P a r t 370 DM A d d it io n to FPM

C h a p te r 71 3 Equal Em plo ym ent O p p o rtu n it y 370 DM 7 1 3 , 1 . 1

S u b c h a p te r 1 . A u t h o r it y .

•1 B a s is f o r Equal Em ploy men t O p p o rtu n it y P o l i c y . E x e c u tiv e

O r d e r 11 478 o f A ugust 8, 19 6 9 , an d th e E qual Em ploymen t 

O p p o rtu n it y A ct o f 19 72 (P .L . 9 2 -2 6 1) w h ic h in c o r p o r a t e s and 

s t r e n g th e n s th e E x e c u tiv e O rd e r, d i r e c t t h a t th e U .S . C i v i l 

S e r v i c e Co m missio n s h a l l p r o v id e le a d e r s h ip an d g u id a n c e t o 

d ep a rt m en ts and a g e n c ie s in th e co n d u ct o f e q u a l em ploy men t 

o p p o r t u n ity pr og ra m s f o r th e c i v i l i a n em p lo yees o f and 

a p p lic a n t s f o r em pl oy m en t w it h in th e e x e c u t iv e d ep a rt m en ts 

an d a g e n c ie s .

.2 D ep art m en ta l P o lic y an d R e g u la to ry R e s p o n s i b i l i t i e s .

E v e ry a c t io n w i l l be ta k e n w it h in th e D ep ar tm en t t o co m pl y 

w it h th e E x e c u tiv e O rd er an d th e re q u ir e m e n ts o f th e l e g i s ­

l a t i o n . The U .S . C i v i l S e r v ic e Co m m ission has is s u e d g e n e r a l 

r e g u la t io n s w hic h ap p ea r in T i t l e 5 , C h a p te r 1 , P a r t 713 o f 

th e Code o f F e d e r a l R e g u la tio n s d a te d O c to b e r 2 1 , 19 7 2 . T h is 

c h a p te r o f th e Man ua l i s is s u e d p u rsu a n t t o E x e c u tiv e O rd er 

1 1 4 7 8 , th e Equal Em plo ym ent O p p o rtu n it y A c t o f 1 9 7 2 , an d th e 

U .S . C i v i l S e r v ic e Co m m is sion r e g u l a t i o n s .

.3 S c o jj e . E x e c u tiv e O rd er 11 4 78 an d P .L . 9 2 -2 6 1 p r o h i b i t 

d is c r im in a t io n and e n su re e q u a l o p p o r tu n it y f o r a l l p e rs o n s 

w it h o u t r e g a rd to r a c e , c o l o r , r e l i g i o n , s e x o r n a t io n a l 

o r i g i n , em pl oy ed in o r s e e k in g em pl oy m en t w it h th e F e d e r a l 

G ov er nm en t. N oth in g c o n ta in e d in t h i s c h a p te r o f th e Man ua l 

s h a l l be c o n stru e d as a b r o g a tin g in an y ma nn er th e p r e fe r e n c e 

o f A m er ic an In d ia n s f o r p o s i t i o n s r e l a t e d t o th e a d m in is tr a tio n 

an d c o n d u ct o f In d ia n a f f a i r s w hic h has be en g r a n te d by 

s t a t u t e s o f th e U n it e d S t a t e s .

• 4 P o li c y A p p lic a t io n . A s s ig n e d r e s p o n s i b i l i t i e s and d e t a i l s 

o f p ro ce d u re by w hic h th e h a n d li n g o f c o m p la in ts o f d i s c r i m i ­

n a tio n i s c o n t r o lle d a re c o v e r e d in t h i s r e l e a s e . H ow ev er , 

th e r e i s a g e n e r a l r e s p o n s i b i l i t y w h ic h a t t a c h e s t o p e r s o n n e l 

o f f i c e r s , s u p e r v is o r s , an d o t h e r ma na geme nt o f f i c i a l s a t a l l 

l e v e l s th ro u g h o u t th e D ep art m en t. T h e ir r e s p o n s i b i l i t y i s 

f u l l p a r t i c i p a t i o n in th e D e p a rtm e n t' s e q u a l o p p o r t u n ity p ro ­

gram an d v ig o r o u s a f f i r m a t i v e a c t i o n . S u p e r v is o r s sh o u ld 

se e k t o u n d ersta n d th e e q u a l em pl oy m en t o p p o r tu n ity p o l i c y 

an d make c e r t a i n t h a t t h i s u n d e r sta n d in g i s s h a re d by t h e i r 

s u b o r d in a t e s .

1 /4 /7 3 (R e le a se No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 14 0)
Department of the Interior

DEPARTMENTAL MANUAL

ers on n e 1________________________ P a r t 370 DM A d d it io n _ t o FPM

C h a p te r 71 3 E q u al Em plo ym ent O p p o rtu n it y 370 DM 7 13 ,_ 1 . 4 ( c o n t.)

T h is r e s p o n s i b i l i t y e x te n d s to o r g a n iz e d em plo ye e gro u p s (r e c o g n iz e d u n io n s) t o c o o p e r a te and to a s s i s t in m ak in g th e 

D ep ar tm en t E q u a l Em plo ym ent O p p o rtu n it y Pr og ra m w ork .

S u b c h a p te r 2 . S e c r e t a r i a l R e s p o n s i b i l i t y .

. 1 S e c r e t a r i a l R e s p o n s i b i l i t y . The S e c r e t a r y e x e r c i s e s 

p e r s o n a l le a d e r s h ip in e s t a b l i s h i n g , m a in ta in in g , and c a r r y in g 

o u t a c o n tin u in g a f f i r m a t i v e pro gr am d e s ig n e d to pro m ot e e q u a l 

em pl oy m en t o p p o r t u n it y , and in e n s u r in g t h a t th e p o l i c y o f e q u a l o p p o r tu n it y a p p lie s t o an d i s an i n t e g r a l p a r t o f e v e r y 

a s p e c t o f D e p art m e n ta l p e rs o n n e l p o l i c y and p r a c t i c e . The S e c r e t a r y o f th e I n t e r i o r has d e s ig n a te d th e D i r e c t o r , O f f i c e 

f o r E qual O p p o rtu n it y t o s e r v e a s th e D ir e c t o r o f E qual 

Em plo ym ent O p p o rtu n it y f o r th e D epar tm ent.

.2 D ir e c t o r o f E q u a l Em plo ym ent O p p o rtu n it y — R e s p o n s i b i l i t i e s .

As D ir e c t o r o f E q u a l Em ploymen t O p p o r tu n it y , th e D ir e c t o r ,

O f f i c e f o r E q ual O p p o rtu n it y s h a l l :

A. E s t a b li s h p o l i c i e s f o r th e d e v elo p m e n t, s u p e r v is io n , 

a d m in is t r a t io n , an d c o o r d in a tio n o f e f f e c t i v e e q u a l em plo yme nt o p p o r tu n ity pro gra m s o f th e D ep ar tm en t an d i t s b u re a u s 

an d o f f i c e s .

B. D evelo p an d a d m in is te r p ro c e d u re s d e s ig n e d t o im p le ­

me nt and o b ta in co m p li a n ce w it h th e e q u a l em pl oy m en t o p p o rt u n i t y p o l i c i e s o f th e D epar tm ent.

C. D evelo p th e sy ste m s and p ro gr am s r e l a t i v e to e q u a l 

em pl oy m en t o p p o r t u n ity f o r th e D ep ar tm en t an d i t s b u re a u s 

an d o f f i c e s .

D. C o o rd in a te p ro p o se d p o l i c i e s an d pro gr am s w it h th e 

O f f i c e o f O r g a n iz a tio n an d P e rs o n n e l Managem ent an d th e 

C i v i l S e r v ic e Com m is si on.

E. A d v is e th e S e c r e t a r y th ro u gh th e Und er S e c r e t a r y 

w it h r e s p e c t to th e p r e p a r a t io n o f p la n s , p r o c e d u r e s , 

r e g u l a t i o n s , r e p o r t s , an d o th e r m a tte r s p e r t a i n i n g to th e 

D e p a rtm e n t' s e q u a l em pl oy m en t o p p o r t u n ity pro gra m .
ep artm en t of the In te rior 

DEPARTMENTAL MANUAL

P ers o n n el__________________________ P art - 37Q DM A d d it io n to fTK

C h a p te r 713 E qual Em pl oy m en t O p p o rtu n it y 370 DM 7 1 3 , 2 .2 F

F. E v a lu a te a n n u a lly , i n c o o p e r a ti o n w ith th e O f f ic e 

o f O rg a n iz a ti o n an d P e rs o n n e l M an ag em en t, th e s u f f i c ie n c y 

o f th e D e p a rtm e n t' s e q u a l em pl oy m en t o p p o r tu n ity pro gra m 

an d r e p o r t th e f in d in g s th e r e o n t o th e S e c r e ta r y a lo n g w it h 

re co m m endati ons f o r an y im pro vem en t o r c o r r e c t i o n , in c lu d in g 

re co m m endati ons f o r re m e d ia l o r d i s c i p l i n a r y a c t i o n w it h 

r e s p e c t t o m a n a g e ria l o r s u p e r v is o r y em plo yees who have 

f a i l e d in t h e i r r e s p o n s i b i l i t i e s u n d e r th e e q u a l em pl oy m en t 

o p p o r tu n ity p ro g ra m . Th e e v a lu a tio n a ls o s h a l l in c lu d e 

r e c o g n itio n o f e q u a l em plo ym en t o p p o r tu n ity a c h ie v e m e n ts by 

m a n a g e ria l a n d /o r s u p e r v is o r y em p lo y e es.

G. Make ch an g es i n p ro g ra m s an d p ro c e d u re s d e s ig n e d

t o e lim in a te d is c r im in a to r y p r a c t i c e s an d im pro ve th e D ep art 

m e n t's e q u a l em pl oy m en t o p p o r tu n ity p ro g ra m .

H. P ro v id e f o r a sy ste m o f c o u n s e li n g by d e s ig n a te d 

e q u a l em pl oy m en t o p p o r tu n ity c o u n s e lo rs th r o u g h o u t th e 

D epart m en t o f a g g rie v e d em plo yees o r a p p li c a n t s f o r em plo ym en t who b e lie v e t h a t th e y h ave b een d is c r im in a te d a g a in s t 

b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x , o r n a ti o n a l o r i g in 

w it h a vi ew to r e s o l v in g t h e i r g r ie v a n c e s on an in fo rm a l 

b a s i s .

I . P ro v id e f o r th e r e c e i p t an d i n v e s t i g a t i o n o f 

i n d iv i d u a l c o m p la in ts o f d i s c r im i n a t i o n on g ro u n d s o f r a c e , 

c o l o r , r e l i g i o n , s e x , o r n a ti o n a l o r i g i n .

J . P ro v id e f o r th e r e c e i p t , i n v e s t i g a t i o n , and d i s ­

p o s i t i o n o f g e n e r a l a l l e g a t i o n s by o r g a n iz a tio n s o r o t h e r 

t h i r d p a r t i e s o f d i s c r im i n a t i o n on g ro u n d s o f r a c e , c o lo r , 

r e l i g i o n , s e x , o r n a t i o n a l o r i g i n w hic h a r e u n r e la te d t o

an i n d iv i d u a l c o m p la in t o f d i s c r im i n a t i o n w it h n o t i f i c a t i o n 

o f d e c is io n to th e p a r ty s u b m ittin g th e a l l e g a t i o n .

K. Make th e D e p a rtm e n ta l d e c is io n f o r th e S e c r e ta r y 

on c o m p la in ts o f d i s c r im i n a t i o n an d o r d e r su ch c o r r e c t i v e 

m ea su re s as he may c o n s id e r n e c e s s a r y , in c lu d in g th e 

re co m m endati on f o r an y d i s c i p l i n a r y a c tio n t h a t i s w a rra n te d 

by th e c ir c u m s ta n c e s wh en an em plo yee h a s b een fo und to 

h av e en gaged in a d i s c r im in a to r y p r a c t i c e .

L. D e sig n a te a F e d e r a l Wom en's Pro gra m C o o rd in a to r f o r 

th e D epart m ent w it h r e s p o n s i b i l i t y f o r a d v is in g th e D ir e c to r 

o f E q u al Em ploy ment O p p o rtu n ity on m a tte r s a f f e c t i n g th e 

em plo ym en t an d advancem ent o f wom en.

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la c e s 6 /1 4 /7 1 (R e le a se No. 14 0)
241

Depar tment of the Interior 

DEP ART MENTA L MANUAL

Personnel________________________ P a rt 37Q DM A d d it io n to FPM

C h a p te r 7 1 3 E q u a l E m plo ym en t O p p o r t u n it y __ 37Q PM -713. 2..2M—

M. B rin g t h i s Man ua l R e le a s e t o th e a t t e n t io n o f a l l o f f i c e r s an d em p lo yees o f th e D ep art m en t, an d t o r e c o g n iz e d la b o r o r g a n iz a t io n s an d e n l i s t t h e i r c o o p e r a tio n . In c o lla b o r a t i o n w it h bu re au h e a d s , r e f e r c o p ie s o f t h i s M an ua l R e le a s e , th ro u g h bu re au f a c i l i t i e s , to a l l l o c a l r e c o g n iz e d la b o r o r g a n iz a t io n s und er E x e c u tiv e O rd er 1 1 4 9 1 , and have c o p ie s p o s te d on a l l b u l l e t i n b o a rd s in c lu d in g th o s e w h ic h a re u se d t o an nou nce F e d e r a l e x a m in a ti o n s an d jo b o p p o r t u n i t i e s ; an d a s s u r e t h a t in fo rm a tio n c o n c e rn in g th e D e p a rtm e n t' s e q u a l em pl oy m en t o p p o r tu n it y p o l i c y an d p ro c e d u re s s h a l l be p u b li s h e d a t l e a s t a n n u a ll y in an y em plo ye e b u l l e t i n s o r n e w s le t t e r s t h a t 

a re is s u e d .

N. A s s u r e t h a t p r i n c i p a l and o p e r a tin g o f f i c i a l s r e s p o n s i­ b le f o r c a r r y in g o u t th e e q u a l em pl oy m en t o p p o r tu n it y pro gr am m ee t e s t a b l i s h e d q u a l i f i c a t i o n re q u ir e m e n ts .

O. D evelo p an d su bm it a n n u a ll y by May 1 f o r th e re v ie w and a p p ro v a l o f th e C i v i l S e r v ic e Com m is sion a w r it t e n n a t io n a l e q u a l em pl oy m en t o p p o r tu n it y p la n o f a c t io n f o llo w in g th e fo rm a t p r e s c r ib e d by th e Com m ission w h ic h in c lu d e s :

(1) P r o v is io n f o r th e e s t a b lis h m e n t o f t r a i n i n g and e d u c a tio n p ro gr am s d e s ig n e d t o p r o v id e maximum o p p o r tu n it y f o r em p lo ye es t o adva n ce so as t o p e rf o rm a t t h e i r h ig h e s t 

p o t e n t i a l ;

(2) D e s c r ip tio n o f th e q u a l i f i c a t i o n s , in te rm s o f t r a i n i n g an d e x p e r ie n c e r e l a t i n g to e q u a l em pl oy m en t o p p o r­ t u n it y o f th e p r i n c i p a l and o p e r a tin g o f f i c i a l s co n ce rn e d w it h a d m in is t r a t io n o f th e a g e n c y 's e q u a l em pl oy m en t o p p o r t u n ity 

pro gr am ; and

(3 ) D e s c r ip tio n o f th e a l l o c a t i o n o f p e rs o n n e l an d r e s o u r c e s p ro p o s e d by th e a ge n cy t o c a r r y o u t i t s e q u a l em p lo yment o p p o r tu n ity p ro gr am .

P. P r o v id e t h a t R e g io n a l EEO p la n s a re d e v e lo p e d f o r su b m is sio n t o a p p r o p r ia t e C i v i l S e r v ic e Com m is sion r e g io n a l 

o f f i c e s .
Department of the Interior

DEPARTMENTAL MANUAL

e rso n n e l________________________ P a r t 370 dm A d d it io n to FPM

C h a p te r 71 3 Equal Em ploy men t O p p o rtu n it y 37Q DM 7 1 3 . 3 .1

S u b ch a p te r 3. B ur ea u R e s p o n s i b i l i t y .

.1 G e n e r a l. Ea ch b u re a u head s h a l l e s t a b l i s h , m a in ta in , 

and c a r r y o u t a c o n tin u in g a f f i r m a t i v e pro gr am d e s ig n e d to 

pr om ot e e q u a l em pl oy m en t o p p o r t u n ity th ro u g h o u t th e b u re au 

and t o a s s u re th e f u l l i n t e g r a t i o n o f e q u a l em pl oy m en t op por 

t u n i t y c o n s id e r a t io n s w it h d a y - t o - d a y p e r s o n n e l ma nageme nt 

a c t i v i t i e s o f e v e r y m an ag er an d s u p e r v is o r in th e b u re a u .

In a c h ie v in g th e m os t e f f e c t i v e e q u a l em pl oy m en t o p p o r tu n it y 

pro gr am im p le m e n ta ti o n p o s s i b l e , each b u re a u hea d s h a l l :

A. D e sig n a te f o r th e b u re a u , w it h th e a d v ic e and 

c o n se n t o f th e D ir e c t o r o f E q u a l Em ploymen t O p p o r tu n it y , a 

f u l l - t i m e E qual Em ploymen t O p p o rtu n it y O f f i c e r who r e p o r t s 

d i r e c t l y t o th e B ur ea u hea d an d who has f u l l d e le g a te d 

a u t h o r it y f o r e q u a l em pl oy m en t o p p o r tu n it y d e s c r ib e d in t h i s 

man ua l r e l e a s e in a l l o r g a n i z a t i o n a l u n it s an d l o c a t io n s o f 

th e b u re a u . A ls o , d e s ig n a te a f u l l - t i m e F e d e r a l Women's 

Pr og ra m C o o rd in a to r to s e r v e on th e s t a f f o f th e Equal 

Em ploymen t O p p o rtu n it y O f f i c e r .

(1 ) F or each m a jo r f i e l d a d m in is t r a t iv e o r 

r e g io n a l o f f i c e d e s ig n a te a f u l l - t i m e E qual Em plo ym ent Op po r 

t u n i t y O f f i c e r who r e p o r t s t o and a s s i s t s th e B ure au Equal 

Em ploymen t O p p o rtu n it y O f f i c e r in im p le m en ti n g th e b u re au 

pro gr am . A F e d e ra l Wo men's Pro gr am C o o r d in a to r sh o u ld be 

d e s ig n a te d a t each m a jo r f i e l d a d m in is t r a t iv e o r r e g io n a l 

o f f i c e to a s s i s t th e E q ual Em ploymen t O p p o rtu n it y O f f i c e r

in c a r r y in g o u t th e d u t ie s o f a s s u r in g e q u a l em pl oy m en t 

o p p o r tu n ity f o r women.

(2) D e sig n a te a c o o r d in a to r f o r th e S p an is h 

S p ea k in g Pr og ra m a t m ajo r i n s t a l l a t i o n s lo c a t e d in A r iz o n a , 

C a l i f o r n i a , C o lo ra d o , New M exic o an d T e x a s. C o o r d in a to r s 

sh o u ld be d e s ig n a te d in o t h e r o f f i c e s a s n ee ded to a s s u r e 

im p le m e n ta ti o n o f th e S ix t e e n - P o in t Pr og ra m t o a s s i s t 

S p an is h -S urn am ed.

(3) Su ch em p lo yees s h a l l be f u l l y com p ete n t to 

d is c h a r g e th e r e s p o n s i b i l i t i e s and p e rf o rm th e d u t ie s h e r e in 

o u t li n e d . E x c e p tio n s t o th e f u l l im p le m e n ta ti o n o f t h i s 

re q u ir e m e n t mu st be a p p ro ved by th e D ir e c t o r o f Equal 

Em ploy men t O p p o rtu n it y .

1 /4 /7 3 (R e le a se No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
Department of the Interior

DEPARTMENTAL MANUAL

e rs o n n e l________________________ P a r t 370 DM A d d it io n t o FPM

C h a p te r 71 3 E q u al Em plo ym ent O p p o rtu n it y 370 DM 7 1 3 , 3 . IB

B. D evelo p an d m a in ta in an e q u a l em pl oy m en t o p p o r tu n it y 

p la n o f a c t io n in a cc o rd a n c e w it h g u i d e l i n e s e s t a b l i s h e d by 

th e D ep art m en ta l E q u al Em ploymen t O p p o rtu n it y P la n . In 

a d d it io n , p r o v id e t h a t r e g io n a l p la n s o f a c t io n s h a l l be 

d e v e lo p e d f o r e a c h m a jo r f i e l d f a c i l i t y b a se d on th e comm itm en ts o f l o c a l i n s t a l l a t i o n m an ag er s t o a s s u r e e f f e c t i v e 

a c t io n a t a l l l e v e l s (s ee FPM B u l l e t i n 7 1 3 -2 5 , an d th e 

D ep art m en ta l E q u al Em plo ym ent O p p o rtu n it y P la n ) .

(1 ) A l l p la n s o f a c t io n s h a l l be re v ie w e d and 

r e v is e d a t l e a s t a n n u a ll y so as t o re m ai n r e le v a n t a t a l l 

ti m e s t o th e e x i s t i n g em pl oy m en t s i t u a t i o n w it h r e s p e c t to 

women and m in o r ity g ro u p s.

(2) N u m e ri cal g o a ls an d t im e t a b le s sh o u ld be use d 

t o a t t a i n an d m a in ta in a b a la n c e d w o rk fo rc e w h ic h in s u r e s 

th e u t i l i z a t i o n o f women an d m i n o r it ie s in a l l o c c u p a tio n s , 

gra d e l e v e l s an d o r g a n i z a t i o n a l se gm en ts o f th e b u re a u .

C. In fo rm em p lo yees and r e c o g n iz e d em plo ye e o r g a n iz a ­

t i o n s o f th e p o s i t i v e e q u a l em pl oy m en t o p p o r tu n ity p o l i c y an d 

pr og ra m an d e n l i s t t h e i r c o o p e r a tio n .

D. R ev ie w an d c o n t r o l m a n a g e ria l an d s u p e r v is o r y 

p erf o rm an ce in su ch a ma nner as to e n s u re a p o s i t i v e a p p li ­

c a t io n and v ig o r o u s en fo rce m e n t o f th e p o l i c y o f e q u a l 

o p p o r t u n ity ; an d p r o v id e f o r r e c o g n it io n o f e m p lo y e e s, 

s u p e r v is o r s , m a n a g e rs , and u n it s d e m o n str a tin g s u p e r io r 

acc om p li sh m en t in e q u a l em pl oy m en t o p p o r t u n ity .

E. P r o v id e f o r c a r e f u l c o n s id e r a t io n an d a j u s t and 

e x p e d it io u s d i s p o s i t i o n o f c o m p la in ts i n v o lv in g i s s u e s o f 

d is c r im in a t io n on gro u n d s o f r a c e , c o l o r , r e l i g i o n , s e x , 

o r n a t io n a l o r i g i n .

F . D e s ig n a te su ch E q ual Em ploymen t O p p o rtu n it y C o u n se lo rs 

as a re n e c e s s a r y th ro u g h o u t th e b u re a u who s h a l l r e c e i v e th e 

b a s i c t r a i n i n g in c o u n s e lin g te c h n iq u e s and th e ai m s o f th e 

c o u n s e lin g p ro gra m , an d who se r e s p o n s i b i l i t i e s an d d u t ie s 

s h a l l be t o h a n d le p r e -c o m p la in t p r o c e d u r e s .
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P e rso n n e l________________________ P a r t 37 0 DM A d d i t i o n t o fp m

C h a p t e r 71 3 E q u a l E m p lo y m e n t O p p o r t u n i t y __ 37Q EM 7 1 3 ,__ 3 . IF ( 1 )

(1 ) S e l e c t i o n o f em p lo yees as e q u a l em pl oy m en t 

o p p o r tu n it y c o u n s e lo r s sh o u ld be b a se d upon t h e i r s in c e r e 

i n t e r e s t in s e r v i n g , t h e i r a b i l i t y to d e a l i m p a r t i a l l y an^ 

o b j e c t i v e l y w it h a l l p a r t i e s , an d t h e i r a v a i l a b i l i t y to 

s e r v e when nee ded a p a r t from t h e i r nor m al wor k s c h e d u le s . 

Em pl oy ee s who ca n n o t be made r e a d i l y a v a i l a b l e sh o u ld n o t 

be a s s ig n e d e q u a l em pl oy m en t o p p o r tu n ity c o u n s e lin g r e ­

s p o n s i b i l i t i e s .

(2) W hil e s e l e c t i o n an d ap p oin tm en t o f e q u a l 

em ploy m en t o p p o r tu n ity c o u n s e lo r s i s a man agem en t r e s p o n s ib i l i t y , em plo ye e an d r e c o g n iz e d u nio n in p u t sh o u ld be 

c o n s id e r e d to a s s u r e s e l e c t i o n o f c o u n s e lo r s w it h whom th e 

w o rk fo rc e w i l l be a b le to i d e n t i f y and in whom ra n k and 

f i l e em plo ye es h ave c o n fid e n c e . S in c e s u p e r v is o r s and 

p e rs o n n e l o f f i c e em p lo yees a re f r e q u e n t ly in v o lv e d in 

p e rs o n n e l a c t io n s w h ic h g i v e r i s e t o c o m p la in ts o f d i s c r i m i ­

n a t io n , t h e i r s e l e c t i o n as e q u a l em pl oy m en t o p p o r tu n it y 

c o u n s e lo r s sh o u ld be a v o id e d .

(3) I n s o f a r as i s p r a c t i c a b l e , e f f o r t s sh o u ld be 

made t o a s s u r e t h a t e q u a l em pl oy m en t o p p o r tu n it y c o u n s e lo r s 

a re b r o a d ly r e p r e s e n t a t i v e o f th e w o rk fo rc e in te rm s o f 

o c c u p a tio n , g ra d e l e v e l s , s e x , r a c e , an d e t h n i c back gro u n d .

(4) R ole an d r e s p o n s i b i l i t i e s o f e q u a l em pl oy m en t 

o p p o rtu n it y c o u n s e l o r s . Th e c o u n s e lo r p la y s a v i t a l r o le 

in th e e q u a l em pl oy m en t o p p o r tu n it y p ro gra m , s e r v in g as an 

e x te n s io n o f man agem en t and th e Equal Em ploymen t O p p o rtu n it y 

O f f i c e r o f th e o r g a n i z a t i o n . The c o u n s e l o r 's p ri m ary jo b

i s to e s t a b l i s h an op en an d s y m p a th e tic ch a n n e l th ro u gh 

w h ic h em p lo yees o r a p p lic a n t s f o r em pl oy m en t may r a i s e 

q u e s t io n s , d is c u s s c o m p la in ts , g e t a n s w e rs , and se e k s o lu t io n s 

t o e q u a l em pl oy m en t o p p o r tu n ity p ro b le m s. The c o u n s e lo r does 

t h i s b y :

(a ) D is c u s s in g th e e m p lo y e e 's p ro b le m w it h 

th e e m p lo yee, an d w it h th e e m p lo y e e 's s u p e r v is o r s o r a s s o ­

c i a t e s , as n e c e s s a r y ; an d when th e a g g r ie v e d p e rs o n i s an 

a p p lic a n t f o r em plo ym en t, d is c u s s in g th e p ro b le m s w it h th o s e 

ma nageme nt o f f i c i a l s co n ce rn e d ;
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C h a p te r 71 3 E q u a l Em pl oy m en t O pp ortun ity--?-?.0 DM 7 1 3 ' 3

-

x ^ — } ( b '

(b)

is s u e s o f th e

C o u n se li n g th e a g g r ie v e d p e rs o n c o n c e rn in g th e 

m a tt e r ;

(c ) F in d in g r e a s o n a b le and t im e ly s o lu t io n s when 

i t i s p o s s i b l e t o do so ;

(a) K eep in g a r e c o r d o f h i s c o u n s e lin g a c t i v i t i e s so as t o b r i e f p e r i o d i c a l l y th e B ur ea u o r l o c a l E qual Em pl oy ­

ment O p p o rtu n it y O f f i c e r on th o s e a c t i v i t i e s .

(5) The c o u n s e l o r 's r o l e an d r e s p o n s i b i l i t y mu st be co m m un ic at ed t o e v e r y o f f i c e r an d em plo ye e w it h in h i s a re a o f r e s p o n s i b i l i t y ; and i t m us t be made c l e a r t h a t e v e r y c o o p e r a tio n s h o u ld be g iv e n t o him by s u p e r v is o r s and em p lo ye es in e f f o r t s made t o r e s o lv e p ro ble m s on an in fo r m a l 

b a s i s .

(6) The numb er o f e q u a l em pl oy m en t o p p o r tu n it y co un ­ s e l o r s a s s ig n e d w i l l v a ry a c c o r d in g to th e c o u n s e lin g and c o m p la in ts w o rk lo a d , th e r a c i a l , e t h n i c , r e l i g i o u s , and se x makeup o f th e w o r k fo r c e , and th e e q u a l em pl oy m en t o p p o r tu n it y r e l a t e d p ro b le m s an d is s u e s w h ic h have been r a i s e d g e n e r a l l y . I t i s s u g g e s te d t h a t a t l e a s t on e e q u a l em pl oy m en t o p p o r­ t u n i t y c o u n s e lo r be d e s ig n a te d in e v e r y f a c i l i t y or o r g a n iz a t io n a l s u b d iv is io n w it h 50 o r more e m p lo y e e s, w it h an o v e r a l l r a t i o o f on e c o u n s e lo r f o r e v e ry 500 em p lo ye es in la r g e f a c i l i t i e s o r o r g a n i z a t i o n a l s u b d iv is io n .

(7) Em plo ye es sh o u ld be e n co u ra g e d t o c o n s u lt th e c o u n s e lo r f o r th e u n it in w h ic h th e y w o rk , b u t sh o u ld be a ffo r d e d a c h o ic e o f c o u n s e lo r s in th e e v e n t c o n ta c t w it h t h e i r own u n it c o u n s e lo r w oul d be e m b a rra s sin g o r o th e r w is e 

o b j e c t i o n a b l e .

(8) S u it a b le f a c i l i t i e s mus t be made a v a i l a b l e to e q u a l em pl oy m en t o p p o r tu n ity c o u n s e lo r s so t h a t in t e r v ie w s ca n be co n d u cte d in p r i v a t e . The f a c i l i t i e s sh o u ld be lo c a t e d in th e a re a s aw ay fr om e x e c u t iv e o r ma na geme nt o f f i c e s w hic h may te n d t o in t im id a t e em p lo yees o r o th e r w is e d is c o u r a g e 

t h e i r v i s i t s .

46-120 0 - 75 - 17
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Pers on n e 1_______________________ P a r t 370 DM A d d it io n to FPM

Ch a p t e r 713 E q u a l E m p lo y m e n t O p p o r t u n i t y — 370 DM 7 1 3 ,— 3_;_1G-----

G. D e sig n a te a mi nim un o f fo u r (4) i n v e s t i g a t o r s f o r 

th o s e b u re a u s em p lo yin g 1, 0 0 0 o r mo re an d tw o (2) i n v e s t i ­

g a to r s f o r b u re a u s e m p lo y in g l e s s th an 1 ,0 0 0 . I n v e s t i g a t o r s 

s h a l l be f u l l y t r a in e d i n th e e q u a l em pl oy m en t o p p o r tu n ity 

i n v e s t i g a t i v e p r o c e s s .

H. Ensu re t h a t a cop y o f t h i s Man ua l R e le a s e , th e 

D ep ar tm en t A f f ir m a t iv e A c tio n P la n , an d b u re a u im p le m en ti n g 

i n s t r u c t i o n s a re r e a d i l y a v a i l a b l e to em p lo ye e s; p erm a n en tl y 

p o s t t h i s m a te r ia l on a l l em plo ye e an d o t h e r b u l l e t i n b o ard s 

w h ic h a re use d to an nou nce F e d e r a l e x a m in a ti o n s and jo b 

o p p o r t u n it ie s . P u b l i c i z e t o a l l em p lo ye e s:

(1 ) The name an d a d d re ss o f th e D ir e c t o r o f E qual 

Em ploy men t O p p o rtu n it y an d th e name an d a d d re s s o f th e F e d e ra l 

Wo men's Pr og ra m C o o r d in a to r ;

(2) The name an d a d d re ss o f th e Bure au E qual 

Em ploymen t O p p o rtu n it y O f f i c e r an d th e name and a d d re s s o f 

th e Bur ea u F e d e r a l Wo men's Pr og ra m C o o r d in a to r ;

(3) Wh ere a p p r o p r ia t e , th e name an d a d d re s s o f th e 

E qual Em plo ym ent O p p o rtu n it y O f f i c e r and th e F e d e r a l Wom en's 

Pr og ra m C o o rd in a to r in th e m a jo r f i e l d f a c i l i t i e s ; an d

(4) Th e name an d a d d re s s o f th e E qual Em plo ym ent 

O p p o rtu n it y C o u n se lo r an d th e o r g a n i z a t i o n a l u n it he s e r v e s ; 

h is a v a i l a b i l i t y to c o u n s e l an em plo ye e o r a p p lic a n t f o r 

em pl oy m en t who b e l i e v e s t h a t he has been d is c r im in a t e d a g a in s t 

b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x , o r n a t io n a l o r i g i n ;

and th e re q u ir e m e n t t h a t an em plo ye e o r a p p lic a n t f o r em plo yment mu st c o n s u lt th e c o u n s e lo r a b o u t h i s a l l e g a t i o n o f 

d is c r im in a t io n b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x , o r 

n a t io n a l o r i g i n b e fo r e a c o m p la in t may be f i l e d .

(5) The ti m e re q u ir e m e n ts f o r c o n t a c t in g an E q ual 

Em ploymen t O p p o rtu n it y C o u n s e lo r .

I . Make r e a s o n a b le acc om m od at io ns t o th e r e l i g i o u s 

n ee ds o f a p p lic a n t s and e m p lo y e e s, in c lu d in g th e n eed s o f 

th o s e who o b s e rv e th e S ab b ath on o th e r th an Sunday, when 

th o s e ac co m m od at io ns ca n b e made (by s u b s t i t u t i o n o f a n o th e r 

q u a l i f i e d e m p lo yee, by a g r a n t o f l e a v e , a ch ange o f a to u r 

o f d u ty , o r o th e r me an s) w it h o u t un du e h a rd s h ip on th e 

b u s in e s s o f th e b u re a u . I f th e b u re a u ca n n o t ac co mmod ate an

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
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C h a p te r 713 E qual Em plo ym ent O p p o rtu n it y 370 DM 7 13 , 3. 1 .J,_ ( c o n t. )

em plo ye e o r a p p li c a n t , i t h as a d u ty in a c o m p la in t t o 

d e m o n str a te i t s i n a b i l i t y to do s o .

J . D evelo p an E q ual Em ploy men t O p p o rtu n it y e v a lu a t io n 

pr og ra m w h ic h f e a t u r e s in fo r m a l o n - s i t e v i s i t s t o f i e l d 

f a c i l i t i e s .

K. P r o v id e f o r pr om pt s t a t i s t i c a l an d n a r r a t i v e 

r e p o r ts in a cco rd a n ce w it h 370 DM 7 1 3 .1 0 .

S u b c h a p te r 4. P r o c e s s in g C o m p la in ts o f D is c r im in a t io n .

. 1 Gro un ds f o r C o m p la in ts . Th e gro u n d s f o r a d m is s ib le 

c o m p la in ts under th e s e r e g u l a t i o n s a re lim it e d t o a l l e g e d 

d is c r im in a t io n b a se d on r a c e , c o l o r , r e l i g i o n , s e x , o r 

n a t io n a l o r i g i n , w hic h a c t io n s a d v e r s e ly a f f e c t th e comp l a i n i n g em plo ye e or a p p lic a n t o r th e em p lo yees (s ) o r 

a p p li c a n t s ( s ) on who se b e h a lf th e c o m p la in t i s f i l e d .

.2 C o m p la in t E l i g i b i l i t y (R e f. FPM S e c . 7 1 3 .2 1 2 ) .

A. Any a g g r ie v e d em p lo ye e o r a p p lic a n t f o r em pl oy m en t 

w it h th e D ep ar tm en t who b e l i e v e s t h a t he h as be en d i s c r i m i ­

n a te d a g a in s t b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x , o r 

n a t io n a l o r i g i n i s e l i g i b l e t o c o n s u lt w it h a d e s ig n a te d 

E q u al Em ploymen t O p p o rtu n it y C o u n s e lo r . Th e a g g r ie v e d p e rso n 

m us t h ave be en c o u n s e le d by an E qual Em ploy men t O p p o rtu n it y 

C o u n se lo r (p ara gra p h .3 o f t h i s su b c h a p te r) p r i o r t o f i l i n g

a fo rm a l c o m p la in t. A c o m p la in t may a ls o be f i l e d by an 

o r g a n iz a t io n f o r th e a g g r ie v e d p e rso n w it h h i s c o n s e n t.

B. T h is su b c h a p te r does n o t a p p ly t o th e c o n s id e r a t io n 

by th e D ep ar tm en t o f a g e n e r a l a l l e g a t i o n o f d is c r im in a t io n 

by an o r g a n iz a t io n o r o t h e r t h i r d p a r ty w h ic h i s u n r e la te d 

t o an i n d i v i d u a l c o m p la in t o f d is c r im in a t io n s u b j e c t t o t h i s 

s u b c h a p te r . (S u b ch a p te r 6 a p p li e s t o g e n e r a l a l l e g a t i o n s by 

o r g a n iz a t io n s o r o t h e r t h i r d p a r t i e s . )

.3 P r e c o m p la in t P r o c e s s in g (R e f. FPM S e c . 7 1 3 .2 1 3 ) .

A. An a g g r ie v e d p e rs o n who b e l i e v e s t h a t he h as been 

d is c r im in a t e d a g a in s t b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x ,
Department of the Interior

DEPARTMENTAL MANUAL

e rs o n n e l________________________ P a r t 370 DM A d d it io n t o FPM

C h a p te r 71 3 E qual Em ploymen t O p p o rtu n it y — 370 Dhj 7i3« 4 » ^ ( t o n t . )

o r n a t io n a l o r i g i n mus t c o n s u lt w it h an E q u al Em plo ym ent 

O p p o rtu n it y C o u n se lo r when he w is h e s t o r e s o lv e th e m a tte r .

The co m p la in an t has th e r i g h t t o be acc om pan ie d by a 

r e p r e s e n t a t iv e o f h i s own c h o o s in g as o u t lin e d in Su bc h a p te r 4 p a ra g ra p h . 4 ( b ) . Th e b u re a u s h a l l r e q u ir e th e 

E qual Em plo ym ent O p p o rtu n it y C o u n s e lo r : to c o n s u lt w it h 

th e a g g r ie v e d p e rs o n w it h in tw o w o rk in g d ays o f th e 

r e c e i p t o f th e c o m p la in t; t o make w h a te v e r in q u ir y he 

b e l i e v e s n e c e s s a r y in t o th e m a tte r ; to se e k a s o lu t io n o f 

th e m a tte r on an in fo rm a l b a s i s ; an d to c o u n s e l th e 

a g g r ie v e d p e rs o n c o n c e rn in g th e i s s u e s in th e m a tte r . When 

a d v is e d by th e E qual Em ploymen t O p p o rtu n it y O f f i c e r o r th e 

co m p la in a n t t h a t a c o m p la in t o f d is c r im in a t io n h as been 

f i l e d , th e Equal Em plo ym ent O p p o rtu n it y C o u n se lo r s h a l l 

su bm it a w r it t e n r e p o r t t o th e B ure au Equal Em plo ym ent 

O p p o rtu n it y O f f i c e r , w it h a co p y t o th e a g g r ie v e d p e r s o n , 

su m m ar iz in g h is a c tio n s an d a d v ic e b o th t o man agem en t and 

th e a g g r ie v e d p e rso n c o n c e rn in g th e i s s u e s in th e m a tte r .

The E q ual Em plo ym ent O p p o rtu n it y C o u n se lo r s h a l l , i n s o f a r 

as i s p r a c t i c a b l e , co n d u ct h i s f i n a l in t e r v ie w w it h th e 

a g g r ie v e d p e rso n n o t l a t e r th a n 21 c a le n d a r d ays a f t e r th e 

d a te on w h ic h th e m a tt e r wa s c a l l e d t o h i s a t t e n t i o n by th e 

a g g r ie v e d p e r s o n . I f th e f i n a l i n t e r v ie w i s n o t c o n clu d e d 

w ith in 21 c a le n d a r days an d th e m a tt e r has n o t p r e v io u s ly 

been r e s o lv e d to th e s a t i s f a c t i o n o f th e a g g r ie v e d p e r s o n , 

th e a g g r ie v e d p ers o n s h a l l be in fo rm e d in w r i t i n g a t t h a t 

ti m e o f h i s r i g h t to f i l e a c o m p la in t o f d is c r im in a t io n .

The n o t ic e s h a l l in fo rm th e co m p la in a n t o f h i s r i g h t to 

f i l e a c o m p la in t a t an y ti m e a f t e r r e c e i p t o f th e n o t ic e 

up t o 15 c a le n d a r days a f t e r th e f i n a l in t e r v i e w , and th e 

a p p r o p r ia t e o f f i c i a l w it h whom t o f i l e a c o m p la in t. (S ee 

p a ra g ra p h .4 A (2 ) o f t h i s S u b c h a p te r ) . The c o u n s e lo r s h a l l 

n o t a tt e m p t in an y way t o r e s t r a i n th e a g g r ie v e d p e rso n 

from f i l i n g a fo rm al c o m p la in t, b u t sh o u ld a s s i s t th e 

a g g r ie v e d p e rso n in p r e p a r in g h i s c o m p la in t f o r su b m is s io n .

The E q u al Em plo ym ent O p p o rtu n it y C o u n se lo r s h a l l n o t r e v e a l 

th e i d e n t i t y o f an a g g r ie v e d p e rso n who has come t o him f o r 

c o n s u l t a t i o n , e x c e p t when a u th o r iz e d to do so by th e a g g r ie v e d 

p e r s o n , o r u n t i l th e c o m p la in a n t has f i l e d a fo rm a l c o m p la in t.

1 /4 /7 3 (R e le a se No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 140)
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C h a p t e r 7 1 3 E q u a l E m p lo y m e n t O p p o r t u n i t y — 3 70 DM 713 _,—4 . 3 B-----

B. Th e bu re au s h a l l a s s u r e t h a t f u l l c o o p e r a tio n i s 

p r o v id e d by a l l em p lo yees t o th e E q ual Em plo ym ent O p p o rtu n it y 

C o u n se lo r in th e p erf o rm an ce o f h i s d u t ie s under t h i s Su bc h a p te r .

C. Th e Equal Em ploymen t O p p o rtu n it y C o u n se lo r s h a l l be 

f r e e fr om r e s t r a i n t , i n t e r f e r e n c e , c o e r c io n , d i s c r im in a t io n , 

o r r e p r i s a l in c o n n e c ti o n w it h th e p erf o rm an ce o f h i s d u t ie s 

u nd er t h i s S u b c h a p te r.

.4 F i l i n g an d P r e s e n t a t io n o f C o m p la in t( R e f. FPM S e c . 7 1 3 .2 1 4 ) .

A . Time L i m it s .

(1 ) A c o m p la in t m us t be su b m it te d in w r i t i n g by th e 

co m p la in a n t o r h i s r e p r e s e n t a t i v e an d be s ig n e d by th e comp la i n a n t . The co m p la in t may be d e l i v e r e d in p e rs o n o r 

s u b m it te d by m a il. The D ep ar tm en t o r a b u re a u may a c c e p t th e c o m p la in t f o r p r o c e s s in g in a cc o rd a n c e w it h t h i s su b p a rt 

o n ly i f :

(a) The c o m p la in a n t b ro u g h t to th e a t t e n t i o n 

o f th e E q u al Em plo ym ent O p p o rtu n it y C o u n se lo r th e m a tte r c a u s in g him t o b e l i e v e he ha d be en d is c r im in a t e d a g a in s t 

w it h in 30 c a le n d a r d ays o f th e d a te o f t h a t m a tt e r , o r , i f a p e r s o n n e l a c t i o n , w it h in 30 c a le n d a r d a y s o f i t s e f f e c t i v e 

d a te ; an d

(b) The c o m p la in a n t o r h i s r e p r e s e n t a t iv e 

su b m it te d h i s w r i t t e n co m p la in t t o an a p p r o p r ia t e o f f i c i a l 

w it h in 15 c a le n d a r days o f th e d a te o f h i s f i n a l in t e r v ie w 

w it h th e E q u al Em plo ym ent O p p o rtu n it y C o u n s e lo r .

(2) The a p p r o p r ia te o f f i c i a l s t o r e c e i v e c o m p la in ts 

a re th e D e p a rtm e n t's D ir e c t o r o f E q ual Em ploymen t O p p o r tu n it y , D e p a rtm e n t' s F e d e r a l Women 's Pro gr am C o o r d in a to r , th e B ur ea u 

E q ual Em ploymen t O p p o rtu n it y O f f i c e r , an d /o r th e F e d e r a l Wom en's Pr og ra m C o o r d in a to r , th e E q u al Em ploymen t O p p o rtu n it y 

O f f i c e r an d th e F e d e r a l Wo men's Pr og ra m C o o rd in a to r in th e 

B u re a u 's r e g i o n a l o f f i c e s . Any o f f i c i a l r e c e i v i n g a comp l a i n t u nder t h i s s u b c h a p te r s h a l l fo rw a rd i t p ro m p tl y to

th e B ure au E q u al Em plo ym ent O p p o rtu n it y O f f i c e r .
Depar tment of the Interior

DEPARTMENTAL MANU AL

Personnel________________________ P a r t 370 DM A d d i t i o n t o FPM

C h ap t e n 71 3_ E q u a l E m pln ym pnt- n p p n r t- n n i t y 370 DM 7 1 3 . 4 . 4A (2 ) ( c o n t. )

Th e B ur ea u E qual Em ploy men t O p p o rtu n it y O f f i c e r , h a v in g 

a c c e p te d th e c o m p la in t, s h a l l tr a n s m it th e c o m p la in t t o th e 

D ir e c t o r o f E q ual Em ploy men t O p p o rtu n it y w it h in f i v e c a le n d a r 

days o f i t s r e c e i p t . The B ure au E q u al Em ploymen t O p p o rtu n it y 

O f f i c e r s h a l l ack n ow le d ge i t s r e c e i p t in a cc o rd a n c e w it h 

su b p a ra grap h (3) o f t h i s p a ra g ra p h .

(3) A c o m p la in t s h a l l be de em ed f i l e d on th e d a te 

i t i s r e c e i v e d , i f d e l i v e r e d in p e rs o n t o an a p p r o p r ia te 

o f f i c i a l , o r on th e d a te p ostm ark ed i f a d d r e s s e d t o an 

a p p r o p r ia te o f f i c i a l d e s ig n a te d t o r e c e i v e c o m p la in ts . The 

b u re a u s h a l l ack n ow le d ge in w r i t i n g t o th e co m p la in a n t o r 

h i s r e p r e s e n t a t i v e r e c e i p t o f th e c o m p la in t an d s h a l l a d v is e 

th e co m p la in an t o f a l l h i s a d m in is t r a t iv e r i g h t s an d o f h is 

r i g h t to f i l e a c i v i l a c t i o n as s e t f o r t h in S u b c h a p te r 9 

in c lu d in g th e ti m e l i m i t s im pose d on th e e x e r c i s e o f th e s e 

r i g h t s .

(4) The D ep ar tm en t s h a l l e x te n d th e ti m e l i m i t s in 

t h i s s e c t i o n :

(a) When th e c o m p la in a n t sh ow s t h a t he wa s n o t 

n o t i f i e d o f th e ti m e l i m i t s and wa s n o t o th e r w is e aw ar e o f 

th em , o r t h a t he wa s p r e v e n te d by c ir c u m s ta n c e s beyond h is 

c o n t r o l fr om s u b m it tin g th e m a tt e r w it h in th e ti m e l i m i t s ; o r

(b) F o r an y o t h e r re a so n c o n s id e r e d s u f f i c i e n t 

by th e D ep art m en t.

B. P r e s e n t a t io n o f C o m p la in t. A t an y s t a g e in th e 

p r e s e n t a t io n o f a c o m p la in t, in c lu d in g th e c o u n s e lin g s t a g e 

under S u b ch ap te r 4, p a ra g ra p h .3 , th e c o m p la in a n t s h a l l 

hav e th e r i g h t t o be a ccom p an ie d , r e p r e s e n te d , an d a d v is e d 

by a r e p r e s e n t a t iv e o f h i s own c h o o s in g . To be p r o p e r ly 

r e c o g n iz e d , th e d e s ig n a tio n o f a r e p r e s e n t a t i v e mus t be 

su b m it te d in w r it in g t o th e B ure au E q u al Em ploymen t Opp or ­

t u n i t y O f f i c e r . I f th e c o m p la in a n t i s an em p lo ye e o f th e 

D ep ar tm en t he s h a l l have a r e a s o n a b le am oun t o f o f f i c i a l 

ti m e t o p r e s e n t h i s c o m p la in t i f he i s o th e r w is e in an a c t i v e 

d u ty s t a t u s . I f th e co m p la in a n t i s an em p lo ye e o f th e 

D ep ar tm en t and he d e s ig n a t e s a n o th e r em plo ye e o f th e 

D ep ar tm en t a s h is r e p r e s e n t a t i v e , th e r e p r e s e n t a t iv e s h a l l 

h ave a re a s o n a b le amoun t o f o f f i c i a l tim e , i f he i s o th e r w is e 

in an a c t i v e d u ty s t a t u s , t o p r e s e n t th e c o m p la in t.

1 /4 /7 3 (R e le ase No. FPM 16 1) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 14 0)
251

Depa rtment of th e Inter ior 

DEPARTMENTAL MANUAL

P e rs o n n e l Part 370 DM Ad dit ion to FPM

C h a p t e r 7 1 7 E q u a l E m p lo y m e n t- n p p n r t- n r v i t. y — 37 0 DM 7 1 3_,—4 . 4B ( c on t . )

C ar e s h a l l be e x e r c i s e d to in s u r e no i n t e r v e n t i o n o f an 

e m p lo y e e 's r i g h t t o se e k c o u n s e l fr om a r e p r e s e n t a t i v e o f 

h i s own c h o o s in g , w h ic h c o u ld in c lu d e a u nio n r e p r e s e n t a t i v e .

C. Form an d S u b sta n ce o f C o m p la in ts . The c o m p la in t 

m us t m ee t th e f o llo w in g re q u ir e m e n ts :

(1 ) C om p la in t mu st be in w r i t i n g an d s ig n e d by 

th e c o m p la in a n t an d s u b m it te d by th e c o m p la in a n t o r h i s 

r e p r e s e n t a t i v e (CSC Form 894 i s a c c e p t a b l e ) . Th e co m p la in t 

may be d e li v e r e d in p e rs o n o r su b m it te d by m a il t o o f f i c i a l s 

d e s ig n a te d in . 4A (2 ) o f t h i s S u b c h a p te r.

(2) I f th e c o m p la in a n t i s an em p lo ye e , th e comp l a i n t mus t i d e n t i f y th e em plo ye e by na me, jo b t i t l e , g r a d e , 

o r g a n i z a t i o n a l u n i t , b u re a u o r o f f i c e , and g e o g r a p h ic 

l o c a t i o n .

(3) A c o m p la in t by an a p p lic a n t mus t s t a t e h i s 

f u l l name an d a d d r e s s , th e g r a d e , jo b t i t l e , o r g a n i z a t i o n a l 

u n i t , b u re a u o r o f f i c e , and l o c a t i o n o f th e p o s i t i o n f o r 

w h ic h he a p p li e d .

(4) C o m p la in t mus t s t a t e w h eth e r th e a l l e g e d 

d is c r im in a t io n was b a se d on r a c e , c o l o r , r e l i g i o n , s e x , o r 

n a t io n a l o r i g i n , o r an y co m b in ati o n o f th e s e f a c t o r s , an d 

i d e n t i f y th e f a c t o r s s p e c i f i e d .

(5) The c o m p la in t mu st be s p e c i f i c an d m us t id e n ­

t i f y th e d a te o f th e d is c r im in a t o r y a c t abou t w h ic h th e 

c o m p la in t i s mad e, th e a c t io n i t s e l f , th e name and t i t l e o f 

th e o f f i c i a l r e s p o n s ib le f o r th e a c t i o n i f kn ow n, an d a l l 

f a c t u a l in fo r m a tio n w h ic h th e co m p la in a n t may have to 

s u p p o r t th e a l l e g a t i o n o f d is c r im in a t io n .

(6) Th e c o m p la in t mus t a l s o s t a t e th e name and 

o r g a n iz a t io n o f th e E q u a l Em plo ym ent O p p o rtu n it y C o u n se lo r 

c o n s u lt e d .

(7) A c o m p la in t sh o u ld be so s t a t e d a s t o make 

c l e a r th e re m e d ia l a c t io n so u g h t o r r e q u ir e d f o r a s a t i s ­

f a c t o r y r e s o l u t i o n o f th e c o m p la in t.
252

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DEPARTMENTAL MANUAL

P e rs o n n e l________________________ P a r t 370 DM A d d it io n t o FPM

C h a p te r 71 3 Equal Em plo ym ent O p p o rtu n it y 370 DM 7 1 3 , 4 .5

.5 R e je c tio n or C a n c e ll a t io n o f C om p la in t (R ef. FPM S e c .

713 72 15 3 '.------------------------------ ------- ------------------------------------

A. The B ur ea u E q u al Em ploymen t O p p o rtu n it y O f f i c e r may 

r e j e c t a c o m p la in t w h ic h wa s n o t tim e ly f i l e d an d s h a l l r e j e c t 

th o s e a l l e g a t i o n s in a c o m p la in t w h ic h a re n o t w it h in th e 

p u rv ie w o f p a ra g ra p h .2 o f t h i s S u b c h a p te r o r w h ic h s e t 

f o r t h i d e n t i c a l m a tt e r s a s c o n ta in e d in a p r e v io u s c o m p la in t 

f i l e d by th e same co m p la in a n t w h ic h i s p en d in g in th e D e p a rtme nt o r has be en d e c id e d by th e D epar tm ent. He may c a n c e l a 

c o m p la in t b e cau se o f f a i l u r e o f th e co m p la in a n t t o p r o s e c u te 

th e c o m p la in t, o r i f s u f f i c i e n t in fo r m a tio n i s a v a i l a b l e

he may a d ju d ic a te th e c o m p la in t. He s h a l l tr a n s m it th e 

d e c is io n t o r e j e c t o r c a n c e l by l e t t e r t o th e c o m p la in a n t 

and h i s r e p r e s e n t a t i v e . In su ch c a s e s , a co py o f th e c o m p la in t 

and n o t ic e o f r e j e c t i o n s h a l l be fo rw a rd e d t o th e D ep ar tm en t 

D ir e c t o r o f E qual Em ploymen t O p p o rtu n it y . Th e d e c is io n 

l e t t e r s h a l l in fo rm th e c o m p la in a n t o f h i s r i g h t t o a p p e a l 

th e d e c is io n o f th e b u re a u t o th e D ir e c t o r o f E qual Em ploy ­

ment O p p o rtu n it y w it h in se v e n (7 ) c a le n d a r days o f r e c e i p t 

o f th e n o t ic e o f c a n c e l l a t i o n o r r e j e c t i o n .

B. The d e c is io n o f th e D ir e c t o r o f E qual Em ploymen t 

O p p o rtu n it y to r e j e c t o r c a n c e l a c o m p la in t mus t in fo rm th e 

co m p la in an t o f h i s r i g h t t o a p p e a l t h a t d e c is io n to th e 

C i v i l S e r v ic e Com m is si on , Boa rd o f A p p e a ls an d R ev ie w w ith in 

f i f t e e n (1 5) c a le n d a r d a y s a f t e r r e c e i p t o f t h a t n o t i c e , o r 

t o f i l e a c i v i l a c t io n as d e s c r ib e d in S u b c h a p te r 9 o f t h i s 

c h a p t e r .

.6 I n v e s t ig a t io n (R e f. FPM S e c . 7 1 3 .2 1 6 ) . When a c o m p la in t 

o f d is c r im in a t io n has been f i l e d in a cc o rd a n c e w it h th e s e 

r e g u l a t i o n s , th e re q u ir e m e n ts o u t lin e d in t h i s s u b c h a p te r 

s h a l l be co m p le te d w it h in f i f t y (50 ) c a le n d a r d ays u n le s s 

w a iv e d by th e D ep ar tm en t D ir e c t o r o f E q u al Em plo ym ent 

O p p o rtu n it y .

A. When a c o m p la in t o f d is c r im in a t io n has been a c c e p te d , 

th e Bure au Equal Em ploymen t O p p o rtu n it y O f f i c e r s h a l l :

(1 ) A ck now le dge r e c e i p t o f th e c o m p la in t p ro m p tl y 

and in w r i t i n g ; an d

(2) Fo rw ar d th e c o m p la in t t o th e D ep ar tm en t D ir e c t o r 

o f E q ual Em plo ym ent O p p o rtu n it y w it h in f i v e (5) c a le n d a r days 

o f i t s r e c e i p t , w it h a t r a n s m i t t a l r e q u e s t in g t h a t an i n v e s t i ­

g a t o r be a s s ig n e d .

1 /4 /7 3 (R e le ase No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 140)
253

Department of the Interior

DEPARTMENTAL MANUAL

P e rso n n e l P a r t 370 DM A d d it io n tn FPM

C h a p te r 71 3 E q u al Em plo ym ent Opp o r tu n it y — 370 DM .7 1 3 , 4 . 6 B----

B. The D ep ar tm en t D ir e c t o r o f E qual Em plo ym ent O p p o rtu n it y s h a l l m a in ta in a r o s t e r o f i n v e s t i g a t o r s who hav e be en f u l l y t r a in e d in th e e q u a l em pl oy m en t o p p o r tu n it y i n v e s t i g a t i v e p r o c e s s . Upon a r e q u e s t from th e B ur ea u E qual Em plo ym ent O p p o rtu n it y O f f i c e r , th e D ep ar tm en t D ir e c t o r o f 

E q ual Em ploymen t O p p o rtu n it y s h a l l :

(1 ) S e l e c t fro m th e r o s t e r o f i n v e s t i g a t o r s a p e rs o n t o co n d u ct th e i n v e s t i g a t i o n who s h a l l occu p y a p o s i t i o n in a bu re au o t h e r th an t h a t in w h ic h th e c o m p la in t a r o s e and p ro m p tl y fo rw a rd h i s name an d l o c a t i o n t o th e B ure au Equal 

Em plo ym ent O p p o rtu n it y O f f i c e r .

(2) A u th o r iz e th e i n v e s t i g a t o r t o a d m in is te r o a th s an d a f f ir m a t io n s an d p ro v id e th e i n v e s t i g a t o r w it h a w r i t t e n 

a u t h o r iz a t io n :

(a ) To i n v e s t i g a t e a l l a s p e c t s o f th e c o m p la in t;

(b) To r e q u ir e a l l em p lo yees o f th e o r g a n iz a t io n 

in v o lv e d t o c o o p e r a te w it h him in th e co n d u ct o f th e in v e s ­

t i g a t i o n ; and

(c ) To r e q u ir e em p lo yees o f th e o r g a n iz a tio n h a v in g any kn ow le d ge o f th e m a tte r com p la in ed o f t o fu r n is h te s ti m o n y under o a th o r a f f ir m a t io n w it h o u t p le d g e o f 

c o n fid e n c e .

C. The i n v e s t i g a t o r i s r e s p o n s ib le f o r g a th e r in g f a c t u a l in fo r m a tio n in a c c o r d in g w it h th e f o llo w in g i n s t r u c ­

t i o n s :

(1 ) C on duct a th oro u gh r e v ie w o f th e c ir c u m s ta n c e s under w hic h th e a l l e g e d d is c r im in a t io n o c c u r r e d . C o n s id e r th e tr e a tm e n t o f me mb ers o f th e c o m p la in a n t's gr ou p i d e n t i ­ f i e d by h i s c o m p la in t as co m pa re d w it h th e tr e a tm e n t o f o t h e r em p lo yees in th e o r g a n i z a t i o n a l se gm en t in w hic h th e 

a l l e g e d d is c r im in a t io n o c c u r r e d .

(2) R ev ie w an y p o l i c i e s an d p r a c t i c e s r e l a t e d to th e wor k s i t u a t i o n w h ic h may c o n s t i t u t e , o r a p p ea r to c o n s t i t u t e , d is c r im in a t io n even th ou gh th e y h ave n o t been 

e x p r e s s ly c i t e d by th e co m p la in a n t.
254

Department of the Interior

DEPARTMENTAL MANUAL

P e rs o n n e l________________________ P a r t 370 DM A d d it io n to FPM

C h a p te r 71 3 E q u al E m plo ym ent O p p o r t u n i t y ___370 DM 7 1 3 , 4 .6 C (3 )

(3) R ec ord in s t a t i s t i c a l fo rm in fo r m a tio n a s to th e 

m em be rs hi p o r no nm em be rship o f p e rs o n s in th e c o m p la in a n t's 

gro u p n ee ded f o r an a p p r a i s a l o f th e s i t u a t i o n . S p e c i f i c 

in fo r m a tio n on a p e r s o n 's m em be rs hi p o r no nm em be rshi p in th e 

c o m p la in a n t's gr oup n eed ed t o f a c i l i t a t e an a d ju stm e n t o f 

th e c o m p la in t o r t o make an in fo r m a l d e c is io n o f th e comp la in a n t s h a l l , i f a v a i l a b l e , be re c o rd e d by nam e. I f 

n e c e s s a r y , o b ta in su ch in fo r m a tio n by a s k in g each p e rso n 

c o n ce rn e d t o p ro v id e th e in fo r m a tio n v o l u n t a r i l y . The 

i n v e s t i g a t o r s h a l l n o t r e q u ir e o r c o e r c e an em plo ye e to 

p r o v id e t h i s in fo r m a tio n .

(4) In c lu d e in t e r v ie w s w it h th e c o m p la in a n t, w i t ­

n e s s e s , an d a lle g e d d is c r im in a t in g o f f i c i a l s , wh os e s ta te m e n ts 

sh o u ld be under o a th o r a f f i r m a t i o n w it h o u t p le d g e o f 

c o n fid e n c e .

(5) D evelo p in fo r m a tio n r e g a r d in g each o f th e comp l a i n a n t 's a l l e g a t i o n s in s u f f i c i e n t d e t a i l t o p e rm it an 

o b j e c t i v e e v a lu a tio n o f a l l th e r e le v a n t i s s u e s .

D. Th e i n v e s t i g a t o r s h a l l p re p a re in q u a d r u p li c a te a 

r e p o r t o f f a c t u a l f in d in g s (u s in g th e fo rm at as o u t lin e d in 

A ppend ix I o f t h i s M an ua l C h a p te r) an d p r e s e n t a l l c o p ie s 

t o th e B ur ea u Equal Em ploy men t O p p o rtu n it y O f f i c e r o r h i s 

d e s ig n e e .

E. Th e i n v e s t i g a t o r s h a l l re m ai n o n - s i t e u n t i l a l l 

a s p e c t s o f th e i n v e s t i g a t i o n a re co m p le te d , in c lu d in g 

c o m p le ti o n and d i s t r i b u t i o n o f th e r e p o r t o f i n v e s t i g a t i o n .

F . Th e bu re au in w h ic h th e c o m p la in t a ro s e s h a l l pay 

a l l t r a v e l and p e r diem e x p e n se s f o r th e i n v e s t i g a t o r , and 

p r o v id e th e i n v e s t i g a t o r w it h a l l n e c e s s a r y a d m in is t r a t iv e 

an d c l e r i c a l su p p o rt a t th e s i t e o f th e i n v e s t i g a t i o n .

.7 A d ju st m en t o f C om p la in t an d O f fe r o f H ear in g (R e f. FPM

S e c , 7 1 3 ,2 1 7 ) .

A. Th e B ur ea u s h a l l p r o v id e an o p p o r tu n it y f o r a d j u s t ­

ment o f th e c o m p la in t on an in fo r m a l b a s i s a f t e r th e 

c o m p la in a n t has re v ie w e d th e i n v e s t i g a t i v e f i l e . F or t h i s

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
255

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DEPARTMENTAL MANUAL

P e rs o n n e l_______________________ P a r t 370 DM A d d it io n to FPM

C h a p te r 71 3 E q u al Em ploymen t Q ppn rt nn ita t---- 37 0 DM 7 1 3 , 4 . 7 A ( c o n i . )

p u rp o s e , th e B ure au E q ual Em ployment O p p o rtu n it y O f f i c e r o r 

h i s d e s ig n e e s h a l l fu r n is h th e c o m p la in a n t a co py o f th e 

i n v e s t i g a t i v e f i l e p ro m p tl y a f t e r r e c e i v i n g i t from th e 

i n v e s t i g a t o r , an d s h a l l a ll o w th e c o m p la in a n t an d /o r h i s 

r e p r e s e n t a t i v e t h r e e (3) c o n s e c u tiv e c a le n d a r d a ys to 

re v ie w th e f i l e a f t e r i t s r e c e i p t . A t th e en d o f t h i s 

ti m e th e B ur ea u E q u al Em plo ym ent O p p o rtu n it y O f f i c e r o r 

h i s d e s ig n e e s h a l l c o n s u lt , as n e c e s s a r y , w it h b o th th e 

co m p la in an t an d man agem en t an d s h a l l se e k to r e s o lv e th e 

co m p la in t in f o r m a l l y . I f an a d ju s tm e n t o f th e co m p la in t i s 

a r r iv e d a t , th e te rm s o f th e a d ju stm e n t s h a l l be re d u ced 

t o w r it in g an d made p a r t o f th e c o m p la in t f i l e , w it h a co py 

o f th e te rm s o f th e a d ju stm e n t p r o v id e d th e c o m p la in a n t.

I f th e bu re au d o es n o t c a r r y o u t , o r r e s c i n d s , an y a c tio n 

s p e c i f i e d by th e te rm s o f th e a d ju stm e n t f o r an y re a so n 

n o t a t t r i b u t a b l e t o a c t s o r co n d u ct o f th e c o m p la in a n t, th e 

D ir e c t o r o f E q u al Em ploymen t O p p o rtu n it y s h a l l , up on th e 

c o m p la in a n t's w r i t t e n r e q u e s t , r e i n s t a t e th e c o m p la in t f o r 

f u r t h e r p r o c e s s in g fr om th e p o in t p r o c e s s in g a c t i v i t y c e a se d 

under th e te rm s o f th e a d ju stm e n t.

B. I f an y a d ju s tm e n t o f th e c o m p la in t i s n o t a r r iv e d 

a t w it h in f i f t y (50) c a le n d a r d ays a f t e r r e c e i p t o f th e 

c o m p la in t, th e B ure au E q ual Em plo ym ent O p p o rtu n it y O f f i c e r 

s h a l l :

(1 ) N o t if y th e co m p la in an t in w r i t i n g o f th e f i n a l 

r e s u l t s o f th e i n v e s t i g a t i o n an d th e c o n s u lt a t io n s h e ld to 

r e s o lv e th e c a s e in f o r m a l l y , s e t t i n g f o r t h th e is s u e s t h a t 

a re r e s o lv e d t o th e c o m p la in a n t's s a t i s f a c t i o n , th o s e t h a t 

a re n o t r e s o lv e d , an d th e p ro p o sed d i s p o s i t i o n o f th e comp l a i n t . In t h a t n o t i c e th e c o m p la in a n t s h a l l be a d v is e d

o f h i s r i g h t t o a h e a r in g i f su ch r e q u e s t i s made t o th e 

D ep ar tm en t D ir e c t o r o f E q ual Em ploymen t O p p o rtu n it y w it h in 

f i f t e e n (1 5) c a le n d a r d a ys from r e c e i p t o f th e n o t i c e and 

o f h i s r i g h t to a su b s e q u e n t d e c is io n by th e D ep ar tm en t 

D ir e c t o r o f E q ual Em ploy men t O p p o rtu n it y w it h o r w it h o u t 

a h e a r in g .

(2) P re p a re an d tr a n s m it t o th e D ep ar tm en t D ir e c t o r 

o f E q ual Em ployment O p p o rtu n it y th e o f f i c i a l c a s e d o ck e t 

f i l e an d a d u p l i c a t e , in a cc o rd a n c e w it h p a ra g ra p h .1 2 o f 

t h i s S u b c h a p te r.
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Department of the Interior 

DEPARTMENTAL MANUAL

P e rso n n e l________________________ P a r t 370 DM A d d it io n to FPM

C h a p te r 71 3 E qual Em ploymen t O p p o rtu n it y __ 37Q DM 71 1 , A. 7.C__

C. The D ep ar tm en t D ir e c t o r o f E q u al Em ploy men t O p p o rtu n it y 

s h a l l :

(1 ) R ev ie w th e d o c k e t f i l e :

(2) Remand to th e b u re a u c a s e s t h a t a re in c o m p le te , 

in a d e q u a te , o r p r o c e d u r a lly i n c o r r e c t ; and

(2) When a p p r o p r ia t e , d i r e c t t h a t c o r r e c t i v e a c tio n 

be ta k e n by b u re a u o f f i c i a l s .

D. I f th e co m p la in a n t e x p r e s s e s in w r i t i n g h i s r e q u e s t 

f o r a h e a r in g , th e D epar tm ent D ir e c t o r o f E qual Em plo ym ent 

O p p o rtu n it y s h a l l a rra n g e f o r th e h e a r in g in a cc o rd a n c e w it h 

p a ra g ra p h .8 o f t h i s S u b c h a p te r.

E. I f th e co m p la in a n t f a i l s to n o t i f y th e D ep ar tm en t 

D ir e c t o r o f E q ual Em ploymen t O p p o rtu n it y o f h i s w is h e s w it h in 

th e f i f t e e n (1 5 ) d a ys p e r io d p r e s c r ib e d in B (l) a b o v e , th e 

d e c is io n o f th e a gen cy s h a l l be made by th e D ep ar tm en t 

D ir e c t o r o f E q u al Em ploymen t O p p o rtu n it y and fu r n is h e d th e 

co m p la in an t and h i s r e p r e s e n t a t i v e in a cc o rd a n c e w it h 

p a ra g ra p h . 1 1 o f t h i s S u b c h a p te r.

F . The f i n a l d e c is io n o f th e D ep ar tm en t D ir e c t o r o f 

E qual Em plo ym ent O p p o rtu n it y s h a l l r e s o lv e th e is s u e o f 

d is c r im in a t io n r a i s e d by th e c o m p la in a n t an d s h a l l in c lu d e 

an y re m e d ia l a c t io n d e te rm in e d to be n e c e s s a r y o r d e s ir a b le 

t o e f f e c t u a t e th e r e s o l u t i o n o f th e c o m p la in t an d s h a l l 

in fo rm th e c o m p la in a n t o f h i s r i g h t t o a p p e a l t o th e 

Co m m ission and th e ti m e l i m i t a p p lic a b le t h e r e t o an d o f h is 

r i g h t to a c i v i l a c t io n a s d e s c r ib e d in S u b c h a p te r 9 

p a ra g ra p h 1 .

G. The d e c is io n o f th e D ir e c t o r o f E q ual Em ploymen t 

O p p o rtu n it y s h a l l be re n d e re d w it h in t h i r t y (30) c a le n d a r 

d a ys o f th e b u r e a u 's d i s p o s i t i o n o f th e c o m p la in t when 

th e c o m p la in an t has n o t r e q u e s te d a h e a r in g .

.8 H eari ng (R ef. FPM S e c . 7 1 3 .2 1 8 ) . The h e a r in g s h a l l be 

h e ld by a c o m p la in ts exa m in er who m us t be an em p lo ye e o f a 

F e d e r a l agen cy o th e r th an th e D ep ar tm en t o f th e I n t e r i o r .

1 /4 /7 3 (R e le ase No. FPM 16 1) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 140)
257

Department of the Interior

DEPARTMENTAL MANUAL

P e rso n n e l_______________________P a r t 370 DM A d d it io n t o FPM

C h a p te r 713 E q u a l E m plo ym en t O p p o r tu n ity ----370 DM 7 1 3 , 4.. 8A—

A. In th e e v e n t a h e a r in g i s r e q u e s te d by th e comp la i n a n t , th e D ep ar tm en t D ir e c t o r o f E q ual Em plo ym ent 

O p p o rtu n it y s h a l l r e q u e s t th e C i v i l S e r v ic e Co m missio n 

t o su p p ly th e name o f a c o m p la in ts exam in er who has be en 

c e r t i f i e d by th e Com m ission a s q u a l i f i e d to co n d u ct a 

h e a r in g u n d er th e s e r e g u la t io n s .

B. A rr an gem en ts f o r h e a r in g . The D ir e c t o r o f Equal 

Em plo ym ent O p p o rtu n it y s h a l l tr a n s m it th e c o m p la in t f i l e 

c o n ta in in g a l l th e do cu m en ts d e s c r ib e d in p a ra g ra p h .12 o f 

t h i s S u b c h a p te r w h ic h have been a c q u ir e d up to t h a t p o in t 

in th e p r o c e s s in g o f th e c o m p la in t, in c lu d in g th e o r i g i n a l 

co py o f th e i n v e s t i g a t i v e f i l e , to th e c o m p la in ts exam in er 

who s h a l l re v ie w th e co m p la in t f i l e to d e te rm in e w h eth er 

f u r t h e r i n v e s t i g a t i o n i s n ee ded b e f o r e s c h e d u li n g th e 

h e a r in g . When th e c o m p la in ts exa m in er d e te rm in e s t h a t 

f u r t h e r i n v e s t i g a t i o n i s n ee d e d , he s h a l l rem an d th e 

co m p la in t t o th e D ir e c t o r o f Equal Em plo ym ent O p p o rtu n it y 

f o r f u r t h e r i n v e s t i g a t i o n o r a rra n g e f o r th e a p p ea ra n ce o f 

w it n e s s e s n e c e s s a r y t o su p p ly th e n ee ded in fo r m a tio n a t 

th e h e a r in g . Th e re q u ir e m e n ts o f p a ra g ra p h .6 o f t h i s 

S u b ch a p te r a p p ly to an y f u r t h e r i n v e s t i g a t i o n by th e 

D ep ar tm en t on th e c o m p la in t. Th e c o m p la in ts exa m in er s h a l l 

sc h e d u le th e h e a r in g f o r a c o n v e n ie n t ti m e and p l a c e .

C. C on duct o f h e a r i n g .

(1 ) A tt e n d a n ce a t th e h e a r in g i s lim it e d t o p e rso n s 

d ete rm in ed by th e c o m p la in ts exam in er t o h ave a d i r e c t 

c o n n e c ti o n w it h th e c o m p la in t.

(2) Th e c o m p la in ts exam in er s h a l l c o n d u ct th e h e a r in g 

so as to b r in g o u t p e r t in e n t f a c t s , in c lu d in g th e p ro d u c tio n 

o f p e r t in e n t docu m en ts . R u le s o f e v id e n c e s h a l l n o t be 

a p p lie d s t r i c t l y , b u t th e c o m p la in ts exa m in er s h a l l e x c lu d e 

i r r e v e l a n t o r u n d uly r e p e t i t i o u s e v id e n c e . In fo rm a tio n h a v in g 

a b e a r in g on th e c o m p la in t o r em pl oy m en t p o l i c y o r p r a c t i c e s 

r e le v a n t t o th e c o m p la in t s h a l l be r e c e iv e d in e v id e n c e .

The c o m p la in a n t, h i s r e p r e s e n t a t i v e , an d th e r e p r e s e n t a t i v e s 

o f th e agen cy a t th e h e a r in g s h a l l be g iv e n th e o p p o r tu n ity 

t o c ro s s-e x a m in e w it n e s s e s who ap p ea r and t e s t i f y . T es ti m on y 

s h a l l be und er o a th o r a ff i r m a t i o n .
Department of the Interior

DEPARTMENTAL MANUAL

P e rs o n n e l_____________________________P a r t 370 DM A d d it io n to FPM

C h a p te r 713 E qual Em pl oy m en t Opp or t-nn i t-y— 37Q Qhl 713 ,—4. —

D. Po wers o f C o m p la in ts E x am in er. In a d d it i o n t o th e 

o th e r pow ers v e s te d in th e c o m p la in ts e x am in er by th e 

D epart m ent in a c c o rd a n c e w ith t h i s s u b p a r t , th e D ep art m en t 

s h a l l a u th o r iz e th e c o m p la in ts e x am in er t o :

(1) A d m in is te r o a th s o r a f f i r m a t i o n s ;

(2) R e g u la te th e c o u rse o f th e h e a rin g ?

(3) R ule on o f f e r s o f p r o o f ;

(4 ) L im it th e nu m be r o f w itn e s s e s wh os e te s ti m o n y 

w ould be un d u ly r e p e t i t i o u s ; an d

(5) E xclu de an y p e rs o n fr om th e h e a r in g f o r c o n tu ­

m acio us c o n d u ct o r m is b e h a v io r t h a t o b s t r u c t s th e h e a r in g .

E. W it n e sse s a t h e a r i n g . The c o m p la in ts ex am in er s h a l l 

r e q u e s t an y b u re a u to ma ke a v a i l a b l e as a w itn e s s a t th e 

h e a r in g an em plo yee r e q u e s te d by th e c o m p la in a n t wh en he 

d e te rm in e s t h a t th e te s ti m o n y o f th e em plo yee i s n e c e s s a r y . 

He may a ls o r e q u e s t th e a p p e a ra n c e o f an em plo yee o f an y 

F e d e r a l agen cy who se te s ti m o n y he d e te rm in e s i s n e c e s s a r y

to f u r n is h in fo rm a tio n p e r t i n e n t t o th e c o m p la in t u n d er 

c o n s i d e r a ti o n . The c o m p la in ts e x am in er s h a l l g iv e th e 

c o m p la in a n t h is r e a s o n s f o r th e d e n ia l o f a r e q u e s t f o r 

th e a p p e a ra n c e o f em p lo y ees a s w itn e s s e s an d s h a l l i n s e r t 

th o s e re a s o n s i n th e r e c o r d o f th e h e a r in g .

A B ure au t o whom a r e q u e s t i s made s h a l l make i t s em plo yees 

a v a i l a b l e as w itn e s s e s a t a h e a r in g on a c o m p la in t when 

r e q u e s te d t o do so by th e c o m p la in ts e x am in er an d i t i s n o t 

a d m i n i s t r a t i v e l y im p r a c tic a b le t o co m pl y w ith th e r e q u e s t . 

When i t i s a d m i n i s t r a t i v e l y im p r a c tic a b le t o co mpl y w it h 

th e r e q u e s t f o r a w i t n e s s , th e b u re a u to whom th e r e q u e s t 

i s made s h a l l p ro v id e an e x p la n a tio n t o th e c o m p la in ts 

e x a m in e r. I f th e e x p la n a tio n i s in a d e q u a te , th e c o m p la in ts 

e x am in er s h a l l so a d v is e th e b u re a u an d r e q u e s t i t t o make 

th e em plo yees a v a i l a b l e as a w itn e s s a t th e h e a r in g . I f 

th e e x p la n a tio n i s a d e q u a te , th e c o m p la in ts ex am in er s h a l l 

i n s e r t i t i n th e r e c o r d o f th e h e a r in g , p ro v id e a co py t o 

th e c o m p la in a n t, and make a rra n g e m e n ts t o s e c u re te s ti m o n y 

from th e em plo yee th ro u g h a w r i t t e n i n t e r r o g a t o r y . An 

em plo yee o f a b u re a u s h a l l be i n a d u ty s t a t u s d u rin g th e 

ti m e he i s a w itn e s s .

1 /4 /7 3 (R e le ase No. FPM 16 1) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
Depa rtment of the Int erior 

DEPARTMENTAL MANUAL

P ers o n n e 1____________________________ P a r t 370 DM A d d it io n to FPfrl

C h a p te r 713 E q u al Emplo ym en t O p p o rtu n it y 3 70 DM 7 1 3 , 4 .8 F 

F. R eco rd o f h e a r in g . The h e a r in g s h a l l be re c o rd e d an d 

t r a n s c r i b e d v e r b a tim . A ll docum ents s u b m itt e d t o , an d 

a c c e p te d b y , th e c o m p la in ts e x a m in e r a t th e h e a r in g s h a l l be 

made p a r t o f th e re c o r d o f th e h e a r in g . I f th e b u re a u su b m it s 

a do cu m en t t h a t i s a c c e p te d , i t s h a l l f u r n is h a co py o f th e 

docu m en t t o th e c o m p la in a n t. I f th e c o m p la in a n t su b m it s a 

docu m en t t h a t i s a c c e p te d , he s h a l l mak e th e docu m en t a v a i l ­

a b le to th e b u re a u r e p r e s e n t a t i v e f o r r e p r o d u c tio n .

G. F in d in g s , a n a ly s is an d re co m m e n d a ti o n s. The c o m p la in t 

ex am in er s h a l l tr a n s m i t t o th e D ir e c to r o f E qua1 Employ men t 

O p p o r tu n ity :

(1 ) Th e c o m p la in t f i l e ( in c lu d in g th e t r a n s c r i p t o f 

th e h e a r i n g ) ;

(2) The f in d in g s an d a n a l y s i s o f th e c o m p la in ts 

ex am in er w it h r e g a r d t o th e m a tte r w hic h gave r i s e t o th e 

c o m p la in t an d g e n e r a l e n v ir o n m e n t o u t o f w hic h th e c o m p la in t 

a r o s e ; an d

(3 ) Th e reco m m en de d d e c is io n o f th e c o m p la in ts 

e x am in er on th e m e r i t s o f th e c o m p la in t; in c lu d in g re co mmen de d 

re m e d ia l a c t i o n , w h ere a p p r o p r i a te , w it h re g a r d to th e m a tte r 

w hic h gave r i s e to th e c o m p la in t an d th e g e n e r a l e n v ir o n m en t 

o u t o f w hic h th e c o m p la in t a r o s e . Th e c o m p la in ts e x am in er 

s h a l l n o t i f y th e c o m p la in a n t o f th e d a te on w hic h t h i s was 

d o n e . In a d d it i o n , th e c o m p la in ts e x am in er s h a l l t r a n s m i t ,

by s e p a r a te l e t t e r t o th e D ir e c to r o f E qual Em ploy men t 

O p p o rtu n ity , w h a te v e r f in d in g s and re co m m en d ati o n s he 

c o n s id e r s a p p r o p r ia te w it h r e s p e c t t o c o n d itio n s in th e 

b u re a u w hic h do n o t b e a r d i r e c t l y on th e m a tte r w hic h gav e 

r i s e t o th e c o m p la in t o r w hic h b e a r on th e g e n e r a l e n v ir o n m e n t 

o u t o f w hic h th e c o m p la in t a r o s e .

.9 R e la tio n s h ip to o t h e r agen cy a p p e l l a t e p ro c e d u re s

(R ef. FPM S ec. 713.2 19 an d FPM S ec. 771 . 2 1 6 ).

A. An a l l e g a t i o n o f d i s c r im i n a t i o n made in c o n n e c ti o n 

w ith an a d v e rs e a c t i o n a p p e a l u n d e r s u b p a r t B o f P a r t 771 

o f th e FPM, s h a l l be p r o c e s s e d u n d e r th e r e g u la ti o n s in 

s u b p a r t B o f P a r t 771 o f th e FPM, w ith th e d e c is io n b e in g 

re n d e r e d by th e ag ency o f f i c i a l who i s a u th o r iz e d t o make 

th e a p p e l l a t e d e c i s i o n .
260

Department of the Interior

DEPARTMENTAL MANUAL

P e rs o n n e l________________________ P a r t 370 DM A d d it io n t o FPM

C h a p t e r 713 E q u a l E m p lo y m e n t Op p o r t u n i t y ___ 37 0 DM 7 1 3 , 4 .9 B

B. An a l l e g a t i o n o f d is c r im in a t io n made in c o n n e c ti o n 

w it h a g r ie v a n c e und er su b p a rt C o f P a r t 771 o f th e FPM s h a l l 

be p r o c e s s e d under t h i s s u b c h a p te r . The d e c is io n in su ch a 

c o m p la in t w i l l be re n d e re d by th e D ir e c t o r o f E q u al Em plo ym ent 

O p p o r tu n it y .

10 A vo id an ce o f D ela y (R e f. FPM S e c . 7 1 3 .2 2 0 ) .

A. C om p la in ts mus t h a v e co m p le te d a l l a d m in is t r a t iv e 

p r o c e s s in g , in c lu d in g ti m e s p e n t by th e c o m p la in ts exam in er 

in th e con du ct o f a h e a r in g , w it h in 180 c a le n d a r d ays o f 

f i l i n g . To t h i s e n d , b o th th e co m p la in an t and th e bu re au 

s h a l l p ro ce e d w it h th e c o m p la in t w it h o u t und ue d e la y so th a t 

th e b u r e a u 's p ro p o sed d i s p o s i t i o n ( d e c is io n ) has been re n d e re d , 

e x c e p t in u n u su al c ir c u m s ta n c e s , w it h in s i x t y (60) c a le n d a r 

d ays a f t e r r e c e i p t o f th e c o m p la in t.

B. The D ir e c t o r o f E q ual Em ployment O p p o rtu n it y may 

c a n c e l a co m p la in t i f th e co m p la in an t f a i l s t o p r o s e c u te th e 

c o m p la in t w it h o u t un du e d e la y . H ow ev er , in s t e a d o f c a n c e li n g 

f o r f a i l u r e to p r o s e c u t e , th e c o m p la in t may be a d ju d ic a te d i f 

s u f f i c i e n t in fo r m a tio n f o r t h a t p u rp o se i s a v a i l a b l e .

C. The D ir e c t o r o f E q u al Em plo ym ent O p p o rtu n it y s h a l l 

fu r n is h th e Co m m ission m onth ly r e p o r t s on a l l c o m p la in ts 

p en d in g w it h in th e D ep ar tm en t in a fo rm s p e c i f i e d by th e 

Com m is si on . I f th e D ir e c t o r o f Equal Em plo ym ent O p p o rtu n it y 

has n o t is s u e d a f i n a l d e c i s i o n , an d has n o t r e q u e s te d th e 

Co m missio n to su p p ly a c o m p la in ts exa m in er w it h in 75 c a le n d a r 

days from th e d a te a c o m p la in t was f i l e d , th e Com m ission may 

r e q u ir e th e D ir e c t o r o f E q ual Em plo ym ent O p p o rtu n it y to ta k e 

s p e c i a l m ea su re s t o in s u r e pr om pt p r o c e s s in g o f th e co m p la in t 

o r may assu me r e s p o n s i b i l i t y f o r p r o c e s s in g th e c o m p la in t, 

in c lu d in g s u p p ly in g an i n v e s t i g a t o r t o co n d u ct an y n e c e s s a r y 

i n v e s t i g a t i o n on b e h a lf o f th e D epar tm ent. When th e 

Co m m ission s u p p lie s an i n v e s t i g a t o r , th e b u re au in w h ic h th e 

c o m p la in t a ro s e s h a l l re im b u rse th e Co m m ission f o r a l l 

e x p e n se s in c u r r e d in c o n n e c ti o n w it h th e i n v e s t i g a t i o n and 

th e B ure au E q ual Em ploy men t O p p o rtu n it y O f f i c e r s h a l l n o t i f y 

th e co m p la in an t in w r i t i n g o f th e p ro p o sed d i s p o s i t i o n o f 

th e co m p la in t no l a t e r th a n 15 c a le n d a r days a f t e r r e c e i p t

o f th e i n v e s t i g a t i v e r e p o r t .

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 140)
261

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DEPARTMENTAL MANUAL

P ers onnel. _____________________________P a r t 370 DM A d d i t i o n t n FPM

C h a p te r 71 3 E q u a l E m plo ym en t Op po r t u n i t y 37Q DM 7 1 3 , 4 .1 0D

D. When th e c o m p la in ts e x am in er h a s s u b m itt e d a re co m ­

me nd ed d e c is io n f in d in g d is c r im in a tio n an d th e D ir e c to r o f 

E qual Em ploy ment O p p o rtu n it y h a s n o t is s u e d a f i n a l d e c is io n 

w ith in 180 c a le n d a r d ays a f t e r th e d a te th e c o m p la in t was 

f i l e d , th e c o m p la in ts e x a m in e r's reco mmen de d d e c is io n s h a l l 

be come a f i n a l d e c is io n b in d in g on th e D ep art m en t 30 c a le n d a r 

d ays a f t e r i t s su b m is sio n to th e D ir e c to r o f E qual Em ploy ment 

O p p o rtu n it y . In su ch e v e n t, th e D ir e c to r o f E qual Em ploy ment 

O p p o rtu n it y s h a l l n o t i f y th e c o m p la in a n t o f th e d e c is io n , 

f u r n is h him a co py o f th e f i n d in g s , a n a l y s i s , an d reco mmen de d 

d e c is io n o f th e c o m p la in ts e x am in er u n d e r t h i s s u b c h a p te r , 

p a ra g ra p h .8 G , an d a co py o f th e h e a r in g r e c o r d . He a ls o 

s h a l l n o t i f y th e c o m p la in a n t in w r i t in g o f h i s r i g h t to a p p e a l 

t o th e C om m is si on, th e ti m e l i m i t s a p p lic a b le t h e r e t o , an d o f 

h i s r i g h t t o f i l e a c i v i l a c tio n as d e s c rib e d in S u b c h a p te r 9, 

p a ra g ra p h 1.

.1 1 D e c is io n by th e D ir e c to r o f E q u al Em ploy men t O p p o rtu n it y

(R ef. FPM S ec. 7 1 3 .2 2 1 ). -------------*■

A. The d e c is io n o f th e D epart m ent on a c o m p la in t o f 

d is c r im in a tio n s h a l l be b a se d on in f o r m a tio n in th e c o m p la in t 

f i l e .

B. D e p a rtm e n ta l D e c is io n .

(1) The d e c is io n o f th e D epart m en t s h a l l be t r a n s ­

m itte d by l e t t e r t o th e c o m p la in a n t an d h is r e p r e s e n t a t i v e . 

When th e r e h a s b een no h e a r in g , th e d e c is io n s h a l l c o n ta in 

th e s p e c i f i c re a s o n s i n d e t a i l f o r th e D e p a rtm e n t' s a c t i o n , 

in c lu d in g an y re m e d ia l a c t i o n ta k e n .

(2) When t h e r e h a s been a h e a r in g on th e c o m p la in t, 

th e d e c is io n l e t t e r s h a l l tr a n s m it a co py o f th e f i n d in g s , 

a n a l y s i s , an d re co m men de d d e c is io n o f th e c o m p la in ts ex am in er 

u n d e r t h i s s u b c h a p te r p a ra g ra p h . 8G an d a co py o f th e h e a r in g 

r e c o r d . The d e c is io n o f th e D ep art m en t s h a l l a d o p t, r e j e c t , 

o r m odif y th e d e c is io n re co m m en de d by th e c o m p la in ts e x a m in e r. 

I f th e d e c is io n i s t o r e j e c t o r m odif y th e re co mmen de d 

d e c i s i o n , th e d e c is io n l e t t e r s h a l l s e t f o r t h th e s p e c i f i c 

re a s o n s in . d e t a i l f o r r e j e c t i o n o r m o d if ic a tio n .

46 -1 2 0 0 - 75 - 18
262

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P e rso n n e l________________________ P a r t 7 1 3 nM A rir ii t-in n t n FPM

Chap t e r 71 3 E q ual Em ploy men t O p p o rtu n it y — 370 DM 713_,. 4, ]J BC 3)

(3) When th e c o m p la in a n t f a i l s t o n o t i f y th e 

D ep ar tm en t D ir e c t o r o f E qual Em ploymen t O p p o rtu n it y o f h is 

w is h e s r e g a r d in g th e p ro p o sed d i s p o s i t i o n is s u e d by th e Bur ea u 

E q ual Em plo ym ent O p p o rtu n it y O f f i c e r w it h in th e r e q u ir e d ti m e 

fr am e, th e D ir e c t o r o f E qual Em ploymen t O p p o rtu n it y may adop t 

th e p ro p o sed d i s p o s i t i o n as th e d e c is io n o f th e D ep ar tm en t.

C. The d e c is io n o f th e D ir e c t o r o f E qual Em plo ym ent 

O p p o rtu n it y s h a l l r e q u ir e an y re m e d ia l a c t io n a u th o r iz e d by 

la w d ete rm in ed t o be n e c e s s a r y o r d e s i r a b le to r e s o lv e th e 

is s u e s o f d is c r im in a t io n an d t o pro m ot e th e p o l i c y o f e q u a l 

o p p o r t u n ity , w h eth er o r n o t th e r e i s a f in d in g o f d i s c r i m i ­

n a t io n . When d is c r im in a t io n i s fo u n d , th e D ir e c t o r o f Equal 

Em plo ym ent O p p o rtu n it y s h a l l r e q u ir e re m e d ia l a c tio n t o be 

ta k e n in a cc o rd a n c e w it h S u b c h a p te r 8; s h a l l r e v ie w th e m a tt e r 

g i v i n g r i s e to th e c o m p la in t t o d e te rm in e w h eth e r d i s c i p l i n a r y 

a c tio n a g a in s t a l l e g e d d is c r im in a t o r y o f f i c i a l s i s a p p r o p r ia t e ; 

an d s h a l l r e c o r d th e b a s i s f o r h i s d e c is io n to t a k e , o r n o t

t o t a k e , d i s c i p l i n a r y a c t io n b u t t h i s d e c is io n s h a l l n o t be 

in c lu d e d in th e c o m p la in t f i l e .

D. The d e c is io n l e t t e r s h a l l in fo rm th e c o m p la in a n t o f 

h i s r i g h t t o a p p e a l th e d e c is io n o f th e D ep ar tm en t t o th e 

C om m is si on , o f h i s r i g h t to f i l e a c i v i l a c t io n in a cco rd an ce 

w it h S u b ch ap te r 9 , p a ra g ra p h . 1 , an d o f th e ti m e l i m i t s 

a p p lic a b le t h e r e t o .

12 C om p la in t F i l e (R e f. FPM S e c . 7 1 3 .2 2 2 ) . The O f f i c e f o r 

E qual O p p o rtu n it y s h a l l e s t a b l i s h a c o m p la in t f i l e . E x cep t 

as p ro v id e d in t h i s s u b c h a p te r , p a ra g ra p h .1 1 C , t h i s f i l e 

s h a l l c o n ta in a l l do cu m en ts p e r t in e n t to th e c o m p la in a n t.

The c o m p la in t f i l e s h a l l in c lu d e c o p ie s o f :

A. The n o t ic e o f th e E q u al Em plo ym ent O p p o rtu n it y 

C o u n se lo r t o th e a g g r ie v e d p ers o n under t h i s s u b c h a p te r , 

p a ra g ra p h . 3A.

B. The w r i t t e n r e p o r t o f th e E q ual Em plo ym ent Opp or ­

t u n i t y C o u n se lo r u n d er t h i s s u b c h a p te r , p a ra g ra p h .3 to th e 

E qual Em ploymen t O p p o rtu n it y O f f i c e r on w h a te v e r p re c o m p la in t 

c o u n s e li n g e f f o r t s w ere made w it h re g a r d t o th e c o m p la in a n t's 

c a s e ;

1 /4 /7 3 (R e le ase No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le a se No. 140)
Department of the Interior

DEPARTMENTAL MANUAL

P e rso n n e l_____________________________ P a r t 713 DM A d d it io n to FPM

C h a p te r 71 3 E q u al Em pl oy m en t Oppo r t u n i t y —37Q p M 12C—

C. The c o m p la in t;

D. The i n v e s t i g a t i v e f i l e ;

E. I f th e c o m p la in t i s w it h d ra w n by th e c o m p la in a n t, a 

w r i t te n s ta te m e n t o f th e c o m p la in a n t o r h i s r e p r e s e n t a t i v e 

t o t h a t e f f e c t ;

F. I f a d ju s tm e n t o f th e c o m p la in t i s a r r i v e d a t un d er 

t h i s s u b c h a p te r , p a ra g ra p h . 7 , th e w r i t t e n r e c o r d o f th e te rm s 

o f th e a d ju s tm e n t;

G. I f no a d ju s tm e n t o f th e c o m p la in t i s a r r i v e d a t u n d er 

p a ra g ra p h .7 o f t h i s s u b c h a p te r , a co py o f th e l e t t e r n o t i ­

fy in g th e c o m p la in a n t o f th e p ro p o se d d i s p o s i t i o n o f th e 

c o m p la in t an d o f h i s r i g h t to a h e a r in g ;

H. I f d e c is io n i s mad e u n d e r t h i s s u b c h a p te r , p a ra g ra p h 

. 7E , a co py o f th e l e t t e r to th e c o m p la in a n t t r a n s m i t t i n g 

t h a t d e c is io n ;

I . I f a h e a r in g was h e ld , th e r e c o r d o f th e h e a r in g , 

to g e t h e r w it h th e c o m p la in ts e x a m in e r 's f i n d in g s , a n a l y s i s , 

an d re co mmen de d d e c is io n on th e m e r its o f th e c o m p la in t; an d

J . The d e c is io n o f th e D ir e c to r o f E qual Em ploy men t 

O p p o r tu n ity .

The c o m p la in t f i l e s h a l l n o t c o n ta in an y m e d ic a l in f o r m a tio n 

t h a t does n o t co mpl y w ith th e re q u ir e m e n ts o f s e c ti o n 294.4 01 

o f th e FPM.

S u b c h a p te r 5. A ppeal t o th e C om m is si on.

.1 E n title m e n t (R ef. FPM S ec. 7 1 3 .2 3 1 ).

A. E x cep t as p ro v id e d by p a ra g ra p h .I B o f t h i s s u b c h a p te r 

a c o m p la in a n t may a p p e a l t o th e Com m is si on th e d e c is io n o f 

th e D ir e c to r o f E q u al Em pl oy m en t O p p o r tu n ity :
Depa rtmen t of the Inter ior 

DEPARTMENTAL MANUAL

P p rs o n n p l_______________________________P a r t 71 3 DM A d d itio n t o FPM

C h a p te r 7 1 1 E q u a l E m plo ym en t O p p o r tu n ity 37 0 DM 7 1 3 , 5■ 1A ( n

(1 ) To r e j e c t h i s c o m p la in t, o r a p o r t io n t h e r e o f , 

f o r re a so n s c o v e r e d by S u b c h a p te r 4, p a ra g ra p h .5 ; o r

(2) To c a n c e l h i s c o m p la in t b e c a u se o f th e comp l a i n a n t 's f a i l u r e t o p r o s e c u te h i s c o m p la in t; o r

(3) On th e m e r it s o f th e c o m p la in t, under S u b ch ap te r 

4, p a ra g ra p h . 1 1 , b u t th e d e c is io n does n o t r e s o lv e th e 

c o m p la in t to th e c o m p la in a n t's s a t i s f a c t i o n .

B. A c o m p la in a n t may n o t a p p e a l t o th e Co m m ission when 

th e is s u e o f d is c r im in a t io n g i v i n g r i s e t o th e co m p la in t i s 

b e in g c o n s id e r e d , o r has been c o n s id e r e d , in c o n n e c ti o n w it h 

an y o th e r a p p e a l b y th e c o m p la in a n t t o th e Com m is sion .

•2 Where to A p p eal (R e f. FPM S e c , 7 1 3 .2 3 2 ) . The co m p la in an t 

s h a l l f i l e h i s a p p e a l in w r i t i n g , e i t h e r p e r s o n a lly o r by 

m a il, w it h th e B oard o f A p p e als an d R evie w , U .S . C i v i l S e r v ic e 

Com m is si on , W ash in gto n , D .C . 2 0 4 15 .

. 3 Tim e L im it (R e f. FPM S e c . 7 1 3 .2 3 3 ) .

A. E x c ep t as p r o v id e d in p a ra g ra p h . 3B o f t h i s s u b c h a p te r , 

a co m p la in an t may f i l e an a p p e a l a t an y ti m e a f t e r r e c e i p t o f 

th e D ir e c t o r o f E q u a l Em plo ym ent O p p o r tu n ity 's n o t ic e o f 

f i n a l d e c is io n on h i s c o m p la in t b u t n o t l a t e r th an 15 ( f i f t e e n ) 

c a le n d a r days a f t e r r e c e i p t o f t h a t n o t i c e .

B. Th e ti m e l i m i t in p a ra g ra p h A o f t h i s s e c t io n may be 

e x te n d e d in th e d i s c r e t i o n o f th e B oa rd o f A p p e a ls an d R evie w , 

upo n a sh ow in g by th e co m p la in an t t h a t he wa s n o t n o t i f i e d

o f th e p r e s c r ib e d ti m e l i m i t an d wa s n o t o th e r w is e aw ar e o f 

i t o r th a t c ir c u m s ta n c e s be yo nd h i s c o n t r o l p re v e n te d him 

fro m f i l i n g an a p p e a l w it h in th e p r e s c r ib e d ti m e l i m i t .

•4 A p p e ll a t e P r o c e d u r e s (R e f. FPM S e c . 7 1 3 .2 3 4 ) . Th e Bo ar d 

o f A p p eals and R evi ew s h a l l re v ie w th e c o m p la in t f i l e and 

a l l r e le v a n t w r i t t e n r e p r e s e n t a t io n s made t o th e b o a rd . The 

bo ard may rem an d a c o m p la in t t o th e D ep ar tm en t f o r fu r t h e r 

i n v e s t i g a t i o n o r a r e h e a r in g i f i t c o n s id e r s t h a t a c tio n 

n e c e s s a r y o r h ave a d d i t i o n a l i n v e s t i g a t i o n co n d u cte d by 

Co m missio n p e r s o n n e l. T h is p a r t a p p lie s to an y fu r t h e r

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le a se No. 14 0)
Department of the Inter ior 

DEPARTMENTAL MANUAL

P e rs o n n e l_______________________ P a r t 71 3 DM A d d it io n t o FPM

C h a p te r 71 3 E q ual Em plo ym ent O p p o rtu n it y 370 DM 7 1 3 , 5 . 4 (c o n t

i n v e s t i g a t i o n o r r e h e a r in g r e s u l t i n g from a rem and fr om th e b o a r d . T h ere i s no r i g h t to a h e a r in g b e f o r e th e b o a r d . The b o ard s h a l l i s s u e a w r it t e n d e c is io n s e t t i n g f o r t h i t s re a so n s f o r th e d e c is io n and s h a l l se n d c o p ie s t h e r e o f t o th e c o m p la in a n t, h i s d e s ig n a te d r e p r e s e n t a t i v e , an d th e D epar tm ent. When c o r r e c t i v e a c t io n i s o r d e r e d , th e bu re au in w hic h th e c o m p la in t a ro s e s h a l l r e p o r t p ro m p tl y t o th e b o ard t h a t th e c o r r e c t i v e a c t io n h as be en ta k e n . The d e c is io n o f th e b o ard i s f i n a l , b u t s h a l l c o n ta in a n o t i c e o f th e r i g h t t o f i l e a c i v i l a c t io n in a c c o rd a n c e w it h 7 13 .2 8 2 o f th e FPM.

.5 R e la tio n s h ip t o o t h e r A p p eals (R e f. FPM S e c . 7 1 3 .2 3 6 ) . When th e b a s i s o f th e co m p la in t o f d is c r im in a t io n b e c a u se o f r a c e , c o l o r , r e l i g i o n , s e x , o r n a t io n a l o r i g i n , in v o lv e s an a c t io n w h ic h i s o th e r w is e a p p e a la b le t o th e Com m ission and th e co m p la in an t h a v in g be en in fo rm e d by th e b u re a u o r th e D ep ar tm en t o f h i s r i g h t t o p ro c e e d u nder t h i s su b p a rt t o p ro ce e d by a p p e a l t o th e Com m is si on , th e c a s e in c lu d in g th e is s u e o f d i s c r i m i n a t i o n , w i l l be p r o c e s s e d u nd er th e r e g u la t io n s a p p r o p r ia t e t o t h a t a p p e a l when th e co m p la in an t ma kes a t im e ly a p p e a l t o th e Co m m is sion in a cc o rd a n c e w it h 

th o s e r e g u l a t i o n s .

S u b ch a p te r 6 . T h ir d - P a r ty A l l e g a t i o n s .

. 1 T h ir d - P a r ty A l l e g a t i o n s o f D is c r im in a tio n (R e f. FPM S e c .

7 l? .? 5 lT ~ . ----------

A. C o v e ra g e . T h is s u b c h a p te r a p p lie s t o g e n e r a l a l l e ­ g a tio n s by o r g a n iz a t io n s o r o th e r t h i r d p a r t i e s o f d i s c r i m i ­ n a t io n in p e r s o n n e l m a tte r s w it h in th e D ep ar tm en t w h ic h are u n r e la te d t o an i n d i v i d u a l c o m p la in t o f d is c r im in a t io n s u b j e c t to S u b ch a p te r 4 , p a ra g ra p h s 2 th ro u gh 1 2 .

B. Age ncy P r o c e d u r e . The o r g a n iz a t io n o r o t h e r t h i r d p a r ty s h a l l s t a t e th e a l l e g a t i o n w it h s u f f i c i e n t s p e c i f i c i t y so t h a t th e D ir e c t o r o f E qual Em plo ym ent O p p o rtu n it y may d e s ig n a te a p e rso n t o i n v e s t i g a t e th e a l l e g a t i o n . The D ep ar tm en t may r e q u ir e a d d i t i o n a l s p e c i f i c i t y as n e c e s s a r y t o p ro c e e d W ith i t s i n v e s t i g a t i o n . Th e O f f i c e f o r E q u al O p p o rtu n it y s h a l l e s t a b l i s h a f i l e on each g e n e r a l a l l e g a t i o n ,
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P££S9QD9 1 _____________P a r t 71 3 DM A d d it io n to FPM

Ch a p te r 71 3 E q u al Em plo ym en t O p p o rtu n it y 370 DM 7 1 3 , 6 .l B ( c o n t . )

an d t h i s f i l e s h a l l c o n ta in c o p ie s o f a l l m a t e r ia l u se d in 

m ak in g th e d e c is io n on th e a l l e g a t i o n . Th e D ir e c t o r o f 

E qual Em plo ym ent O p p o rtu n it y s h a l l fu r n is h a cop y o f t h i s 

f i l e to th e p a r ty s u b m it tin g th e a l l e g a t i o n , th e bu re au 

a g a in s t w hic h th e a l l e g a t i o n i s f i l e d ; an d s h a l l make i t 

a v a i l a b l e t o th e C om m is sion f o r r e v ie w on r e q u e s t . The 

D ir e c t o r o f E q ual Em ploy men t O p p o rtu n it y s h a l l n o t i f y th e 

p a r ty s u b m it tin g th e a l l e g a t i o n o f h i s d e c i s i o n , in c lu d in g 

an y c o r r e c t i v e a c t i o n ta k e n on th e g e n e r a l a l l e g a t i o n s , an d 

s h a l l fu r n is h t o th e Com m ission on r e q u e s t a cop y o f h i s 

d e c is io n .

C. Co m m ission P r o c e d u r e s . I f th e t h i r d p a r t y d is a g r e e s 

w it h th e D ep art m en ta l d e c i s i o n , i t may , w it h in 30 c a le n d a r 

d ays a f t e r r e c e i p t o f th e d e c i s i o n , r e q u e s t th e Co m missio n 

t o re v ie w i t . Th e r e q u e s t s h a l l be in w r i t i n g and s h a l l 

s e t fo r t h w it h p a r t i c u l a r i t y th e b a s i s f o r th e r e q u e s t.

When th e Com m is sion r e c e i v e s su ch a r e q u e s t , i t s h a l l mak e, 

o r r e q u ir e th e D epar tm ent to m ak e, an y a d d i t i o n a l i n v e s t i ­

g a tio n s th e C om m is sion dee ms n e c e s s a r y . The Com m ission s h a l l 

i s s u e a d e c is io n on th e a l l e g a t i o n o r d e r in g su ch c o r r e c t i v e 

a c t i o n , w it h o r w it h o u t b ack p a y , as i t dee ms a p p r o p r ia t e .

S u b c h a p te r 7. Fr ee do m from R e p r is a l o r I n t e r f e r e n c e .

. 1 Fr eedo m from R e p r is a l (R ef. FPM S e c . 7 1 3 .2 6 1 ) .

A. C o m p la in a n ts , t h e i r r e p r e s e n t a t i v e s , an d w it n e s s e s 

s h a l l be f r e e fr om r e s t r a i n t , i n t e r f e r e n c e , c o e r c io n , d i s ­

c r im in a t io n , o r r e p r i s a l a t an y s t a g e in th e p r e s e n t a t io n 

an d p r o c e s s in g o f a c o m p la in t, in c lu d in g th e c o u n s e lin g 

s t a g e under S u b c h a p te r 4 , p a ra g ra p h .2 o r an y ti m e t h e r e ­

a f t e r .

.2 Rev ie w o f A l l e g a t i o n s o f R e p r is a l (R ef. FPM S e c . 7 1 3 .2 6 2 ) .

A. C h o ic e o f R ev ie w P r o c e d u r e s . A c o m p la in a n t, h is 

r e p r e s e n t a t i v e , o r a w it n e s s who a l l e g e s r e s t r a i n t , i n t e r ­

f e r e n c e , c o e r c io n , d is c r im in a t io n , o r r e p r i s a l in c o n n e c ti o n 

w it h th e p r e s e n t a t io n o f a c o m p la in t under t h i s su b c h a p te r 

may , i f an em p lo ye e o r a p p li c a n t , h ave th e a l l e g a t i o n

1/ 4 /73 (R e le a se No . FPM 16 1) 

R ep la ces 6 /14 /7 1 (R e le a s e No. 140)
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DEPARTMENTAL MANUAL

Pe r s o n n e l_______________________ P a r t 713 DM A d d it io n t o FPM

C h a p te r 713 E q u al Employ men t O p p o rtu n it y __ 370 DM 713.,—7.2 A (c o n t. )

re v ie w e d as an i n d iv i d u a l c o m p la in t o f d i s c r im i n a t i o n s u b j e c t t o S u b c h a p te r 4 , p a ra g ra p h .1 th ro u g h .1 2 o r a s a c h arg e 

s u b je c t t o t h i s s u b c h a p te r , p a ra g ra p h .2 B .

B. P ro c e d u re f o r Re view o f C h a rg e s.

(1) An em plo yee o r a p p li c a n t may f i l e a c h arg e o f 

r e s t r a i n t , i n t e r f e r e n c e , c o e r c io n , d i s c r im i n a t i o n , o r r e p r i s a l , in c o n n e c ti o n w it h th e p r e s e n t a ti o n o f a c o m p la in t w it h an a p p r o p r ia te D e p a rtm e n ta l o f f i c i a l as d e f in e d in S u b c h a p te r 4 , p a ra g ra p h .4 A (2 ) w ith in 15 c a le n d a r days o f th e d a te o f th e a ll e g e d o c c u r r e n c e . Th e c h a rg e s h a l l be in w r i t in g an d s h a l l c o n ta in a l l p e r t i n e n t f a c t s . E x ce p t a s p ro v id e d in s u b p a ra g ra p h (2) o f t h i s p a ra g ra p h . The D ir e c to r o f E qual Employ men t O p p o rtu n it y s h a l l u n d e rta k e an a p p r o p r ia te i n q u ir y i n t o su ch a c h a rg e an d s h a l l fo rw a rd t o th e Com m ission w ith in 15 c a le n d a r d ay s o f th e d a te o f i t s r e c e i p t a co py o f th e c h arg e an d r e p o r t o f a c tio n ta k e n . Th e D ir e c to r o f E qual Em pl oy men t O p p o rtu n ity s h a l l a ls o p r o v id e th e c h a rg in g p a r ty w ith a co py o f th e r e p o r t o f a c tio n ta k e n . When th e D ep art m en t h a s n o t c o m p le te d an a p p r o p r ia te in q u ir y 15 c a le n ­ d a r d ays a f t e r r e c e i p t o f su ch a c h a r g e , th e c h a rg in g p a r ty may su b m it a w r i t te n s ta te m e n t w it h a l l p e r t i n e n t f a c t s to th e C om m is si on, an d th e Com m ission s h a l l r e q u ir e th e D e p a rtm en t t o ta k e w h a te v e r a c t i o n i s a p p r o p r i a te .

(2) When a c o m p la in a n t, a f t e r c o m p le ti o n o f th e i n v e s t i g a t i o n o f h i s c o m p la in t, u n d er S u b c h a p te r 4 , p a ra g ra p h .6 , r e q u e s ts a h e a r in g and i n c o n n e c ti o n w it h th e c o m p la in t a ll e g e s r e s t r a i n t , i n t e r f e r e n c e , c o e r c io n , d i s c r im i n a t i o n , o r r e p r i s a l , th e c o m p la in ts ex am in er a s s ig n e d t o h o ld th e h e a r in g s h a l l c o n s id e r th e a l l e g a t i o n as an is s u e i n th e c o m p la in t a t han d o r r e f e r th e m a tte r t o th e D ir e c to r o f E q u al Em ploy men t O p p o rtu n ity f o r f u r t h e r p r o c e s s in g u n d er th e p ro c e d u re ch o se n by th e c o m p la in a n t p u r s u a n t t o p a ra g ra p h 

.2A o f t h i s s u b c h a p te r .

S u b c h a p te r 8. R em edia l A c tio n s .

.1 R em edia l A c ti o n (R ef. FPM Sec. 7 1 3 .2 7 1 ).

A. R em edia l A c ti o n I n v o lv in g an A p p lic a n t.

(1) When t h e r e i s a f in d in g t h a t an a p p li c a n t f o r em plo ym en t h as b een d i s c r im i n a t e d a g a i n s t and e x c e p t f o r t h a t
268

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P e rs o n n e l________________________ P a r t 71 3 DM A d d it io n t o FPM

C h a p t e r 7 1 3 E q u a l__E m p lo y m e n t O p p o r t u n i t y ___ 3 70 DM 7 1 3 ._ 8 . 1 A ( 1 ) (CO nt

d is c r im in a t io n w ould h ave been h i r e d , th e b u re a u a g a in s t whom 

th e c o m p la in t wa s f i l e d s h a l l o f f e r th e a p p lic a n t em ploy m en t 

o f th e ty p e and g ra d e d e n ie d hi m. Th e o f f e r s h a l l be made in 

w r i t i n g . The i n d i v i d u a l s h a l l h ave 15 c a le n d a r d a ys fro m 

r e c e i p t o f th e o f f e r w it h in w hic h t o a c c e p t o r d e c lin e th e 

o f f e r . F a ilu r e t o n o t i f y th e a p p r o p r ia te o f f i c i a l o f h is 

d e c is io n w it h in th e 1 5 -d a y p e r io d w i l l be c o n s id e r e d a 

d e c lin a t io n o f th e o f f e r , u n le s s th e i n d i v i d u a l ca n sho w t h a t 

c ir c u m s ta n c e s beyon d h i s c o n t r o l p re v e n te d him fr om re sp o n d in g 

w it h in th e ti m e l i m i t . I f th e o f f e r i s a c c e p t e d , ap p oin tm en t 

s h a l l be r e t r o a c t i v e t o th e d a te th e a p p lic a n t w ould have be en 

h i r e d , s u b j e c t t o th e l i m i t a t i o n in p a ra g ra p h . 1 A (4 ) o f t h i s 

s u b c h a p te r. B ack p ay , co mpu te d in th e sam e man ne r p r e s c r ib e d 

by 55 0. 80 4 o f th e FPM, s h a l l be aw ar de d fr om th e b e g in n in g o f 

th e r e t r o a c t i v e p e r io d , s u b j e c t to th e same l i m i t a t i o n , u n t i l 

th e d a te th e i n d i v i d u a l a c t u a l l y e n t e r s on d u ty . The i n d i ­

v id u a l s h a l l be deem ed t o have p e rf o rm ed s e r v i c e f o r th e 

bu re au d u rin g th e p e r io d o f r e t r o a c t i v i t y f o r a l l p u rp o ses 

e x c e p t f o r m e e ti n g s e r v i c e re q u ir e m e n ts f o r c o m p le ti o n o f a 

p r o b a tio n a r y o r t r i a l p e r io d t h a t i s r e q u ir e d . I f th e o f f e r 

i s d e c lin e d , th e b u re a u s h a l l aw ar d th e i n d i v i d u a l a sum 

e q u a l t o th e b a ck p ay he w ould h ave r e c e i v e d , co m pu te d in th e 

same ma nner p r e s c r ib e d by 55 0.8 04 o f th e FPM, from th e d a te 

he w ou ld have been a p p o in te d u n t i l th e d a te th e o f f e r was 

ma de, s u b je c t to th e l i m i t a t i o n o f p a ra g ra p h . 1A (4 ) o f t h i s 

s u b c h a p te r . Th e b u re a u s h a l l in fo rm th e a p p l i c a n t , in th e 

o f f e r o f em plo ym en t, o f h i s r i g h t t o t h i s aw ar d in th e e v e n t 

he d e c lin e s th e o f f e r .

(2) When t h e r e i s a f in d in g t h a t d is c r im in a t io n 

e x i s t e d a t th e ti m e th e a p p lic a n t was c o n s id e r e d f o r em plo yme nt b u t n o t a f in d in g t h a t th e in d i v i d u a l i s th e on e who 

w ould have be en h i r e d e x c e p t f o r d i s c r im in a t io n , th e bu re au 

s h a l l c o n s id e r th e i n d i v i d u a l f o r an y e x i s t i n g v a c a n cy o f 

th e ty p e and gra d e f o r w hic h he ha d been c o n s id e r e d i n i t i a l l y 

an d f o r w h ic h he i s q u a l i f i e d b e fo r e c o n s id e r a t io n i s g iv e n 

t o o th e r c a n d id a t e s . I f th e i n d i v i d u a l i s n o t s e l e c t e d , th e 

b u re a u s h a l l re c o r d th e re a so n s f o r n o n s e le c t io n . I f no 

v a c a n c y e x i s t s , th e bu re au s h a l l g iv e him t h i s p r i o r i t y 

c o n s id e r a t io n f o r th e n e x t v a c a n cy f o r w h ic h he i s q u a l i f i e d .

T h is p r i o r i t y s h a l l ta k e p re c e d e n c e o v e r p r i o r i t i e s p ro v id e d 

under th e r e g u la t i o n s in th e FPM.

1 /4 /7 3 (R e le ase No. FPM 16 1) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 140)
269

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P e r s o n n e l _________________________________ P a r t 713 DM A d d i t i o n t o FPM

C h a p t e r 71 3 E q u a l E m p lo y m e n t O p p o r t u n i t y __170 DM 73 3 .— 8 . 1 A (3 )

(3) P a r t 713, S e c ti o n 7 1 3 .2 7 1 o f th e FPM s h a l l be 

c i t e d as th e a u t h o r i t y u n d e r w hic h th e ab ove d e s c rib e d 

a p p o in tm e n ts o r aw ar ds o f b ackpay s h a l l be mad e.

(4) A p e r io d o f r e t r o a c t i v i t y o r a p e r io d f o r w hic h 

back p ay i s aw ar ded u n d e r t h i s p a ra g ra p h may n o t e x te n d from 

a d a te e a r l i e r th a n tw o y e a rs p r i o r t o th e d a te on w hic h th e 

c o m p la in t wa s i n i t i a l l y f i l e d by th e a p p li c a n t . I f a f in d in g 

o f d i s c r im i n a t i o n wa s n o t b a se d on a c o m p la in t, th e p e r io d

o f r e t r o a c t i v i t y o r p e r io d f o r w hic h b ack p ay i s aw ar ded u n d er 

t h i s p a ra g ra p h may n o t e x te n d e a r l i e r th a n tw o y e a r s p r i o r to 

th e d a te th e f in d in g o f d is c r im i n a t i o n wa s re c o rd e d .

B. R em edia l A c ti o n In v o lv in g an E m plo yee . When th e r e 

i s a f in d in g t h a t an em plo yee o f th e D ep art m en t wa s d i s c r im i ­

n a te d a g a i n s t an d as a r e s u l t o f t h a t d is c r im in a tio n was 

d e n ie d an em pl oy m en t b e n e f i t , o r an a d m i n i s t r a t i v e d e c is io n 

a d v e rs e t o hi m wa s m ad e, th e b u re a u in w hic h th e c o m p la in t 

a r o s e s h a l l ta k e r e m e d ia l a c tio n w hic h s h a l l in c lu d e on e o r 

more o f th e f o llo w in g , b u t need n o t be l im i te d t o th e s e 

a c t i o n s :

(1 ) R e tr o a c tiv e p ro m o ti o n , w ith backpay co m pu te d

i n th e sam e m an ne r p r e s c r i b e d by 5 5 0 .8 0 4 o f th e FPM when th e 

re c o r d c l e a r l y sh ow s t h a t b u t f o r th e d i s c r im i n a t i o n th e 

em plo yee w hould h av e b e en pro m ote d o r w ould have b een em plo yed 

a t a h ig h e r g r a d e , e x c e p t t h a t th e b ack p ay l i a b i l i t y may n o t 

a c c ru e from a d a te e a r l i e r th a n tw o y e a r s p r i o r t o th e d a te 

th e d is c r im i n a t i o n c o m p la in t wa s f i l e d , b u t , in an y e v e n t, 

n o t to ex ce ed th e d a te he w ould h av e b een p ro m o te d . I f a 

f in d in g o f d i s c r im i n a t i o n wa s n o t b a se d on a c o m p la in t, th e 

back p ay l i a b i l i t y may n o t a c c ru e from a d a te e a r l i e r th a n 

tw o y e a r s p r i o r t o th e d a te th e f in d in g o f d is c r im in a tio n 

wa s r e c o r d e d , b u t , i n an y e v e n t, n o t t o e x ce ed th e d a te he 

w ould h ave b een p ro m o te d .

(2) C o n s id e r a tio n f o r p ro m o ti o n t o a p o s i t i o n f o r 

w hic h he i s q u a l i f i e d b e f o r e c o n s id e r a tio n i s g iv e n t o o th e r 

c a n d id a te s wh en th e r e c o r d show s t h a t d i s c r im i n a t i o n e x is te d 

a t th e ti m e s e l e c t i o n f o r p ro m o ti o n wa s made b u t i t i s n o t 

c l e a r t h a t e x c e p t f o r th e d i s c r im i n a t i o n th e em plo yee w ould 

hav e b een p ro m o te d . I f th e .' 'n d iv id u a l i s n o t s e l e c t e d , th e 

b u re a u s h a l l re c o r d th e r e a s o n s f o r n o n s e le c tio n . T h is 

p r i o r i t y c o n s id e r a tio n s h a l l ta k e p re c e d e n c e o v e r p r i o r i t i e s 

u n d e r o t h e r r e g u la ti o n s i n th e FPM.
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P e rso n n e l________________________ P a r t 71 3 DM A d d it io n t o FPM

C h a p te r 71 3 E q ual Em ploymen t O p p o rtu n it y 3 7 0 DM 7 1 3 > 8 . IB (3)

(3) C a n c e ll a t io n o f an u n w a rr an te d p e r s o n n e l a c tio n 

an d r e s t o r a t i o n o f th e em p lo yee.

(4) E x p u n cti o n fr om th e b u r e a u 's r e c o r d s o f any 

r e fe r e n c e t o o r an y r e c o r d o f an u n w arr an te d d i s c i p l i n a r y 

a c t io n t h a t i s n o t a p e r s o n n e l a c t i o n .

(5) F u l l o p p o r t u n ity t o p a r t i c i p a t e in th e em plo ye e 

b e n e f i t d e n ie d him ( e . g . , t r a i n i n g , p r e f e r e n t i a l wor k a s s ig n ­

m en ts , o v e rti m e s c h e d u lin g ) .

S u b ch a p te r 9. R ig h t t o F i l e a C i v i l A c t io n .

. 1 S ta t u t o r y R ig h t (R ef. FPM S e c . 7 1 3 .2 8 1 ) . An em plo ye e o r 

a p p lic a n t i s a u th o r iz e d by s e c t i o n 717 ( c ) o f th e C i v i l 

R ig h ts A c t, as am en de d, 84 S t a t . 1 1 2 , t o f i l e a c i v i l a c tio n 

in an a p p r o p r ia te U .S . D i s t r i c t C o u rt w it h in :

A. T h ir t y (30 ) c a le n d a r d ays o f h is r e c e i p t o f n o t ic e 

o f f i n a l a c t io n ta k e n by th e D ir e c t o r o f E q u al Em plo ym ent 

O p p o rtu n it y on a c o m p la in t;

B. One h u n d r e d -e ig h ty (18 0) c a le n d a r d a ys from th e d a te 

o f f i l i n g a c o m p la in t w it h h i s b u re a u i f th e r e has been no 

d e c is io n ;

C. T h ir t y (30) c a le n d a r d ays o f h i s r e c e i p t o f n o t ic e 

o f f i n a l a c t io n ta k e n by th e Com m ission on h i s c o m p la in t; o r

D. One h u n d r e d -e ig h ty (180 ) c a le n d a r d ays fr om th e d a te 

o f f i l i n g an a p p e a l w it h th e Com m ission i f th e r e h as been no 

Co m m ission d e c is io n .

• 2 N o ti c e o f R ig h t (R e f. FPM S e c . 7 1 3 .2 8 2 ) . Th e D ir e c t o r 

o f E q ual Em plo ym ent O p p o rtu n it y s h a l l n o t i f y an em p lo ye e o r 

a p p lic a n t o f h i s r i g h t to f i l e a c i v i l a c t i o n , an d o f th e 

30 -d ay ti m e l i m i t f o r f i l i n g , in an y f i n a l a c t io n on a 

c o m p la in t under S u b c h a p te r 4 , p a ra g ra p h s . 5 , . 7 , o r 2 1 .

Th e Co m missio n s h a l l n o t i f y an em plo ye e o r a p p lic a n t o f h i s 

r i g h t to f i l e a c i v i l a c t i o n , and o f th e 30 -d ay ti m e l i m i t 

f o r f i l i n g , in an y d e c is io n und er S u b c h a p te r 5 , p a ra g ra p h .4 .

1/4 /73 (R e le a se No. FPM 16 1) 

R e p la ces 6 /14 /7 1 (R e le a s e No. 14 0)
Depar tment of the Interior

DEP ARTMEN TAL MANUAL

P e rs o n n e l ___________________ P a r t 71 3 DM A d d it io n t o FPM

C h a p t e r 7 1 3 E q u a l E m p ln y m p n t O p p n r t n n i t y ___ 1ZQ__DM 712 i—2-«_2----

.3 E f f e c t on A d m in is tr a tiv e P r o c e s s in g (R ef. FPM S e c . 7 1 3 .2 8 3 )" Th e f i l i n g o f a c i v i l a c t io n by an em plo ye e o r a p p lic a n t does n o t te r m in a te D ep art m en ta l p r o c e s s in g o f a c o m p la in t o r Co m missio n p r o c e s s in g o f an a p p e a l under t h i s 

su b c h a p te r.

S u b c h a p te r 10 . R e p o r ti n g R e q u ir e m e n ts (R e f. FPM S e c . 7 1 3 .2 4 1 ) . 

. 1 D ep art m en t. The D ep ar tm en t s h a l l r e p o r t t o th e Co m m is sion

A. Th e a ccom p li sh m en ts o f th e a c t io n it e m s in c lu d e d in i t s c u r r e n t E q ual Em plo ym ent O p p o rtu n it y p la n when i t su b m it s th e p ro p o sed a n n u al n a tio n w id e p la n t o th e Co m m is sion f o r 

a p p r o v a l.

B. In fo r m a tio n c o n c e rn in g p re c o m p la in t c o u n s e lin g an d th e s t a t u s an d d i s p o s i t i o n o f c o m p la in ts a t su ch ti m e s and in su ch ma nn er as p r e s c r ib e d by th e Com m is si on .

.2 B u re a u .

A. The f o llo w in g s e t s f o r t h th e b u re a u e q u a l em pl oy m en t o p p o r tu n it y r e p o r t in g re q u ir e m e n ts an d e s t a b l i s h e s r e p o r t in g p r o c e d u r e s . A l l r e p o r t s a re t o be s ig n e d by th e B ur ea u E q u al Em plo ym ent O p p o rtu n it y O f f i c e r . B ure aus sh o u ld e n su re t h a t th e s t a t i s t i c a l d a ta a re a v a i l a b l e to b o th h e a d q u a r te r s and f i e l d a c t i v i t i e s . In th e e v e n t o f C i v i l S e r v ic e r e v i s i o n s to th e s e r e p o r t in g r e q u ir e m e n ts , b u re a u s w i l l be so i n ­ s t r u c t e d th ro u g h th e is s u a n c e o f a D e p art m e n ta l E qual Em plo ym ent O p p o rtu n it y Memorandum. B ure aus s h a l l :

(1 ) P r o v id e f o r q u a r t e r l y n a r r a t i v e r e p o r ts t o th e D ep ar tm en t D ir e c t o r o f E q ual Em ploymen t O p p o rtu n it y w it h a co py t o th e O f f i c e o f O r g a n iz a tio n an d P e rs o n n e l M an ag em en t, r e g a r d in g s i g n i f i c a n t p r o g r e s s made u n d er th e b u re au a f f i r m a t i v e a c t io n p ro gra m s; p ro b le m s e n c o u n te re d in p ro ­ gra m im p le m e n ta ti o n ; an d p r o j e c t s u n d erta k en t o e n la r g e jo b o p p o r t u n it ie s f o r women and m in o r ity gro u p mem be rs. Th e r e p o r t a ls o s h o u ld i n d i c a t e e f f o r t s b e in g made to a t t r a c t an d em pl oy In d ia n s in c lu d in g an y u se b e in g made o f
Depar tment of the Interior

DEPARTMENTAL MANUAL

e rs o n n e l_______________________ P a r t 71 3 DM A d d it io n to FPM

C h a p te r 71 3 Equal Em ploymen t O p p o rtu n it y 37Q DM 7 1 3 . 1 0 .2 A (l ) ( c o n t . )

th e e x c e p te d a p p o in tin g a u t h o r it y a p p lic a b le to In d ia n em plo ym en t. F u rth er, a s e p a r a te p age sh o u ld be e n c lo s e d sh ow in g th e 

num ber o f women in each g r a d e l e v e l G S-1 3 th ro u gh G S- 18 as 

o f th e en d o f th e q u a r t e r (M arc h 3 1 , Ju ne 30 , Sep te m ber 30 , 

an d De cembe r 3 1 ) . R e p o rts a re due in th e o f f i c e o f th e 

D ir e c t o r o f E qual Em ploy men t O p p o rtu n it y on th e t w e n tie th 

(2 0th ) da y o f th e mo nth f o llo w in g th e en d o f each q u a r t e r .

(2) P r o v id e m on th ly r e p o r t s to th e D ep ar tm en t 

D ir e c t o r o f E qual Em ploy men t O p p o r tu n it y , w it h a co py to 

th e O f f i c e o f O r g a n iz a tio n an d P e rs o n n e l M an ag em en t, r e ­

g a r d in g th e c o u n s e li n g a c t i v i t y o f th e E q u al Em plo ym ent 

O p p o rtu n it y C o u n s e lo r s . B ure au r e p o r ts a re du e in th e o f f i c e 

o f th e D ir e c t o r o f E q u al Em plo ym ent O p p o rtu n it y on th e te n th 

(1 0 th ) da y o f each m on th , an d c o v e r th e p re c e d in g mon th.

Th e fo rm at f o r t h i s r e p o r t i s in A p p end ix I I t o t h i s su b ­

c h a p te r .

(3) P ro v id e on a q u a r t e r l y b a s i s an e s tim a te d c o s t 

o f th e a d m in is t r a t iv e p r o c e s s in g o f a l l c o m p la in ts o f 

d is c r im in a t io n from th e c o u n s e lin g s t a g e th ro u gh th e is s u a n c e 

o f th e b u r e a u 's p ro p o sed d i s p o s i t i o n an d h e a r in g , sh o u ld th e 

c a s e be r e f e r r e d t o a c o m p la in ts e x a m in e r. T h is r e p o r t mu st 

be su b m it te d on a l l c o m p la in ts t h a t have be en c lo s e d by th e 

D ep ar tm en t w ith in a g iv e n q u a r t e r . T h is r e p o r t i s due w it h in 

20 c a le n d a r d ays o f th e c l o s e o f each c a le n d a r q u a r t e r . Se e 

A ppend ix I I I f o r t h i s r e p o r t fo rm a t.

(4) P r o v id e f o r q u a r t e r ly a c c e s s io n an d p ro m oti on 

r e p o r t s to th e D ir e c t o r o f E qual Em ploymen t O p p o rtu n it y w it h

a co py t o th e O f f i c e o f O r g a n iz a tio n an d P e rs o n n e l Man ag em en t. 

The r e p o r ts a re due n o t l a t e r th an th e tw e n tie th (2 0th ) o f 

th e mo nth fo llo w in g th e en d o f th e f i s c a l q u a r t e r . For m at s 

f o r th e s e r e p o r ts a r e in A ppendix IV to t h i s s u b c h a p te r . Any 

n a r r a t i v e com ments w it h r e s p e c t to th e s e r e p o r t s may be 

in c lu d e d in th e q u a r t e r l y n a r r a t i v e r e p o r ts r e q u ir e d by 

p a ra g ra p h A. o f t h i s s u b c h a p te r .

(a) Th e q u a r t e r l y p ro m o ti on r e p o r t i s a co u n t 

o f th e num ber o f p ro m o ti o n s i n t o e a c h g r a d e ; an d th e d e f i n i ­

t i o n o f "p ro m oti on " f o r t h i s p u rp ose i s an y a c t io n ( i r r e s p e c ­

t i v e o f a c tio n code) w h ic h ch an ges an e m p lo y e e 's p o s i t i o n 

an d ad va n ces th e em p lo ye e to a h ig h e r g ra d e an d /o r w hic h 

i n c r e a s e s th e e m p lo y e e 's s a l a r y .

1 /4 /7 3 (R e le a se No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le a se No . 140)
273

Department of the Interior

DEPARTMENTAL MANUAL

P e rs o n n e l________________________ P a r t 71 3 DM A d d it io n to FPM

C h a p te r 713 E q ual Em plo ym ent O p p o rtu n it y 370 DM 7 1 3 , 1 0 .2 A ( 5 )

(5) P r o v id e f o r an n u al r e p o r t s on t r a i n i n g in s t a n c e s 

to be su b m it te d t o th e D ir e c t o r o f Equal Em plo ym ent Op po rt u n i t y w it h a co p y t o th e O f f i c e o f O r g a n iz a tio n and P e rs o n n e l 

Man ag em en t. The r e p o r t sh o u ld c o v e r th e f i s c a l y e a r an d i s 

due n o t l a t e r th an A ugust 20 . See A ppendix V f o r t h i s r e p o r t 

fo rm a t.

(a ) " T r a in in g in s t a n c e s " a re th o s e do cu m en te d 

by Form D I- 510 o r D I- 510 A .

(b) " T r a in in g c a t e g o r i e s " a re th o s e a re a s o f 

t r a i n i n g i d e n t i f i e d on Form D I- 510 o r D I- 510 A .

(6) P r o v id e f o r an n u al r e p o r t s on aw ar ds w hic h w i l l 

be su b m it te d to th e D ir e c t o r o f E q ual Em plo ym ent O p p o rtu n it y 

w it h a co p y t o th e O f f i c e o f O r g a n iz a tio n an d P e rs o n n e l 

Man ag em en t. The r e p o r t sh o u ld c o v e r th e f i s c a l y e a r and i s 

du e n o t l a t e r th an A u gu st 20 . See A ppendix VI f o r t h i s 

r e p o r t fo rm a t.

(a ) T o t a l q u a l i t y in c r e a s e s and s p e c i a l a c h ie v e ­

men ts ca sh aw ar ds f i g u r e s m us t e q u a l th e t o t a l f i g u r e s 

r e p o r te d in th e A n n u al D ep ar tm en t Q u a lit y I n c r e a s e s g r a n te d 

r e p o r t and th e A nnual C i v i l S e r v ic e Com m ission I n c e n t iv e 

Aw ards Pr og ra m r e p o r t .

(b) S in c e em p lo yees a re b e in g r e c o g n iz e d f o r 

t h e i r o u ts ta n d in g a ch ie v em en ts in e x te n d in g e q u a l em pl oy m en t 

o p p o r t u n ity , an add end um sh o u ld be made t o th e aw ar ds r e p o r t 

sh ow in g how many aw ar ds f e l l in t h i s c a t e g o r y . A se con d 

cop y o f th e aw ar ds r e p o r t form sh o u ld be u se d , f i l l i n g in 

o n ly co lumn (1 ) w it h th e f i g u r e s f o r aw ar ds g r a n te d f o r Equal 

Em plo ym ent O p p o rtu n it y a ch ie v e m e n ts.

I t i s em p h asi ze d t h a t in th e b u re au w id e a c c e s s io n , p ro m o ti o n , 

t r a i n i n g in s t a n c e , an d aw ar ds r e p o r t s m en ti on ed a b o v e , A la sk a 

i s in c lu d e d in t h e . t o t a l s w h il e A le u t s an d Esk im os a re n ot 

co u n te d in an y on e o f th e fo u r m in o r ity g ro u p s; a s e p a r a te 

fo rm at i s to be u se d b y b u re a u s w it h em p lo yees in A la s k a .
274

370 DM Addit ion to IPM 

A ppen dix I 

page 1

INVE STIGA TIV E FIL E

COMPLAINT OF DISCR IMI NATIO N IN THE FEDERAL GOVERNMENT

IN THE MATTER OF

____________________________, Com plainant

(Name)

(Position)

(Organization)

(Place)

(Date)

UNITED STATES DEPARTMENT OF THE INTERI OR

Inv estigation Conducted By:

1/4 /7 3 (R el ea se No. FPM 161) 

Rep lace s 6/1 4/ 71 (R el ea se No. 140)

(Your Name)
275

370 DM Add

Ap pe nd ix 

page 2

GU ID EL IN E FO R

TA BL E OF CO NT EN TS

ition to PPM 

I

Pa ge

I. BA SI S FO R IN QU IR Y

II. BA CKG RO UN D

III. OR GAN IZA TI ONA L PO SI TI ON OF COM PL AI NT

IV. SU MM AR Y OF AL LE GA TI ON S OF DIS CR IM IN AT IO N

& FI ND IN GS OF FA CT x

V. SU RV EY OF TH E GE NE RA L EN VI RO NM EN T x

AF FI DA VI TS

No.

In te rv ie w of Co mp la in an t, (Name) 1

In te rv ie w( s) of All eged Di sc ri mi na ti ng 

Of fi ci al (s ): (Name(s ) and Po si ti on (s )) 2

In te rv ie ws of Wi tn es se s:

A. For the Compla in ant (Nam es an d Po si ti on s) 3

B. For the re sp on de nt (Nam es an d Po si ti on s)

EX HI BI TS

Not e: Sh ou ld be co mp il ed un der se pe ra te co ve r

ma rke d ex hi bi ts wit h ta bl e of co nt en ts 

in si de fr on t cov er. Li st the docu me nt ar y 

ev id en ce at ta ch ed to th e re port. If the 

nu mb er of ex hi bi ts is no t too gr ea t, list 

ea ch do cu men t ind iv id ua ll y an d id en ti fy it 

wi th a Tab lette r. If th e nu mb er of 

ex hi bi ts is too ex te ns iv e for this ap pr oa ch , 

th ey co ul d be gr ou pe d as fo ll ow s:
276

370 DM A dd itio n to FF 

A p p e n d ix I 

pag e 3

TABLE OF CONTENTS

(C o n ti n u ed )

Tab

Doc um en ts r e l a t i n g t o Mr. ( s ) . (Name) c o m p la in t. A 

(In c lu d e i n t h i s g ro u p th e t r a n s m i t t a l 

l e t t e r s r e q u e s t i n g th e i n v e s t i g a t i o n .)

L ab el th em in se q u e n ce A - l, A -2 , A -3 , e t c .

O r g a n iz a tio n a l C h a rt o f (O rg a n iz a ti o n ) B

Doc um en ts from M r(s ). (Name) O f f i c i a l P e rs o n n e l C 

F i l e

C h a rts r e l a t i n g to S tu d ie s o f th e G e n era l D

E n v ir o n m en t.

1 /4 /7 3 (R e le ase No. FPM 161) 

R epla ces 6 /1 4 /7 1 (R e le ase No. 14 0)
277

370 DM A dd itio n to FPM 

Appendix I 

page 4

INVESTIGATIVE FILE

COMPLAINT OF DISCRIMINATION IN THE FEDERAL GOVERNMENT

IN THE MATTER OF

(Name)

................................. . Complainant

(Position)................................... .

(Organization)............................... ,

(Place).......................................

I. BASIS FOR INQUIRY

(This section contains a description of the process whereby 

the formal complaint arrived at the investigative stage.

It also would contain a brief statement of the basis of 

the complaint. Appearing below is a sample version of 

this section.)

By memorandum of (date), from Mr. (Name), Director of 

Equal Employment, (Agency), to the Director of (Bureau), a 

request was made for an investigation of a complaint of 

alleged discrimination (Exhibit A-l ). Enclosed therewith 

was a memorandum dated (date), from (Name), Equal Employment Opportunity Officer (Organization) (Place), (Exhibit 

A-2), to the Director, Office for Equal Opportunity, 

enclosing a formal complaint of discrimination filed by a 

(Organization) employee, Mr(s). (Name), (Exhibit A-3 ).

Also enclosed with Mr(s). (Name of EEO Officer) memorandum 

was a report dated (Date), from Mr.(s). (Name), Equal 

Employment Opportunity Counselor (Exhibit A- 4). Mr(s).

(Name of Complainant) feels that (s)he was discriminated

aqainst because of (his/her)__________________________.

His complaint is against (Names and Positions ). He Feels 

that he was discriminated against in that (specify in broad 

terms the alleged discriminatory action(s).

II. BACKGROUND

(This section contains general background information about 

complainant from the official personnel file. A 

suggested format is shown below.)

The following information relating to (Name of Complainant) 

was taken from (his/her) official personnel file at (organization) 

(He/She) was born on fclate) at (place). (He/She) graduated 

from (schools) in (dates) with (degrees). (If appropriate, a 

brief summary of non-Federal employment history may be included

46-120 0 - 75 - 19
p p e n d ix I 

pa ge 5

here.) Docum ents in (his/her) offi cial per sonnel file show 

the following (agency name) emp loyment history:

Effective Date Act ion /Po sit ion

(Show the person nel action, 

position, grade, and salary.)

III. ORG ANIZATIONAL POS ITI ON OF COM PLAINANT

(This section des cri bes the organi zat ion al setting in 

whi ch the complai nant is, or was, employed. A samp le is 

shown be low.)

(Complainant's Name) has wor ked for (Name and Title 

of supervisor) since (he/she) transferred to the (Section) 

on (Dat e). (Name of Section) is in the (Name of Br an ch ), 

the Chief of which is (Na me) , against w ho m no all egations 

have been lodged by the complainant. The (Branch) come s 

under the (Division). Mr(s). (Name), alle ged dis cri min ati ng 

official, is Chief of that division. The (Division) had 

a total perso nnel com ple men t of (number) as of (date) . A 

(roster/organizational chart, etc.) of the (Division) is 

atta ched as Exhibit __.

The complainant was one of (number) (race, color, 

religion, sex, nati onal origin) employees in the (Section) 

consis tin g of (number) employees, and was one of (number) 

(race, color, religion, etc.) employees in the (Branch) 

con tai nin g (number) employees.

IV. SUMMARY OF T HE ALL EGA TIO NS OF DISCRIMIN ATI ON AN D THE

FINDING OF F ACT

The first part of this section shoul d be a d etaile d 

summ ary of the com pla inant's allegations of dis cri min ati on 

as set forth in his compla int and any other documents whic h 

were atta ched thereto.

Thereafter, set forth in broad summary fashion the 

issue s of dis crimination raised by the compla ina nt in his 

affid avit. These issues should be broken out from each 

oth er and set out in separate parag raphs: A. B. C. D. etc.

Followi ng this, take these issues one by one and 

dis cus s them fully in the followi ng manner:

1. Use a caption. Example: Sup erv isor's d ero gat ory 

sta tements about members of (minority gr ou p) .

2. Set forth in comple te detail all that the compla ina nt offered, eith er in his stat ement or supporting 

do cu me nt s, concerni ng the is su e.

1 /4 /7 3 (R e le a se No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
279

370 DM A dd itio n to FPM 

Appendix I 

page 6

3. Set forth in complete detail in whatever order 

best develops the picture the information obtained from all other sources pertaining to the issue . This would include the alleged discriminating official(s), agency records, and other witnesses' statements. Information obtained from these sources concerning the issue should be 

presented fully.

V. SURVEY OF THE GENERAL ENVIRONMENT

This section is used to report the results of studies 

and tabulations made to reflect the treatment of the group alleged to have been discriminated against as compared with the treatment of other persons by the alleged discriminating 

official or organization. The direction, focus, and extent of these surveys depends on the particular case and the issues involved. In a case involving race or sex, for example, studies could be obtained showing the distribution of employees by minority status or sex by grades throughout the organization involved in the complaint. Two distribution studies, one as of a date immediately before a RIF and one immediately after completion of the RIF can reveal a lot about the treatment of one particular group as compared to the 

treatment received by the entire organization, if RIF 

action was at issue in the case.

This action should contain a listing — an organization 

chart could facilitate this — of the titles and grades of each category of positions in the organization involved in the complaint. For each title and grade, show both the total number of employees assigned and among them the number of employees who belong to the group alleged to have been discriminated against. This may cover more organizations than the one involved in the complaint if the issues in­ volved in the case point toward the need to compare the 

organization with other organizations.

Automated records containing information about race, 

sex, and national origin may be maintained and, if used, with the authorization of the Equal Employment Opportunity Officer, would facilitate the conduct of the types of 

studies mentioned above.

This section would also contain extracts of those portions of witnesses' statements which concern the treatment of members of the group alleged to have been discriminated against. In a racial case, for example, when interviewing witnesses who are members of the group alleged to have been discriminated against, it is necessary to ask the witness
280

370 DM A d d it io n to FPM 

A p p e n d ix I 

Pa ge 7

whether they have any objection to being identified as 

members of this group. These witnesses will usually have 

no objection to being so identified. Be sure to place 

this statement in their affidavit. If a witness objects 

to being so identified, his statement is still useable but 

his wishes should be followed.

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
/ u un A d d it io n to 

A p p e n d ix I I 

Pa ge I

1 /4 /7 3 (R e le ase No. FPM 16 1) 

R epla ces 6 /1 4 /7 1 (R e le a se No. 14 0) BUREAU MONTHLY REPORT ON PRECOMPLAINT COUNSELING ( t o be s u b m it te d w it h in 1 0 c a le n d a r days o f c lo s e o f c a le n d a r m on th ) P e ri o d C o v e r e d _____________________ __________________ — TO ; Assistant Director of Equal Employment Opportunity Office for Equal Opportunity Room 1345 U.S. Department of the Interior Kind o f m a tte r g iv in g r i s e to th e r e q u e s t f o r c o u n s e lin g ? Num ber o f p e rs o n s a lle g in g d is c r im in a tio n on th e b a s is o f :

(1 ) I n i t i a l a p p o in tm e n t ------------------------------- (2 ) Pro m otion ----------------------- --- ---------- ----------

(3 ) R ea ss ig nm en t - - - - - - - - - - - - - - - - - - - - - - - - -

(4 ) S e p a ra ti o n -------------------- - - - - - - - - - - - - - - -

(5 ) S u sp en si o n --------- -------- - - - - - - - - - - - - - - - -

( 6 ) R ep ri m an d ------------------ ----- '7 ) Du ty h o u rs ------- - - - - - - - - - - - - - - - - - - - - - -

\ 8 ) Jo b tr a i n i n g - - - - - - - - - - - - - - - - - - - - - - - - -

(9 ) D e ta il - - - - ------------- ------ - -------------------------

(1 0 ) O th er ------- ------------------------ -----------------------

(1 1 ) TOTAL NUMBER OF PERSONS COUNSELED 

DURING THE MONTH:

Race

o r

C olo r

R e li g io n

Se xfe m ale Se x- male N a t' 1 O rig in T o ta l

I

1

CSC Form 1116-A (R e v is e d ) 

De cemb er 1972
370 DM A d d it io n to FPM 

A p p e n d ix I I 

pa ge 2

(1 2 ) Number o f in s ta n c e s of c o r r e c tiv e a c tio n , in c lu d in g agen cy im pr ov ed p e rs o n n el pra c'. ic « s , ta .’ea 'l ir i

th e mo nth as a r e s u l t o f c o u n s e li n g . I d e n tif y su ch In s ta n c e s w it h th e b a s is of th e a lle g n v i ' i i In a tio n is s u e , i . e . , ra c e o r c o lo r , r e l i g i o n , se x o r n a tio n a l o r ig i n .

Kind of c o r r e c tiv e a c tio n ta k e n :

( a ) Agency im pr ov ed p e rs o n n e l p r a c tic e s --------

b ) Pro m otion r e c e i v e d ----------------------- - ------------

( c ) T ra in in g o p p o rtu n ity r e c e i v e d ------------- -----

(d ) R ea p p o in tm e n t/ R e in sta te m e n t ------- --------------

( e ) R eq uest ed re a ss ig n m e n t re c e iv e d - - -----------I t ) A dve rs e a c tio n re d u ced o f r e s c i n d e d - - - ----

(g ) O th er d i s c i p l i n a r y a c tio n re duced o r

r e s c i n d e d - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ----

(b ) P r i o r i t y c o n s id e r a tio n f o r n e x t pro m oti on( i ) O th er ( s p e c if y belo w ) ---- --------------- - - - - -

A lle g in g d i s c r i m i n at i o n or. t h-. b a s i s o f :

R ac e/C olo r Re 1ig lo n Sc xFem.ale Se x- Male ’ 1 o r 111 n n

____

7

__________ J

—

L

•Q

1C

00r c

R ep or t p re p a re d by _____________________________________

T i t l e ____________________________________________________T ele phone numb er _______________________________________
283

370 DM A d d it io n to Fr 

A p p e n d ix I I I

D a t e ____________________________________ B u r e a u_______________ _____

EST IMA TED COST FOR PR OC ES SING DIS CRIM IN ATI ON COMPL AINT

C o m p la in a n t____________________ D a te F i l e d ___________ D a te C lo s e d _______

I . EEO C o u n s e l o r ( P r e - c o m p l a i n t )

T o t a l Man H o u rs ___________________ E s t i m a t e d C o s t* __________________

I I . C o m p la in t P r o c e s s i n g

( a ) I n v e s t i g a t i o n

T o t a l Man H o u r sf _______________ E s t i m a t e d C o s t___________

( b ) H e a r i n g ( i n c l u d e r e i m b u r s e m e n t t o CSC o r o t h e r 

a g e n c y )

T o t a l Man H o u rs + _______________ E s t i m a t e d C o s t ___________

( c ) A d j u d i c a t i o n

T o t a l Man H o u rs _______________ E s t i m a t e d C o s t____________

* I f t r a v e l o r o t h e r e x p e n s e i s i n c l u d e d , so s p e c i f y . 

£ To i n c l u d e w i t n e s s e s .

+ To i n c l u d e t r a v e l a n d man h o u r s o f w i t n e s s e s .

1 /4 /7 3 (R e le ase No. FPM 161) 

R ep la ces 6 /1 4 /7 1 (R e le ase No. 14 0)
284

U. S . DEPARTMENT OF THE INTERIOR

370 DM Ad ditio n J 

A ppendix IV 

page 1

REPORT OF ACCESSIONS BY WOMEN AND

M llZ ATiO NA L UNIT S: .

IAR.T.R ENDING:

MINORITY CROUrS

CHECK ONE:

F u ll -T im e P erm an en t

A ll O th e r

□

□

TAY CATEGORY

TOTAL

ACCESSIONS

___________________________

NEGRO

( ? )

srA N is u

SURNAMED

D )

AMERICAN

INDIAN

(4 )

1

1

1 orifdta ; 

(5 )

M M F M F M F M 1 F

TA .., AEl. PAY PLANS ..........

•TAL, SUH1ECT TO CLASS.

CT OR SIMILAR ......................

CS- 1 .................................

2 .................................

3 .................................

J ............................................

6 .................................

7 ................................

n .................................

n

10 ................................

11 ................................

12 .................................

13 ................................

14 ................................

15 .................................

16 ................................

17 .................................

18 ................................

TAL , WAGE SYSTEMS AND 

TiiER PAY PLANS ....................

Up T h ru $ 5 ,4 9 9 ..................

$ 5 ,5 0 0 T h ru $ 6 ,9 9 9 ..........

$ 7 ,0 0 0 T h ru $ 7 ,9 9 9 ..........

$ e ,0 0 0 T h ru $ 8 ,9 9 9 ..........

$ 9 ,0 0 0 T h ru $ 9 ,9 9 9 ..........

$ 1 0 ,0 0 0 T h ru $ 1 3 , 9 9 9 . . . .

$ 1 4 ,0 9 0 '. h r u $ 1 7 , 9 9 9 . . . .

'• 16.0 00 And O v e r..................

’AL. PARK rO LICE ...............

1 /4 /7 3 (R e le a s e No . FPM 16 1) 

R e p la c e s 6 /1 4 /7 1 ( R e le a s e No. 14 0)

Bureau EEO O ff ic er
285

70 UM A u d itio n to 

A p p e n d ix IV 

pag e 2

U. S. DEPARTMENT OF THE INT ERIOR

RETORT OF ACCESSIONS BY ALASKA NATIV& MINO RITY GROUTS

ICAN IZAT IONA L U N IT S :_______________ CHECK ONE:

IAUTER ENDING: _____________________ F u ll-T lm a Per m an en t j 1

A ll Other I 1

PAY CATEGORY

TOTAL

ACCESSIONS

ALASKA

(1 )

ALEUTS

(? )

ESKIMOS

(3 )

AMERICAN

IN liI.lN S

(4 )

M F M F M F M L

J iA L , ALL FAY FLANS . . .

H AL, SUBJECT TO CLASS. 

ACT OR SIMILAR ..................

GS- 1 ...............................

2 ............................... -

3 ...............................

4 ...............................

5 ............................... ______

6 ............................... _____

7 ...............................

(l ..........................

o

10 ..........................

I l ...............................

12 ...............................

13 ...............................

14 ...............................

15 ...............................

1G ...............................

17 ...............................

18 ...............................

O .A L , WAGE SYSTEMS AND 

OTHER FAY PLANS ................

Up T h ru $ 5 ,4 9 9 ............. 1

$ 5 ,5 0 0 T h ru $ 6 ,9 9 9 . . 1

$ 7 ,0 0 0 T h ru $ 7 ,9 9 9 . .

$ 8 ,0 0 0 T h ru $ 8 ,9 9 9 . . i

$ 9 ,0 0 0 “ hru $ 9 ,9 9 9 . .

1 0 ,0 0 0 T h ru $ 1 3 ,9 9 9 .

1 4 ,0 0 0 T h ru $ 1 7 ,9 9 9 .

$ 1 8 ,0 0 0 And O ver ..........

OT AL, PARK POLIC E ........... _______1

Bureau EBO O ff ic er
286

370 DM A d d it i. 

A p p e n d i x I V

pa ge 3

' A U . S . DEPARTMENT OF THE INTERIOR

RETORT OF PROMOTIONS BY WOMEN AND MINORITY CROUPS

ANIZATIONAL UN IT S: CHECK ONE:

Fu ll -T im e Perm anen t 1—J

RTER ENDIN G:

A l l Ot he r (___ I

PAY CATECORY

TOTAL

PROMOTIONS

(1)

NEGRO

(2)

SPAN

SURN

(3

1SII

AMED

AMERICAN

INDIAN

(4)

! ORIENTAL

1 (5) 1

M F M F M F M F M F

NS . . i

At ., ALL PAY PLA NS. S . . {

M G. .

AL , SUBJ ECT TO N S ..

A SS . ACT OR S . .

SIMILAR . . • M G. .

NS . . 1

C S- 1 S . .

M G..

NS . . »

GS - 2 S . .

HC. .

NS . .

A 3

W . H C ..

N S ..

C S- 4 S . .

MG. .

NS . .

C S- 5 S . .

M G..

N S ..

C S- 6 S . .

MC. .

N S ..

G S- 7 S . .

MC. .

N S ..

C S- 8 S . .

M C..

N S ..

PS - 9 S . .

MC...

N S ..

P S -10 S . .

MG. .

N S ..

p s - n S . .

M C. .

N S ..

MC

1/ 4/7 3 (R e le ase N o. FPM 161)

R e p la ce s 6/1 4/71 (R e le a se N o. 140)

I- *1
287

i/ O DM A d d itio . 

A ppen dix IV 

page 4

•'S Means Non -Superviso ry 

• Means Su pe rviso ry 

1C Means Man agerial

Bureau EGO O ff ic er
288

37 0 DM A d d it io n to FPM

A p p e n d i x I V

pa ge 5

U . S . DEPARTMENT OF TH E IN TERIO R

REPORT OF PROMOTIONS BY ALASKA NA TIV E MIN ORITY GROUPS

IRAN ITIONAL UNITS S _____________ CHECK ONE:

QUARTER ENDING: ___ □

C j

F u ll -T im e Perm flnen

A ll O th er

PAY CATEGORY

TOTAL

PROMOTIONS

AI AS KA

( 1 )

ALEUTS

(2 )

ESKIMOS

(3 )

AMERICAN

INDIAN

( 4 )

M F M F M F M F 1

NS. . . •

'('T A I., ALL PAY s . . . •

VI. ANS MG. . .

roTA L, SUBJECT TO N S .. .

CLASS. ACT OR S . . .

SIMILA R MG. . .

N S ...

GS-1 S . . .

MG. . .

NS. . .

< -2 ....... S . . .

MG. . .

NS. . .

V } s . . .

M G.. .

N S ...

CS-4 S . . .

MG.. .

N S .. .

CS-5 S . . .

M G .. .

N S .. .

GS- 6 S . . .

M G ...

N S ...

GS- 7 S . . .

M G .. .

N S ...

GS- 8 S . . .

M G .. .

N S ...

GS- 9 S . . .

MG. . .

N S ...

C S -IO S . . . —

MG. . .

g f - l l

N S ...

S . . .

-------------------------------- M C .. .

1 /4 /7 3 (R e le a s e No. 161)
289

370 DM Ad ditio n to r. n 

A ppen dix IV

page 6

----- - . ------ ■ - ■■ .

TOTAL

PROMOTIONS

ALASKA

( I )

ALEUTS

(2 )

ESKIMOS

(3 )

AMERICAN

IN b’ .N

______

M r M F M F M 1 I

NS. . .

GS- 12 S . . .

MG.. .

NS. . .

CS- 13 S . . . J

MG.. .

N S .. .

CS- 14 S . . .

MG. . .

N S ...

C S- 15 S . . .

MG. . .

NS. . .

C S- 16 S . . .

MG. . .

NS. . .

GS- 17 S . . .

MG. . .

N S ...

C S- 18 S . . .

MG.. .

OTAL, WAGE SYSTEMS N S :::

AN’ ■'TIIER TAY S : : : 1

J ~ANS MG::: ------------1

OTAL, PARK N S :: :

POLICE S : : :

MG::: -— -I

S Means N o n -S u p erv is o ry 

Me ans S u p e r v is o r y

G Me ans M a n a g eria l

Bur eau EBO O f f ic e r
2 9 0

3 7 0 D M A d d iti o n t o Fi ; 

A p p e n di x V 

p a g e 1

U . N. D EI' A M T H E NI' O F Till: I N T E RI O R 

R E T O R T O F T R AI N I N G I N S T A N C E S B Y W O M E N A N O MI N O RI T Y C R O U P S

C H E C K O N E!

»: o A NI Z A TI O N A L U N I T S : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ I — .

F u ll- Tl m o Per m n n e n): 1 I

l S u . L Y E A R E N DI N C : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

A l l O t h e r I 1

* T R AI N I N G C A T E G O R Y: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

(I d e n ti f y C at e g or y)

P A Y C A T E G O R Y

T O T A L

T R AI N I N G

I N S T A N C E S

( 1 )

N E G R O

( 2 )

S P A NI S H

S U R N A M E D

( 3 )

A M E RI C A N

I N M A N

( 4 )

O RI E N T A L

( 5 )

F M M F

< T A L, AI. L P A Y P L A N S . . .

il’ T A L, S U B J E C T T O C L A S S.

A C T O F SI M I L A R ..................

C S - 1 ................................

2 ................................

3 ...............................

4 ...............................

5 ................................

 6 ................................

8 ...............................

9 ................................

1 0 ................................

1 1 ................................

1 2 ................................

1 3 ................................

1 4 ................................

1 5 ................................

1 6 ................................

1 7 ................................

1 8 ...............................

i T A L , W A G E S Y S T E M S A N D

O T H E R P A Y P L A N S ................

U p T h r u $ 5 , 4 9 9 ..............

$ 5 , 5 0 0 T h r u $ 6 , 9 9 9 . .

$ 7 , 0 0 0 T h r u $ 7 , 9 9 9 . .

$ 8 , 0 0 0 T h r u $ R , 9 9 9 . .

$ 9 , 0 0 0 T i r u $ 9 , 9 9 9 . .

$ 1 0 , 0 0 0 T h r u $ 1 3 , 9 9 9 .

$ 1 4 , 0 0 0 T h r u $ 1 7 , 9 9 9 .

$ lfl, 0 0 0 A n d O v e r ...........

T O T A L, P A R K P O LI C E ...........

ae ae p a r a te Re p ort F or a f o r e ac h T r ai ni n g C a te g or y.

1/ 4 / 7 3 ( R el ea se N o. 1 6 1 )

R e p la ce s 6/ 1 4/ 7 1 ( R ele as e N o. 1 4 0)

B u rea u E E O O ffic er
A p p e n d i x V

p a g e 2

U . S . DEPARTMENT OE THE INT ERIOR

RETORT o r TR AINING INSTAN CES BY ALASKA NATIV E MINORITY CROUPS

... ZATIONAI. U N IT S: _________________ CHECK ONE:

SEAL YEAR EN DING : __________________ F u ll - T i m e P er m u n o n t □

A l l O t h e r [ 3

* TR AINING CATEGORY: __________________________

( I d e n t i f y C a t e g o r y )

Bureau EEO O fficer

u .s . depart:lent o r th e in t e r io r

REPORT OF AWARDS BY ALASKA NATIVE MINORITY GROUPS

370 DM A ddit io n to FPM 

A p p e n d ix V I 

pa ge 2

46-120 0 - 75 - 20 FISC AL YEAR Ei’D IN G: PAY CACECOXY TCi AL A’rXTDS ALASKA (11 ALEUTS (2 ) ESKLMOS (3 ) AMERICAS 1X0 LAS <4) Ql

H Ql SA H QI SA H SL SA B

tTt.AL, ALL r.-Y PLANS .............. 1 1 vital, s.’por c? to -class.

ACT OX SIMILAR ..........................

I

GS- 1 ................................

! i

2 ................................ i i 3 ............................. i 1 6 ................................ i i 1 5‘ ......................... . i i 1 6 ................................ i 1 t 7 ................................ i 1 1 8 . i 1 J 1 9 ................................ 1 i I

i i o ........................ : i i 1 1 i i ................................ i

1 1 1 1 2 ................................ 1

________

i 1

1 1 1 4 ................................ | 1 1 1 1 5 ..................................... L 1 1 6 ................................ I I 1 1 1 7 ................................ I 1 1 8 ................................ 1 1 total, wage systems and

OTHER Pay FLAKS .....................

1 1

0? thr-j $5, 49 9 . . . .

1

1 $5 ,5 00 th ru $6 ,9 99 . . 1 1 1 $7 ,000 th ru $7, 99 9 . . $8,0 00 th ru $S ,S99 . .

i » 1

! 1 1 S9 .0 00 thr u $9 ,9 99 . . $1 0, 00 0 thr u $1 3, 95 9 .

S ,5 ,000 th ru $1 7, 95 9 . _i._ $16, QOQ arx* Crer . . .

1 1 1 I 1 I 1 4 ' - - 1 1

— i

i

— 1 1 1 1 1 1 ! ____ . !_"

c •• POLICE . . . . | k . . . i , 1 - - J 1 - -Ji .

1C

CD

00
DEPARTMENT OF THE IN TERIO R 

NA TIO NA L EQUAL EMPLOYMENT OP PO RT UN ITY G U ID ELIN ES 

FIS C A L YEAR 1 9 7 5

Exhibit

APP RO VE D:
TABLE OF CONTENTS

PAGE

Part I

Introduction ................................................................ 1

Purpose ..................................................................... 2Responsibility .............................................................. 2

Organization ................................................................ 3Goals ....................................................................... 3

Special Emphasis Programs ................................................... 3

Consultation ................................................................ 4

Continuing/Action — Fiscal Year 1976 4

Staffing Requirements ....................................................... 5

Part II

295

Program Element 1. Organization and Resources to Administer the EEO Program 

in a Positive and Effective Manner ....................................... 6
Program Element 2. Recruitment Activities Designed to Reach and

Attract Job Candidates .................................................

Program Element 3. Full Utilization of the Present Skills of Employees ..

Program Element 4. Opportunities for Employees to Enhance their Skills 

Perform at their Highest Potential, and Advance in Light of Available 

Opportunities ...........................................................

Program Element 5. Training, Advice, Incentives and Performance Evaluation 

to Assure Program Understanding and Support by Supervisors and Managers ..

Program Element 6. Participation in Community Efforts to Improve 

Conditions which affect Employability in the Federal Government

Program Element 7. System for Internal Program Evaluation and Periodic 

Progress Reports .....................................................

Appendix. Programs and Activities for Participation in Employment and 

Training Programs for the Economically or Educationally Disadvantaged 

and the Worker-Trainee Opportunities Program ........................

Part III

Regional EEO Plan Submitting Offices ...............................

EEO Plan Development Rarget Dates ..................................

EEO Plan Development Schematic .....................................

Regional and Bureau Plan Submission Requirements of FPM Letter 713-22

Enclosure 1. Allocation of Personnel and Resources for EEO 

- Enclosure 2. Report of Qualification of Principal EEO Officials

Enclosure 3. Individual Training and Education Program Plans
Introduction

The Department of the Interior Equal Employment Opportunity Plan for FY '75 is in 

response to the call for action contained in:

1. Public Law 92-261, Equal Employment Opportunity Act of 1972, March 24, 1972.2. Executive Order 11478, EEO in the Federal Government, August 8, 1969.

3. Chapter 713 of the Federal Personnel Manual, FPM Supplement 990-1, and 

Department implementing instructions contained in 370 DM 713.

4. FPM Letter 713-18, Equal Employment Opportunity — Implementing the 

Spanish-Speaking Program, January 23, 1973.

5. Secretary Morton's memorandum of July 13, 1971, calling upon bureaus 

to attract and employ American Indian and Alaskan Native people in careers with the Department of the Interior.

6. President Nixon's memorandum of April 21, 1971, calling upon all 

departments to "clearly demonstrate our recognition of the equality of 

women by making greater use of their skills in high level positions."

7. Civil Service Commission Chairman Hampton's memorandum of May 11, 1971, 

which endorses the establishment and use of goals and timetables as a 

useful management concept which should be used where they will contribute to the resolution of EEO problems.

Part 370 DM 713 of the Departmental Manual establishes the basic framework for a 

positive program to ensure equal employment opportunity without regard to race, color, 

religion, sex or national origin in the Department of the Interior. Further it spells 

out the roles and interrelationships of designated EEO program officials. A brief 

summary of staffing requirements is given later in this section.

297
Purpose

The EEO program's overall purpose is to establish a continuing management operation which will assure equality of opportunity in all employment matters with special emphasis on the utilization of women and members of minority groups. The minority 

group designations established by the Civil Service Commission are: Negro, SpanishSurnamed, American Indian and Oriental. For use in Alaska, the categories Aleut 

and Eskimo are used also.

The Equal Employment Opportunity Affirmative Action Plan is a blueprint for action at all organizational levels throughout the Department. Nothing contained in this EEO plan shall be construed as abrogating in any manner the preference of American 

Indians for positions related to the administration and conduct of Indian Affairs 

which has been granted by statutes of the United States.

ResponsibilityThe Bureau head is responsible for establishing and maintaining a continuing affirmative 

program to promote EEO throughout the Bureau. He is responsible for providing the 

personal leadership, active support and vigorous enforcement of the objectives of the 

EEO Plan. He communicates clearly his expectations to top managers, including the 

Bureau EEO Officer, and personally evaluates their performance.

The policy of equal opportunity applies to, and must be an integral part of, every aspect of personnel policy and practice in the employment, development, advancement, and treatment of employees. Responsibility for program effectiveness is shared by 

every manager and supervisor.

The EEO Officer has primary responsibility for initiating and carrying out a positive 

EEO program. To fulfill this responsibility he must make effective use of his staff 

— Federal Women's Program Coordinator, Spanish Speaking Program Coordinator and other 

EEO Specialists. The EEO staff complements the EEO Officer in achieving the realization of the EEO objectives.

298

-2-
Organization

This document is the basic framework upon which the Department of the Interior Equal 

Employment Opportunity Plan for FY '75 is to be based. The approach to EEO plan 

development expressed in it gives supervisors and managers at all levels throughout 

the Department a genuine opportunity to specify in concrete terms realistic EEO 

objectives and goals which can be fulfilled locally.

The plan is written to cover the needs of all levels of management - from an organization with several hundred employees to an installation of 10 or less employees.

Each manager is expected to review the total plan to determine which of the action 

items should be an ongoing commitment of his organization and to determine how those 

items identified can best be implemented. Each commitment should be documented with 

specific goals, responsibility, and target dates specified. For example, in making 

contacts with minority group and women's organizations, specify the name of the 

organization to be contacted, the dates of the visits, the staff member responsible 

for making the visit and any other pertinent information.

The final Department Plan will be a compilation of the "mini" plans developed at the 

local and regional levels. c©CO

GoalsManagers must establish their commitments and employment goals on a realistic basis, 

taking into account available opportunities within their organizations, estimated 

turnover, anticipated hiring, and occupational needs, and relating these factors to the potential supply of women and minority group persons from the workforce and in 

the recruiting area who are qualified or who can reasonably be expected to qualify 

after appropriate training and development.

Special Emphasis Programs

In developing Bureau, Regional and local commitments, special emphasis should be 

given to meeting goals of the Federal Women's Program, the Sixteen Point Program

-3-
for the Spanish Speaking and the recruitment and hiring of American Indians outside 

the Bureau of Indian Affairs. If a Regional or Bureau plan encompasses a geographical 

area where there is a significant representation in the population of either Spanish 

Surnamed Americans or American Indians, it would be most appropriate to have action 

items in that plan which address themselves specifically to meeting the needs of 

these locally prevalent minority groups.

Consultation

In developing EEO objectives and goals, local managers must consult with minority 

groups, community leaders, labor organizations, employees, women's groups and other 

interested parties, and consider their input in setting commitments.

Continuing Action — Fiscal Year 1976

This plan will be reviewed and revised for FY '76. Nonetheless, there are many 

program areas that require long-range consideration on a Departmentwide basis and will be included in the EEO Plan for FY '76. In developing implementing commitments, 

think in terms of at least two-year programs against which short range goals and target dates may be set so that programs may be evaluated on a continuous basis 

and program emphasis changed, where necessary, as a result of evaluation.
Staffing Requirements

To achieve the most effective equal employment opportunity program implementation 

possible, Chapter 370 DM 713 of the Departmental Manual contains the following 

bureau staffing requirements:

1. Designate for the bureau a full-time EEO Officer who reports directly to 

tne bureau head.

2. Designate a full-time Federal Women's Program Coordinator to serve on the 

staff of the EEO Officer.

3. Designate a full-time EEO Officer for each major field administrative or 

regional office.

4. Designate a Federal Women's Program Coordinator for each major field administrative or regional office.

5. Designate a Coordinator for the Spanish Speaking Program at major installations

located in Arizona, California, Colorado, New Mexico and Texas. Coordinators 

should be designated in other offices as needed to assure implementation of 

the Sixteen-Point Program to assist Spanish-Surnamed. (i.e. areas of high

concentrations of Spanish-Surnamed people such as Miami, New York, Chicago, 

Philadelph ia.)

6. Provide EEO Counselors as are necessary throughout the bureau who are 

reasonably accessible to employees.

7. Designate a minimum of four (4) investigators for those bureaus employing 

1,000 or more and two (2) investigators for bureaus employing less than
Program E lement 1. Organization and Resources to Administer the EEO Program in a positive and effective manner

Problem

Present EEO resources need to 

be evaluated to insure EEO 

program is administered in a 

positive and effective manner.

Action

Target

Responsibility Date

Accomplishment 

Date and Results

Bureau issuances implementing 370 DM 713 need to be kept 

current.

There is a need to reinforce 

manage r's role in administ ering the EEO program.

1. Review and evaluate staff and OEO

budget resources to determine Bureau Head

necessary changes and/or EEO Officer

additions to accomplish basic

EEO program. Assure that the 

staffing requirements of 

370 DM 713 are met as to EEO 

Officers, Federal Women's Program Coordinators, Sixteen-Point Program Coordinators for the Spanish Surnamed Counselors,and Investigators.

1. Review and update if necessary EEO Officers 

the Bureau issuance implementing the Departmental Manual chapter 

which assigns specific responsibility and authority for program management. This issuance 

should spell out the roles and interrelationships of the EEO 

Officers, FWP Coordinators; SSP 

Coordinators; Counselors; Investigators; managers, supervisors, and 

employees.

Submit certification of currency 

or a copy of revised Bureau 

issuance to the Office for Equal 

Opportunity.

1. Hold third Regional Conference OEO 

for Natural Resource Regions 

VI-VII in Denver.

December 31

October 1

September 30

302

-6-
Problem Action Responsibility

Prepare proposal for rotational 

annual National EEO Conference.

Target

DateJanuary 15

AccomplishmB 

Date and Res?

Many EEO staff personnel need 

additional training in personnel administration and EEO.

1. Arrange for training and o rientation in personnel administration for bureau headquarters 

staff engaged in EEO activities.

APM

OEO

July 15

2. Enroll all recently appointed

EEO staff officials in basic personnel training.

EEO Officers October 30

3. Organize and conduct session 

for bureau EEO staff on the 

new complaint procedures.

OEO September 30

4. Ensure that all Federal Women's 

Program Coordinators and 16- Point Program Coordinators be 

given training in administering 

their respective special emphasis 

programs.

EEO Officers

FWP Coordinators 

S-S Coordinators

December 31

ow

Present capabilities of EEO 

Counselors need to be 

strengthened.

1. Organize and conduct a "train 

the trainer" session on the 

responsibilities and function of the EEO Counselors.

OEO

2. Implement EEO Counselor 

training throughout bureau.

EEO Officers

3. Provide for periodic review of 

the adequacy and competency of counselors.

EEO Officers

Some employees need further exposure and understanding of 

the EEO program, including the dis crimi nation complaint

1. Insure that all employees are 

aware of the complaint procedures contained in 370 DM

713.

EEO Officers

system.

-7-

November 30

March 31Continuing

June 30

.............. .
Problem Action Responsibility

Significant delays in process- 1. Review the handling of OEO ing complaints of discrimi nation complaints to insure that EEO Officers are occurring. they are processed in a 

timely, competent and 

objective manner in accord ­

ance w ith Department and CSC regulations.

Target

Date

10th of each 

month

Accomplishment 

Date and Results

There is a need for better 

coordination of the EEO progra m into total progra m planning.

1. Begin assessment and planning 

cycles for the development 

of the EEO plan for 1976.

OEO December 31

EEO Officers

Managers

304

-8-
Program Element 2. Recruitment activities designed to reach and attract job candidates from all sources. NOTE: In 

conjunc tion with the objective of full utilization of present skills of employees (Upward Mobility) and increasing 

minority and women partic ipation in the middle and upper grades, full consideration will be given to minorities and 

women currently on the workforce in achieving EEO recruitment goals.

ProblemThe recruitment of minorities 

has yet to meet the Depart ­

ment's long-range goal of 

12 percent minority employment 

(not counting American Indians 

in the Bureau of Indian Affairs) 

by 1977.

Action

Increase minority employment in line with the Departmental 

goal.

Go al :

Responsibility

Managers 

EEO Officers

Target

DateJune 30

Accomplishment 

Date and Results

Minorities in top and mid-level 

positions need to be increased.

1. Increase the employment of 

minorities in grades GS-11 

and above.

Managers 

EEO Officers

June 30

Goals by grade level:

GS-11 GS-14

GS-12 GS-15

GS-13 GS-16 and above

00O

C l

Women in top and m id-level 

positions need to be 

increased.

1. Increase the employment of Managers June 30

women in grades GS-11 and above. EEO Officers

Goals by grade level:

GS-11 GS-14

GS-12 GS-15GS-13 GS-16 and above

The employment and 

utiliz ation of American 

Indians needs strengthening.

1. Increase the employment of 

Indians in bureaus other 

than BIA.

Managers June 30

EEO Officers

Goals:

-9-
Problem Action Responsibility Target Date Accomplishment Date and Results

Minorities and women are 

underrepresented in certain 

occupations utilized by the Department.

1. Review occupations designated 

for concentrated EEO action. 

Revise list as necessary and establish new goals. Increase 

employment of minorities and 

women in those occupations.

Occupations:

Minorities:

Women:

Managers 

EEO Officers

Increase by June 30, 

1975. Establish goals for following fiscal 

year by February 1975.

Positions designated for EEO 

emphasis need to be given 

special attention in the way they are announced, the way 

candidates are sought and the 

way evaluation and selection are made.

1. The following shall be done 

when the Request for Personnel 

Action, SF-52, is executed on occupations identified for EEO 

emphasis:

EEO Officers At time of Action.Personnel Officers

Managers

a. Assure that minorities and 

women, as potential candidates, are aware that recruitment is 

taking place.

b. Assure that recruiters are 

aggressively seeking out minority and women candidates as well as 

others.

c. Assure that management and 

selecting officials are aware 

of the organization's EEO goals, and that women and 

minority group candidates 

receive fair and equal treatment in the selection process.

d. Assure that the evaluation of 

applicants takes into co nsideration only those factors 

which are determined to be job 

related.

306

-10-
.Problem Action Responsibility

Target

Date

Accomplishment 

Date and Results

e. Assure that selection 

is based on job related 

factors only.

f. Report quarterly the number 

of vacancies filled, the 

number of women and minorities considered, and the 

number appointed for purposes 

of monitoring any employment 

patterns that may indicate 

denial of opportunities to 

qualified women and minorities 

(quarterly narrative reports 

370 DM 713).

g. Circulate all vacancy annou ncements to minority and women's 

orga nizations.

Recruitment of mino rities and 

women from selected colleges 

and universities needs to be 

carried out on an on-going 

basis at both the local and 

national level.

Maintain on-going contacts with 

local colleges and universities 

to inform students including 

mino rities and women as well as

Managers 

EEO Officers 

Personnel Officers 

OEO

Continuing

staff of opportunities in the Department.

Develop a cooperative program EEO Officers

among bureaus to maintain on- OEO

going contact with selected

colleges and universities to 

ensure that lines of communications between the Department 

and placement offices of those 

colleges and universities are 

open at all times, and to identify 

minor ity and women potential job 

candidates. Provide information 

to students on how to qualify for 

Department employment.

June 30

Participate at Regional Conferences 

of College Placement personnel.

EEO Officers 

FWP Coordinators 

S-S coordinators

Continuing

4. Participate in selected professional Managers 

society meetings where job opportunities are explored.

Continuing
. Problem

Participation of minority and 

women students in cooperative^ 

work-study and other school 

programs needs to be expanded 

and all potential employees 

and interested students need 

to be identified.

Action Responsibility Target Date Accomplishment Date and Results

1. Review existing programs 

to include more minorities 

and women students. Broaden 

participation in all programs to include colleges and universities with significant 

numbers of minorities and women.

EEO Officers Personnel Officers 

Managers

June 30

f

GoalsNo. of agreements:

No. of participants:

Total:

Minority:

Women:

2. Study the feasibility of develo ping a cooperative program for the 

Department.

0E0EEO Officers 

Personnel Officers

March 31

More effective use needs to 

be made of the IPA. 1. Expand contacts with state and local governments and institutions of higher education to 

assure broader use of the 

Intergovernmental Personnel

Act through assignments of 

women and minority candidates at middle and upper grade levels 

to programs in the Department and 

assignment of Department employees 

to state and local governments and 

institutions of higher education.

EEO Officers Personnel Officers 

Managers

June 30 COO

00

Goals:

Placement within Department: 

Min orities:

Women:

Placement outside Department:

-12-
46-12 0 0 - 75 - 21 • Problem Summer employment opportunities for minority and wom en students and faculty members who come in contact with significant numbers of minorities and women need to be increased. Action Responsibility

Target Accomplishment

Date Date and Results

L. Insure that any college 

recruitment program for 

summer employment reaches 

undergraduate minority group 

and women students in order 

to influence their pursuit of 

courses that qualify them for 

permanent appointments with 

the Department following 

graduation.

2. Establish numerical goal for 

employment of women and 

minorities.

Tota l:

Minorities:

Women:

EEO Officers June 30

Personnel Officers 

Managers

FWP Coordinators 

S-S Coordinators

EEO Officers 

Personnel 

Officers 

Managers

FWP Coordinators 

S-S Coordinators

Increase by June 30 

1975.

Establish goals for 

following FY (1976) 

February 1975.

3. Establish numerical goal for 

summer employment of faculty 

members of colleges and u niversities with significant 

numbers of women and minority 

group students and women's 

colleges so as to acquaint them 

with Department programs and 

staffing needs.

EEO Officers 

Personnel 

Officers 

Managers

FWP Coordinators 

S-S Coordinators

Increase by June 30 

1975.

Establish goals for 

following FY (1976) 

February 1975.

CC

o

CO

Go al s:

-13-
Problem

Positive contacts with minority 1 

and women groups or organi zations as sources for candidates for technical, professional 

and manag ement level positions need to be maintained at all 

levels.

Action Responsibility

Identify and make on-going 

contacts with local and national organizations or 

groups that can be sources of 

candidates, e.g., The Urban League, NAACP, LULAC (League of 

United Latin American Citizens), Operation SER, G.I. Forum, Bureau of Indian Affairs, National Congress 

of American Indians, Business and 

Professional Women's Club, Society 

of Women Engineers, FEW, etc.

EEO Officers Personnel Officers 

Managers

FWP Coordinators 

S-S Coordinators

Target

Date

May 31

Accomplishment 

Date and Results

A ready source of qualified 1

minority and women candidates 

for professional, technical 

and manag ement positions is 

needed.

The names and qualifications of ^EO ° “ ^ e r s women and minority applicants who g _s C o o r d i n a t o r s

are assisted through the EEO officecommunity relations outreach effort will

be maintained for referral when vacancies

are announced. Merit system principles will apply.

Continuing

Qualified min oriti es and 1

women sometimes cannot work 

full-time.

Review work organization and 

staffing needs to determine 

opportunities for part-time 

employment. Assure that part-time needs are made known to employees and applicants.

Personnel Officers 

EEO Officers 

Managers

Report to 0E0 

April 20 as part of the 3rd quarterly 

report.

310

A more complete survey 1

should be made to determine 

the need for positions 

requiring bilingual ability 

or special cultural or ethnic 

knowledge.

Identify and recruit for positions that require a knowledge 

of another language; e.g., public contact positions in 

areas where there are large 

Spanish speaking or American 

Indian populations.

Managers

Personnel Officers 

EEO Officers 

S-S Coordinators

- 1 4 -
• Problem

Current employment brochures 

and information pamphlets are 

not directed toward minorities 

and women.

Action

1. Review and revise existing 

employment brochures and 

career pamphlets to include 

action pictures, including 

women and minority group 

employees, in significant job 

situation's. Develop special 

recruitment literature aimed 

at women and minority groups, 

including Spanish language 

recruitment literature where 

appropriate.

target

Responsibility Date

Managers March 31

Personnel Officers 

EEO Officers 

0E0

APM

Accomplisiwent 

Date and Results

Department M ana gers, EEO and 

personnel staff need more 

knowledge of and involvement 

with local uni versities and 

community groups.

The community contactrecruitment program that 

began in 1973 and projected 

for FY '74 was not fully 

implemented due to lack of 

sta ff.

Renew the community contactrecruitment program by geographic 

area concentrating initially on 

the Southwestern part of the 

United States where there is a 

large Spanish-Surnamed population 

and Indian population. The contactrecruitment program involves the 

selection of a nucleus of bureau 

installations in a particular 

region, on-site visitation of the 

education and training resources, 

contacts with local universities 

with heads of various departments 

in the disciplines of interest 

to Interior, and contacts with 

local organizations concerned with 

improved employment opportunities 

for women and minorities.

Goals: Four visits

0E0

S-S Coordinators

September

December

February

April

W

-15-
Problem Action

a. Expand this program to 

Southeastern part of the 

United States.

Goals: One visit to Atlanta

Responsibility

0E0

Target

Date

Accomplishment 

Date and Results

December

312

-16-
Program Element 3. Full U tiliz ation of the Present Skills of Employees

Problem Action Responsibility

Target

Date

Minorities and women continue 1. Maintain a system to identify Managers October

to be concentrated in lower- employees who are under- Personnel Officers January

level positions, many of which utilized or in dead-end posi- EEO Officers April

are dead-end positions or are 

positions in which the cap abilities of the employees 

are underutilized.

tions. Set up a schedule to 

identify employees within an 

occupational area, organiza ­

tional unit, grade group, etc. 

during the first half of FY '74 

and each six-months thereafter. 

Report the system utilized and number of employees identified 

in quarterly reports.

July

Accomplishment 

Date and Results

2. When identified, provide coun ­

seling to all employees serving 

in dead-end positions or in 

positions where their skills are not utilized and develop 

individual career plans taking into consideration available training and other job opportunities for improved utilization 

of their abilities. Keep records on such counseling, training and 

job changes and report the results 

in quarterly narrative reports.

Managers

Personnel Officers 

EEO Officers

OctoberJanuaryAprilJuly CO

t— * 

CO

3. Review all positions as they 

become vacant for job restructuring to create additional employment opportunities at the lower 

grade levels, at the same time 

creating more opportunities for career growth at the higher levels.

Managers

Personnel Officers EEO Officers

Continuing

-17-
Problem Action

4. Make full use of jobengineering techniques, 

separating from the highly skilled positions those duties that require lesser skills in 

the technician, helper and aid 

categories, and thereby create new job opportunities for the 

disa dvantaged.

Target

Responsibility Date

Managers Continuing

EEO Officers Personnel Officers

Accomplishment 

Date and Results

5. Be aware through skills banks

or similar devices of the skills available within the workforce 

so that underutilized employees 

may be matched with available 

job opportunities. Update skills 

inventory at least annually.

EEO Officers January 31

314

- 1 8 -
Progra m Element 4. Opport unities for employees to enhance their skills, perform at their highest potential, and 

advance in accordance with their abilities in light of available opportunities.

Problem Action Responsibility

Target _ Accomplishment

Date Date and Results

There is a need to strengthen 

education and training efforts 

to assist low grade employees realize their highest potential.

1. Implement the Upward Mobility

Program issued by the Department 

by bringing present programs 

into compliance with the Department program and by establishing 

new ones where necessary, and 

report on progress quarterly.

Managers July 1, 1974

Personnel Officers 

EEO Officers October

January April July

Such a program should include a 

method for identifying employees; 

development of career plans; career 

counseling and guidance; education and training, making maximum use of local education programs and 

resources and on-and-off-the clock 

development opportunities; and, 

proper utilization and placement. 

The program will identify the number of target positions, projected cost, number of employees 

to be trained, and the method of 

selection.

W

i— *

a. Consider the elements of 

the Upward Mobility Program outlined above and be 

prepared to input local commitments and follow 

through upon receipt of 

Departmental Upward 

Mobility Program.

Managers 

EEO Officers Personnel Officers

-19-
Problem * Action Responsibility Target Date Accomplishment Date and Results

2. Make maximum use of the Training 

Agreement to Enhance our Upward 

Mobility Programs (PM Letter 

73-8, March 16, 1973). Through 

use of this agreement, employees 

GS-2 through GS-9 with demon ­

strated potential may be 

competitively selected and 

trained for new careers in thirty-four clerical, admi nistrative, and technician occupations.

Managers

Personnel Officers 

EEO Officers

Total:

Minorities:

Women:

3. Utilize the Departmental Skills 

Training Center and similar 

local training programs to provide employee development opportunities to improve English 

ability, reading comprehension and secretarial and typing 

skills.

Managers

Personnel Officers 

EEO Officers

Continuing

316

Total:

Minori tie s:

Wome n:

-20-
.Problem Action Target Responsibility Date Accomplishment Date and Results

Insufficient opportunities have 

been p rovided women and mi norities to partic ipate in midlevel and executive development 

opportunities.

1. Make maximum use of the Career 

Development Agreement (370 DM 

412 and PJ1 Bulletin 73-44,

March 6, 1973). This agreement 

provides a system whereby professional, scientific, and technical personnel, grade GS-7 and a bove, with management 

potential ma y be reassigned to administrative or management positions and administrative 

personnel may be reassigned to other administrative or management fields.

Managers June 30

EEO Officers Personnel Officers

Tota l: 

Minorities:

Wome n:

2. Utilize the Departmental Manager 

Development Program (GS-7 through GS- 13). This program is a full- 

•time training program which 

provides rotational training 

assignm ents at the bureau, departmental and other agency 

levels, to gain a better u nder ­standing of the Department and 

the Executive Branch as a whole.

Managers June 30

EEO Officers Personnel Officers

317

Total:

Min ori tie s:

Women:

-21-
Problem . Action Responsibility Target Date Accomplishment Date and Results

3. Insure that women and minorities 

are among the participants in 

executive training assignments conducted by the Department and 

by outside training and develo pment resources coordinated by the Natural Resources Executive 

Inst itut e.

Total:

Minori tie s:

Women:

Managers

EEO Officers Personnel Officers

June 30

4. Insure that women and minorities 

are included in Bureau executive 

development programs.

Total:

Minorities:

Wome n:

Managers

EEO Officers Personnel Officers

June 30

Wi—*

5. The Departmental EEO Plans for

FY '73 and FY '74 required each 

Bureau to identify and develop

Managers

EEO Officers Personnel Officers

June 30 00

career plans for at least two 

women and one employee from 

each minority group who has 

demonstrated middle and top 

management potential, and to 

establish a system of auditing 

progress on a regular and continual basis. During FY '75, 

assure that those identified receive training and job oppo rtunities needed for advancement.

-22-
Target

Problem . Action

6. Identify at least two women 

employees and one employee 

from each minority group represented in the bureau who 

show middle and top management 

potential. Set career goals with 

each individual identified which 

will include a comprehensive longrange plan for training and upgrading. Establish an inventory 

record for each individual and a 

system of auditing progress on a 

regular and continual basis.

(Recognition is given to the 

limitations of smaller bureaus in 

fully implementing this item.)

Responsibility Date

Managers June 30

EEO Officers 

Personnel Officers

Accomplishment* 

Date and Results

Total: 

Minorities:

Wo me n:

319

-23-
Program Element 5. Training, advice, incentives and performance evaluation to assure program understanding and 

support by supervisors and managers.

Problem Action Responsibility Target Date Accomplishment Date and Results

Equal employment opportunity coverage in formal supervisory 

and managerial training courses needs to be strengthened and 

updated.

1. Develop training material

to include specific requirements of the Dept. EEO 

program. Give adequate 

coverage to special emphasis programs and the Upward

Mobility Program.

OEO September 1

2. Conduct a series of awareness 

seminars with workshops for 

supervisors and managers which 

will provide them with a 

sensitive understanding of the 

EEO program goals and objectives and their EEO responsibilities.

EEO Officers June 30

Efforts to ensure that EEO 

plan commitments are accomplished on a timely basis 

need to be strengthened.

1. Each manager will communicate Managers

periodically (at least three 

times a year) with his supervisors regarding their specific 

EEO responsibilities, objectives 

and goals and how well they are doing to achieve results.

October 15 January 15 

April 15

320

2. Identify time on staff meetings 

agenda to discuss resp onsibilities, objectives and goals of EEO program.

Managers

Supervisors

Continuing

-24-
Problem

Target

Date

Acco mplishment

Date and Results

The performance evaluation of officials assigned EEO 

responsibility needs to be 

strengthened.

Action Responsibility

3. Continue quarterly meetings 

with Bureau EEO Officers to 

review program results, pro ­

blems, and methods of improvingEEO activity. Provide reports 

to the Bureau head and meet with 

him at least annually.

0E0 October

January

April

July

4. Initiate a similar program to 

the bureau level to review 

with Regions program results, 

problems and methods of improving 

EEO activity. Provide reports to Regional Directors.

EEO Officers October

January

April

July

1. Evaluate the capabilities, 0E0

sensitivity, and awareness EEO Officers

as well as the results achieved Managers of officials assigned EEO

responsibility. Where appropriate, recognize EEO a chievements, or recommend education 

for, disciplinary action against, 

or replacement of officials who 

have not met their responsibilities 

under the EEO program.

December 31

00

IO

-25-
Problem

Award programs are not 

sufficiently utili zed to further the EEO program.

Target

Date

Accomplishment 

Date and Results

3.

Action

Continue to require that per- p^ so nn el ^f fi ce rs

formance of (or potential for) Personnel Officers

performing EEO responsibilities

to be a factor in appraising 

employees for supervisory 

pos itions.

Continuing

1. Develop and publicize criteria 

for award program to recognize 

exemplary achievement in furthering equal employment oppo rtunity . Strengthen award 

program and publicize information 

on awards in the area of EEO.

EEO Officers September 30

2. Publicize officials who cfemcnstr^e 

outstanding achievements in 

administering the EEO program.

EEO Officers September 30

-26-
Program Element 6. Participation 

Federal Government.

in community efforts to improve conditions which affect employability in the

Problem Action Responsibility

Target Accomplishment

Date Date and Results

Students as potential employees 1. 

are handicapped because they 

lack sufficient information 

about career opportunities and 

qualifying requirements for Department positions.

Offer assistance to colleges, Managers

technical schools, and high EEO Officers

schools to improve the quality

of education. Meet with school officials and evaluate curriculum 

to assure courses are offered 

which relate to the requirements of Interior or Department positions.

Continuing

Public contacts to explain 1.Department programs and ma npower needs should be intensified.

Develop or expand a program of 

local involvement with high school and college counselors 

and placement officers to publicize mission of the Department and job requirements 

so that students may be motivated to prepare for employment.

Managers 

EEO Officers 

FWP Coordinators 

S-S Coordinators

Continuing

323

2.

3.

Participate in Career Day 

activities. Provide staff to 

speak to students, show films 

of Bureaus missions and/or 

display or distribute literature.Utilize appropriate news media 

to advertise job opportunities, 

EEO programs and achievements.

Managers 

EEO Officers 

FWP Coordinators 

S-S Coordinators

Managers 

EEO Officers 

FWP Coordinators 

S-S Coordinators

ContinuingContinuing

A more active involvement is 

needed in supporting community equal housing efforts.

1. Continue a good working relationship with local officials to 

actively support community equal 

housing.

Managers 

EEO Officers 

FWP Coordinators 

S-S Coordinators

Continuing

-27-
Problem Target Date Accomplishment Date and Results

Transportation between 

worksi tes and residential 

areas needs to be improved.

Child-care facilities need 

to be explored and the 

availability publicized to 

employees.

Action Responsibility

2. Assist employees who find 

inability to obtain suitable 

housing a barrier to acceptance 

of employment for which they 

are qualified.

Managers

EEO Officers

Continuing

1. Cooperate with local authorities 

to improve transportation between 

worksites and residential areas 

of minorities and women.

Managers

EEO Officers

1. Develop or update lists of 

child care facilities where 

appropriate at the local level 

making such lists available to 

employees. Local welfare or health departments (organization responsible for issuing center 

licenses) should be contacted. 

Cooperate with community groups 

in the establishment of child 

care centers needed by employees 

or applicants.

Managers

EEO Officers

FWP Coordinators

Continuing

324

-28-
46-120 0 - 75 - 22

Program Element 7. System for Internal Program Evaluation and Periodic Progress Reports

ProblemPresent method s of internal evaluation of status of equal 

opport unity pro gram are inadequate to properly and 

effecti vely gauge progress of 

the program at all levels of 

the organization. Further 

emphasis and action are 

necessary in the following 

areas:

A. Additional EEO coverage 

is necessary in formal 

and informal evaluation 

visits.

Action Responsibility

Target Accomplishment

Date Date and Results

0E0

1. Participate in the selection EEO Officers

of sites for visitations when personnel management evaluations 

are planned and insure that EEO is 

given thorough coverage in such 

evaluations.

2. Participate as a full team member 

in the bureau, Office of Org. and 

Personnel Mgmt, and CSC on-site 

evaluations of headquarters, regional offices and major field 

install atio ns.

3. Establish and submit to OEO a 

schedule of informal on-site 

visitations of each field 

facility. Assure that EEO responsibilities are covered during these 

visits, and that follow-up is 

conducted by personal visit, 

written report, memorandum, or 

telephone call.

March 30

Continuing

0E0

EEO Officers 

FWP Coordinators 

S-S Coordinators

Continuing

EEO Officers 

Personnel Officers

July 1

00

IO

Cl

-29-
Problem

B. Minority employment data 

is often inaccurate due to shortcomings in reporting 

procedures.

Action

Request that proper forms are 

submitted by managers and supervisors to assure eligible 

minority identification is 

completed for each accession 

and submitted promptly.

Target

Responsibility Date

Accomplishment 

Date and Results

EEO Officers

Managers

Supervisors

December 31

Managerial and supervisory 

involvement in self-evaluation 

of progress made in achieving 

EEO goals needs strengthening.

Managers and supervisors will 

evaluate their performance 

against their organization's EEO 

commitments, document this selfevaluation and forward it through channels to the EEO Officer. Necessary revisions of goals and 

timetables are to be made at this time .

Managers

Supervisors

Semi-annually 

December 31 June 30

EEO Officers will evaluate 

these reports as well as 

available statistical data to 

determine progress made in 

achieving goals.

Semi-annually, progress reports 

will be made to top management 

at headquarters and in regional 

offices.

EEO Officers Quarterly

FWP Coordinators 

S-S Coordinators

326

EEO Officers FWP Coordinators 

S-S Coordinators

December 31 June 30

Hold, semi-annually, discussions EEO Officers

with managers on their progress.Determine why goals were not 

met and if remedial action is 

necessary.

December 31 June 30

-30-
Problem Responsibility

Target

Date

Accomplishment

Date and Results

Available statistical reports 

are not sufficiently utilized 

at all organizational levels 

to evaluate EEO program progress and assess EEO posture.

1. Assure available statistical 

data on composition of wo rkforce, accessions, etc. are 

distributed to the level of 

the organization where it will 

be most effective in selfevaluation process.

EEO Officers 

Personnel Officers 

Managers

October

January

April

July - 2. Utilize all reports, both

statistical and narrative and 

self-evaluation reports and 

discussions to:

EEO Officers 

Managers 

Supervisors 

Personnel Officers

October

January

April

July

a. Measure progress in the 

employment and utilization 

of women and minorities;

b. Determine patterns of nonselection of women and 

minorities, determine the 

causes and take positive 

steps toward effecting 

changes;

c. Identify and analyze problem 

areas as they arise and 

initiate projects or program 

changes with realistic goals; 

and

d. Revise EEO commitments.

327

-31-
Appendix - Programs and Activities for Participation in Employment and Training Programs for the Economically or

' Educationally Disadvantaged and the Worker-Trainee Opportunities Program.

Problem Action

Target

Responsibility Date

Accomplishment 

Date and Results

There is a need to continue 

to provide special programs 

of employment and training 

for the economically or 

educati onally disadvantaged.

1. Participate to the fullest 

extent possible in local economic opportunity programs 

and inform officials directing 

these programs of the employment 

opportunities available to graduate enrollees. (Bureau's 

EEOP's will include a copy of 

their worker-trainee opportunities 

plan prepared in accordance with 

requirements contained in CSC 

Bulletin 713-31 dated April 27, 

1973.)

Managers 

EEO Officer Personnel Officer

May 1

328

2. Make full use of the VRA hiring Continuing

authority as a special program emphasis.

-32-
Problem fiction Responsibility

Target

Date

Accomplishment 

Date and Results

3. Reassess the utilization of Continuing

summer aids and assure that 

their placement is compatible 

with their academic interest, 

job attitudes, and vocational 

aspirations. Provide that their 

orientation includes the relevance 

of assigned duties to the overall 

mission of the organization and 

communicates the opportunities available for permanent employment.

Many supervisors are not 

as sensitive as they should be with regard to the needs of economic ally or educa tionally disadvantaged.

1. Give supervisors of disadvantaged EEO Officer March 30

employees special training that Personnel Officer

will provide more sensitivitywhic h will enable them to provide 

such employees worthwhile job 

experience.
EEO REGIONAL PLANS*

Bureau CSC Regions

Bureau of Outdoor Recreation

Region 1, Northwest, Seattle, Washington 

Region 2, Southwest, San Francisco, California

Region 5, Southeast, Atlanta, Georgia Region 7, South Central, Albuquerque, New Mexico 

Bureau of Sport Fisheries and Wildlife

Region 1, Portland, Oregon Region 2, Albuquerque, New Mexico 

Region 3, Twin Cities, Minnesota 

Region 4, Atlanta, Georgia Region 5, Boston, Massachusetts Region 6, Denver, Colorado

National Park Service

Pacific Northwest Region, Seattle, Washington 

Western Region, San Francisco, California 

Southwest Region, Santa Fe, New Mexico Rocky Mountain Region, Denver, Colorado 

Midwest Region, Omaha, Nebraska

Southeast Region, Atlanta, Georgia

Mid Zitlantic Region, Philadelphia, PennsylvaniaNorth Atlantic Region, Boston, Massachusetts

SeattleSan Francisco

Atlanta

Dallas

Seattle

Dallas

ChicagoAtlanta

Boston

Denver

330

Seattle

San Francisco

DallasDenverSt. Louis

Atlanta

Philadelphia

Boston

♦Regional plans need only be submitted to the CSC regional office where bureau regional 

headquarters is located. The CSC will assume responsibility for coordination among its regions, where it is necessary to evaluate and follow-up on actions proposed in the regional plans. Basic requirements for EEO Plans are contained in FPM Letter 713-22, 

dated October 4, 1973.
Bureau CSC Regions

Bureau of Indian Affairs

Aberdeen Area Office, Aberdeen, South Dakota 

Albuquerque Area Office, Albuquerque, New Mexico 

Anadarko Area Office, Anadarko, Oklahoma 

Billings Area Office, Billings, Montana

Juneau Area Office, Juneau, Alaska 

Muskogee Area Office, Muskogee, Oklahoma 

Navajo Area Office, Window Rock, Arizona 

Phoenix Area Office, Phoenix, Arizona 

Portland Area Office, Portland, Oregon 

Sacramento Area Office, Sacramento, California Field Administrative Service, Albuquerque, N.M. 

Headquarters Office, Washington, D.C.

Bureau of Land Management

Denver

Dallas

Dallas

Denver

SeattleDallasDallas

San Francisco

SeattleSan Francisco

DallasAtlanta

Denver Service Center, Denver, Colorado

Bureau of M ines

Eastern Administrative Area, Pittsburgh, Pa. 

Western Administrative Area, Denver, Colorado

Geological Survey

Eastern Region, Arlington, Virginia 

Central Region, Denver, Colorado 

Pacific Region, San Francisco

Denver

Philadelphia

Denver

Headquarters, Washington, D.C. Denver

San Francisco

0000

Min ing Enforcement and Safety Administration

-35-
Bureau CSC Regions

Bureau of Reclamation

Region 1, Pacific Northwest, Boise, Idaho

Region 2, Mid-Pacific, Sacramento, California

Region 3, Lower Colorado, Boulder City, Nevada

Region 4, Upper Colorado, Salt Lake City, Utah

Region 5, Southwest, Amarillo, TexasRegion 6, Upper Missouri, Billings, Montana

Region 7, Lower Missouri, Denver, Colorado

Engineering and Research Center, Denver, Colorado

Seattle

San Francisco 

San Francisco 

DenverDallas

DenverDenver

Denver

Bonneville Power Administration, Portland, Oregon Seattle

Southwestern Power Administration, Tulsa, Oklahoma Dallas

Alaska Power Administration, Juneau, Alaska Seattle

332

-36-
EEO Plan Development

Target Dates

January 9-31

February 13

March 11

March 12-18 

(1 week)

March 19 ~ April 2 

(2 weeks)

April 2 - May 7 

(5 weeks)

Action

Committee of Bureau EEO staff representatives and Office for 

Equal Opportunity review and revise EEO plan for FY '75. 

Revised plan to Bureau EEO staff for review and comments.

The Office for Equal Opportunity will submit the EEO plan 

guidelines to Bureau headquarters.

Bureaus will add to transmittal memorandum and send the 

Departmental EEO plan guidelines to the Regional Offices.

The Regional Offices will add a transmittal and forward the 

Departmental EEO plan to the field installations for implementation.

The field installations will review all program areas of the 

Departmental plan and determine the action items which can be 

implemented. Each installation will set forth its EEO commitments 

in terms of what is the problem, what can be done to overcome it 

(in quantitative terms, if applicable), whose going to do it, 

and when it will be done. These commitments will be returned 

by April 26 to the Regional Office.

The Regional staff (or Bureau staff) will assist the installation 

in assessing its EEO situation so that meaningful and realistic 

commitments are made.

May 8 - June 12 

(5 weeks)

333

The Regional offices will review the installation responses and 

evaluate the commitments. The Regional office will either approve 

the installation commitment and notify the installation to 

proceed or the Regional office will return the document to the 

field installation for necessary adjustments.

-37-
June 12 - July 16 

(5 weeks)

July 17 - July 31 

(2 weeks)

August 1 - August 15August 15

January 15

The Regional office will consolidate the field commitments, add necessary input at the Regional level and send a Regional plan 

to the Bureau headquarters by June 10.

The Bureau headquarters will review the Regional plans. They will either approve the plan and notify the Region to go 

forward to fulfill its commitments, or they will return the plan 

to the Regional office to make the required changes. When 

the Bureau approves a Regional plan, it will advise the Regional 

office to submit the plan to the appropriate office of the Civil 

Service Commission.

The Bureau headquarters will consolidate all Regional plans and add 

the input necessary for the headquarters office. A complete 

Bureau plan will be forwarded to the Office for Equal Opportunity by July 16.

The Office for Equal Opportunity will review the Bureau plan and will either approve it or return it to the Bureau to make 

appropriate changes.

All Regional plans will be submitted to the appropriate office of 

the Civil Service Commission.

The Office for Equal Opportunity will submit the Departmental EEO Plan to the Civil Service Commission.

334

The Office for Equal Opportunity will submit to the Bureaus a 

skeletal EEO Plan for FY '76.

-38-
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Regional and Bureau Plan Submission 

Requirements of FPM Letter 713-22

The EEO Action Plan should be arranged into four major parts.

Part A - IntroductionEach Regional and Bureau plan should provide a brief summary description of its organization for carrying out the EEO program activities, including, but not 

necessarily limited to:

1. Brief statement to explain the functions, roles and interrelationships 

of important EEO program officials, such as the EEO Officers, Federal Women's Program Coordinators, the 16-Point Program Coordinators, EEO 

Counselors, Discrimination Complaint Investigators, and other EEO Program 

Officials and employees and indicate the extent of expected involvement 

in the EEO program of line and staff managers and supervisors, unions 

and other employee groups, and employees. Bureau manual release wouldbe appropriate.

2. Resources allocated to the EEO program (see Enclosure 1).

3. Certification as to qualifications of principal EEO officials (see 

Enclosure 2).

4. Provisions for training and orientation in personnel administration and 

in equal employment opportunity for staffs engaged in EEO work. Program 

Element 1 should meet this requirement.

5. Individual training and education program plans (see Enclosure 3).

336

-40-
Part B - Report of Accomplishments

This section of the plan should provide a report on the accomplishments of the action 

items in the last annual plan. The report should speak specifically to action items explaining: (a) whether actions in the last plan were accomplished and if not, whynot and (b) the results of these actions and whether they achieved the intended effect. In addition, for training and education programs supporting Upward Mobility 

for lower level employees, regional and bureau plans must report, as part of the 

annual accomplishment progress in reaching program objectives, the number of target positions actually filled, and the number of persons trained.

Part C - Report of Assessment of the EEO Situation Preparatory to Developing the

Annual EEO Plan of Action

This section of the plan should provide a brief summary of the results of the assessment made by the region or bureau of its EEO problems which require priority 

attention and solution, and the goals and objectives which management wants to achieve 

in the coming year to overcome identified obstacles to equal employment opportunity.

The results of the assessment should lead to the development of specific action 

items by which the region or bureau believes it can meet its goals and objectives.

These then can be assigned to an appropriate office or official, to be accomplished 

by a realistic target date.The assessment must be comprehensive enough to arrive at a clear analysis of the EEO 

situation in the agency and identification of real EEO problems or situations needing 

corrective action. Such an analysis may need to be developed for many organizational 

levels and for various categories of jobs, but should include:

1. Composition of the regions and subordinate organizations' workforce by racial, 

ethnic and sex groupings at the various levels and in appropriate organizational 

segments;

2. Composition (by racial, ethnic and sex groupings and grade levels) of major 

job groupings such as professional or technical, clerical and office, executive and managerial, custodial and service;

337

-41-
3. Availability of persons, including minorities and women, having the 

requisite skills and training in the agency's workforce and in the labor 

market which the agency uses as its recruiting source;

4. Turnover rates in each of the skills utilized;

5. The number and kinds of jobs expected to be filled in the coming year;

6. Consideration of the sources and the kinds of complaints of discrimination.

Part D - Report of Specific Actions for the Coming Year

This section of the plan, REPORT OF SPECIFIC ACTIONS FOR THE COMING YEAR, will contain only those actions which the agency is planning to take during the twelve months of 

the plan year, to solve the problems identified by its assessment of the current EEO 

status in the organization. This section should be organized under the eight headings listed in the skeletal plan.

338

-42-
Enclosure 1

ALLOCATION OF PERSONNEL AND RESOURCES FOR EEO

Th e fo ll o w in g sa m ple r e p o r t o f a l l o c a t i o n o f p e rs o n n e l an d r e s o u rc e s 

i l l u s t r a t e s th e ty p e o f in fo r m a ti o n an d m et ho d o f p r e s e n ta tio n r e q u ir e d 

o f a g e n c ie s as in c lu s io n s in o r a tt a c h m e n ts to t h e i r EEO p la n s o f 

a c t io n . T h is d a ta c o v e rs it e m s a p p e a rin g in A c ti o n A re a 1 o f th e p la n . 

N a ti o n a l p la n s sh o u ld in c lu d e a l l p e rs o n n e l an d it e m s l i s t e d u nder 

P a r ts A, B, an d C. R eg io n al p la n s sh o u ld o m it A - l, B - l, an d C - l.

A. T o ta l Nu mb er o f A ll Em plo yee s: ____________

1. ( I n c lu d e s H e a d q u a rte rs o f f i c e s and B u re au s an d s im ila r s u b o rd in a te 

c o m p o n e n ts .)

2 . T o ta l Nu mb er o f A ll F ie ld Em plo yee s: ____________

B. T o ta l Number o f EEO Pr og ra m P e rs o n n e l:

1. HEADQUARTERS: ____________

F u ll - tim e P a r t- tim e

D ir e c to r o f E qual Em ploy me nt O p p o rtu n it y ____________

E q u a l Em plo ym ent O p p o rtu n it y O f f i c e r ( s ) ____________

F e d e ra l Women’ s Pr ogr am C o o r d in a to r ( s ) ____________

S ix te e n - P o in t Pro gr am C o o r d in a to r ( s ) ____________

O th e r EEO O f f ic e o r S t a f f O f f i c i a l s ____________

EEO C o u n se lo rs ____________

D is c r im in a tio n C om pla in t I n v e s t i g a t o r s ____________

O th e rs ____________

2 . FIELD: ____________

E q u a l Em plo ym ent O p p o rtu n it y O f f i c e r ( s ) ____________

F e d e r a l Wom en's Pr ogr am C o o r d in a to r ( s ) ____________

S ix te e n - P o in t Pro gr am C o o r d in a to r ( s ) ____________

O th e r EEO O f f ic e o r S t a f f O f f i c i a l s ____________

EEO C o u n se lo rs ____________

D is c r im in a tio n C om pla in t I n v e s t i g a t o r s ____________

O th e rs
340

C. Personnel and Fiscal Resources

1 . HEADQUARTERS M an -Y ea rs D o ll a rs *

EEO C o u n se li n g __________

C om pla in t P r o c e s s in g

EEO Pr og ra m A d m in is tr a tio n _________ ■_

EEO S u b je c t- M a tte r T r a in in g __________ ___________

Upw ard M o b ility T r a in in g an d E d u c a ti o n __________ •__________ **

Rem ar ks : ______ ______________________ ___

2. FIELD M an -Y ea rs D o ll a rs *

EEO C o u n se li n g __________

C om pla in t P r o c e s s in g __________ _________

EEO Pro gr am A d m in is tr a tio n __________ _________

EEO S u b je c t- M a tte r T r a in in g __________ _________

Upw ard M o b ility T r a in in g an d E d u c a ti o n __________ _________ **

R em ar ks:

* (I n c lu d e th e d o l l a r c o s t f o r s a l a r i e s an d b e n e f i t s an d o th e r ex p en se s 

su ch as t r a v e l , t r a n s c r i p t s , a l l re im burs em ent fe e s f o r EEO 

I n v e s tig a to r s an d EEO C om pla in t E xam in ers , e t c . )

** In c lu d e a l l c o s ts in v o lv e d in fo rm al an d o n - th e - jo b t r a i n i n g r e l a t i v e 

to Upward M o b ility p ro gra m e f f o r t s .

NAME AND ADDRESS OF AGENCY _____________________________________________________

SIGNATURE OF SUBMITTING OF FICIAL : ___________________________________________

DATE: ___________________________________________
E n c l o s u r e 2

REPORT OF QUALIFICATIONS OF PRINCIPAL EEO OFFICIALS

T h is fo rm sh o u ld acco mpa ny b o th n a tio n a l an d r e g io n a l EEO p la n 

s u b m is s io n s . In th e c a s e o f th e n a tio n a l p la n , th e c e r t i f i e r t i o n sh o u ld 

c o v er a l l EEO o f f i c i a l s ag en ey w id e. R e g io n al c e r t i f i c a t e s s h o u ld c o v e r 

o n ly EEO o f f i c i a l s in th e a c t i v i t i e s o r i n s t a l l a t i o n s c o v ere d by th e 

r e g io n a l p la n . T h is fo rm sh o u ld b e a tta c h e d to th e a p p r o p r ia te p la n 

up on s u b m is sio n to th e C iv il S e rv ic e Com m ission .

(NOTE: In f o rm a ti o n i s re q u ir e d on f u l l - t i m e an d p a r t- t im e p e r s o n n e l.)

I c e r t i f y th a t th e q u a l i f i c a t i o n s o f a l l s t a f f o f f i c i a l s c o n ce rn e d w it h 

a d m in is tr a tio n o f th e EEO Pro gra m in c lu d in g th e fo ll o w in g :

D ir e c to r o f E qual Em plo ym ent O p p o rtu n it y

EEO O f f i c e r s

F e d e ra l Wom en's Pro gra m C o o rd in a to r( s )

S ix te e n - P o in t Pr ogr am C o o rd in a to r( s )

O th e r EEO S t a f f O f f i c i a l s

have been re v ie w ed by c om pete nt a u t h o r i t y an d th e in cum bents o f th e s e 

p o s itio n s m eet th e s ta n d a r d s o u tlin e d i n Q u a lif ic a tio n s S ta n d a rd s 

Ha nd bo ok X-118 u n d e r "E q u al O p p o rtu n it y S p e c i a l i s t G S- 16 0" o r 

" Q u a lif ic a tio n s G uid e f o r C o l l a t e r a l A ss ig nm ents In v o lv in g Equ al 

Em plo ym ent O p p o rtu n it y D u tie s " . E v id en ce th a t th e re v ie w has been ma de 

an d i t s fin d in g s a r e on f i l e an d a v a i l a b l e f o r re v ie w by C iv il S e rv ic e 

Com missio n o f f i c i a l s .

SIGNATURE OF DIRECTOR OF

EEO OR OTHER OF FIC IALS: ___________________________________ R a te :____________

AGENCY OR INSTALLATION NAME: ________________________________________ _____________

ADDRESS:
342

E n c l o s u r e 3

C. Fo rm at

1. In d iv id u a l t r a i n i n g and e d u c a ti o n pro gra m p la n s . A g e n cie s sh o u ld 

fo ll o w th e fo rm at belo w i n s u b m it ti n g in fo r m a ti o n on eac h in d iv id u a l 

tr a i n i n g an d e d u c a ti o n p ro g ra m to s u p p o rt up war d m o b ility f o r lo w er 

le v e l em plo yees. T hese up w ar d m o b ility t r a i n i n g an d e d u c a ti o n p la n s 

m us t be s u b m it te d a s p a r t o f th e o v e r a ll EEO p la n s a t th e a p p r o p r ia te 

n a tio n a l o r r e g io n a l l e v e l s .

I n d iv i d u a l T r a in in g an d E d u c a ti o n Pro gr am

a . I d e n t i f i c a t i o n and O b je c tiv e s o f Pr og ra m

- . Name o f Pro gra m

- P ro v id e a b r i e f summ ary o f th e o b je c tiv e s o f th e pro gra m

- L o c a ti o n (g e o g ra p h ic an d o r g a n iz a tio n )

- Num ber o f p a r t i c i p a n t s to b e s e le c te d in t o pro gra m s d u rin g 

th e p la n n in g y e a r

- T a rg e t s e r i e s an d g ra d e le v e ls f o r p a r t i c i p a n t s

- Number o f i d e n t i f i e d t a r g e t p o s itio n s

b . Pr og ra m A d m in is tr a tio n - - P ro v id e a c o n c is e d e s c r i p t i o n o f each 

pro gr am e le m en t l i s t e d belo w .

(1 ) Le ad a d m i n i s t r a t i v e u n i t an d t i t l e , a d d re s s and te le p h o n e 

nu mbe r o f le a d a d m in is tr a tiv e o f f i c i a l .

(2 ) S e le c tio n o r in t a k e m eth ods (d e v ic e s an d c r i t e r i a u sed to 

d e te rm in e th o s e b e s t q u a l i f i e d f o r th e p ro g ra m ).

(3 ) L ength an d n a t u r e o f t r a i n i n g an d e d u c a ti o n , in c lu d in g 

s o u rc e s o f t r a i n i n g .

2 . N a ti o n a l p la n s m ust c o n ta in g u id a n c e to f i e l d i n s t a l l a t i o n s on 

th e develo pm ent an d im p le m e n ta ti o n o f lo c a l Upward M o b ility p ro g ra m s. 

A gencie s sh o u ld p ro v id e i n s t r u c t i o n s to lo c a l a c t i v i t i e s w hic h r e q u i r e 

t h a t th e y d e v elo p an d im p le m en t pro gra m s in a d d itio n to th o s e d e v elo p ed 

n a t i o n a l l y . T h is g u id a n c e sh o u ld p ro v id e f o r p e r io d ic r e p o r ti n g to 

an d m o n it o rin g by th e h e a d q u a r te r s l e v e l . S p e c if ic a c t i o n it e m s sh o u ld 

be in c lu d e d i n th e EEO a c t i o n p la n w hic h c o v e r th e h e a d q u a rte r s 

m o n it o rin g a c t i v i t i e s .
343

Exhibit 6

United States Department of the Interior

Oi l ICE O] TH E SECRETARY 

WASHING EON, D C. 20240

Menor andum

To: Hoads of Bureaus and Offices

From: Director, Office for Equal Opportunity

Subject: Implementing the President's Sixteen-Point

Program

The purpose of this memorandum is to spell out 

the Department's position to implement the 

President's Sixteen-Point Program for SpanishSpeaking American Citizens as an integral part 

of the EEO program.

In response to the Civil Service Commission FPM 

Letter 713-18 dated January 23, 1973, Ms. Ruth

A. Graham, Assistant Director for Equal Employment 

Opportunity, has been designated as the Department 

of the Interior Sixteen—Point Program Coordinator.

Bureaus and offices should determine the need to 

designate coordinators at headquarters end field 

locations. The proposed Departmental Affirmative 

Action Plan for FY '74 provides for such designees 

in specific geographic locations.

The duties and responsibilities of the coordinator 

cannot be separated from the overall EEO program.

The role of the coordinator is to advise management and the EEO Officer on the special employment 

concerns of Spanish-Speaking citizens; to

recommend and specify steps as necessary to assure 

that this program is incorporated into the action 

items of all Affirmative Action Plans; and to 

assure that goals for the Spanish—Surnamed are 

included in Affirmative Action Plans where necessary.
344

-2-

Tr..ining for the Sixteen-Point Program Coordinators 

is available at the Civil Service Commission at 

headquarters and the regional offices. Bureaus 

are encouraged to provide the designated coordinators 

the benefits of this training which will offer howto-do-it suggestions for integrating this special 

emphasis program into the total EEO program. The 

training course will be held in Washington, D.C., on 

May 23-25, 1973. A copy of the announcement is 

enclosed.

Edward E. Shelton

Enclosures
.•. C iv il S e rv ic e Com mission 

i i •» Ira i n I n g 1 l is t I t i i t e

a n n o u n c I n g

"i.i.o: ni l: s i ait.i .n- point rimcitAM foi! span is ii- speak inc amkiucan:;"

MAY 23 - 25. 197 3

n \ ' s i\ ii iN -iviur i’i.'Pccam iw e p im a im s , v ik icrops or rro ,

1 1 0 O I I I C I K S , AND PIP SO NS IM V P IV IP IN U U 'L II H l a iN G 7 lit

' S I X I l IN - P O W I VKOC-PAH I OR SP AN IS II-S P t AK IN G AN LP JC AN S

r'ciGpciiNP

J1 mv p n so n s r e s p o n s ib le fo r Im ple m enti ng th e SI x tc c n -T o I n t Pro gr am fo r 

Sp m ls h -S p e a k lo g A m eri cans ha ve e x p re s s e d a nee d f o r a t r a i n i n g pro gra m w hi ch 

p ro v id e s lim .'-l o - d o - I t s u g g e s tio n s f o r I n t e g r a t i n g t h i s s p e c ia l em phasi s pro gra m 

In to th e t o t a l KEO p ro g ra m . T h is th r c c - d a y c o u rs e in d e sig n e d to m ee t t h i s 

s p e c i f i c n e e d .

At th e end o f th e c o u r s e , p a r t i c i p a n t s w i l l be a b le to :

* I d e n t i f y th e g o a ls an d d e f in e th e m in o r ity gro up o f t h i s 

s p e c ia l em pha si s pro gram

* d e s c r ib e way s o f i n t e g r a t i n g th e S i x t c c n - r o i n t Pr og ra m

in to th e t o t a l EEO pro gra m '

* e x p la in th e r o l e o f th e S ix tc c n - P o ln t Pro gra m C o o rd in a to r

* s t a t e s p e c i f i c a c t i o n it e m s f o r th e S p a n is h -S p e a k in g A m er ic an s 

w hic h c an be in c lu d e d in th e a g e n c y 's a f f i r m a t i v e a c t io n p la n s

* i d e n t i f y th e pro b le m a r e a s in p la n n in g an d im p le m e n ti n g th e 

S Ix t e e n - P o in I Pro gra m

* d is c u s s e f f e c t i v e s t r a t e g i c s in im p le m e n ti n g th e S ix t c c n - P o ln t___________ '

Pro gr am

* I d e n tif y a v a i l a b l e re s o u r c e s a t th e CSC an d o th e r a g e n c ie s w hic h 

can a s s i s t them in im p le m e n ti n g a S ix tc e n - P o in t Pro gra m

h'110 HA Y A ! IIN D_

P a r t i c i p a t i o n Is open to F e d e r a l, .S ta te an d l. o e a l govern m ent em plo yees who hav e 

r e s p o n s i b i l i t i e s in p la n n in g an d Im ple m enti ng th e S ix tc e n - P o in t -P rogram fo r 

S p a n is h -S p e a k in g A m e ri c a n s. T h is in c lu d e s th e S ix tc c n - P o ln t Pro gr am C o o rd In a to i 

I 'i r e e t o r o f EEO, EEO O f f i c e r , F e d e ra l Wom en's Pro gra m C o o r d in a to r , an d p e rs o n s 

who have been d e s ig n a te d S I x te e n -P o In t Prog ,ra m r e s p o n s i b i l i t i e s J B ec au se t h i s 

p ro g ra m , In a d d i t i o n to th e o b j e c t i v e s l i s t e d a b o v e , alm s to f o s t e r c o o p e r a t io n ' 

betw een th e S J x te e n - P o ln t Pro gra m C o o rd in a to r and o th e r p e rs o n s w ork in g In th e 

1 ■!•■.<) p ro g ra m , wc u rg e th e a g e n c ie s to n o m in ate a w o rk in g tf a m , l . c . , th e S ix te e n -

P o in t Pr og ra m C o o rd in a to r o r w hoever h o ld s th e r e s p o n s i b i l i t y fo r th e pr og ra m 

an d th e p e rs o n In v o lv ed w it h th e S ix tc e n - P o in t Pro gra m C o o rd in a to r in im p le m e n t! l 

t h e p ro g ra m . P r i o r i t y e o n n iile ra t !<>n w ill be g iv e n to t h i s te am , a lt h o u g h 

In d iv id u a l noint n a t In nii w i l l n o t he e x c lu d e d .
346

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C e il f’t ti n ' c o u rs e I s $10 5 p e r p a r t i c i p a n t .

C.'.'JO I I Al HVJ Pl APIJMt_

n r i e s w ill he b i l l e d fo r a l l a c c e p te d nom in ees u n le s s c a n c e lla tio n s a rc 

i-.,.d by th e c a n c e lla tio n d e a d l in e . S u b s titu tio n s may bo made up to th e 

h er. ! :io iup, o t I lie c o u rs e .

( At ’ .'.■1AP

, .. The l o c a tio n o f th e t r a i n i n g room ' i l l

be g iv e n in th e a c c e p ta n c e l e t t e r .

• ■nt io n D e a d li n e : May 2 , 1973

i . ... c l l a t i on h e a d lin e : Hay 16, 19 73

C>'iir:<: D a te : May 23 - 25, 1973

CST 22-OOUll I
published in aovance of incorporation

IN FPM chapter 7 1 3 _________

R f TAIN UNTIL SUPERSEDED.

FPM LTR. NO. 7 1 3 -1 8

UNIT ED STAT ES C IV IL SE RV ICE COMMISSION

FEDERAL PERSONNEL MA NUAL SYSTEM

LETTER

W ashington, D.C. IXHI5

FPM LETTER MO. 713-18 January 23 , 1973

SUBJECT: Eq ua l Employment O ppo rt unit y - Im pl em en tin g th e 

Span is h-S pea kin g Pro gra m

Heads of Departments and Independent Establish ments:

1. On November 5, 19 70 , P re sid e n t Nixon co mm itted th e F edera l Government as a re s p o n sib le em plo yer to a S ix te e n -P o in t Program to assu re 

equal o p p o rtu n iti e s in Federa l employ ment fo r Spa nis h- su m am ed American s. 

Atta ch m en t 1 to th is L e tt e r is a copy of th e o r ig in a l W hite House p re ss 

re le a s e an no un ci ng th e prog ram. Thi s e f f o r t is a p a r t o f th e F edera l 

G ov er nm en t's equal emp loym ent o p p o rt u n it y prog ram.

To e v a lu a te th e e ffe c ti v e n e s s of agen cy e f f o r ts in im pl em en tin g th e 

pr og ra m , th e C iv il S erv ic e Commission under to ok a s p e c ia l st udy to 

a sse ss o v e ra ll p ro g re ss a t agency h e ad q u a rt ers le v e l and a t th e i n s t a l ­

la tio n le v e l. Fin din gs of th e st udy are ba se d on n a rra tiv e re p o rts 

and on a s e r ie s o f o n - s ite e v a lu a ti o n re vi ew s con du ct ed by th e Com mission 

a t 77 F edera l f i e l d in s ta lla t io n s th ro ughout th e n a ti o n .

2. Pur po se

The pu rp os e o f th is l e t t e r is to l e t you know th e fi n d in g s of th e st udy 

and to in fo rm yo u o f th e s p e c if ic a c tio n s th a t sh oul d be ta ken in im pl emen tin g th e S ix te e n -P o in t Pro gram to overc om e th e pr og ram d e fic ie n c ie s 

id e n tif ie d . The ag en cy a c ti o n ste p s l i s t e d below sh ould be revi ew ed 

and c o n si d ere d in th e lig h t o f each a gency's S ix te e n -P o in t Pro gra m 

ac co m pl is hm en ts and ea ch sh ould be p ro p e rl y re f le c te d in th e agen cy’s 

a ffir m a ti v e Eq ua l Employment O pport unit y Pla n of A ction.

3. G en er al Summary

The re vi ew o f ag en cy e f f o r ts show ed many p o s it iv e a c ti o n s and th a t s o lid 

ac co m pl is hm en ts ha d be en achie ved, b ut th a t o v e ra ll e f f o r ts ne ed to be 

f u r th e r s tr e n g th e n e d in o rd e r to achie ve th e nationw id e prog ram o b je c ti v e s . 

D em on stra te d 'commitm ent to th e pr og ram in a l l agencie s is e s s e n tia l and 

s tr o n g le a d e rs h ip fro m th e h e ad q u art ers le v e l ne ed s to be r e f le c te d by 

s p e c if i c guid ance is su e d to su b o rd in a te u n its . Th is w ill r e s u lt in in c re a se d

INQUIRIES: D ir e c to r, Span is h-S peakin g Pr og ram, Code 101-2 6800 o r 63-26 800 

CSC CODE 713, Eq ua l Employment O pport unit y

DISTRIBUTION: FPM
348

FPM L t r . No. 713- 18

e f f o r t s in f i e l d i n s t a l l a t i o n s . Thes e fin d in g s em phas iz e th a t we mus t 

vie w t h i s e f f o r t w it h th e sam e s e n se o f urg ency t h a t p re v a il e d a t th e 

in c e p tio n o f th e pro gra m . W it h in t h is c o n te x t, we mus t a s s ig n hig h 

p r i o r i t y to th e P r e s i d e n t 's S ix te e n -P o in t Pro gr am and co mmun icate t h is 

s e n s e o f urg ency to f i e l d m an ag er s in a ti m e ly and s p e c if i c m an ne r.

F ie ld m an ag er s m us t re c o g n iz e t h a t t h e i r p e rs o n a l in volv em ent in 

a s s u r in g e q u a l o p p o r tu n itie s f o r th e S panis h-s urn am ed is e s s e n t i a l fo r 

e f f e c t i v e im p le m e n ta ti o n o f th e pro gra m .

■ A ppoin tm ent o f S p a n is h -S p e a k in g Pro gr am C o o rd in a to rs

To a s s u r e th a t th e S ix te e n -P o in t Pr og ra m is f u l l y im pl em en te d as an 

i n t e g r a l p a r t o f th e a g e n c y 's o v e r a ll F e d e ra l Equal Em ployment O ppo rt u n i t y Pro gra m , ea ch agen cy sh o u ld a p p o in t a C o o rd in a to r fo r th e S ix te e n - 

P o in t Pro gr am on th e s t a f f o f th e D ir e c to r o f Equal Em ployment 

O p p o rtu n it y . The C o o rd in a to r may s e rv e in t h is c a p a c it y on e i t h e r a 

f u l l - t i m e o r p a r t- tim e b a s i s , dependin g on th e s iz e and need s o f th e 

a g e n c y . N orm all y, we wou ld e x p e c t d e p artm e n ts an d la rg e in d ep en d en t 

a g e n c ie s to e s t a b l i s h a f u l l - t i m e p o s itio n f o r t h i s p u rp o se . S m a ll e r 

a g e n c ie s may d e s ig n a te C o o rd in a to rs on a p a r t- tim e b a s is and th e s e p a r t - 

ti m e C o o rd in a to rs sh ould a ls o be r e s p o n s ib le to th e D ire c to r o f Equ al 

Em ploy men t O p p o rt u n it y in s o f a r a s t h e i r S ix te e n -P o in t Pr og ra m a c t i v i t i e s 

a r e c o n c e rn e d . A genci es sh o u ld a ls o d e te rm in e need s fo r pr og ra m c o o rd in a ­

t i o n a t f i e l d o f f ic e s o r i n s t a l l a t i o n s lo c a te d in o r n e a r S p a n is h -s p e a k in g 

p o p u la tio n c e n t e r s , an d d e s ig n a te f u ll - tim e o r p a r t- tim e S ix te e n -P o in t 

Pro gra m C o o rd in a to rs to work w it h Equal Em plo ym ent O p p o rt u n it y O f f ic e r s . 

A tt a c h m en t 2 to t h is L e t t e r d e s c r ib e s th e r o le o f th e S ix te e n -P o in t 

P ro gra m C o o rd in a to r.

Th e C o o rd in a to r sh ould s e rv e a s th e p r in c ip a l s t a f f a d v is o r an d fo c a l 

p o in t f o r pro gr am d i r e c t i o n . He sh ould a d v is e th e D ir e c to r o f E qual Emplo ym ent O p p o rt u n it y o r th e E qual Em plo ym ent O p p o rt u n it y O f f ic e r on th e 

s p e c i a l co n ce rn s o f th e S p a n is h -s p e a k in g an d e n su re th a t s p e c if i c a c tio n s 

a r e ta k e n to p ro v id e e q u a l o p p o rtu n ity f o r th e S p a n is h -s p e a k in g in 

c o n n e c ti o n w it h pr og ra m s o f r e c r u itm e n t, t r a i n i n g , p ro m o ti o n , upw ard 

m o b ilit y , e t c .

5 . Age nc y A c ti o n S te p s

Im m edia te s te p s sh ould be ta k e n by h e a d q u a rte rs o f f ic e s to fo ll o w up on 

l o c a l im p le m e n ta ti o n o f th e S p a n is h -S p e a k in g Pro gra m and to id e n tif y 

pro ble m s an d d i r e c t n e c e s s a ry a c t i o n . Our s tu d ie s s u g g e s t t h a t p a r t i c u l a r 

a t t e n t i o n sh o u ld be fo cu sed in th o s e g e o g ra p h ic a l a re a s whe re s iz a b le 

c o n c e n tr a tio n o f S p an is h -s u rn am ed A m er ic an s wou ld a p p ea r to r e p r e s e n t a 

r e l a t i v e l y unta pped re c ru itm e n t so u rc e f o r th e k in d s o f s k i l l s and 

a b i l i t i e s need ed in F e d e ra l I n s t a l l a t i o n s . T h is sh o u ld be g iv e n s p e c if i c 

c o n s id e r a tio n as a g e n c ie s d e v e lo p re c ru it m e n t p la n s in th e f u tu r e . At 

th e same ti m e , im p le m e n ta ti o n o f th e pr ogr am sh o u ld be i n te n s if ie d on a 

n a ti o n w id e b a s is .
349

FPM L t r . No. 713- 18

To av o id com m unic at io n brea kd ow ns w hi ch ha ve a p p a re n tly o c c u rre d a t 

in te rm e d ia te o r r e g io n a l l e v e l s , a g e n c ie s m us t a s s u re th em selv es t h a t 

r e g io n a l an d in te rm e d ia te le v e l o f f i c i a l s a re aw ar e o f t h e i r re s p o n ­

s i b i l i t i e s fo r p ro v id in g g u id an ce .on th e S p a n is h -S p e a k in g Pr og ra m an d 

fo r e v a lu a tin g p ro g re s s a t th e f i e l d i n s t a l l a t i o n s .

6. A gencie s sh o u ld c o n ti n u e to re vie w t r a d i t i o n a l s t a f f i n g an d r e c r u i t ­

men t p r a c tic e s to i d e n tif y an d c o r r e c t th o s e w hi ch may a c t as a r t i f i c i a l 

b a r r i e r s in p ro v id in g e q u ita b le o p p o r tu n itie s to al’ l p e rs o n s , in c lu d in g 

S p a n is h -s u rn am ed a p p lic a n ts . As p a r t o f i t s o v e r a ll EEO r e s p o n s i b i l i t y , 

each agen cy sh o u ld make a c r i t i c a l re vie w o f ag en cy em plo ym ent p r a c tic e s 

w it h p a r t i c u l a r a t t e n t i o n g iv e n to a s s u rin g t h a t (1 ) p o s itio n s th a t ca n 

be re e n g in e e re d to tr a in e e le v e ls a re n o t b ein g f i l l e d a t th e jo ur ney m an 

l e v e l; (2 ) wor k e x p e rie n c e is g iv e n ad eq u a te c o n s id e ra tio n in jo b q u a l i f i ­

c a tio n re q u ir e m e n ts and th a t fo rm al e d u c a ti o n is n o t bein g o v e re m p h asi zed ; 

(3 ) p e rs o n s w it h kn ow ledg e o f th e S panis h la nguage a re bein g r e c r u ite d to 

f i l l p o s itio n s r e q u ir in g su ch know le dge; and (4 ) re c ru it m e n t and r e f e r r a l 

p r a c tic e s a re d e sig n e d to ta p S panis h-s urn am ed re s o u rc e s a t lo c a l le v e ls 

w he re s i g n i f i c a n t nu mb ers o f S p a n is h -s p e a k in g c i t i z e n s a re c o n c e n tr a te d .

7. Th e f l e x i b i l i t i e s o f s p e c ia l e n tr y pr og ra m s su ch a s th e V e te ra n s 

R ead ju stm en t A ppoin tm en t A u th o rit y sh ould be re em phasi zed to a s s u re th a t 

th e y a re f u l l y u n d ers to o d and us ed in openin g aven ues to F e d e ra l em pl oy ­

m en t. In many in s ta n c e s , th e f a i l u r e to e s t a b l i s h e n try le v e l p o s itio n s 

ha s p re c lu d e d e f f e c t i v e use o f V e te ra n s R eadju st m ent A ppoin tm ents . In 

o th e r in s ta n c e s , f a i l u r e to c o n ta c t a l l v e te ra n so u rc e s and in fo rm the m 

o f th e VRA a u th o r ity has re s u lte d in li m it e d p ro g re s s in t h is a r e a .

A gencie s sh o u ld ta k e w hate ver s p e c ia l s te p s a re n e c e s sa ry to a s s u re th a t 

th e r e tu r n in g S p a n is h -s p e a k in g as w e ll as o th e r v e te ra n s a re in fo rm ed o f 

em ploy men t o p p o r tu n itie s a v a ila b le under t h is a u th o r ity .

8. A gencie s sh o u ld make su re t h a t t h e i r use o f th e C o o p e ra ti v e E d u c a ti o n 

Pro gr am in c lu d e s c o n s id e ra tio n o f c o lle g e s tu d e n ts from a l l g ro u p s. 

A gr ee m en ts w it h u n i v e r s i t i e s th a t ha ve s i g n i f i c a n t S p a n is h -s p e a k in g 

s tu d e n t e n ro ll m e n ts as w e ll as o th e r u n i v e r s i t i e s sh o u ld be c o n s id e re d .

9 . Ag en cy e q u a l em ploy men t o p p o rtu n ity a c tio n p la n s a t a l l le v e ls sh ould 

in c lu d e a c t io n it em s th a t r e f l e c t f u l l a p p l i c a b i l i t y o f th e a c tio n p la n s 

to th e S ix te e n P o in t Pro gra m . N um eri cal g o a ls and tim e ta b le s a re 

reco nm en de d w he re th e y w i l l c o n tr ib u te to th e r e s o lu tio n s o f e q u a l em pl oy ­

men t o p p o rtu n ity p ro b le m s. CSC B u l le tin 71 3- 25 on th e new re q u ir e m e n ts 

f o r a c tio n p la n s u n d e r th e EEO A ct o f 1972 c i t e s ex am pl es o f th e k in ds

o f item s a p p lic a b le to th e S p a n is h -s p e a k in g .

10 . Age nc y re c ru it m e n t p r a c tic e s sh ould be re vie w ed to a s s u re th a t 

re c ru itm e n t te a m s, as a p p r o p r ia te , in c lu d e membe rs who a re S p a n is h -s p e a k in g 

an d ha ve kn ow le dg e o f th e S panis h-s urn am ed r e c r u itin g s o u rc e s . Ag ency
350

4

r PM L t r . No . 713-1 6

h e a d q u a r t e r s o f f i c e s sh o u ld i n s t r u c t t h e i r f i e l d i n s t a l l a t i o n s on th e 

p r o p e r u se o f s e le c tiv e f a c to r s in re q u e s ti n g c e r t i f i c a t i o n o f e l i g i b l e s 

f o r p o s i t i o n s in v o lv in g c o n ta c t w it h S p a n is h -s p e a k in g c i t i z e n s . P ro p er 

d o c u m e n ta ti o n o f need was i d e n t i f i e d in our s p e c ia l stu d y a s an a re a 

r e q u i r i n g f u r t h e r im pr ov em en t.

11. To a v o id m is u n d e rs ta n d in g , a g e n c ie s sh o u ld re vie w t h e i r s u p e rv is o ry 

an d m an ag em en t tr a i n i n g pro gra m s to a s s u re t h a t th e S ix te e n -P o in t 

P ro g ra m i s n o t vie w ed as a s e p a r a te e q u a l em ploy men t o p p o rtu n it y pro gra m , 

b u t a s a s p e c ia l em phasi s e f f o r t w it h in th e c o n te x t o f a t o t a l EEC 

p ro g ram to a s s u r e a l l c i t i z e n s e q u a l ity o f o p p o rtu n ity w it h o u t re g a rd to 

r a c e , c o l o r , r e l i g i o n , s e x , o r n a tio n a l o r ig i n .

12 . So t h a t we may s h a re c u r r e n t in fo rm a ti o n on th e pr og ra m w it h your 

a g e n c y , p le a s e se nd us th e name an d m a il in g a d d re ss o f th e p e rs o n (s ) 

you d e s ig n a te a s th e C o o rd in a to r fo r th e pro gra m a t th e h e a d q u a rte rs 

l e v e l . P le a s e se nd t h i s in fo rm a ti o n to Mr. H ig in io C o s ta le s , D ir e c to r , 

O f f i c e o f S pan is n -S p eax in e, Pro gra m , C iv il S e rv ic e Com mission , Room 7H10, 

19 00 E S t r e e t , NW., W ashin gto n, D.C. 20 41 5.

B er nard Rosen 

E x e c u ti v e D ir e c to r

2 A tt a c h m e n ts
351

Attaciunent 1 FPM L tr . No. 713- 18

FOR IM ME DIAT E RE LEASE NO VE MB ER 5. i')70

Offic e of the White House P re s* Secre ta ry

TBE WHITE HOUSE

Th e Pre sid ent tod ay announced the in itia tio n by the C iv il Serv ic e C o m m im o n

of a si xte en -p oin t k

r .B

. j jn to as sis t Spa nish -spe ak ing A m eri can citis en s

who are in te re ste d in joining Federa l c iv ilia n serv ic e.

This pro gra m is a fo llow -u p to the statem en t the Pre sid ent made in his Ju ly 30

pr es s co nferen ce in Eos Angeles welco ming in te re ste d and qual ifie d Spa ni sh -

sp eaking perso ns who have an in te re st in fe d era l em ploym en t.

The si xt ee n steps wh ich C iv il Ser vice Com mission C hairm an Robert E . Ham pton

w ill begin im m ed ia te ly to un de rta ke are as fa llo w s:

1. Ap point a fu ll -tim e off ic ia l in the C iv il Serv ic e Com m is sio n who w il l prov ide

ad vice and as sistan ce on m at te rs re la ting to Spa nish -surn am ed po pu latio n to

ass ure fu ll ap pl icatio n of the EEO pro gra m in a ll F ed era l agencies to th is gro up.

2. Beg in an in te nsi fied drive to re c ru it Spa ni sh -sur na med pe rsons , p a rti c u la rly

fo r id en tified public co ntact po sitio ns , in are as of heavy Spa nish -spe ak ing

po pu latio n, includ ing the So uthw estern st ates and in Chica go , D e tr o it , and

Ne w York , and cert ain oth er m ajo r m etr opolita n are as.

3. Use spe ci al is ed re cru it m en t te am s, to includ e Spa nish -spe ak ing pe rsons ,

fo r co lle ge rec ru it m e n t, p art ic u la rl y at co lle ge s with he av y Spa nish -spe ak ing

enro llm ents .

4 . Beg in w ork im m ed ia te ly with OEO, D H E W , H UD , Labor to fin d ways to

enhance op po rtun ities at a ll le vels fo r Spa ni sh -surn am ed A m eri cans in pro gra m s

de alin g with the Sp an ish- sp ea king po pulatio n as w ell as in oth er pr ogra m s and

in key oc cu pa tio ns .

5. Step up re cru it m ent fo r Coo pe ra tiv e Ed uc ation P ro gra m at co lle ges with

sig nific ant nu mbe rs of Sp an ish- sp ea king stu dents to perm it entr y fr o m FSEE

reg is te rs with ou t ne cess ity of w ri tten exa m in at io n.

6 . Em phasis e to Fed era l agencies a va ila b ilit y of sele ct iv e plac em en t on bilin gual

ba sis so Spa nish -spea king pe r sens m ay be re ac he d fo r ap po intm en t to po sitio ns

de alin g with the Spa ni sh -s urn am ed po pu latio n.

7. ho ld -n E E O co nfer en ce of F edera l m an ag er s and eq ua l op po rtun ity off ic ia ls

in the South west oesigned to as su re eq ua l op po rtun ity fo r Spa nish -spe ak ing

pe rson s in em ploym en t and upwa rd m obility in F e d e ra l ag en cies .
352

Attac hm en t i to FPM L tr . No. 71 3- 18 (2 )

8. D ev el op pla na (or F ederal a g en cie s under CSC area off ic e le adersh ip to

w or k with hig h sc h ools .n Spanis h-s pea kin g a reas to mak e kno wn job op po rt un ities

in th e F ed eral Gov er nm en t and to cou n se l and to en co ur ag e stud en ts to st ay in

sch o o l.

9 . H ir e fo r su m m er em pl oy m en t in F ederal agen cie s hig h sc hool and coll ege

te a c h e r s fr om sc h ools se rvin g Spanis h-s pea kin g st ud en ts to gi ve th em un der ­

st an din g of th e F ederal Gov er nm en t which they ca n rela te to st uden ts .

10 . Ma ke sp ecia l ef fo rt to in fo rm Spanis h-s urn am ed vete ra n s of availab ilit y of

n o n -c o m p eti ti v e ap po intm en ts fo r Vietn am A re a V et er ans in clud ing GS- 5 le v e l.

11 . R eq uir e Fed er al agencie s to re vie w th ei r EEO act io n pl an s and m in or ity

em p lo ym en t figure s ami mak e an y n e c essa ry r evis io n s to a ssu r e the fu ll

a p p li c a b il it y of th e plan e to Spanis h-s urn am ed po pu latio n.

12 . R ev ie w wi th agencie s st affin g of EE O pro gra m t o mak e su re that th er e ie

un ders ta nd in g la the pro gra m of th e sp ecia l pro ble m s of th e Span is h-s pea kin g.

13 . P rovid e sd di tion al trai ni ng program s on EE O and per so nnel m an ag em en t

fo r F e d e r a l m an ag er s la a rea s of Sp an iu h-spea kin g po pu latio n.

14 . W ith th e Dep ar tm en t of Lab or , ex plo re th e fe a sib il it y of est ab li sh in g an

In te rgovern m en ta l T ra in in g F a cil it y for up wa rd m obility and sk il ls tr ain in g for

F e d e r a l, sta te and lo ca l c a r e e r s in th e So uth wes t, pr ob ab ly in San Ant on io.

15 . C o ll e c t n ecessa ry data and br oa de n an aly sis of m in ori ty sta ti s ti c s to br ing

ou t s p e c ia l in fo rm at io n re la ting to em pl oy m en t and up wa rd m obility of Sp an ie heurnam ed p erso n s in th e F ed eral G ov er nm en t.

16 . R equir e EE O re port s fr om ag e n c ie s to refl ect sp e cia l in fo rm at io n on

Sp anie h-e urnam ed p erso n s and in cl ude in th e CSC ag en da for EEO ev al ua tion

q u esti o n s d ir ecte d at part ic ula r p roble m s re la ti ng to em pl oy m en t and upward

m o b il it y of Spanis h-s urn am ed p e r so n s.

H i
Attachment 2 FPM L tr . Mo. 713-18

The Role of the Six tee n Poi nt Program Coord inator

(Coordina tor for Spanish-Speaki ng Program)

There la only one Equal Employment Oppor tunity Program ap pli ca ble

to a l l c it iz e n s. Within th is program, necessary steps must be taken to assu re that Spanlsh-surnamed Americans have a fu ll and fa ir opp ortu nity to compete with th ei r fell ow Americans fo r employment and advancement In the Feder al se rv ic e.

The primary ro le of the Coordinator should be to serve as the fo ca l

poin t with in the agency for Implementation of the Six tee n Point

Program. In th is ro le , the Slx ted n Poi nt Program Coordina tor should adv ise agency management and the Dir ect or of Equal Employment Opportuni ty on the sp ec ia l employment concerns of the Span ish-s peak ing

ci ti ze n s and on the necessary ac tio ns required to e ff e c ti v e ly accomplish the go als of the Six tee n Po int Program. To assure con­ ti n u it y and coo rdi nat ion of the to ta l equal employment oppo rtunity e ff o r t, the Six te en Poi nt Program Coordina tor should be resp onsible

to the Di re cto r o f Equal Employment Oppor tunity at the agency headquarters le v e l, or the Equal Employment Opportunity O ff ic e r at

subordinate agency le v e ls , In so fa r as the Six tee n Poi nt Program

a c ti v it ie s are concerned.

S p e ci fi c a c ti v it ie s which w il l permit the Coordinator to meet his or

her re sp on si bil it ie s are the fol low ing :

(1) Provide e ff e c ti v e lead ership snd guidance to agency managers

and sup ervisor s on th ei r re sp on si bilit ie s In Implementing

the Sixtee n Point Program. Equal Employment Opportunity

Is the re sp on si bili ty of the manager and I t Is he who Is

ul tim at ely respon sible for the succe ss or fa il ure of the

program. The personal Involvement of the head o f the or ga nizatio n most assu red ly Is needed, but program respons i b i li t y Is shared by every lin e manager and sup ervisor

In the or ga ni sa tio n.

(2) Serve as the age ncy 's resource person and pr in cipa l s ta ff

ad vis or on the unique concerns of the Spa nish-spea king.

The Coo rdin ato r must act iv ely pa rt ic ip at e In the development

and implementation of the age ncy 's nst lo nal, re gi on al , and

lo ca l Equal Employment Opportunity plans so tha t sp eci fi c

ac tion items dir ected at Implementing the Six tee n Point

Program are Included In the plan s.

(3) Assure that e ff e cti v e re lat ions hips sre est abl ish ed and

maintained wit h Spanish-speak ing org ani zat ion s and groups,

Inc lud ing those represen ting Span ish-speak ing women, In

order to obt ain th ei r coop eratio n and advi ce on the age ncy's

e ff ort s to reach a ll Span ish-s peak ing manpower sou rce s.
354

Attac hm en t 2 to FPM L tr . 7 1 3 -1 8 (2 )

(A) P a r tic ip a te as a r e p r e s e n ta ti v e o f th e ag en cy a t m ee ting s

and con fe ren ces h eld by c iv ic gr ou ps and Spanis h-s pea kin g

o r g a n iz a tio n s, su ch as LULAC, Am erican GI Forum, SER,

ASPIRA, e t c . , which are in te r e ste d In Improving th e

e m p lo y a b il it y o f th e S p anis h-s peakin g Am erica n. M ai nt ai n

c lo s e lia is o n w it h S ix te e n P oin t C oo rd in at or s from oth er

Fed eral ag e n c ie s th ro ug h a s s o c ia tio n s o f Fed er al manag ers

su ch as F ederal E xecu ti ve B oa rd s, F ederal E xec uti ve

A s s o c ia tio n s , and F ed eral P erso n nel C o u n cil s.

(5 ) A s s is t in a s s e s s in g th e agen cy's Sp an ish sum ame d em ploy ­

ment s it u a t io n so th a t employ men t p a tt e rn s might be

id e n t ifie d and p a r tic ip a te in s o lv in g th e problem s id e n t ifie d th ro ug h th e de ve lopm en t o f employment goals and

ti m eta b le s wh ere th ey w i l l be u s e fu l in en co ur ag in g

a ffir m a tiv e a c tio n . At th e he ad quar te rs or r e g io n a l le v e ls

assu re th a t e f f e c t i v e s p e c if ic gu id an ce and d ir e c tio n to

f ie ld in s t a ll a t io n s is dev el oped and d is se m in ate d in a

ti m ely manner and th a t e f f e c t iv e mecha nisms fo r fo llow up on

im ple m en ta tion are in s t it u t e d .

(6 ) P a r tic ip a te in s p e c ia l s tu d ie s o f ag en cy employm ent p r a c ti c e s

to a s c e r ta in w he th er th ere are syst em ic b a rrie rs which hav e

th e e f f e c t o f li m it in g o p p o rtu n it ie s fo r S p anis h-s peakin g

c i t i z e n s . Such s p e c ia l stu d ie s sh ou ld in clu d e in te r n a l

e v a lu a ti o n s and pl an ne d a s s is ta n c e v i s i t s to su bordin ate

comp onents o f th e agency, and C oord in ato rs sh ou ld be

members o f teams in volv ed in th ese a c t i v i t i e s .

(7 ) Re vie w ag en cy tr a in in g cou rse s to a ssu re th a t th ey in clu d e

in fo rm ati on on th e S ix te e n P oin t Program and p a r tic ip a te

in th e dev el op m en t and im ple m en ta tion o f upward m o b il it y

tr a in in g and e d u ca ti o n programs req uir ed by E.O. 11478

and th e EEO Act o f 19 72 .

The per so n d esig n a te d as th e S ix te e n P oin t Coo rd in at or must be a b le

to d e a l e f f e c t i v e l y in th e o r g a n iz a ti o n and in th e EEO program

fu n c tio n in c lu d in g a d v ic e and co u n sel to management on pr op er and

e f f e c t i v e e f f o r t s to im plem ent th e S ix te e n P o in t Progr am . Per so ns

d e sig n a te d as C oo rd in ato rs sh ould be ab le to d e a l e f f e c t i v e l y w it h

S p a n is h -s p ea k in g o r g a n iz a tio n s.
355

United States Department of the Interior

OFFICE OF THE SECRETARY 

WASHINGTON, D.C. 20240

May 13, 1974

EQUAL EMPLOYMENT OPPORTUNITY MEMORANDUM NO. 74-15

SUBJECT: National IMAGE Convention

TO: Equal Employment Opportunity Officers

Spanish-Speaking Program Coordinators

The National IMAGE Convention will be held on 

May 30 - June 2 in Las Vegas. A copy of the 

tentative agenda is enclosed.

The Office for Equal Opportunity will participate 

in the Convention and we urge your participation 

also. Please contact your field installations as 

soon as possible so that those employees who are 

able to attend may begin to make plans.

We regret the delay in getting this information 

to you.

Enclosure

Save Energy and You Serve America!
356

W o p an u a Speakin g Urg an iik >n Conce rned V it a Go vernme nt C.-nploym 

Nat io na l Office: 112 N. Central, Arizo na S s0 0 3 602 2 6 l- „. ^2

March 30, 1974

Dear Colleague:

‘Stezrsir?.’*

J W * * * * ’" "

The 1974 N ati ona l IMAGE Convention will be held on May 30- 

June 2, 1974 at the Flamingo Hilton Hotel in Las Vegas, 

Nevada. For the Convention, we have scheduled instructive, 

part icip ativ e and informative sessions in furtherance of 

IMAGE obje ctive s. These worksh ops are intended to provide 

participa nts with the most current data available with 

respect to: pub lic employment and Spanish Speaking Americans; recent cour t decisions; significant Civil Service 

Commission regulations; government employment opportunities; 

effective affi rmative action plans; progress of Chicanos, 

Puerto Ricans, and other Latinos in educational institution 

employment; and, status of the Federal Sixteen Point Plan 

on Employment Oppo rtun itie s for the Spanish Speaking.

Knowled geab le and experienced individuals from throughout 

the nation wil l be present to cont ribute to this important 

meeting. Gov ern men t representatives, elected officials, 

educational officials, and other interested persons are 

expected to attend.

Reports will be prese nted on IMAGE nat ional and local 

effort s to improve employment opportunities for the Spanish 

Speaking.

This nati onal gathering offers an opportunity to interested 

and conc erne d gove rnment agency represe ntatives - federal, 

state, county and local - to meet and develop contacts with 

Spanish Speaking individuals, to gain access to qualified 

skills banks, and pre sent their agency's progress in EEO 

activities.

You are cor dially invited to attend and parti cipate in 

this Annual Conven tion. We feel that you can play a major 

role in the success of this Convention and the continuing 

efforts of IMAGE to achieve its goals.

Unless the Spa nish Speaking are substantially included in 

gover nmen t jobs this nation cannot be satisfied until it 

has provide d true equal employment opp ortunities for all 

Americans.
357

T yRSD A Y , MAY 30, 1974 o

r8:0 0

9:0 0

8:00 p .m . 

10:00 p. m . 

11:00 p .m .

M eeti ng fo r all C hapte r C hai rm en

R e g is tr a ti o n -

No H ost C ock ta il P a rty -

FR ID AY. MAY 31, 1974

8:0 0 a. m .

9:0 0 a. m .

R e g is tr a ti o n -

C on ven tion Con ve ne s -

O pe ni ng R em ark s - Je ro m e C a rril lo , P re s id e n t,

N evad a IM AG E of b a R az a, In c.

P le d g e of A llegia nce - F re d F lo re s , C hair m an,

A m e ri c a n G. I. F o ru m

In v o cati o n - F a th e r C av glia

P re s e n ta tio n of N ational IMAG E P re s id e n t 

E d w ard V ale nzuela by Jero m e C a rril lo

W el co m e an d In tr oducti on of G uest s - N ational 

IM AGE P re s id e n t E dw ard V ale nzuela

W el co m e - H onora ble M ike O 'C allaghan , G o v ern o r of N evad a i 

i

H onora ble Dav id Tow el l, C on g re ss m an of N ev ad a 

H o n o ra b le H a rry R ei d, L ie ute nant G o v ern o r of N ev ad a 

H o n o ra b le O ra n G ra g so n , M ay or of L as V eg as 

H o n o ra b le C ru z M. Ola gu e, M ay or of H en d ers o n 

Jo e B en it es, N at io nal P re s id e n t, LU LA C

A nto nio G all egos, N ational P re s id e n t, A m e ri c a n G. I. Foru .

R ic a rd o Z azueta , N ational D ir e c to r, SE R

F e rn a n d o R om ero , C hair m an, N ev ad a Spanis h Spe ak in g 

C oali ti on

L eo M ir a n d a, R ep re sen ti n g P e te r J. B re nnan, 

S e c re ta ry of L abor

(1)

46-120 0 - 75 - 24
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> * ' 

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1: 30 - 5:00 p .m .

8:0 0 a . m .

9: 00 a. m .

9: 15 a. m .

10 :1 5 a. m .

11 :15 a . m .

12 :0 0 noo n

In tr o d u cti o n of K ey no te S p e a k er, C arm an R. M ay m i,

D ir e c to r of th e W om en 's B ure au , U .S . Dep t. of Lab or

I

L uncheon - C h ri s C a rlo s, N ational 2nd V ic e P re s id e n t of IM AG E.

M a s te r of C ere m o n ie s

B le ssin g -

In tr o d u cti o n by A rt h u r San dova l, J r . , D ir e c to r of P e rs o n n e l

M an agem ent, U. S. E. P . A ., N at io na l E nvir onm enta l 

R e s e a rc h C e n te rs , Las V e g a s-C o rv a ll is , of G uest S peaker

The H onora ble R o b ert o A. M ondra go n,

L ie u te n a n t G overn or of New M ex ic o

C onven ti on W ork sh op s

No . 1 - 1 6 P o in t P ro g ra m fo r Spa nis h Spe ak in g 

A rt h u r San do val , J r . , M o d era to r

No. 2 - S ta te an d lo c a l govern m ent - in clu din g th ose who 

w o rk in S ta te an d lo c a l educa ti onal in sti tu ti o n s.

A1 R a m ir e z , C hair m an, N ev ad a M an po wer 

P la nnin g C ou nci l, M o d era to r

SA TU RD AY , JU NE 1, 1974

R e g is tr a ti o n

C onven ti on Con ve ne s

In tr o d u c ti o n by F ra n k Quinn , R eg io nal D ir e c to r EE OC,

‘ o f G u e st S p eak er, Jo hn Pow el , C hair m an, EE OC.

In tr o d u c ti o n by L ucia n T u r rie tta , B oar d M em b er, Nev ad a

IM AGE of L a R aza, In c ., of G ues t S p eak er A le x A rm a n d a re z, 

D ir e c to r, Offic e of M in ori ty B usi ness E n te r p ris e .

B u sin e ss M ee ting

C om m it te e R ep o rt on N ational S kil ls Ban k

L uncheon - Jo sie G u ru le , N ational 1s t V ic e P re s id e n t of IM AGE,

M a s te r of C ere m o n ie s

B le ssin g - F a th e r Ben F ra n z a ll

In tr o d u c ti o n by An n M u e ll e r, S e c re ta ry , N ev ad a IM AG E of

L a R a z a , In c. , of R o b ert Ha rrx ption, C h air m a n , C iv il 

S e rv ic e C om m is si on.
359

1:3 0 - 4: 00 p .m .

M ex ic an D ancers - To be coord in ate d by M ari a Sm ith an d 

M ar go T o re a

B u si n ess M ee tin g

C hap te r R ep o rt s

P ro je c t C om plian ce

C onst it uti onal R evis io n

PR OG RE SO CO NT IN IO CON IM AG E -

VAYAN CON DIOS
360

United States Department of the Interior

o f f ic e o r h i e s e c r e t a r y

WASHINGTO N, D C. 21)210

May 18, 1973

EQUAL EMPLOYMENT OPPORTUNITY MEMORANDUM NO. 73-1 4

SUBJECT: L eague o f U n it e d L a tin A m eri can C i ti z e n s

C o n v e n ti o n , Ju n e 2 1 -2 4 , 1973

'■TO: H ea ds o f B u re au s an d O f f ic e s

The Lea gue o f U n it e d L a tin A m eri can C i t i z e n s h a s 

i n v it e d th e D e p art m en t o f th e I n t e r i o r to p a r t i c i p a t e 

in t h e i r a n n u a l c o n v e n tio n on Ju n e 2 1 -2 4 , 1973, 

a t th e C iv ic C o n v e n ti o n C e n te r in A lb u q u e rq u e ,

New M exic o.

L a s t y e a r th e D ep art m en t wa s r e p r e s e n te d by 

Mr. M ed ardo S an ch ez o f my s t a f f , w h il e b u re a u s an d 

o f f i c e s w ere a sk e d t o p r o v id e l i t e r a t u r e f o r 

h a n d o u ts . T h is e f f o r t was v e ry s u c c e s s f u l an d 

a p p r e c ia te d by th e m en ib ers hip o f LULAC.

T h is y e a r th e D e p art m en t h a s made a rra n g e m e n ts 

t o r e n t e x h i b i t sp a c e o f 1 0 ' x '4 0 d im e n sio n s on 

th e f i r s t f l o o r o f th e A lb u q u erq u e c o n v e n tio n c e n t e r . 

We i n v i t e i n t e r e s t e d b u re a u s to u t i l i z e t h i s sp a c e 

w it h b u re a u e x h i b i t s , an d we e n c o u ra g e p a r t i c i p a t i o n 

o f b u re a u e m p lo y e es a t t h i s c o n v e n tio n .

B u re au s who w is h t o d i s p l a y an e x h i b i t sh o u ld n o t i f y 

t h i s o f f i c e by May 2 5, 1973, to e n a b le u s t o make 

f i n a l a rra n g e m e n ts f o r c o o r d in a tio n o f t h i s e f f o r t . 

The b u re a u s a r e e n c o u ra g e d t o a s s u r e t h a t S p a n is h - 

su rn am ed e m p lo y e es a r e in c lu d e d among th o s e 

d e s ig n a te d t o man th e e x h i b i t s an d t o a s s i s t w it h 

th e d i s t r i b u t i o n o f l i t e r a t u r e . Yo ur c o o p e r a tio n 

i s a p p r e c ia t e d .

E n c lo se d i s a copy o f th e ag en d a an d p r e - 

r e g i s t r a t i o n fo rm f o r d u p l ic a ti o n an d d i s t r i b u t i o n 

t o th o s e em p lo y e es who w i l l be r e p r e s e n t in g th e 

b u re a u a s c o n v e n tio n p a r t i c i p a n t s .
9: 50 AM

10:00 AM

10:50 PM

I 2 :0 0 PM 

4^0 Pit

361

T I II T A T I V E A G E N D A

LlAOlC («' Dill II it l A il l l AMERICAN CITIZENS

/..ill. MAI IPMAI. CONVLIli ION 

•SOI So'Otul N.W. 

Albuq uer que , New Me xico 

JUNE 21 - 24 , 1975

Thursday - JJSE 2 ^Stj_

R e g is tr a ti o n a t Con ve ntion Ce nte r (h ough 5: 00 PM 

Pre ss Con fe r onc e - N a li o n n l p re s id e n t an d o th e rs

N a ti o n a l and S ta le O f fic e r s t o name com m itte es

Revenue S haring Seminar Luncheon

fr e e Tiroe

F i .? s 1 a I e i t a na I
362

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5*. 00 AM

9 :0 0 AM

.•W M7J.2ntK

Rea i s t r a t io ri a t C o n ve n tio n C en te r

- Open inn Cer em on ies

New Me;: ir n S ta te D ir e -'t o i tu r ns Gav el to H onora ble Pete V. Vi I

N a ti o n a l P re s id e n t

H onora ble Pete V. V i l l a , N a tio n a l P re s id e n t P re s id in g

P re s e n ta ti o n o f C o lo rs

O f f ic ia l P ra yer 

Pledne o f A ll e g ia n c e

We I co irfi A ddre ss

Response

E .V . M oro nes, N a ti o n a l C h a p a in

Roy M a d rid , N o ti o n a l S g t. o f Arms

H on o ra ble L o u is Saavedra , Chairm an, 

C it y Cornrr. i ss io n 

A lb u q u e rq u e , New M exic o

Honor a li I e

P ast N a tio n a l P re s id e n t

R o ll C a ll

N a ti o n a l O f fic e r s

M in u te s o f 1972 N a ti o n a l

C o n ve n tio n , Gea um on t, Te xas

Ci r.den I ia I '■ C om m itte e In te rim R e p o rt

Re es s fo r Lu nc he on

E lv ia C have s, N a ti o n a l S e c re ta ry

12: 00 P.'l R e c o g n it io n Lum boon

’ : 33 PM

4 :0 0 PM

6 :0 0 PM 

7:0 0 pm

7 :3 0 PM

Ik v te i o f C ere m onie s - l. o ia l 

K eynote Sp ea ke r - Ken ne dy and Cesai CL

S e n in ar s:

Lcu al Em ploy men t Op .or 1 u n it y - Gene C o s ta le s 

H ousin g " P.o berto O rn e la s

LECA ” Joe R am irez o r Ed L ucero

Women'. A f ta i i s - J u li a Zo zaya

5cm I n<u s

E d u 'a tio n - D avid I'l o ie u l oom____ ...

Y o -j jli * L ’l M aio no, N a tio n a l V ic e -P re s id e n t 

S .E .R . - f 'iio 'c 'o Za.'uc- fa , r x e r u f iv e D ir e c to r 

!>ar f- a lv a n , N a tio n a l C hairm an f

Semi ...a •_ Ad jo r n

. - ir . jl Re H s ir a l < ", fo r O cle e a le s 

f i, 1 ■ 1 L : I w i l l r O il t i . ’C 

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Room

Room . 

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LUI.AC P re s id e n t

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' i f ' t or. 3 e r a re 'S

“ a t ■ - i . - ' . J - of I ??e C o n v e n tio n S i l e t, (L I Pa so , Te xa s)

Car. U a tio r. o f I >76 and 1977 C o n v e n ti o n S it e s

P a c ts

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J: S3 AM

I i : ') AM

I? : >.) IV.

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I’ m. i r e s : S e ssio n ••-e- ot .ven es

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366

Exhibit 7

REPO RT OF THE FIRST NATIONAL CONFERENCE

ON MINOR ITY PART ICIPATION IN EARTH SCIENCE

AND MINERAL ENGINEERING

Sponsored by the Department of the Interior

and

the Color ado School of Mines

June 7 to 9, 1972

Cecil H. and Ida Gr een Graduate and Professional Center

Golden, Colorado
367

REPORT OF THE FIRST NATIONAL CONFERENCE 

ON MINO RITY P ARTICIPATION IN EARTH SCIENCE 

AND MINERAL ENGINEERING

Sponsored by the Depar tment of the Interior 

and

the Colorado School of Mines

June 7 to 9, 1972

Cecil H. and Ida Green Graduate and Professional Center 

Golden, Color ado
368

The views expressed and the accuracy of the infor mation 

presented in this report are the r esponsibility of individual 

conference participants. Publ ication of this report does not 

imply endorsement of opinions, conclusions, or reco mmendations 

by the Dep artment of the Interior or the Colorado School of 

Mi ne s.
369

CO NF EREN CE ON MIN ORITY PA RT ICIPA TION 

IN EA RTH SCIEN CE AND MINERAL ENGINEER ING

We a re ple ase d to join in sp on so ring th e Con fe re nc e on M in or ity 

P art ic ip ati on in E art h Sc ienc e and M in er al Eng in ee ring to be he ld on 

Ju ne 7 t o 9, 1972 in Gold en, C ol or ad o. Th e se ss io n s will be he ld in 

th e new C ec il H. and Ida G re en G ra duat e an d P ro fe ss io nal C ente r of 

th e C ol or ad o Sc hool of M ines. The im m ed ia te go al is to laun ch a 

pro gra m fo r in cre asi n g th e p art ic ip ati on of m in o ri ti es in th e eart h 

sc ie nces and m in e ra l en gi ne er in g. Th e lo ng-r ange go al of g re a te r 

m in ori ty part ic ip ati o n in al l fi el ds of sc ie nce and en gi ne er in g is 

im port ant, of co u rs e, but we bel ie ve it w ise to concentr ate on a 

cle arl y de fin ed a re a as a fir s t st ep .

In th e la st de ca de m an y b a r r ie r s ha ve fa llen wh ich im pe de d 

part ic ip ati on by m in o ri ti es in pro fe ss io nal c a re e rs bu t, des pite th is 

g enera l p ro g re ss, th e re a re few m in ori ty m em bers in eart h sc ie nce 

and m in era l en gi nee ring . The Nation ne ed s tr ain ed m an po w er in 

th ese fiel ds and m in o ri ty y outh ne ed s c a re e r op port unitie s. Th e 

ob je ct iv e of t he C onfe re nce is to de vis e wa ys whe re by you ng pe op le 

in m in ori ty gro up s m ay be co m e aw ar e of c a re e r pote nti ali ti es and 

ob tain th e tr ain in g n e c e ssa ry to qu al ify fo r po si tions in eart h sc ie nce 

and m in era l en gin ee ring.

F o r th is new d ep art u re we ne ed he lp fr om le a d e rs in the 

co m m uni ties co nce rn ed ; from th e in d u st ri al, ac ad em ic and govern ­

m en ta l em plo yer s who se ne ed s we a re als o tr yin g to se rv e; an d fr om 

th e pro fe ss io nal org aniz ations wh ich will c a rry out muc h of th e 

pro gra m and st ro ngly in flue nc e th e tr ain in g and re cru it m en t p ro c e sse s.

We re g ard th e confe re nce on m in ori ty p art ic ip ati on as an 

im m en se ly im port ant ventu re and we ex pe ct th is co nfe re nce , and the 

pro gra m to fol low fr om it, to ha ve nat io nal im pac t in opening up 

c a re e rs in eart h sc ie nce and m in era l en gin ee ring to all cit iz ens. It 

is our earn est ho pe th at th ese eff ort s wi ll le ad to in cre asi ng 

part ic ip ati on by m in o ri ti es in al l sc h o la rl y and pro fe ss io nal fi el ds.

P re sid en t Z

C ol or ad o Schoo l of Mines

ry of the In te ri o r
370

Committee on Minority Partici pation 

in Earth Science and M ineral Engineering, 

U. S. Department of the Interior

Frank Angel, New M exico High lands University

Charles Baskerville, City College of the City University of Ne w Yo rk

Lee Cook, Nation al Congress of American Indians

Jimm DeShields, University of Massac husetts, Amherst

Mack Gipson, Jr., Virginia State College

Frank Press, Mass achusetts Institute of Techn ology

All an E. Snyder, Kenne cott Copp er Corpora tion

Bernar d Valdez, Denve r Welfare Department

Rand olph W. Bromery, Uni versity of Massachusetts, Amherst, Chairman

Conference Plan ning Committee

Arnol d L. Brokaw, U. S. Geological Survey

Edward G. Fisher, Colorado School of Mines

S. D. Foreman, Colo rado School of Mines

Manu el Gomez, U. S. Bureau of Mines

Charles E. Johnson, U. S. Burea u of Recla mation

Louis e Hobbs, U. S. Geological Survey, Secretary

L. C. Pakiser, U. S. Geological Survey, Chairman

Editors

Robe rt Gillette 

Eliz abeth Gillette
371

Conferees to the 

Conference Planning Committee

Teodoro Barros, Latin American Rese arch and Service Agency (LARASA)

Waldeme re Bejnar, New Mexico Highl ands Un iver sity

Dorothy Curtis, Biological Sciences Curr iculum Study

Hollis Dole, U. S. Department of the Interior

Georg e Dwyer, U. S. Civil Service Commission

Robert Flores, U. S. Geological Survey

Edwin Grant, U. S. Geological Survey 

Oscar Graves, U. S. Geological Survey 

James Hanson, U. S. Geological Survey 

Anselmo Jaramillo, LARASA

Richard Joko, Earth Science Educational Program

William Jones, National Oceanic and Atmospheric Administration

Vincent E. McKelvey, U. S. Geological Survey

Herber t Mills, U. S. Geological Survey 

Edwin Montgomery, U. S. Bureau of Reclamation 

Mike Moore, Great Wes tern United Foundation 

John Murphy, U. S. Geological Survey

Sebastian Owens, Urb an League

William Page, Earth Science Educa tional Progra m 

W. A. Radlinski, U. S. Geological Survey 

Thomas Rodriguez, U. S. Geological Survey 

William Romey, Earth Science Educational Program 

Craig Roser, U. S. Geological Survey 

E. E. Shelton, U. S. Department of the Interior 

Shirley Stokes, U. S. Bureau of Reclamation 

Charle s Tafoya, LARASA

Newell Terry, U. S. Department of the Interior 

William Thurston, U. S. Geological Survey 

Edward Trujillo, U. S. Civil Service Commi ssion 

Alvi n Va n Valkenburg, U. S. Bureau of Mines

Ola Watford, Nati onal Oceanic and Atmospheric Administration 

Carol ine Watkins, U. S. Geological Survey 

J. D. Wiggins, U. S. Geological Survey
372

CONTENTS

Page

Foreword ..................................................... i

Wednes day Mor ning Session

Guy T. M c B r i d e ............................................... 1

Rando lph W. Bromery ........................................ 4

Georg e Brown ................................................. 13

Salva dore Carpio ............................................. 19

Prof. James Skehan, S. J ..................................... 21

Wed nesday After noo n Sessions

Edit or ’s n o t e ............................................... 27

Wed nesday Evening Session

Rev. Jesse Jackson . ......................................... 31

Thursday Morning Session

James F r a z i e r ............................................... 38

Leon C o o k ................................................... 44

J. R. Jackson, Jr............................................ 47

Edward E. S h e l t o n .......................................... 55

Linn H o o v e r ................................................. 59

Panel Discussion, Youth, the Professions and the Future. . . 64

Friday Morning Session

Pete M i r e l e z ................................................. 78

Bubba Jackso n ............................................... 82

Denni s Banks ................................................. 86

Randolph W. B r o m e r y .......................................... 88
373

CONTENTS (continued)

Page

Action-P lanning Sessions:

Concl usions and Recommendations

Moti vation and Education of Minorities .......... 92

Emplo yment Oppo rtunities for Minorities ........ 96

Minori ty Prog rams for Professional Socie ties . . . 98

Prof essional Responsibilities and Standards. . . . 101

Implemen tation of Mino rity Partici pation Programs. 103

Repo rts of Independent Caucuses

Women's Caucus . ......................................... . . 104

Chicano Caucus ............................................... 105

Industry Representatives' Sta tem ent ......................... 110

Appendices

The AGI Mino rity P r o g r a m .................................... 112

Conference Participants .................................... 120

46-120 0 - 75 - 25
374

FOREWORD

On June 7 to 9, 1972, about 300 representatives of more 

than 100 national and local professional societies, civil rights 

and community organizations, educational institutions, governmental agencies, and industrial organizations met in the 

Cecil H. and Ida Green Graduate and Professional Center of the 

Colorado School of Mines, Golden, Colorado, in the National 

Conference on Minority Participation in Earth Science and 

Mineral Engineering. The Conference, the first of its kind, 

was sponsored by the Colorado School of Mines and the United 

States Department of the Interior. The proceedings of the 

Conference are contained in the following pages.

We in Interior regard the Conference as an important step 

in our commitment to provide increased opportunity for members 

of minority groups and women to enter the ranks of earth 

scientists and mineral engineers within the Department and in 

the professions at large. As a result of the Conference, we 

have established a Committee on Minority Participation in 

Earth Science and Mineral Engineering within the Department 

of the Interior. The Committee, headed by Dr. Randolph W. 

Bromery, Chancellor of the University of Massachusetts at 

Amherst, is already functioning in its role of advising the 

Department on how best to achieve the goals of the Conference.
375

In addition, the Conference Planning Committee has b een 

reconstituted as an Interagency Staff Group to prepare 

recommendations for the Committee on Mino rity Participation 

and the bureaus of the Department. The report of the Staff 

Group was completed in March 1973 and is now being reviewed 

by the Committee and the Department.

Efforts of the Department of the Interior to increase 

minority participation in earth science and mineral engin eering 

have been intensified since the Conference, and we expect these 

efforts to begin to show concrete results in the near future.

It is noteworthy that the American Geological Institute and 

several of its memb er societies have recently establ ished an 

Office of Minority Participation in the Geological Sciences 

to work with minority groups, educational institutions, and 

employers of earth scientists to expand opportunities for 

members of minority groups to pursue careers in geology, 

geophysics, and other earth sciences. We have also learned 

that many educational institutions and industrial organizations 

have intensified their efforts to increase minority participation in earth science and mineral engineering through

establishment of scholarship funds, vigorous recruitment of 

minorities, upward mobility programs, and related activities.

ii
376

I am confident that these actions will lead to significant 

progress toward the Conference goals by the end of this decade 

and complete elimination of discrimination against members of 

minority groups in the earth-science and mineral-engineering 

professions by the end of this century. The Department of 

the Interior wholeheartedly applauds and supports these 

important efforts.

Director, Office for Equal Opportunity

iii
377

Plenary Session

Wedne sday Evening, June 7
378

Guy T. McBride, Jr.

Preside nt, the Colorado School of Mines

When we begi n an enterprise of this kind, it is extraord inarily 

difficult to know wh ere the thoughts will come from and in what 

direction they wi ll lead. Do not be diffident about saying what you 

think. We are sailing on uncharted waters, so eac h of you is 

entitled to "look for the birds from the west" in this situation.

I am speaking to yo u as something of an oiler and wiper for a 

manufacturing process that is intended to convert uncertain, and 

sometimes refractory, raw, teenage mate rial into earth scientists 

and mineral engineers. On the average, this m anufacturing 

process takes a little over four years, a length of time which 

makes precise m arket predictions extre mely difficult. Happily, 

however, it is possi ble to say that the demand for mineral scientists 

and engineers— perhaps in contrast to other areas of science and 

engineering— will be there in four years, in six years, or even 

eight years or more in the future.

We are quite sure of this for reasons outli ned recently by 

Secre tary of the Interior Rogers C. B. Mort on in his agency's 

"Fir st Annual Report of the Secre tary of the Interior," as required 

by the Mining and Mineral s Polic y Act of 1970.

Dr. McBr id e’s introduc tion was preceded by we lcomin g remarks 

from David Crawford, the Mayor of Golden, Colorado, and Thomas W. 

Ten Eyck, the E xecu tive D irec tor of the Colorado Department of 

Natural Resour ces .— Ed.
379

-2-

This report, dated Ma rch 30, 1972, states in part that: "The 

Unite d States' primary demand for minerals in the year 200 0...is 

projected to rise to $117 billion measured in 1970 dollars." That 

is the demand, and I w ould point out that the year 2000 is the time

whe n the c areer s of students now enrolled in col leges and universi ties

will reach their pea k of productivity.

At the same time as the demand for mine rals continues to rise,

as it has for the past 20 years, the U. S. prod uction of primary 

miner als in the year 2000 will reach $53 bi lli on— leaving a deficit 

of real, useable, consumable minerals of $64 billion. The Interior

Depar tment report continues:

"It is man datory therefore, as a matter of urgency, that policies 

be established and programs formulated and under taken to create the 

social and economic envir onment nece ssary to further optimum d eve lop ­

ment of mineral resources, and wi thin prudent envir onmental constraints, 

to meet projected future miner als and energy requirements."

The report goes on to say that these objectives can be met by 

"imp roving the technology of minerals production and usage," but that 

this will require "increased atten tion by skilled scientists and 

engineers, supported by technical personnel. Regrettably, fundamental 

research and education in most fields of mineral science and technology 

are not only lagging behind the need, but the gap is widening. Federal 

and state governments and industry must cooperate wi th educational

institutions and scientific research c enters to reverse these trends."
380

-3-

Thus, Secretary Mort on indicates that the pr omise of career 

oppor tunities in mineral science and engin eering is made certain 

by converging, mutu ally reinfor cing demands for more minerals and 

bett er technology at acceptable environmental costs.

Recognizing the need to recruit young p eople into the fields 

of mineral science and m ineral engineering, one of our major mini ng 

companies, in coope ration with the Colorado School of Mines, has 

prepared a recruiting film entitled "The Earth People." The film 

is to be conve rted into a color filmstrip, with accompanying sound, 

for use by high schools. We would like to present it now for your 

comment. As you w atc h it, please remember that it is a recruiting 

film, and that it has not been p rettied up for the benefit of this 

conference. We could have put in more m ember s of minority groups 

than the film shows, and perhaps it will be your judgment that as 

a recruiting devi ce it might well need that kind of alteration. 

Since it is our hope to distribute this film across the country, 

by the thousands of copi es if they can be intelligently used, I 

urge you to re view it and discuss it later during the conference.
381

-4-

Randolph W. Bromery

Chancel lor, the Univ ersity of Massachusetts at Amherst

To start this conference, we must first focus on what we 

are going to do here. If, after three days, we leave without at 

least the beginnings of some commitments and the begin nings of 

some progra ms to accelerate the entry of minor ity groups into 

the earth science s and min eral engineering, then this conference 

will have gone the way of m any other conferences that I have 

atten ded in the past 25 years.

It is difficult to know what to say as a beginning, but I 

would like to try a coupl e of things. First, to be very practical, 

I want to try to describe the d imensions of the problems of 

mino rity participation in the earth sciences. Second, I b elieve 

it is ne cessa ry at this point to set a philos ophical tone. I am 

hopi ng that, as we move through these next coupl e of days, if we 

lose sight of the ma gnitude of the problems we face we at least 

will have the lifeline of a philosophy.

First, we must recognize that establishing scholarships and 

other types of programs to interest m inorit y youths in entering 

the earth-sci ences profession will be quite a Job in itself. 

Relevan cy is a problem. Simply going into the inner city and 

talking to you ng people, tryi ng to tell them about geophysics, is 

going to be difficult. They are concerned about the relevance 

of what they do in life, and we are going to have to explore all
382

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o f o u r r e s p o n s i b i l i t i e s in t h i s r e s p e c t . M ore over, we a r e t a l k ­

in g a b o u t g o in g in to m in o r ity com m unit ie s an d s e a rc h in g o u t t a l e n t .

And i f w e’ r e n o t c a r e f u l , we ru n th e r i s k o f d r a in in g o f f t a l e n t

t h a t i s so s o r e ly nee ded in o th e r c a p a c i t ie s in th e s e m in o r ity

co m m u n it ie s. At th e sam e ti m e we m us t ta k e c a re t h a t in a p p e a li n g

to th e s e yo un g p e o p le th e ec onom ic re w ard s we can o f f e r them a re

h o n e s tly d e s c rib e d an d do n o t m is le a d th em . In s h o r t , w hat I am 

sa y in g i s t h a t in s e a rc h in g f o r t a l e n t we m us t n o t o n ly d e v elo p

pro gra m s in w hic h to u t i l i z e i t , b u t we m us t a ls o a s s i s t m in o r ity

com m unit ie s in s e a rc h in g o u t s t i l l more t a l e n t . T her e i s a tr em endous am ou nt o f human p o t e n t i a l in our m in o rity c o m m u n it ie s, b u t i t

h as y e t to be ta p p e d . I t i s o u r r e s p o n s i b i l i t y to b e g in .

T h ere a r e o th e r pro b le m s we f a c e . P e rh a p s a c o u p le o f p e r ­

so n a l e x p e rie n c e s an d a few b i t s o f ir o n y w i l l i l l u s t r a t e th em .

One t h a t I r e c a l l v i v id l y o c c u rre d a s r e c e n tly a s a c o u p le o f

y e a rs a g o , in c o n n e c ti o n w it h a f e d e r a l p r o j e c t in A la sk a . We ha d 

a C o n v a ir a i r c r a f t equ ip p ed f o r lo w -le v e l m ag n eti c s u r v e y s , an d we 

w ere su p p o sed to f ly some su rv e y l i n e s from F a ir b a n k s a c r o s s th e

Yukon f l a t s , th e Bro ok s R an ge, th e A r c tic s lo p e to th e A r c tic Oce an .

In o r d e r f o r th e U. S. G e o lo g ic a l Surv ey to c a r r y o u t t h i s p r o j e c t ,

I wa s to r e q u e s t l o g i s t i c a l s u p p o rt f o r o u r a i r c r a f t from th e U. S. 

A ir F o rc e P en ta g o n H e a d q u a rte rs in W ashin gto n. I t wa s a t t h i s p o in t

t h a t I began to c o n fro n t once a g a in some o f th e d i f f i c u l t s i t u a t i o n s

t h a t m in o r ity y o u th s w i l l a ls o e n c o u n te r when we b r in g th em in to th e 

a l i e n an d so m et im es h o s t i l e e n v ir o n m en ts o f g eo lo g y an d g e o p h y sic s .
383

-6-

Normally when you walk into a Pe ntagon office and try to get 

someone to pay attention to you, and you're a black civilian, you 're 

in trouble. I spent a lot of time there trying to convince people 

that I was a project geophysicist and a professional representative

of the Fe deral Government. In the end, I wi sed up. I learned that

one of the first things one has to do is adjust to the situation.

The answe r w as by way of a series of introductory letters that 

finally opened some doors. Rather than going into an office in the 

Penta gon unann ounced, I learned to write a letter first, sign it 

"Geoph ysicist, U. S. Geological Survey," and then have a secretary 

call for an appointment. It's a lot like making hotel reservations 

in this country when you're black.

Having gone through all this, we flew to Anchorage, Alaska,

wher e w e received the VIP treatment from the Air Force. Then we

flew to an Air Force Base near Fairbanks. Whil e landing we could

see a line of cars accom panied by a group of m ilitary brass waiting

on the pa rking apron. As we landed and talked on the radio with

the ground controllers, we were told to pull up in front of the

line of wa itin g dignitaries.

"We want Dr. Bromery to get off first," ground control informed 

us. I had to look like a typical scientist, so I quickly took off 

my fatigues, put o n the o nly suit I had brought wit h me, and grabbed

a big b riefcase full of aeronautical navigati on charts. I stepped

to the door as the pl ane rolled to a stop in front of the wai ting

cars and brass. The door was opened, and I started down the set
384

-7-

of stairs. I was about three steps down w hen a sargeant 

sudden ly rushes up to me on the stairs and says "No, no, no, 

get h ack up. Dr. Bromery is supposed to come out first."

So you see that we' re not only going to have to find minority 

people for the earth sciences, but we're going to have to change 

the environment they'll be w ork ing in as wel l— so that not everyone

has to be a pioneer.

Let me now talk briefl y about statistics. How many earth 

scientists are there, and how many, to the best of our knowledge, 

are m inorities? By this I mea n black, Spa nis h-s urn ame d, and 

Amer ican Indians. Acco rding to current records, there are at 

least 30,000 earth scientists in the United States. If we were 

to say that minority peoples should at least be represented in 

proportion to their d istribution in the general population, then 

there should be some 5,000 earth scientists from mi nority groups, 

since w e compri se between 17 and 18 percent of the nation's 

population.

In our recent efforts to find out how m any blacks, Spanishsurnamed, and American Indians are professional earth scientists, 

we ran into some trouble. Heretofore, it was not only fashionable 

to ident ify mino rity employees by race, it was required by law.

Of course, that was for a different reason. Toda y no one is 

supposed to admit that they even recognize someone as a minority,

althou gh I am sure that ma ster sargeant did when he ran up the steps.
385

-8-

If I were to estimate how many black earth scientists I

have k nown in the past 25 years, I wou ld have to say four or

five, inclu ding myself. In the earth scienc es today there is a

tremendous pressure to have a graduate degree, preferably a

doctorate. And yet I have searched through the bl ack population 

to the best of my ability and I have found only four wi th Ph.D.'s

in the earth sciences; we have three-fourths of them right here in

this room.

The Geological Society of America recent ly m ade a survey of

the colleges and universi ties w ith earth-science depar tments to

determine how m any blac k Americans, Spanish-surnamed, and American

Indians are curre ntly enrolled. We think we obtained a fairly

accur ate number. We we re able to identify about 120 black undergraduates and graduates majoring in geology. In graduate schools 

we found that there are nine ma st er 's degree students and five 

candi dates for the Ph.D. Of the Spanish-surnamed, we found a total 

of 150 students, five of whom were working on a master's degree, 

and one was a doc toral candidate. By these figures, if population 

equity is our goal, we'r e running about 4,750 short.

To change this, of course, we will have to start with the

grade-school level, and in the secondary schools. I should note

that even at the Uni versity of Massachusetts, where our clientele

is middle- class, surburban, and white, we get very few students
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who w an t to m ajo r in g eo lo g y — an d y e t we s e l l g eo lo g y a t th e 

U n iv e r s ity o f M a ssa c h u se tt s w ith a l l th e z e a l o f a p o l i t i c a l 

ca m pai gn. T h u s, w h il e 1 th in k we need a ca m pai gn to i n t e r e s t 

yo un g p e o p le in th e m in o rity co m m u n it ie s, we c a n ’ t e x p e c t i t to 

hap pen a t th e h ig h s c h o o l - u n iv e r s i t y i n t e r f a c e . By th e n i t ’ s

to o l a t e .

In sum , we ha ve th r e e p r a c t i c a l le s s o n s to keep in m in d.

We a re g o in g to ha ve to go b ack to th e e le m e n ta ry s c h o o ls to 

i n t e r e s t m in o r ity y o u th s in th e e a r t h s c ie n c e s ; we have a r e ­

s p o n s i b i l i t y n o t to d r a in o f f t a l e n t need ed by m in o rity com munit i e s ; an d we hav e th e jo b , e s p e c i a l l y th o s e o f us in gover nm en t 

an d in d u s tr y , to t r y to chan ge th e h o s t i l e w ork in g e n v ir o n m en t. 

As f o r m y s e lf , i f I ha d i t to do o v e r a g a in — I'm n o t s u re w ha t 

I ’d do. I am re m in ded o f a fo rm er s tu d e n t o f m in e, he i s b la c k 

an d h is name i s V in ce, whom I s e n t o u t to a sm a ll town in th e 

f a r n o rth w e st U. S. to co n d u ct a g e o lo g ic a l m ap pi ng pro gra m f o r 

h is t h e s i s n o t lo n g ago. Some o f th e p e o p le in t h i s tow n 

h a r ra s s e d V in ce— he was th e o n ly b la c k in to wn— an d th ey t e r r i ­

f ie d h i s w if e . Th ey l i t e r a l l y r a n V in ce o u t o f to w n, an d conv in ce d me t h a t we ha ve an o v erw h elm in g ly h ig h m o unta in ahea d o f 

us in c h an g in g th e e n v ir o n m en t o u t in th e w o rk in g w o rl d .

A P h ilo s o p h ic a l C o n te x t

T h is c o n fe re n c e r e p r e s e n ts o n ly a f i r s t s te p in a lo n g an d 

d i f f i c u l t jo u r n e y . As we b e g in , I wan t to fo c u s o u r c o l l e c t i v e 

a t t e n t i o n on o u r n e g le c te d , d e p r iv e d , o p p re sse d p e o p le in o ur 

r e s p e c tiv e m in o rity co m m u n it ie s— b e c a u se t h a t i s p r e c i s e ly w ha t 

th e y a r e . Th ey a r e a ls o my b r o t h e r s .
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All of these young peopl e undergo a special intensity of 

passion in gr owing up in the minor ity communities, alth ough life 

to them at a very young age, still appears as it does to all othe r 

young peopl e in this country— simple and not very momentous. But 

in the min ori ty communities the complexities of life, its problems 

and contra diction, its special ambiguities and dangers, have a 

way of intruding upon this youthful innocence and nostalgic reverie,

crowd ing them out of min d and out of memory.

For a mi nority person in a white world, this confront ation wit h

reality and the loss of innocence comes very early, and not without 

pain and bewilderment. Often it produces a deep sense of personal 

isolation, a feeling of alienation so pervasive that it can lead 

to a denial of one’s own self. I'm certain you w ill understand whe n 

I say to you that I know something about this kind of isolation.

Now, I am pref acing the philosophical part of my talk with this

rather solemn note because the themes of alienation and isolation,

though not new to us, are, I believe, at once symptomatic of, and

contributory to, the deeper crises that afflict us. Frantz Fa no n, 

the author of "Bla ck Skin, White Masks," has remarked that inte llectual alie nation is the creation of middl e-class society (although I 

would say it was the p roduct). What did he me an by a middle-class 

society? He me ant simply any society that solidifies itself in

prede termined forms that forbid all evolution, all gain, all progress
388

-liand discovery. What we are trying to do here today runs across 

the grain of that rigid structure. We are trying to make progress 

and disco ver talent and w e are confronted, in F an on1s phrase, with 

a "close d society in whic h life has no taste, in whic h the air is 

tainted, and in which the ideals and m en are corrupt."

How does one ma intain a faith in the effic acy of reason when 

one comes to understa nd that appeals to reason, or to respect for 

human dignity, have done litt le to alter the terrifying realities 

of racial and natio nal hatreds and of a grinding poverty that 

affli cts so many in this most affluent of all nations? In our 

quest here, at this conference, for answers to such questions, it 

is criti cally important for us to remember that we speak from the 

vantag e point of the r elat ively comfortable. Like it or not, in 

rela tion to the su ffering and dise nfranchised people of this 

country, we are a pri vile ged community. And I m ean more than 

simply m aterial privilege; I mean the more important privi lege of

ch oi ce .

The lessons of the minorit y struggle for survival and liberation in this country have been, and continue to be, a revealing 

and shatt ering experience for m any of the "privileged" who have 

begun to feel and unde rstand it. With this growing aware ness has 

come the frightening realization that not all me n and w omen in 

Ame rica are really free; that human b onda ge is as much a state of 

mind as a condi tion of the body. With this knowl edge we can
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understand why it is that with every material, legal, and moral 

vic tory grasped by this country's minori ty peoples, their 

insistence for equal ity grows even m ore truculent and urgent.

It is not simply equal ity of opportunity or of possessi on that 

is de mande d,but it is also a hunger for equal belonging, a claim

for equal space which we collectively occup y for psychic as well 

as p hysic al room in whi ch to breathe and grow.

Peter Mar in put it this way in a recent issue of Saturday

Re vi ew :

"What matters after all, especially in times such as ours, 

is nev er how saved or wh ole one is, but the extent to which one

restores to others, through presence and passion, a sense of 

possibi lity and independence."

That is what we seek. A sense of possibility and independence. 

We in the minority communities understand this need. The challenge

to the earth-sci ence prof essions is to help us in gaining it.

46-120 0 - 75 - 26
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Discussi on

Geor ge Brown

Colorado State Senator representing D istrict 6 in Denver, and

Executive Director of the Metro Urba n Coalition in Denv er

I want to start by commending the program planners for this

conference. I think the time has long since come for persons in 

professional fields such as this to address themselves directly

to minority parti cipation in the earth sciences and mineral

engineering. I suppose that one reason this has come about is 

that L ou Pakiser (Chairman of the conference organizing committee) 

is an alumni of Den ver's Man ual High School. For those of you 

who are not from Denver, this is the one high school that has been

in the area where most of the b lack folks and the poor folks have

lived from the time we first came into this city.

In holding this conference, I hope you'r e not too late. For 

mill ions of blacks, Chicanos, Indians, and Puerto Ricans, who, for 

all pract ical purposes, are already dead to opportunities for new 

careers, you are too late. Thes e people have been kil led in our 

educational system. They have b een killed by not having opportunity— 

just because of the color of their skin or the wa y they spell their

last names.

Mr. Carpio (Professor of behavioral science at Metropolitan 

State College in Denver) and I have a dil emma today, in that we 

were asked to discuss w ith y ou Denver's inner city and its hopes, 

its problems, and its people. But the problems in my city are the
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same as the problems in any city. All of the ingredients of 

oppr ession and poverty are here in this city. The only 

difference is that some cities have more and some have less.

I don't think it serves any useful purpose for me or anyone 

else to keep trying to define the problems, to find new words 

that tell us all what w e already know about this country.

I suppose our greatest hope is for change— progressive 

change. Thoug h as we look for change I think we recognize with 

dread that the pr oblems of 1972 will not be solved by 1975. We 

remember the optimism that swept the country durin g the 1960's. 

Remember 1968? That was the year that the Kerner Commission 

report (on the causes of civil disorders) came out. This report said that there were three basic causes of the problems in 

our cities. The first was racial discrimination in employment, 

education, and housing. The second cause was the migration of 

poor blacks and poor Chic anos to the inner-cities and the concurrent moveme nt of the white middle class to the suburbs. The 

third cause was the segr egation and the p overty of the urban 

ghettos or barrios, which served to destroy o pportunity and hope, 

to reinf orce failure, and to submerge us all in crime, narcotics 

addiction, permanent welfare status and— perhaps saddest of all— 

in bitterness and resentment against society in general and whi te

societ y in particular.
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The K ern er r e p o r t s a id A m er ic a c o n s is te d o t two s o c i e t i e s .

(I d is a g r e e . O b v io u sly , th e r e wa s a C hic an o s o c ie ty in 1968, 

as w e ll as In d ia n , P u e rto R ic a n , b la c k , an d w h it e s o c i e t i e s . )

I t i s now fo u r y e a rs l a t e r . We m ust be a b le to p o in t to some 

d ra m a ti c im pro vem en ts f o r p e rs o n s in th e in n e r c i t i e s . And y e t 

i t d o e s n 't ta k e a g r e a t d e a l o f i n t e l l i g e n c e to co n clu d e th a t 

s c h o o ls a r e mo re te d io u s an d tu r b u le n t th a n e v e r b e f o r e , t h a t 

r a t e s o f cri m e an d un em pl oy m en t an d d is e a s e an d d ru g a d d ic tio n 

a r e h ig h e r th an in 1968.

W elf are r o l l s , to o , a r e l a r g e r . An d, w it h few e x c e p tio n s , 

r e l a t i o n s betw ee n m in o r ity com m u n it ie s an d th e p o lic e a r e no l e s s 

h o s t i l e . In s h o r t, th e e x p r e s s io n s o f sy m pat hy an d c o n ce rn t h a t 

th e K ern er r e p o r t e l i c i t e d fr om so many o f th o s e wh o, p u b lic ly an d 

p r i v a t e l y , g overn A m eri ca, a p p a r e n tly d id n o t s i g n i f y t h a t th ey 

w er e w i l li n g to ta k e th e d r a s t i c a c tio n n e c e s s a ry to make A m er ic an 

c i t i e s l i v a b l e a g a in .

B ut i f th e m a te r ia l c o n d itio n s o f th e g h e tt o s , th e b a r r i o s , 

an d th e w h it e w o r k in g -c la s s n e ig h b o rh o o d s o f th e in n e r c i t i e s a re 

s t i l l c a u se f o r d is c o u ra g e m e n t, th e s t a t e o f mind on th e s t r e e t s 

i s c a u se f o r some h o pe. W hile f o r yo u i t m ig ht be th e so u rc e o f 

some f e a r , I fin d ho pe in th e f a c t t h a t p e o p le a re a n g ry — p e rh ap s 

ev en a n g r ie r now th a n th e y w ere fo u r y e a rs a g o . Th e d if f e r e n c e i s 

t h a t t h e i r a n g e r no lo n g e r se em s to be th e h e lp l e s s k in d t h a t 

f in d s e x p re s s io n o n ly by sm ash in g an d b u rn in g . We h e a r in th e
393

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streets today only a little talk about violent destruction. Instead, 

the talk today is ab out a loss of faith in our system. For many, 

and this is dis turbing, the new atti tude is one of apathy or despair.

And yet, at the same time, the new disenchantment has inspired a 

tough new kind of pride, self-confidence, and a sense of sel f-d etermination.

Mino rity folks want to be wher e it ’s happeni ng, and they believe 

they know where that is and where they want to be. They demand to 

be a part of the d ecisions that affect their lives. They no longer 

believe that all dec isi ons — in education, for example— must be made 

only by professionals in the academic world. They no longer b elieve 

the p rofessional can do no wrong. Rather, they h ave great-distrust in 

the establ ishment and all who work w ithin it. Believe me, they question

us all.

Now what do we folks want of you folks? I wanted to ask this 

quest ion first, befo re someone else asked it, because if someone else 

asks it I get angry about it. I think it's a quest ion that is horrible 

in the asking. What do y ou folks w an t? The a nswer s are simple.

Mino rity communities want the same things that m ajority communities want. 

We w ant you to ass ume the sameness of our humanity. We want secure and 

decent homes, the a bility to feed and c lothe the people who depend 

on us, protection in our old age. We don’t w ant to be robbed or beaten 

in the streets any m ore than anyone else. We want the opportunity to 

develop, each and every one of us, to our fullest extent. These are 

not extreme requests. And frankly I ca n’t unde rstand why everyone else 

do es n’t understand them. But obviously there are peop le today who do not.
394

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Some Basic Assumptions

What do we want? We want change. And to descr ibe the kind of 

constructive change I have in mind, I want to list a few basic 

assumptions that express my beliefs about the society in which I live. 

Perhaps these are my personal prejudices and biases, but here they are

(1) I believe the human crises in our inner cities can be traced 

to a problem describ ed by two words: human apathy.

(2) I believe that racism is at the root of our human crises, 

and that is a plain fact. Most peopl e of the maj ority community 

basic ally believe that "people of color" be they black, brown, Puerto 

Rican, Oriental, Indian, or whatever, are inher ently inferior to white 

people. I also believe that, if most people would recognize within 

themselves the truth in that assertion, we could then honestly start 

trying to seek solut ions and do some real problem-solving.

(3) I am convi nced that white racism will be increasingly met by 

blac k or brown racism, and by others colors of racism, as long as we 

as a nat ion retain our polarity.

(4) I believe that no answer for the human needs of urban areas 

of any long standing will come exclu sively from either the core city 

or from the suburbs. Rather, the solutions must come, as the problems 

have, from a bewil dering array of sources on both sides.

(5) I perso nally do not expect any real solutions in my lifetime, 

and I do not expect to expire today or tomorrow. I do not expect that 

the p eople who control things today will be wil ling to make the necessary commitments and sacrifices for the people who don't control things 

I wou ld quickly add that I'm willin g to be proved wrong on this as sumption, b ut I doubt that I will be.
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(6 ) My f i n a l a ssu m p ti o n i s t h a t we, a s a n a ti o n , do hav e th e 

c a p a c ity to d e v elo p an d a d o p t s o lu tio n s to th e hum an c r i s i s . We, 

a s a p e o p le , can do a n y th in g t h a t we w an t to . Th e d i f f i c u l t y i s t h a t 

we sim p ly have n o t y e t re a c h e d th e p o in t as a n a tio n w her e we w an t 

to s o lv e th e hum an p ro b le m s we fa c e to d a y .

I f we a re r e a l l y g o in g to do a n y th in g m ea n in g fu l a b o u t o ur 

s o c i a l p ro b le m s, th e e a r t h s c ie n c e s c o m p ri se o n ly one a r e a in w hic h 

ch an ge w i l l hav e to o c c u r. Cha ng es m ust ta k e p la c e in a l l o u r i n ­

s t i t u t i o n s an d in a l l o f u s . We a re g o in g to have to re c o g n iz e f o r 

w hat th e y a r e som e o f th e h o r r i b le th in g s we have do ne in th e p a s t . 

P e rh a p s t h a t c a l l s f o r " m a la d ju stm e n t" in o u r s o c i e t y . I n e v er 

in te n d e d , f o r exam ple , to a d ju s t m y se lf to th e v ic io u s n e s s o f a 

ly n c h mob. But a s a youn g man I wa s fo rc e d to j o i n a ly n c h mob 

an d w atc h a man hang. I s u r e as h e l l n e v e r in te n d to a d ju s t to a 

n a tio n t h a t t a l k s a b o u t a s o c ie ty o f e q u a l i ty f o r a l l a s th e dr ea m 

o f to m orr ow , r a t h e r th a n a s th e r e a l i t y o f to d a y . We s le e p w it h 

dre am s, b u t we l i v e w it h r e a l i t y .
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S a lv a d o re C arp io

P r o f e s s o r o f B e h a v o ria l S c ie n c e , M e tro p o li ta n S ta te C o lle g e , Den ve r

I wou ld l i k e to e la b o r a t e b r i e f l y on some o f S e n a to r B ro w n's

co m m en ts, an d a ls o to make a p o in t a b o u t th e f ilm we saw e a r l i e r .

I am s u re t h a t a s yo u lo o k ed a t th e f a c e s in th e f ilm yo u n o tic e d 

t h a t th e r e wa s n o t a b la c k f a c e , n o t a C hic an o f a c e , n o t an In d ia n 

fa c e to be se e n . In t h a t r e s p e c t th e f ilm sa y s a s much f o r i t s e l f

a s an yone can sa y a b o u t i t .

As S e n a to r Brown n o te d , D en ver i s muc h l i k e an y o th e r la r g e 

u rb an a r e a (a nd in d ee d t h e r e i s l i t t l e in th e u rb an e n v ir o n m en t, 

su ch a s th e p le a s a n t str e a m s an d i n t e r e s t i n g ro c k s t h a t we saw in 

th e f ilm , to en co u ra g e a m in o r ity c h ild to b e g in lo o k in g to w ar d 

th e s c ie n c e s o r e n g in e e r in g .) Th e p ro ble m s o f th e in n e r c i t y a r e 

g r e a t , b u t th e y a r e sh a re d by a l l . The pro b le m s o f d ru g s , c rim e , 

p o l lu t i o n t h a t th e m a jo r ity s o c ie ty i s j u s t b e g in n in g to a d d re s s 

i t s e l f to f i r s t em er ge d in th e b a r r i o s an d g h e tto s o f o u r la r g e 

c i t i e s . As yo u ta k e y o u r t r i p t h i s a f te r n o o n th ro u g h some o f th e 

in n e r a r e a s o f D en v er, I ho pe yo u w i l l keep t h i s in m in d. And t h i s 

a s w e ll: T hat yo u w i l l be s e e in g th e p e o p le who c o n s t i t u t e th e 

f a s t e s t gro w in g e th n ic o r r a c i a l g ro u p s in th e U n it e d S ta te s to d a y .

What a r e o u r hopes? E d u c a ti o n i s o n e. I t i s o u r f u t u r e . Th e 

f ilm t h i s m orn in g a llu d e d to th e n e c e s s ity o f e d u c a ti o n an d to th e 

im p o rta n c e o f th e s c ie n c e c u rric u lu m in c o ll e g e s . I t i s w o rt h n o tin g 

t h a t o n ly r e c e n tl y , s in c e a b o u t 1960, h as th e e d u c a ti o n o f b la c k s an d

C h ic an o s in u rb a n a r e a s be co me a s i g n i f i c a n t fo c u s o f a t t e n t i o n . And
397

for the most part that attention has been misg uided. We taste the 

fruits of a lack of direction every day as we pick up the paper.

I am sure you are all familiar with the conti nued confrontations, 

the walkouts, and all the other difficulties of the schools.

For blacks, Chicanos, and Indians our prob lem historically 

has not been one of getting into college so much as it has been 

a problem of get tin g out of Jhigh school. The challen ge to you,

then, is a great one. Obvi ously it is going to be very difficult 

to recrui t mino rity students into college curri cula when dropout 

rates from high schools are so high. If you are really sincere 

in your aims, then your commitment to bringing minorities into 

the earth science s not onl y wil l have to reach the high school 

graduate, but wi ll have to reach down to the junior high level.

It is going to have to be a commitment to bro aden the experie nce of yo ung Chicanos, blacks,or Indians everywhere. This 

may prove to be a painful commitment, and it certainly wil l be 

expensive. But as Senator Brown suggested, we can no longer

affor d to m easure human lives in terms of money.

This conference is very important. But the me re fact that

you are here will not be the measure of its significance. What 

will make this conference really important w ill be what you do

afterward. This conf erence should not beco me just a good statistic

or a good item to ment ion in your Equal Employment Opportu nity reports, as is often the case. The real question now, as Senator 

Brown indicated, is "What are you going to do?"
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Prof . James Skehan, S. J. ,

Directo r, Boston College Environ mental Cent er and President of 

the Nat ional Association of Geol ogy Te achers

The success of min ority recruitment into the earth-science 

and mine ral-engineering profess ions over the nex t 20 years will 

depend to a large d egree on a na tional commitment to upgrading 

the quality of science teaching, and in particular the quality 

of earth-science teaching, in secondary and, especially, elementary 

schools. In addition, success also depends upon whether min ori ty

groups perceive the geosciences as relevant to the more pressing

needs of society.

Until now, virtual ly no one has tried to promote careers in

the geosciences primarily on the basis of their role in solving the

proble ms of society. To those who understood geology, this role 

always seemed self-evident. Fuels, water resources, and minerals, 

after all, are the very fabric of society. Nevert heless, some 

geologists may b e surprised to learn that many people, among them 

leaders in our state, local, and Federal Government, do not understand the close relationship between the future discovery of

natural resources and support of the geosciences. For the most

part, geoscientists h ave never taken the time from their wor k to

increase public awareness and understanding of the importance of

the earth sciences. But it is becoming painfully clear that this

is now part of our duty as scientists and as informed citizens.
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I contend that earth scientists have much to contribute to 

solvin g the majo r problems of our day. Correspond ingly, society 

as a whole has a stake in the quality of science teaching at 

the element ary school level. What is more, I contend that we 

geoscient ists have an important stake in en suring that the earthscience component of elementary education is upgraded, and that 

the image of, and relevance of, earth sciences be enhanced from 

a c hild’s earliest days in school.

Currently there is a vani shingly small amount of such instruction in elemen tary school classrooms and laboratories, although this paucity is us uall y not premeditated. Traditionally, 

the geosciences have had a low profile in college degree programs 

for p rospective elementary school teachers and, at least prior 

to the first manned landings on the moon, few teachers selected 

courses in earth science. Thus it should not be surprising that 

geolo gists are still widely po rtrayed by teachers as stereotyped 

eccentrics w ho enjoy poun ding rocks with little hammers and lead 

burros through the hills in search of gold.

High-quality instruc tion in earth scienc es is not entirely 

absent from eleme ntary schools, of course. State geological 

surveys and the U. S. Geological Survey make important contributions through a variety of publications and by their support of 

museums. But the ed ucational value of these excellent efforts 

is dim inished in the sense that they usually provide only a oneshot introduction to the eart h sciences and cannot provide the 

kind of follow-up support that is needed.
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To c o r r e c t t h i s d e f ic ie n c y , we b a d ly need s u p p o rt f o r p ro ­

gr am s o f e a r th - s c ie n c e i n s t r u c t i o n f o r e le m e n ta ry s c ie n c e 

s u p e r v is o r s — p e rh a p s from th e N a tio n a l S c ie n c e F o u n d a ti o n (NSF) 

o r o th e r f e d e r a l a g e n c ie s . A co mmitm en t from gover nm en t i s r e ­

q u ir e d to h e lp in d e v e lo p in g s u i t a b l e i n s t r u c t i o n a l m a t e r i a ls fo r 

c h ild r e n an d in u p g ra d in g t e a c h e r - p r e p a r a ti o n p ro g ra m s. And 

a t th e sam e ti m e , a co mmitm en t i s r e q u ir e d from th e e n t i r e ge os c ie n c e p r o f e s s io n . Su ch a d u a l d e d ic a tio n w ou ld go f a r to w ar d 

o p en in g im p o rta n t jo b o p p o r t u n it i e s f o r m in o r i t ie s . Im a g in a ti v e 

an d r e le v a n t e d u c a ti o n a r e b a s ic i n g r e d ie n ts f o r m in o r ity p a r t i c i ­

p a tio n in th e e a r t h - s c ie n c e an d m in e r a l- e n g in e e r in g p r o f e s s io n s .

T here a re p re c e d e n ts f o r su ch an e f f o r t . G eo sc ie n ce pro gra m s 

a t th e c o lle g e le v e l have im pro ved d r a m a tic a lly o v e r th e p a s t 15 

y e a rs a s a r e s u l t o f a s s i s t a n c e by th e NSF. M ore over , e a r th - s c ie n c e 

pro gra m s in th e se c o n d ary s c h o o ls in many p a r ts o f th e c o u n tr y ha ve 

b e n e f ite d c o n s id e r a b ly fr om su ch N SF- fu nd ed v e n tu re s a s te a c h e r ­

t r a i n i n g i n s t i t u t e s , th e E a r th S c ie n c e C u rr ic u lu m P r o j e c t , th e E a rth 

S c ie n c e T each er P r e p a r a tio n P r o j e c t , an d th e E n v ir o n m en ta l S tu d ie s 

P r o j e c t . I t i s t r u e , h ow ever, t h a t w it h th e e x c e p ti o n o f th e l a t t e r 

two pro gra m s th e s e e f f o r t s have n o t ha d an im p re ss iv e e f f e c t on 

g h e tto e d u c a ti o n , an d t h e i r im pact so f a r on m in o rity r e c ru itm e n t f o r 

th e e a r th s c ie n c e s h a s been l e s s th a n s p e c ta c u la r .

Alo ng w it h s u p p o rt f o r im pro ved e le m e n ta ry e d u c a tio n , th e r e i s 

an u rg e n t nee d f o r pro gra m s keyed to th o s e who a re u n a b le to a tte n d

c o lle g e f u l l ti m e , o r who c a n n o t a tte n d a t a l l . G over nm en t, in d u s tr y ,
401

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educational institutions and professional geoscience groups must 

collaborate to develop new and imaginative appr oaches to programs 

for training technicians in natural resources or junior engineers.

Such oppor tunities could be especially beneficial for underprivileged 

groups. As an example, a number of colleges and universities now 

offer courses in film making. Film institutes like the National 

Educational Tel evision Training Workshop in New Yor k are flourishing in a num ber of b lac k communities. The NET students are mainly

men and wome n who could not afford tuition at New York film schools.

(As an aside, there are m any still undev eloped oppo rtunities for 

relat ing cinematography to the geosciences, as in the production of 

documentaries on subjects ranging from minera l resources to oce anography. )

Indeed, oceanography provides a good exampl e of a field requiring the highest academic training for its scientists, but which 

also provid es appeali ng oppo rtunities for employment for persons

with lesser training. The range of careers is as broad as the subject 

itself— from mar ine laboratory technicians w ith j unior college

degrees to deckhands on boar d ocea nographic vessels who may have no

college training at all.

The ne cessity for avenues of lower-level entry into the sciences

is dramatically underscored by the available statistics on minority 

enrollment in advanced-degree programs. A study published by the Ford

Foun dation in 1969, entitled A Survey of Black American Do ctorates,

supports the widely held assumption that fewer than one percent of
402

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A m e ric a 's e arn e d d o c to r a l d e g re e s a re h e ld by A fr o -A m e ri c a n s.

No r i s th e s i t u a t i o n l i k e l y to im pro ve in th e n e a r f u t u r e . A n o th er 

s tu d y in 1968 in d ic a te d t h a t fe w er th a n on e p e r c e n t o f th e men 

an d women th en e n r o lle d in Ph.D . pro gra m s in th e U n it e d S ta te s w er e

b la c k .

As f o r o th e r m in o r ity g ro u p s, s t a t i s t i c s a r e h a rd to come b y, 

b u t th e r e i s no i n d ic a ti o n t h a t t h e i r s i t u a t i o n i s an y b e t t e r . No t 

to be d is r e g a r d e d in t h i s a c c o u n ti n g i s th e s t a t u s o f A m er ic an women 

in th e s c ie n c e s . D u ri n g th e p e rio d 1 9 6 0 -6 9 , U. S. c o lle g e s an d u n iv e r s i t i e s c o n fe rre d a t o t a l o f 154,1 11 P h .D .'s , o f w hic h 1 7 ,9 2 9 , o r 

1 1 .6 p e r c e n t, wen t to wom en. In th e b i o lo g i c a l s c ie n c e s women e arn e d 

14 p e r c e n t o f th e P h .D .’ s , w h ere as in g eo lo g y women earn e d 2 .5 p e rc e n t 

o f th e 2 ,1 4 3 d o c to r a l d e g re e s aw ar ded. In g e o p h y s ic s , 3 o f th e 203 

d o c to r a te s w hi ch w er e aw ard ed , o r 1 .5 p e r c e n t, w en t to women.

In sum mary th e n , th e f u tu r e v i s i b i l i t y o f th e e a r t h s c ie n c e s — 

an d th e im p o rt an ce w hic h b o th te a c h e r s an d s tu d e n ts a tt a c h to th e s e 

p r o f e s s io n s — w i l l de pen d to a la r g e d e g re e on th e v ig o r an d d e d ic a tio n 

o f e a r th s c i e n t i s t s in m ak in g th e m se lv e s an d t h e i r p r o f e s s io n known 

in th e co min g y e a r s . As a s t a r t to w ard re m edyin g th e pro ble m s o f 

m in o r ity p a r t i c i p a t i o n in th e g e o sc ie n c e s l e t me en co u ra g e ev ery 

p r o f e s s i o n a l g e o lo g is t to do so m eth in g t h a t many a r e a lr e a d y d o in g — 

sp e n d in g ti m e e q u a l to 10 p e rc e n t o f a norm al w o rk in g week in b e h a lf 

o f s c ie n c e - e d u c a tio n a c t i v i t i e s , e s p e c i a l l y in a s s o c i a t i o n w it h 

se c o n d a ry an d e le m e n ta ry m in o r ity s c h o o ls . Yo ur a c t i v i t i e s may
403

-2 6 -

b e g in w ith , an d dep en d o n , p e rs o n a l o p p o r t u n it i e s o r c o n ta c ts in 

th e s c h o o ls , b u t in many p la c e s l o c a l s e c tio n s o f th e N a ti o n a l 

A s s o c ia tio n o f G eo lo gy T ea ch e rs may be a b le to p la y a c o o r d in a tin g 

r o l e in d e v e lo p in g f i e l d t r i p s , l a b o r a to r y i n s t r u c t i o n , l e c t u r e s , 

o r w ork sh o p s. I wou ld u rg e t h i s co mmitm en t in th e s tr o n g e s t

p o s s ib le te rm s.
404

Inner-city Field Trip

Agenda-planning sessions

Wednesday afternoon, June 7
405

-27-

Editor's note

At the end of Wednesday morn ing's formal session at the 

Colorado School of Mines, conference participants we re given the 

choice of traveling b y chartered bus on a "field trip" to Denv er's 

inner city to meet and talk with students from p redominantly 

minority high schools, or of remai ning behind on the campus at 

Golden for inform al group discussions during and after lunch.

Betwee n 80 and 100 conferees opted for the b us trip, which 

took them into the inner-city neighborhoods surrounding Denver's 

East, West, North, Manual, and Li ncoln High Schools. Here the 

confe rees met info rmally for 3 hours wit h approxi mately 90 students, 

ranging in age from 15 to 18 and repr esenting— in varying pro portions— 

the city's youth ful black, Chicano, American Indian, and Oriental

pop ula tio ns.

The value of this experience for confere es was difficult to

gauge, in part because of its highly personal nature and in part

because m uch depen ded on the ability of individuals— adult and student—

to strike a useful rapport in the short time available. Some insight

to the way the field trip w ent is provided by this report from Richard 

Joko and Thomas Rodriguez:

"The inner-city field trip was planned to provide an opportunity 

for representatives of industry, government agencies, and colleges 

and universi ties to interact wit h minority students on a highly 

perso nal level. The trip enabled these peop le to find out for themselves 

what the students think and feel, both about the e arth-sciences and

46-120 0 - 75 - 27
406

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mine ral-engineering fields, in particular, and about their lives

and futures, in general. All too often students find themselves 

being spoken for by 're presentatives’ selected by adults. Our

desire was to el iminate this 'middle man' and let the students

represent themselves.

"The interaction bega n w ith a fried-chicken p icnic in an 

inner-city park. After the picnic, some of the students and

adults remain ed in the park to talk while others chose to take 

walks together and still othe rs went o n excursions through the 

East, West, and Manual high -school neighborhoods. To set the

studen ts at ease and to enable them to enjoy themselves, the

studen ts were asked to lead these activities. Students and adults

mixed freely all during the afternoon. There was no evidence of

student-adult segregation and both groups seemed to have had some

very meaningful personal expe riences with each other.

"At the same time (Richard Joko adds) the p ost-picnic neig hborhood excursions were not as profitable as they could have been. For 

one thing, logistical problems developed. The buses ran late, and 

the drivers seemed unfamiliar with the route. Also, some students 

tended to lead tours of their high schools rather than foot excursions 

into their neighborhoods, a prefe rence that lends a superficiality

to interpersonal relations. Still, the kids we re a pleasure to work 

with, and the students and adults who remained at Cit y Park seemed 

to share some very meaningful experiences. Many of them dropped their 

facades and roles and got to kn ow each other as real human beings."
407

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The conference participants who remained on campus W ednesday 

afternoon gathered in eight groups of 10 to 15 persons each for 

two h ours of conv ersation that had two main objectives: To help 

the memb ers of this high ly heterogeneous meeting take the difficult 

initial steps toward frank discussions w ith each other; and to 

elicit ideas— "hidden agenda items"— for wider d iscu ssion that 

might other wise not have emerged in plenary sessions. In a sense, 

this was a "brainstorming" session with a social motivation.

Virtual ly all of the ideas expressed w ithin these agenda groups 

are reflected in the recorded general discu ssions and in the reports

of five Resolutions Committees of the conference, delivered at the

conc lusion of the c onference on Friday morning.

Later Wedne sday afternoon, the eight agend a groups convened as 

one in a campus lecture hall. The discussions that ensued, according

to minutes by Ji mm DeShields, of the Univers ity of Massachu setts at

Amherst, raised the following noteworthy points:

Pri son s— In seeking talented young me n and w omen from m inority

groups for trainin g in the earth sciences and engineering, the prison 

popu lation should not be ignored. Geoscience instruction could be

incorporated in rehabilitation programs. Nor should government or

industrial employers discriminate against quali fied trainees on the

basis of a prison term honorab ly served. ,

An Affirm ative-Action Program— Some minority conferees expressed

irritation that industry and the professional geoscience societies 

had not evidenced a "real commitment" to mino rit y advancement.

Said one participant, "This group is going to have to put its money
408

-30-

where its mout h is, to de velo p an orga nization to do the type of 

things that private indu stry should be doing." Several participants 

acti ve in geoscience societies responded that a program had been 

drawn up by the American Geological Institute and the Geologi cal 

Society of America (a description of which appear s later in this 

report) and that financial support w as now bei ng sought from private 

foundations, industry, and professional societies. The h ope was 

expressed that the conference would provide important guidance in the 

implementation of this plan.

— Ed.
409

Plenary Session

Wednesday Morning, June 7
410

-3 1 -

Re v. J e s s e Ja c k so n ,

D i r e c t o r , O p e ra ti o n PUSH, C hic ago

I t se em s to me t h a t on e o f o u r fu n d am en ta l p ro ble m s i n t h i s 

c o n fe re n c e i s si m p ly t a l k i n g a b o u t m in o r i t ie s in th e g e o s c ie n c e s . 

In on e p h ilo s o p h ic a l s e n s e , we a re a m in o rity o n ly on th e p r e ­

su m pti on t h a t nu m be rs a re th e s o le b a s i s f o r d e te rm in in g m a jo r ity 

an d m in o r ity . I f yo u fo ll o w t h a t p re m is e , th e n yo u a r e p h il o s o p h ­

i c a l l y in th e sc h o o l o f th o u g h t t h a t "m ig ht i s r i g h t . " I am 

oppose d to t h a t b e ca u se I know t h a t th e s tr o n g ca n be w ro ng.

Ros a P a rk s wa s a n u m e ric a l m in o r ity , b u t sh e wa s an h i s t o r i c a l 

an d m o ra l m a jo r ity . To t h a t e x te n t , I t h in k , we have to b ro ad en 

our a p p r e c ia tio n o f wha t i s a m in o rity an d w hat i s a m a jo r ity .

In a h o s p i t a l , f o r exam p le , th e p a t i e n t s r e p r e s e n t th e 

m a jo r ity o f th e s ic k n e s s an d th e p ro b le m s. Bu t th e d o c to r s , 

who r e p r e s e n t th e m in o rity o f th e p e rs o n s , r e p r e s e n t th e m a jo r ity 

o f th e s o l u t io n s . I f we u n d e rs ta n d t h a t a l l o f us b r in g som eth in g to th e b a n q u et t a b l e , an d sh o u ld n o t h id e b e h in d o u r s k in 

c o lo r f o r s u p p o r t, n o r u se i t a s a b a s is f o r co n d em n ati o n , th e n 

we can b e g in to lo o k h o r i z o n t a l l y a c r o s s a t each o th e r r a th e r th an 

lo o k in g v e r t i c a l l y up a t , o r down a t , each o th e r .

I t i s s i g n i f i c a n t to me t h a t c o n fe re n c e s l i k e t h i s a r e o f te n 

u se d a s g r e a t d iv e r s io n s . F or p e o p le sp en d a l o t o f ti m e t a lk in g 

mor e an d more a b o u t l e s s an d l e s s th a n th e y , i n f a c t , have th e 

a u th o r i t y to do. For ex am p le , I h e a rd so meo ne sa y e a r l i e r to d ay 

t h a t p e rso n s h e re r e p r e s e n t com panie s who in tu r n r e p r e s e n t a
411

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substantial port ion of the Gross Nati onal Product— collectively 

perhaps, as mu ch as $30 billion. But the q uest ion is not how 

muc h power do you represent to resolve the problems. The que stion is how muc h power do you represent that is available to solve 

the problems? I pas sed the state house today and I saw a lot of 

gold up around the "tombstone" over the capitol. I call it a 

tombstone because a lot of dead leg isl ationcomes out of there

most of the time. And a lot of gold exists there. Timed diversions can absorb some of the best minds, and play wit h them, and

stimulate them, and yet do nothing. It is like exciting a eunuch.

His excitement has nothin g to do with his capaci ty to respond.

Some of us want to be simplistic in our a nalysis and escape

the depth and breadth of the crisis, and say that we just have

a racial crisis, we just have an urban crisis, or we just have

a crisis in the sciences. So you run out here in this luxury, 

up under these m ountains and under Go d’s soft, great sunshine 

trying to solve a problem that is going to save a finger on the

national body. But I suggest to you that there is a civilizational

cris is— and, that you cannot escape any phase of it, because wha tever affects one group directly, affects everybody else indirectly.

You could have a canc er of the toe, but it affects every part of

the body. And in one sense, the cancer in the g eosciences is just 

an evide nce of the cancers that run right across the spectrum of

American education.
412

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What d id I mean when I s a id c i v i l i z a t i o n a l c r i s i s ? T h ere

i s a b la c k -w h ite c r i s i s now ; t h e r e 's a b la c k -w h it e -b ro w n c r i s i s .

T her e i s a la bor- m anagem ent c r i s i s — s t r i k e s in some a r e a s hav e

ta k e n lo n g e r an d lo n g e r to s o lv e , an d th e r e i s mo re b i t t e r n e s s a t

th e en d o f th e s t r i k e . S e v e n te e n m illio n o rg a n iz e d l a b o r e r s a r e 

in a f r e e z e , 60 m illio n u n o rg a n iz e d la b o r e r s a re in a dee p f r e e z e ,

10 m il l io n unem plo yable p e o p le a r e in a s u b a r c t i c c o n d itio n u nder

th e p r e s e n t ec on om ic a rra n g e m e n t. A sc h o o l c r i s i s : in P h ila d e lp h ia , 

New Y ork , C h ic ag o , Lo s A n g e le s, th e s c h o o ls a r e f u l l o f d o p e, g u n s, 

an d l i q u o r . Wh ere th e p r a y e r g o es an d th e do pe come s i n , w her e 

th e in fo rm a tio n goes o u t an d th e ho pe g oes o u t, th e b e s t m in ds a re

d ra in e d o f f .

And so yo u who a r e h e re c a n n o t a f f o r d to w a ste ti m e . I f yo u 

wor k f o r a g r e a t co mpa ny , an d you w alk aro und w ith a badge on 

sa y in g yo u r e p r e s e n t i t , yo u can sa y th in g s h e r e , an d th in g s w i l l 

happen . I f yo u work f o r i t , y o u ’ re ta l k i n g a b o u t w ha t yo u w is h 

wou ld h a p p en , an d y o u 'r e n o t a s c lo s e to th e B oa rd a s I am.

T h e r e f o r e , d o n 't d e c e iv e y o u r s e lv e s . I t wou ld be a s i f I 

w al ked aro u n d sa y in g t h a t I r e p r e s e n t th e c h u rc h b e ca u se I am a

p r e a c h e r . I am a p re a c h e r t h a t r e p r e s e n ts a c o n v ic tio n ; I can n o t 

sp eak f o r th e c h u rc h . I t wou ld be d is h o n e s t to p re te n d t h a t I

c o u ld .

T h is c i v i l i z a t i o n a l c r i s i s i s h e ig h te n e d by th e lo c k in g o u t 

o f a v a i l a b l e , t a l e n te d p e o p le who have th e a b i l i t y , an d th e c a p a c ity , 

p e rh a p s , to sa v e th e c i v i l i z a t i o n . T h is c i v i l i z a t i o n , by a tte m p tin g 

to lo c k o u t m ajo r e f f o r t s to w ard th e p ro c e s s o f dem ocr ac y in
413

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Mississippi, has simply heightened the crisis. The attempts

to lock out DuBois, to lock out Paul Robeson, to lock out Malcolm,

to lock out Mart in King, to lock out Angela Davis, the a ttempts

to lock out Caes ar Chavez— these just accentuate the c ivilizational

crisis.

Now, I’m just a country preacher, but I hope this makes sense 

to you scientists. So far, black progress has not been in proportion 

wit h black preparation. That is the problem. We were ready to play 

baseb all befo re 1947, we were ready to sit in front of a bus before 

1956, ready to use the b athroom in downt own A mer ica before 1964, 

ready to v ote befo re 1965. Black p rogress is not in proportion 

to bl ack preparation. That' s why the issue is dee per than education. 

Ther e are blacks with talent who cannot express themselves because

of racism.

Neither is bla ck progress in pr oportion to whit e goodness,

or to liberal appr eciation and toleration of us. Because black

progre ss has not been made as a result of wh ite goodness, but has

been made by b lack assertion. You show me the goodness of an Ab raha m

Lincoln; I will show you the prodding of a Frederick Douglass. You

show me the goodness of a Frank lin D. Roosevelt; I will show you the

prod ding of a Mary McClou d and a Randolph. You show me the goodness of a John Kennedy; I will show you the prodding of a Martin

Luth er King. So, history says to us that blac k progress is not in

prop ortion to blac k preparation, not in propor tion to whit e goodness, but rather in proportion to our own organization.
414

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T h at i s why o u r a s s e r t i o n can n o t be e x p re ss e d in h ig h s t y l e ; 

i t m us t be a s s e r te d in l i f e s t y l e . T h at i s why we can no lo n g e r 

p ro v e o u r w ort h on th e b a s i s of o v e r-d e v e lo p e d m oto r s k i l l s — on 

how f a s t we ca n ru n , ju m p, o r th ro w . We m us t now move to p ro ve 

t h a t o u r b r a in s , o u r c o g n itiv e s k i l l s , a r e in p r o p o r tio n w it h our 

c a lv e s , o u r a n k le s , o u r b ic e p s , an d o u r t r i c e p s . We a re t o t a l 

hum an b e in g s . W hat ev er we hav e been in th e s ta d iu m , we ca n be 

in th e la b o r a to r y , i f we h ave th e o p p o r tu n ity an d i f th e em phasi s 

i s th e r e . I f o u r s c h o o ls a re f i r s t c l a s s , o u r b r a in s w i l l p ro v id e 

j u s t a s many t h r i l l s . We d o n 't nee d c o n fe re n c e s o r s tu d y in g .

W ith o p p o r tu n it y we can r i s e to th e to p . T h a t 's why I c a n 't 

go a lo n g w it h o u r b e in g a m in o r ity , m in o r ity in w h a t? In g e n e s, 

i n ch ro m os om es , in h a i r , i n th o u g h t?

A pro ble m a t a n o th e r l e v e l i s t h a t we a re w ith o u t a p la n f o r 

g e tt i n g b la c k s in to th e g e o s c ie n c e s . I f th e r e a re 30,0 0 0 p e o p le 

in t h i s f i e l d , an d i f we a r e to have th e 3 ,0 0 0 b la c k s t h a t we 

sh o u ld h a v e, th e 1 ,5 0 0 S p a n is h -sp e a k in g p e o p le we sh o u ld h av e, th e 

12 0 A m er ic an I n d ia n s t h a t we sh o u ld h a v e , th e r e i s no re a so n n o t

to a c h ie v e t h a t w ith in 5 y e a r s .

W e're t a l k i n g a b o u t a p la n w it h a money em phasi s to t r a i n 

60 0 to 800 b la c k , bro w n, an d In d ia n g e o s c ie n ti s ts a y e a r f o r th e 

n e x t f i v e y e a r s , so t h a t we w i l l c a tc h u p. Now t h a t we a re in 

an ec on om ic e r a , th e n o tio n i s no lo n g e r do we d e s e rv e i t , th e 

q u e s tio n s now a r e p r o f i t - l o s s , a s s e t - l i a b i l i t y , s h o r t- te r m 

lo n g -te rm . I s i t more a d v an ta g e o u s f o r us to be d ev elo p ed th an
415

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it is for us to stay undeveloped? Do not developed people cost 

less, and do not developed people contribute more? Is it good 

business to develo p one ’s mind? A ma n wi th an undeveloped mind 

can pick up a bri ck and in it he wi ll see destruction, and throw 

it. A man with a developed mind will pick up a brick and in it 

he wil l see c onstr uction, and lay it. The diff erence is not in 

the bri ck but in the d eveloped mind. The developed m ind will 

wal k through a field and see oil, the u ndeveloped mind will see 

grease and water. That developed mind is the difference.

There are 25 to 30 mil lion blac k-Americans counted. That

would make us the second largest blac k nati on on earth, second 

only to Nigeria, and more than Ethiopia. Who are we? Black 

Ame rica is a $42 billion a year gross nati onal product, the 16th 

richest economy in the world, richer than any b lack nation in

the world.

I am suggesting that in 1965 we went to Alabama with no

blac k officials. Today we have 106; 2 in the state legislature, 

and we'll have two from there in Congress by 1974.

In Washington, in 1965, we had three black Congressmen. Today

we have 13, and by Nove mber we will have 20. We went to Selma

with 400 blac k officials. Tod ay we have 2,100, plus a United

States Senator.

I am sugge sting that the revolution in America may take a

strange form. It may not have to do wi th blood; it may be the

devel opment of minds, and increas ed citizen participation. Because 

it is cle ar to me that the hand that picked cotto n in 1964 can pick

presidents in 1972— and that is revolution.
416

-37-

As I close, I hope you have some appreciation of the need

for the solid interrelating of black institutions and b lack 

brain -power w ith enlig htened whit e people. Black people, 

joined in coalition wi th the white people wh o have that perspective, can save the nation. Without this coalition, the

long night of violence will not let up.
417

General Discussion

Thursday morning, June 8
418

-38-

James Frazier

Dire ctor of Civil Ri gh ts , Department of Transp ortation

At one o'clock this morning a group of us were discussing 

various aspect s of the F ederal Equal Employment Opportunity Pro ­

gram. It was quite obvious to me that there was a great deal 

of misunderstanding, and a great deal of no understa nding, concerning the subject. Just as we we re about to break up last 

night, the one lady there said that she had never heard of the 

Federal Women's Program. This came as a surpris e to me because 

I thought every body had heard about the program. So I thought 

that I had bette r review the Federal Equal Employment Opportunity 

Program, although I can only speak to you from the time beginning 

in 1969, w hen I began work ing for the Federal Civil Service

Commission as its Di rec tor of Equal Employment Opportunity.

However, let me say that I guess I carry a few prejudices 

against private industry. When I came out of un dergraduate and 

gradu ate school, I co ul dn ’t get a job in the pr ivate sector, 

especial ly United States Steel, and so I went to the Federal 

Service. I've b een with the Federal Government off and on ever 

since. I suppos e that's the reaso n I feel that the Federal 

Government has been a lead er in this area of c ivil rights and 

equal employment opportunity. It has been about the only salvation for many minorities. But I'm not here to tell you that it's 

been all that great, bec ause in those days minor ities worked
419

-39-

mostly in the Treas ury and some parts of Defense and certainly

in the Post Off ice— but in very low grades. That is what the 

civil rights program and equal employment opportunity program 

is all about, open ing doors and ne w o pportunities for minorities. 

Progress has been made.

At present, the Federal service employs about 2.5 mi llion 

people. About 20 percent, or roughly one-half million, are 

minorities. The closest private employer in terms of size 

prob ably is A meri can Te lephone and Telegraph wi th about 2 million

employees and a min ority population, as far as I am able to determine, of about 10 percent. So, in this respect, I wo uld say

that we are somewhat of a leader in this area.

You heard Jesse Jack son last night, and you heard Senator 

Brown and others. They chastised and criticized. Some set their 

own priorities and their own goals in terms of what the majo r 

problem is today. In my opinion, I still think it's employment. 

Without havin g the o ppor tunity for gainful employment, minorities 

will never be able to break the cycle of inferior education, poor 

housing, and poor health conditions. Certainly, we don't even 

talk about preventive medic ine and health care unless you have 

that nasty old stuff, as Jesse said last night, called dollars.

We have to have money, and that is why I harp back to the issue

of employment, gainful employment.
420

-40-

I wo uld like to give you a brief h istoric revi ew of what 

has transpired in the Federal service since the late 19 30 's 

with respect to employment opportunities. At that time the

NAACP, Mrs. Frankl in Delano Roosevelt, and former Mayor LaGuardia

of New York, threatened a mass marc h on Washington, D. C. to

press for federal legisla tion or an executive order prohibiting

discrimination in Federal employment. Shortly thereafter, in

1941, President Roosevelt signed Execu tive Order 8802, basically

forbidding discrimination because of race, creed, color, religion, or national origin. It was a policy statement. Sex

was not a part of that order.

Each succeeding President has done exactly the same thing,

although it was not until about 1960 that President Kennedy issued

an executive order moving the Federal service from a position of

policy statements against discrimination to one of affirmative 

action. Mr. Nixon issued Executi ve Order 11478 on August 8, 1969,

and we like to believ e that it is the strongest one so far, in

that it a ddressed itself to some of the weaknesses of the existing

program.

The order [paraphrased] said, "Utilize the present skills of 

each empl oyee to the f ullest." Of course, there were too many 

peopl e who were underemployed in the Federal service. It also 

said, "Prov ide employees wit h the o pportunity to en hance their 

skills. " Basically, the intent here was to give them training.
421

-41-

The order further said, "Provide training and advic e to 

managers and supe rvisors to assure their unde rstanding of the 

polic y expressed in the order." There are serious problems in 

this area. The GS -1 3’s, 14 's, and 15’s are the people who are 

the backbone of the government and too often they fail to carry 

out their responsibilities in equal employment opportunity.

The next item in the order was a "Working, coop erative 

effort with the local community to improve community relations 

and conditions whi ch affect the e mployability of residents of 

that given area." Basically, this means that, for example, if 

there is a transportation problem for people in the inner city 

of Denver, then it's not beyond the bounds for a good manager 

to try to work in his comm unity to do something about the particular problem.

The last item provides a system for evaluating the e ffectiveness with whi ch this policy is being carried out.

Now to bring you up to date, President Nixon signed into

law on March 24, 1972, the Equal Employment Opportu nity Act. 

This, in my opinion, opens up a new era both of commitment and 

expe ctation for government in equal employment opportunity in 

that it pl aces certain requirements on federal agencies which

will strengthen the EEO program. More than that, the law 

include s covera ge of state and local governments which had never 

been covered before, and for the first time in the history of 

the Equal Emplo yment Opportunity Program, it received its

46-12 0 0 - 75 - 28
422

- 4 2 -

a u th o r i t y from a s t a t u t e r a t h e r th a n o n ly an E x e c u ti v e O rd e r.

W ha t’ s m ore , on e new p r o v is io n o f th e la w a c c e l e r a t e s c o m p la in t 

p ro c e d u re s . I f a c o m p la in t i s n o t s e t t l e d w ith in 180 d a y s, a

c o m p la in a n t ca n go to c o u r t to seek r e l i e f . Of c o u rs e , t h a t g iv e s

us th e a d d it i o n a l im p etu s to e x p e d ite o u r c a s e s . Slo w nes s in

p ro c e s s in g co m p la in t c a s e s h a s b een on e o f th e g r e a t w eak n ess es 

o f th e e x is ti n g pro gra m . In som e c a s e s , w e 'v e ha d some p e o p le 

d ie b e f o re t h e i r c a s e s w er e e v e r a d ju d ic a te d .

Th e la w a ls o sa y s t h a t a f f i r m a t i v e a c tio n m us t be m e a n in g fu l.

Th e la w s t a t e s f u r t h e r , t h a t EEO a c tio n p la n s w i l l be re q u ir e d 

to in c lu d e : (1 ) t r a i n i n g an d e d u c a ti o n pro gra m s f o r up ward 

m o b ility , an d (2 ) e s ta b lis h m e n t o f q u a l i f i c a t i o n c r i t e r i a o f 

p r i n c i p a l EEO o f f i c e r s .

I f I hav e s tr a y e d aw ay fr om wha t I began to t a l k a b o u t, I

a p o lo g iz e . But I th o u g h t i t n e c e s s a ry to g iv e yo u a rund ow n o f 

p a s t an d p r e s e n t a tt e m p ts by th e F e d e ra l Gov er nm en t to p ro v id e a 

m etho d o r means fo r h i r in g m in o r ity g e o s c i e n t i s t s .

L et me t a l k f o r a b i t a b o u t Upw ard M o b ilit y P ro g ra m s, w hic h

I th in k r e a l l y go to th e h e a r t o f t h i s c o n fe re n c e . When I came

to th e C i v il S e rv ic e C om m is si on, I co n clu d ed t h a t o u r g r e a t e s t

p ro ble m wa s mov ing m in o r i t ie s up th ro u g h th e sy ste m an d g iv in g

them th e o p p o r tu n ity to l e v e l o f f somew he re b u t c e r t a i n l y n o t to

be im pe de d by t h e i r s k in c o lo r o r n a ti o n a l o r i g i n . P a r t o f th e 

p ro ble m i s i d e n t i f y in g th o s e m in o r i t ie s who a re q u a li f i e d an d 

q u ite c a p a b le o f ta k in g on a d d it i o n a l r e s p o n s i b i l i t i e s . O ft en 

ti m e s m an ager s do n o t s e e p o t e n t i a l in t h e i r em p lo yees.
423

-43-

Agencies are not required to develop an Upward Mobi lity 

Program. Most of them hav e a pro gram of some sort, but it is 

not uniform. For an example, the Agenc y for International De ­

velopment has taken 30 young people from GS grades 1 through 7 

and said "If y ou can cut the mustard, we will send you to Georg e 

Wash ington Uni versity." Twen ty-nine of them (they had one dropout) are now goi ng to George Wash ington Univ ersity full time 

at the government's expense.

The Department of Health, Educ ation and Welfare has a 

tremendous program. The y are dealing wit h four colleges in and 

aroun d the Was hin gto n area, basically doing the same thing, that 

is, providing the oppo rtunity for employees to acquire a college 

education. A number of employees there are w orking four hours

a day and going to s chool four hours a day. It is not easy, but

they are doing it. It is a way of mov ing people in and through

the system, and I b eli eve that we can do exactl y the same thing

in the e arth sciences if we are really serious about mo ving

minorities and women into this field. I am sure it will take a

long while, but at least it will be a start. The avenue must

be provi ded for those employe es willing to travel that avenue

whic h will lead to a better life.
424

-44-

Leon Cook

President of the National Congress of Am erican Indians

In Indian country our problems revolve around water, property, 

and natural resources. Unfortunately, most of the activities related to those areas of interest have, in the past, been administered, 

maintained, and operated by non-Indians, primarily whites.

Most of yo u may know that Indian c ountry has been dimin ishing 

in size for some time. In 1900, for example, we had appr oximately 

94 milli on acres of property. Toda y we have 44 milli on acres. We 

lose an average of 50,000 to 500,000 acres a year to non -Indian 

interest, and only because the Department of the Interior, the Army 

Corps of Engineers, private and corporate interests have all, for 

years, been encroaching on Indian resources, water, and property.

As a result, we Indians urgently need our own people in the natural 

and physi cal scien ces— we need hydrologists, geologists, land-use 

planners, real-estate managers, real -estate appraisers, biologists--

anyone assoc iated with land, water, and their natural resources.

President Nixon gave a message to Con gress on July 8, 1970.

He talked about Indian self-determination. But self-determination, 

in my mind, has nothing to do with getting a lot of Indians at the 

top of that Bure au (of Indi an Affairs). But getting Indians running, 

operating, and a dminist ering our water and prop erty resources at our 

reser vations is important, becaus e it is there that we are fighting

for survi val as a culture and a people. It is there that we maintain 

what it is we have left of our land, water, and reso urces— human, 

natural, and physical.
425

-45-

We need all kinds of human resources and especially Indian 

natural-re sources specialists. We are trying to build that kind

of human wea lth at our reservations. We want to retain and maintain our reservations.

If y ou look thro ugh the past, at every river b asin in this 

country— the Ark ansas Rive r in Oklahoma, the Rio Gran de in New 

Mexico , the Colorado, San Luis Rey, Columbia, and Miss ouri River 

Basin— you see in every case expropriation of Indian lands and 

waters. The Federal agen cies are competi ng for Indian resources

on the one hand, and the corporate inter ests are competi ng on

the other. And we end up the losers. We have lost forests, 

minerals, gas, oil, land, water. You name it, we have lost it 

across this country. So, in Indian country, we are interested

in this kind of conference. Hopefully, your professions, your

companies, and your agencies will help this country, help Indian 

country, and help the whole world to de mons trate that there is 

some sense of h umanity in this country, some sense of morality,

and some sense of j usti ce for our Indian community.

We are interested in jobs, in income, in education, in

welfare. We are interested in roads. We know the things that

are avai lable in urban communities. But w hat is unav ailable in

urban communities is an o ppor tunity for us to survive as a people

and as a culture. We are the only aboriginal culture in this

country. What we have left in reservations is the last of our

birthright in this country. In those reservations you find who
426

-46-

it is that I am. And I am not only an Indian, but a Chippewa.

I am not only a Chip pewa, but a Redlake Band Chip pewa of the 

Redlake Ch ippewa reservation. That defines who I am, and among

all other Indians the land defines who we are and how we relate

to this country.

We used to go through these hassles when I was in the Bureau 

of Indian Affairs. Our budget examiner used to say, "Why are 

you so adamant about hanging onto your reservations?" I said,

"Look, I do n’t know whethe r you are Irish or Scotch but whichever 

you are, Ireland and Scotland still exist. But what happens when

those countries are n o longe r in existence? When they are terminated as you terminate our Indian people, then what do you become? 

Very literally an American, a nameless, faceless American. What 

do I become? What do my children become when I a m terminated?"

So we do need help and we are aski ng for your assistance.

We w ould like to surviv e as a people. We would like to retain and

mainta in our reserva tions. We would like to have more kids in

college— we have 14,000 this year. Now if they were all training in

natural resources fields w e would take over the Bu reau of Indian

Affairs, but they are not studying natural resources.
427

-47-

J. R. Jackson, Jr.

Ma na ge r, Exploration Environmental Affairs, Exxon Company

It is a great pleasure to be here today to p articipate in 

this confe rence in my role as Chair man of the Amer ica n Geological

Institute Committ ee on Manpower. In the short time available, I 

would like to present the results of recent studies made on the 

supply and deman d for earth-science professionals.

Two comprehensive studies have b een made by the Co mmittee on

Manpower. One estimates the supply and demand for earth scientists

at the end of 1968, and one at the end of 1969. Each is based on

the curren t employment of earth scientists, and each projected

the result s five years into the future.

Results from these studies indicate that total employment of

earth scientists will increase 3.4 percent from 1969 to 1975, or

from a total estim ated population of earth scientists of 36,500 

in 1969 to about 37,800 at the end of 1975. The greatest percentage

growt h in this perio d is expected in the employment of geophysicists.

The study represents the results obtained from reports of employers of earth-science personnel and indicates their best jud gment for ne w employment dur ing the period 1970-75. Figures are

based on respon ses to questionnaires sent to industrial orga nizations, governmental agencies, and educational institutions. Two 

hundre d sixty-eight replies wer e received coveri ng the entire spec-
428

-48-

trum of large and small employers of ma ny diffe rent types. Results of these studies have been recorded in the AGI publication,

Manp ower Supply and Demand in Eart h Science, avail able from the

American Geol ogical Institute in Washington, D. C.

Until recently, the total population of earth scientists in 

the United States was unknown. Only marginal infor mation was 

avail able as to ho w these indiv iduals wer e employed, by whom, and 

in what capacity. We knew very little about estim ated future employme nt or emergi ng new trends and usage in employment of earth 

scientists. The objectives of the 1969 AGI study, funded in 

large measure by the Nati onal Science Foundation, were to improve 

these data; to indicate the employment outlook; to identify 

emergi ng trends and new usage for earth scientists; and to suggest 

means to da mpen the cyclical character of employment in the earth

sciences.

As you can see, the first slide illustrates the distribution 

of employed geologists and geophysicists who compr ise the largest 

group of earth scientists. The p etroleum indus try employs some 

60 percent of all geologists and 71 percent of geophysicists.

The next largest employ er catego ry is that of education, wit h 17 

percent of the geologists and 14 percent of the geophysicists. 

Gove rnment agenci es employ 12 to 13 percent of the geologists 

and a bout 5 percent of the geophysicists, whi le service org anizations emplo y about 8 per cent of the geophysicists.
PETROLEUM

71.0 * PETROLEUM «0.4 *

GEOPHYSIC ISTS GEOLOGISTS

BY EMPLOYER AND DISC IPLINE

DISTRIBU TION OF EARTH SCIENTISTS

1970

4^toCO
430

-49-

Looking at the distr ibution of employed geologists and geophysicists by d iscipline and degree, we find that bachelor's 

account for 45 percent, ma st er ’s 32 percent and P h.D.'s 23 percent of the geologists. With the geophysicists, bachelor's 

account for 58 percent, mast er's 24 percent and Ph.D.'s 18 p ercent. There is nothing very surprising in these figures and

their distribution might have been anticipated.

Next is a distribution by employer and degree for four 

major categories. This shows that in the petroleum industry, 

holder s of bachelor's degrees represent the largest percentage 

followed by master's and doctor's. In the educational field, 

as might be expected, holders of doctor's, master's, and 

bache lor's degrees are in that order. In government, there 

is somewhat of a surprise. Bachelor's are first, the master's 

are second, and the do ctor's are third. For the total of all 

employers, the bachelor's comprise slightly over 51 percent, 

mast er's 28 percent and doctor's 21 percent of all earth scientists 

This is how things stand today.

In the future, our studies would suggest a steady, but

gradual, upgrading of the degree level.

Responses from questionnaires indicate that man y factors can 

rapidly influence employment. High ly influential among these 

factors are government actions related to extractive industries, 

some of wh ich may be legisla tive actions, administrative actions, 

or rules and regulations by state and local agencies. The economic 

vita lity of the i nvolved industries is a vital factor, and recent
BACHELORS

45.0 %

BACHELORS

5 7 .5 %

DOCTORS

22.6 %

MASTERS I 3 2.4 % Z) 7 DOCTORS 18.2% co MA ST ER S

2 4 .3 %

■rv

GEO LO GISTS GEOPHYSIC IS TS

—Mt

■

I

433

-50-

environmental activities and polluti on problems are having 

substantial effects— both positive and nega tive— in employment

opp ort unities .

One key factor, as yet unquantified, is the demand for 

earth-science teachers, particularly in the secon dary schools, 

but also in co lleges and universities. In many respects, this 

is due to recent excitement generated as people learn of the 

importance of g eology and earth science through news coverage 

of the Apollo moo n voyages, the results of the JOIDES program 

and its deep sea drilling activities, and the new ideas concerning continental drift and sea-floor spreading.

This is all coupled wit h a new and greater "people involvement" and concern with all activities that impinge on the nation's 

social conscience. Primary, among all of these, is the a wakening 

and deepening k nowledge of the short supply and rapidly increasing 

demand for extractive industry products, such as minerals and 

fuels of all kinds, including oil and gas, uranium, coal, and oil

shale.

Our studies also identified a number of problems in earthscienc e employment. Some of these are the long lead times required to obtai n maste r's and doctoral degrees, which many employers now consider mandatory. Another significant problem is 

the feast-or-famine employment cycle in the earth sciences.

This is almost entir ely due to economic condi tions as the

industrial economy expands or contracts. This situation is
434

-5 1 -

a g g ra v a te d by ta x an d a c c o u n ti n g p ro c e d u re s w hic h p la c e e x p lo r ­

a to r y a c t i v i t i e s — th e m ajo r re a s o n f o r h i r i n g e a r t h s c i e n t i s t s —

in th e a c c o u n ti n g c a te g o ry o f e x p e n se s. E xpen se a c t i v i t i e s

u s u a lly s u f f e r f i r s t when lo w ec onom ic a c t i v i t y o c c u rs o r i s

a n t i c i p a t e d .

D om es tic p o l i t i c a l p ro b le m s o f a l l ty p e s a ls o a f f e c t 

e a r t h - s c ie n c e em pl oy men t by in d u s t r y , b e c a u se in many c a s e s 

p o l i t i c a l a c t i v i s t s have no c o n s titu e n c y amo ng em p lo y ers o f

e a r t h s c i e n t i s t s . Th ey t h e r e f o r e f e e l f r e e to a tt a c k i n d u s t r ie s

a t w i l l w it h o u t harm in g t h e i r own p o l i t i c a l p o s i t io n .

F i n a ll y , on e o f th e m ost im p o rta n t p ro ble m s i s a d iv e rg e n c e 

o f v ie w s betw ee n e d u c a to r s an d e m p lo y e rs . E m plo yers , a s a r u l e , 

a r e c o n s tr a in e d by th e n e c e s s i t y o f re sp o n d in g to th e n eed s o f 

s h a r e h o ld e r s , m an ag em en t, an d r e g u la to r y g o v ern m en ta l a g e n c ie s . 

E d u c a to rs , on th e o th e r h an d , do n o t have th e s e c o n s t r a i n t s an d 

a r e p o s s ib ly mo re i n c lin e d to w ard th e t h e o r e t i c a l , to w ard lo n g -

ra n g e r e s e a r c h , o r to a s t r i c t l y s c i e n t i f i c vie w .

Th e w e a lt h o f in f o r m a tio n o b ta in e d from th e q u e s tio n n a ir e s 

p o in ts to tr e n d s in t r a i n i n g in q u a l i t i e s o f in d iv id u a ls m os t 

d e s ir e d by em p lo y ers , an d in th e wa ys em p lo y ers re sp o n d t o , and 

u t i l i z e , em plo yees.

G e n e r a lly , i t wa s i n d ic a te d t h a t e m plo yer s p r e f e r to d ev elo p 

an d ad v an ce em plo yee s i n t e r n a l l y . Th ey se e a gro w in g im p o rt a n ce 

o f p h y s ic s , m at h, com pute r m o d eli n g , an d sy ste m s a n a l y s i s . And 

th e y p r e f e r i n d iv id u a ls w ith b ro a d e d u c a tio n a l t r a i n i n g an d w it h 

th e a b i l i t y to a d a p t to c h an g e— w it h an em p hasi s on e n v ir o n m e n ta l

c o n s i d e r a ti o n s .
435

-52-

The master's degree is the preferred level for general 

operations, a Ph.D. is preferred for research and development

activities. Of course, the opportunities availab le to m asterlevel gradu ates far exceed the opportun ities for the Ph.D.

Employers speak h ighly of broadly based gradu ates wit h an ability

to think imaginat ively and to write and speak cl early in order

to p rope rly present a point of view. Probably as a result of 

interest generated b y the AGI publication "Inv estigating the 

Earth, " there is an unquanti fied but substantial need indicated 

for earth scientists as teachers in secondary schools. The early

exposure of youngsters in secondary schools to the principles of

earth scienc e b odes wel l for future interest and involvement of

citiz ens in the geosciences.

Finally, let us take a look at salaries. We have two graphs

of m edian salaries, although these are not based on the AGI surveys but on the National Science Foundation's National Register 

of Scientific and Tec hnical Personnel w hic h now, regrettably, 

has been discontinued. First, I would like to talk about median

salary levels by degree. The first chart indicated that Ph .D .’s 

have the largest salaries. Bachelor's are next and surprisingly, 

the master' s— the group greatest in demand— has the smallest median 

salary. However, we attr ibute this to the fact that bachelor's

are a signi ficantly older group w ith more experience, and w e feel 

sure the ma ster's salar y wi ll surpass the bachelor's in the near

future.
THOUSANDS OF DOLLARS

O ’----------- 1----------- * ---------------------- 1-----------

1----------- 0

I960 1962 1964 1966 1968 1970 1972

MOQ 18 -0

436
437

-5 3 -

From th e n e x t c h a r t we se e m ed ia n s a l a r i e s p a id by d i f f e r e n t 

em p lo y e rs . P o s s ib ly d e s tr o y in g som e lo n g -h e ld b e l i e f s , we f in d th e 

F e d e ra l Gov er nm en t i s now th e le a d e r in s a l a r i e s , a c c o rd in g to d a ta 

from th e N a ti o n a l R e g is te r . In d u s tr y i s se cond an d academ ic s a l a r i e s 

a r e t h i r d , w h il e s t a t e an d l o c a l s a l a r i e s a re f o u r th . We s u s p e c t 

t h a t aca dem ic l e v e l s a r e p ro b a b ly e q u iv a le n t to in d u s tr y an d th e 

F e d e ra l G over nm en t; h ow ever, th ey a p p e a r an o m alo u sl y lo w . Ou r in ­

t e r p r e t a t i o n i s t h a t in man y i n s ta n c e s , s a l a r i e s have been re p o rte d 

f o r an aca dem ic r a t h e r th a n a c a le n d a r y e a r . Th e in c lu s io n o f 

many h ig h -s c h o o l te a c h e r s an d g e o g ra p h e rs who n o rm all y do n o t r e ­

c e iv e th e c o ll e g e - l e v e l s a l a r i e s may a ls o te n d to d e p re s s th e m ed ia n

academ ic s a la r y .

L e t me su m m ar iz e my re m ark s w it h th e s e o b s e r v a tio n s . T hes e 

a p p ly to e v ery o n e , n o t j u s t to m in o r i t ie s , b u t th e y may be d o ubly 

im p o rta n t f o r m in o r ity c a n d id a te s . Th e o u tl o o k f o r e a r th - s c ie n c e 

em pl oy m en t i s n o t c o n s id e re d to be h ig h ly fa v o ra b le f o r a nu mbe r o f 

r e a s o n s . From o u r s t u d i e s , we a n t i c i p a t e re p la c e m e n t o f a t t r i t i o n , 

in a d d itio n to some sm a ll g ro w th , o f a p p ro x im a te ly 3 .4 p e rc e n t p e r 

y e a r th ro u g h 1975. How ev er , we se e a s u b s t a n t i a l dem and f o r 

s e c o n d a ry -sc h o o l te a c h e r s w hic h we hav e n o t b een a b le to q u a n tif y .

Of c o u r s e , th e r e a r e alw ay s em pl oy m en t o p e n in g s f o r th o s e who a re 

h ig h ly q u a l i f i e d , f o r th o s e who a re i n t e r e s t e d an d d e d ic a te d , an d 

f o r th o s e who a r e w i l li n g to a v o id p r o f e s s i o n a l o b s o le s c e n c e .

46-120 0 - 75 - 29
1 8 1—

MEDIAN SALARIES

EARTH SCIENTISTS

I9 60 1962 196 4 1966 1968 1970 1972

HOO « - N

4-*-

CO

OO
439

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Generally, these opportu nities will be offered to graduates

of the b etter institutions. There is one over riding consi deration

from the viewpoint of employers, and that is quality. We are

dedi cated to the proposition that q uality is required to achieve

initial employment, success, and advancement. The compe tition 

in t od ay ’s world is keen.

Abo ve all, w e believe in creating an awareness of earth science 

in secondary schools which, when br oadly dissem inated, will lead to 

those highl y dedicated and quali fied indiv iduals that w e seek.
440

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Edward E. Shelton

Dir ector, Office for Equal Opportunity, Department of the Interior

Thank you very much. I have been sitting like a sponge for 

a day and a half, abso rbing all kinds of statistical data, some 

that gives me cause to w onder whethe r I am hearing correctly.

I am happy that the first item on the list of Action-Planning 

Sessio ns tomorrow concerns the mot iva tio n of mi nority youths of 

pre-col lege age to study geology and related science s after they 

leave high school. I need not repeat the dismal statistics on the 

lack of minority involvement in this field. Most of you know the

situation better than I.

In one recent publication prepared by The Geological Society 

of America's ad hoc comm ittee on minorities, I read the following: 

"Increased mino rity p articipation is a chall enge that can only be 

met by the com bined efforts of the geoscience profession, the 

mini ng and petroleum industries, federal and state agencies, 

colle ges and u nive rsities."

When I read this statement, I had the feeling that something 

was missing. Then I realized that the missing ingredient was the 

role of the family in this process. The whole crux of the proble m 

as I see it is one of educating disa dvantaged young people to become 

earth scientists. Let me admonish you that educational oppor tunities 

by themselves offer littl e to those who se family and community place 

litt le or no premium on what can be tomo rrow— because it is 

concerned solely wit h wh at is today.
441

-5 6 -

S p e c i f i c a l l y , w hat I am sa y in g i s t h a t th e home en v ir o n m en t 

w i l l d e te rm in e , in l a r g e m easu re , w h e th e r o r n o t we w i l l be a b le 

to m o ti v a te m in o r ity you ng p e o p le to s e t a s t h e i r g o a l a c a r e e r in 

th e e a r t h - s c ie n c e f i e l d . I t i s u n l ik e l y t h a t th e s e yo un g p e o p le 

w i l l come in to p e r s o n a l c o n ta c t w ith mem be rs o f t h e i r e th n ic gro up 

a lr e a d y in th e g e o s c ie n c e s . Who i s t h e r e to em u la te ?

What i s m ore , th e b la c k co m m un ity , th e C hic an o co m m un ity ,

an d th e In d ia n v i l l a g e have gro wn t i r e d o f b r i g h t p ro m is e s t h a t

a r e n e v e r k e p t. One more p ro m is e o f a b r i g h t c a r e e r — i f o n ly th e y 

w i l l do th u s an d so — i s n o t l i k e l y to c r e a te a st am pede to w ard a

c a r e e r in th e e a r t h - s c ie n c e f i e l d on th e p a r t o f m in o r ity gr oup

m em be rs. L et me h a s te n to sa y t h a t I am n o t sa y in g th e s e th in g s

to c r i t i c i z e th e pro g ra m , b u t r a th e r to a l e r t yo u to th e d e p th

an d b r e a d th o f th e wor k to be do ne a f t e r t h i s c o n fe re n c e .

M o ti v a ti o n i s a key e le m en t to s u c c e s s in an y m in o rity 

in p u t pro gra m . And i t can be d e s tro y e d by w hat I c a l l " s e l f - 

f u l f i l l i n g p ro p h e c ie s " o f lo w e x p e c ta tio n s : t h a t we can n o t e x p ec t 

to o much from th e s e p e o p le ; t h a t t h e i r b r a in s a r e to o sm a ll to

a b so rb th e k in d o f t r a i n i n g , an d s u s ta i n th e stu d y r e q u ir e d f o r 

e n tr y in to th e e a r t h - s c ie n c e f i e l d ; t h a t o n ly 15 p e rc e n t o f th e

C h ic an o s g ra d u a te from h ig h sc h o o l an d o n ly two p e rc e n t o f th o se

go on to c o lle g e , so why wor k so h a rd to in v o lv e them in th e p ro ­

gr am . I c a l l t h i s th e s e l f - f u l f i l l i n g p ro p h ecy sy ndro m e. We do

n o t e x p e c t to o much an d we do n o t p u t f o r t h muc h e f f o r t to p ro duce

th e en d r e s u l t , b e ca u se we c o n s id e r th e e f f o r t a f a i l u r e from th e

s t a r t .
442

-57-

When one involves himself in any uplift program, one must 

be certain that ne gative feelings do not give one away. Mino rity 

peopl e have become expert in reading "Mr. Charlie's" body language, 

and righ tfully so. They have had many years to perfect this art. 

Whereas I do not wholl y subscri be to the theory that only C hicanos 

can relate to Chicanos and only blacks can relate to blacks, I do 

feel that it is going to take persons familiar with the customs, 

traditions, and codes of m ino rit y group life to make this program

do what we intend.

To do this, one m ust know what mo ves peop le to affirmative 

action. Using this knowledge we must capture their emotions

and crea te w ithin them the desi re and the d rive to m ove in a

comp letely foreign direction. This desire and drive mi ght be akin 

to the a dventuresome spirt that motivated the 19th century pioneers 

to relocate, to seek their fortunes in the u nknown western portions 

of the Un ited States.

In short, we have to kindle a spirit in the minds of minority 

group youn g people that w ill impel them as a group to consider

a career in the earth -science field. This mean s that we will have

to pa ckag e our program in such a way that it appears to be an e xtension of the present life style as opposed to the abrupt departure 

that it is. For fear that some of you do not fully understand what 

I am talking about, let me give you an example from my personal 

experiences. I was reared in a community in whic h few blacks had 

the opportunity to go to college. In those days there were
443

-58-

dist inct jobs for blacks and whites in my city, and you did 

not find m any blacks performing the jobs reserv ed for whites,

or vice-versa.

Since I had held several of the jobs reserv ed for blacks, 

it goes without saying that I had ma ny friends in this category.

But when I went to college a sort of coolness began to develop 

in my relati ons wit h these fellows. They b egan to treat me in 

a manner that ma de me feel that I was not as tight w ith the

group as I had been.

It appears that groups have a way of excluding those who

deviate from the norm; thus, in trying to moti vate mino rity young 

people to flee the nest, we must recognize that we are, in essence, 

requesting that they be prep ared to acce pt a change in peer group,

and in relations with their old peer group.

Tho se of us who seek out these young peopl e must be assured

that the ones w e do find have the strength and the stamina to

with stand this cutting of the umbilical cord. This means that

we must provide the services and resources nece ssary for a successful bridging of the gap. Because in this dog-eat-dog society, only

the stron g survive.
444

-5 9 -

L in n ti o o v e r

E x e c u ti v e D ir e c to r o f th e Am eri can Geo lo g i c a l i n s t i t u t e

I th in k t h i s C o n fe re n c e on M in o rit y P a r t i c i p a t i o n in th e

E a rth S c ie n c e s and M in e ral E n g in e e rin g i s e v id e n c e in i t s e l f t h a t

e a r th s c i e n t i s t s a r e c o n ce rn ed a b o u t th e lo w le v e l o f m in o rity

gro up r e p r e s e n ta tio n in t h e i r p r o f e s s io n . I t w o u ld n 't be h o n e st

to sa y t h a t a l l e a r th s c i e n t i s t s s h a r e t h i s c o n c e rn , b u t t h e i r

s u p p o rt o f an d r e p r e s e n t a t i o n a t t h i s c o n fe re n c e in d ic a te t h a t

th e g o a l o f in c re a s e d m in o r ity p a r t i c i p a t i o n i s sh a re d by th e

le a d e r s h ip o f ke y e a r t h - s c ie n c e o r g a n iz a tio n s .

Th e sc o p e o f th e t a s k a t ha nd i s p e rh a p s r e v e a le d by th e

d a ta fr om th e 1972 A m er ic an G e o lo g ic a l I n s t i t u t e (AGI) s tu d e n te n ro ll m e n t su rv e y . T hes e d a ta (w hic h w ere ta b u la te d o n ly on 

Monday an d a r e p o t y e t c o m p le te ) a r e th e r e s u l t s o f a q u e s tio n n a ir e 

t h a t wa s s e n t to a b o u t 470 d e g r e e - g r a n tin g d e p a rtm e n ts in th e 

U n it e d S t a te s . A re sp o n se fr om 40 0 o f th o s e d e p a rtm e n ts sho wed 

t h a t 171, o r 43 p e r c e n t, had a m in o r ity s tu d e n t e n r o ll m e n t. At 

th e u n d e rg ra d u a te l e v e l , th e s e 171 sc h o o ls r e p o rte d 374 m in o rit y

gro up p e rso n s a s m a jo rin g in th e g e o s c ie n c e s . T here a r e 123 in 

th e m a s te r ’ s pro gra m s an d 41 a t th e Ph.D . l e v e l , f o r a t o t a l of 

538 m in o r ity gro up me mb ers in e a r t h - s c ie n c e e d u c a ti o n . I do n o t 

have th e c u r r e n t y e a r 's t o t a l s tu d e n t e n r o ll m e n t, b u t f o r th e 

p re c e d in g y e a r , th e t o t a l e n ro ll m e n t wa s a b o u t 2 5 ,0 0 0 . So , i f 

t h a t nu mbe r s t i l l h o ld s f o r t h i s y e a r , i t means t h a t th e p e rc e n ta g e

o f m in o r ity gro up mem be rs e n r o lle d in e a r t h - s c ie n c e pro gra m s
445

-60-

is about 2.2 percent. You may also be interested in a few of 

the totals by mi nority group. Out of the 538, 153 are blac k 

Americans, 208 are Spanish surnamed, 159 are Oriental, and 18

are Indian.

Last year, minority group members receiv ed 69 degrees in 

earth science; 51 at the bac helor’s level, 18 at the master's 

level, and n one at the Ph.D. level. The total, in comparison 

to the ov erall degrees awarded last year, was 1.7 percent of the 

bac helor’s degree, 1.9 percent at the m as te r’s degree, and no

Ph .D .’s.

The 20-odd nati onal earth-science societies constitute the

best available m echan ism for focusing the co ncern of earth 

scientists on the n eed to increase particip ation of minority 

group members in this field. Collectively, these societies represent about 80 to 90 percent of all U. S. earth scientists, and 

most of them have a state d interest in profe ssional as opposed to 

stric tly scientific affairs. Six of the 18 so cieties affiliated 

with the AGI already h ave expressed their support for an intersociety program that woul d help increase the num ber of earth 

scientists drawn from minori ty groups. In most cases, this 

decl ared support will be in the form of cash from society me mbers 

or drawn from othe r resources of the society. We consider it to 

be seed money, whi ch though small in comparison to the magn itude 

of the funding needed to complete the job or even to undertake 

the Job, will serve as a demonstration of the professional 

comm itment— and we hope as an inducement— for more substantial

finan cial support from other sources.
446

-61-

The institute itself has requested some initial funding 

from a private foundation and I learned, just yesterday, that 

its support is v irtually assured. The pro gram that this money 

might help us to begi n to implement has been initially sketched 

out by a composite committee of the Geological Society of America, 

and AGI, including many of the peopl e here: Bill Bromery, Mack 

Gipson, Lou Pakiser, and Clyde Wahrhaftig.

Tne program focused at the moment prima rily at the college 

Js 'ti. it would include such things as career guidance; counseling for returning veterans; and the provision of scholarships for 

both undergrad uate and graduate students. The scholarships for 

undergrad uates would go primarily to the colleges with large minority 

enrollment, particularly black colleges, if those colleges have an 

unde rgraduate progra m in eart h science. At the graduate level, 

perhaps out of necessity, scholarships woul d be d irected toward 

primarily white institutions.

One of the programs that has been proposed, for example, is 

the retraining of black agricultural faculty members in land-grant 

schools where agricultural training is diminishing. The black 

faculty members forme rly teaching agronomy are scientists in their 

own right, althou gh not earth scientists. With a year or so of 

addi tional training and some field experience, they surely could 

be prepa red to teach u ndergra duate courses in earth science in 

school s that now do not offer this subject at all.
447

-62-

The program could also provide summer employment or summer 

field camp expe rience for undergraduate students who are interested 

in majoring in one of the earth sciences. Of equal importance is 

job placement, job counseling, and a follow-up program to m ake sure 

that those studen ts who successfully complete a course in earth

science are place d in a position that makes full use of their

abilities.

These are only a few of the possibilities that this intersociety program migh t include. Prob ably you can think of other 

equall y wo rthw hile and effective programs. We really haven't 

touche d on the prob lem that some of the other speakers have already 

mentio ned — the real proble m of pre-col lege mo tiva tion in education. 

This is a problem in the training of earth scientists from any 

part of society, not just minority groups.

For the past several years, the Institute, through its

Envir onmental Studies Project in Boulder, has been attem pting to 

wor k primar ily w ith students in inner-city schools— to create in

them an aware ness of the environment in whi ch they are living,

and the recog nition that, as students, they have something to contribute to cl assr oom discussion, and the potenti al of their own

wor th as adult citizens. Prob ably mu ch more needs to be done at

this level to make any pro gra m of college traini ng successful.

The composite program, even as we are sketching it out, will cost

a lot of money. Prob ably at least a mil lio n dollars a year if

it is to be at all effective, and perhaps ten times that amount.
448

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Massive support must be sought from industry, government, 

and private foundations. And, again, we hope that the seed money 

that comes from the p rof ession persuades some of these funding 

sources of the intent and the sincerity of the commitment of the 

profession.

It is proba bly not realistic to say that any minority group 

can attai n a parity level o f employment wit hin the five-year 

perio d that has been mentioned. This would require that, withi n 

that period, 3000 to 5000 minori ty group earth scientists would be 

ready to go to work. If only beca use the time required for professi onal training is a minim um of 4 years, a more realistic goal 

is to say that we should set our sights on encouraging 100 to 200 

minori ty group members each year to complete their training as

professional earth scientists. I think it would be unfortunate

to set a goal so high that it c ou ld n’t be realized. As Jack 

Jackson of Hum ble Oil pointed out, a crash program might cause 

unhappy effects.

I think there is no ques tion that in the e arth-science fields 

jobs wou ld be available for several hundred mi nority group graduates 

each year.
449

'Panel Discussion, Youth, the Professions, and the Futu re1
450

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J. V. Martinez

Rese arch Physicist at the E astman Koda k Company, Rochester, New York

Before introducing the Panel on Youth, the Professions, and 

the Future, I wou ld like to make a few introductory remarks to

try to give some insight into minority problems which have not been

dealt with thus far. As I am out side the earth sciences, this

might prove profitable.

My involvement in mi nority a ffairs beg an some time ago. I 

hope you will pardon my vanity, but I do want to give you some idea 

of m y exposu re to this area. At present, I am a member of the 

Amer ican Physical Society’s ad hoc committee for minority participation; an officer and director of Minority Part icipation for

Physics, whic h incorporated in Washington; a consultant to the

Ford Foundation; and a consultant to the Atom ic Energy Commission

in this area.

By now, I suppose, we h ave accepted the premise that minorities 

want to pa rticipate in the major ity society. Thus, our analysis 

has to be accor ding to the wa y we have learned in the majority 

society. It is a bit unfortunate, really, that we have to segregate in or der to integrate, but I think this is the w ay that things

are going. In other words, right now there is a lot of external

press ure to try to bring about participation. And it is too bad

this could not have been done independently before now.
451

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Perhaps this is a minor concept of the larger idea of 

part icipating in the majo rity society. It is a state of mind

that we are talking about— a sharing of the Ameri can dream, to

quote C ongresswoman Shirley Chisholm, who says that it would be 

nice for the ma jority society to live its Sundays seven days a

week.

I think she puts things in a good perspective: The object

is to share the Amer ica n drea m with those who have been deprived,

but not w ithout an acceptance of responsibility.

The messag e I got last night from Reverend Jackson was that

it is too bad we cannot use the methods of operations research

to deal with this problem. We have all the machinery. The only 

question, as I see it, is where will the mone y come from? To me,

the mi nori ty problem is simply a question of money. If we have

the money, we have the talent.

I ’m not a preacher; I ’m a scientist. So, I use numbers to

express my views. Lately, I have been workin g on a directory of 

Spanish-surnamed and nati ve Americ an profess ionals in the sciences 

I believe, and you m ight correct me on this, that Ph .D .’s in the 

majority society now numbe r about 600,000 in the sciences, a 

figure that gives us about 2500 Ph .D .’s per mill ion U. S. citizens 

The bla ck community, I believe, claims about 600 doctorates in a 

population of 20 million, or 30 Ph.D. scientists per m illion population. As for the "browns," there are about 60 do ctorates among

10 mi llio n or fewer persons, whi ch yields about 6 per million.
452

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In short, what we need is something of a Sputnik in education for minorities.

But, how could large nu mbers of new m inorit y scientists be 

absorb ed by society? Reve rend Jack son suggested a goal last night 

of 5000 minor ity earth-science personnel in a five-year period.

But under presen t circumstances, they could not be absorbed. It 

might, however, be possible to invoke Mrs. Chisholm's concept of 

sharing: There is no reason why any industry could not go on a 

four-day week; in this way, they could share 20 percent of the 

wor k load, which is to say that we could intro duce 20 percent

more scientists. If there are 38,000 earth scientists at present, 

this arran gement woul d allow us to introduce 7600 new scientists.

As anothe r suggestion, there is no reaso n why chairs could not 

be endowe d in the colleges and universities of the Southeast and 

the Southwest, or wherever there is a large numb er of minorities.

In this way, we could assist the transition of minority students

into the profession.

But w here wou ld these students come from, even if we did have— 

right now — the mac hine ry to prepare 5000 scientists in five years.

Where do you find the raw materi al? We hear references to seed 

money, whi ch I think is a valid concept. But y ou may find that 

the g ermination rate, or yield, of students may reflect some poorly 

cult ivated seeds. Keep in mind that students of the minority 

community do not relate the same way as the students of the majority 

community. It is esse ntial for us, as mi nority scientists, to participate in the dec ision-making and granting processes of any such 

program. We want to participate. We want to accept the responsibility.
453

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Cheryl Anderson

Undergraduate studen t at the Colorado School of Mines

In brin ging this panel together, the three students among

us di scussed a nu mber of points, and two main ones are these: 

In our experience, and in the experience of our fellow

classmates, it would be important to find and attract people 

who do not ord inarily go into such fields as mineral engi neering. Second, we decided that to solve the prob lem of mi nority 

participation will require a coalition of industrial and educa 

tional institutions to provide the necessary financi al— and 

perhaps even m ore important, the social or soci ological— 

encouragement to get these students into the g eosciences and 

engineering.

46-120 0 - 75 - 30
454

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Earl Brooks, Jr.

Geoscience graduate student at the Uni versity of Wa shington

I wo uld simply like to make the point that we are losing 

an awful lot of good youn g people. Somehow, we are leaving 

them out. As for myself, I was lucky enough to have been introduce d to earth science w hen I wa s in college. I ’ve 

managed to get summer jobs, but I have seen a lot of my friends 

who did not— even though we went to the same schools and they 

are just as qualified as I am.

What happened to these kids? What happens to all the kids 

who get lost along the line, who get crushed in the ghetto, 

who ca n’t seem to get out, who don't kno w what rocks and trees 

are all about? I think business could profit from projecting

itself into a w orld that is so much different from the one

they know.

Finally, there are a lot of young peopl e who could be 

trained as technical hands, as draftsmen, as ma pmakers— not 

nece ssarily by college training. We are losing these people 

because we are not getting to them soon enough.
455

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Toby Archuleta

Student at New Mexico Highlands University, Las Vegas, New Mexico

I w ould like to add to what Earl has said. In high school,

the Chicanos, blacks, and Indians shy away from science courses—

from the physics, and math, and chemistry they need in order to 

enter the geosciences in college. There is no reason why those

Chicanos, for example, who do graduate from college in the sciences

cannot then go b ack to high school students— the freshmen, even

junio r high school students— and stress that they take scienceoriented courses. The younger kids can relate to these people.

This way, you'r e reac hing students at a time when they're most 

susceptible to being directed into a field like this.

They will see a Chicano in their class and ask h im what he 

does for a living. He'll say he's a geologist, and from that 

point they wil l begin to ask ho w he got into his field. They

can relate to him bec aus e he's a Chicano.
456

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Question from the a udience:

Don't you think that it is probably nec essary to reach

students even earlier?

Richard A. Scribner

Staff officer for Science and Society Programs of the American

Association for the Advancement of Science

On the field trip yesterday, I had a chance to talk with

several teachers, including a b iology teacher. One of the 

points they commented on was that most of their students w ere

lost to science before they ever got to juni or high, and that 

it is in these earlier, formative year s— probably grades 

kind ergarten through sixth— whe re the motivation and the models

are needed.

My asso ciation has a p rog ram called Science Process Appr oach 

for grades K through 6, and it is supposed to be fairly innovative.

I am not here to promote it at all, but there have been some tests 

run recently, using this K through 6 "hands-on" approach to science 

with Chicano students in Texas and inner-city students in

Philadelphia. It w orked for the first three grades, and it didn't 

work for grades 4 through 6. It work ed for kinde rgarten and 

grades 1 and 2, and, in some cases, grade 3. I don't know whether 

this is because the material itself was not prepa red correctly 

for the students, or wh ether there was not sufficient m otiv ation 

for the stude nts as they got further along— or whether o ther

educational aspects dampened the students' enthusiasm.
457

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Questlon from the audience:

What do you mean by "it worked?"

Scr ibner : Okay, meas ured against how it works in other school s—

middl e class whit e schools— students kept right up and were 

enthusiastic about it in these early grades and were achie ving 

every bit as well as the well endowed whit e students. But, the 

mino rity studen ts in the inner city, poss ibly be cause their educational envir onment was not as good by the time they got to the 

last few grades of their primary education, fell behi nd in spite

of an extra effort that was being put in.

We are going to be running this test to find out whether 

students who are now caught up early, in grades 2 and 3, are 

going to do bette r as they get up into the higher grades. And 

we will try to learn wh at some of the factors are that are influ encing

this outcome.

Ques tion from the au di en ce :

How could the college students thems elves set up a program 

where they would be "motivators" for mi nority students in the 

lower grades?

Miss An derson: Well, before answering that, I'd like to comment 

on wh y there are so few wo men in engineering and the geological

sciences. We found out why there have been impediments to black,

or Chicano, or Indian entry, but there ar e wome n in white, suburba n high schools and there are women taking chemistry, physics,

biology , and m ath in hi gh school, and doi ng well in them. Their

parents are w ealthy enough, and they do go to college. But, they
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don't get into the geosciences. Why? I think the reaso n is 

that, as we prepar e for college, high-school counselors, teachers, 

or admin istrators begi n to say, "O .K ., what are your interests?

What are you good at?" And, if a wom an is good in math, physics, 

or chemistry, they say, "Great, we need more mat h or physics or 

chemi stry teachers in junior-high school."

Well, not all wo men wan t to be teachers in junio r-high school, 

if they even want to be teachers at all.

Or else, th ey ’ll say, "Well, we need more nurses. You want to 

be a lab technician? Th at ’s good, too, b ecause we need more 

technicians. You w ant to be a doctor? Well, I don't know about 

that. It takes a hell of a l ong time, and a lot of money, and 

you'll prob ably get married and have babies, and never be a doctor. 

So, I don't think you should do that."

And then, if you say, "Well, I want to go to the Colorado 

School of Mines. I've applied to Mines, and w hat do yo u think

of that?"

"Mines! Well, obviously you d on ’t k now what you are getting 

into." They then tell you of the social stigma, the discrimination 

and that it is going to be too hard for you, it is too di fficult 

academically for a girl.

It is a flat out, explicit, "Don't. You won' t make it." 

Counselors told me that there are only 2 wo men attending the 

Colo rado School of Mines, and that I wo uld be such a mino rit y that

I would never be able to make it. In fact, there were 70 women
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going to the Color ado School of Mines last year. It is hard, 

but if a wom an w ants to make it, she can, as mu ch as a black

man or a black woman, white man or any other person.

In high school, you’re very impressionable and you depend 

on other peopl e almost totally foi making your decisions, getting 

input from counselors, teachers, and administrators. They give 

you the best of their experience and knowledge, but it has been 

my exper ience that this is inadequate.

Statement from the audi en ce :

it occurs to me that there are p erhaps two ways of remedying this problem. One is for various orga nizations of minority 

groups to make bette r contact with guidance counselors. Perhaps also requir ed is a fairly massive program on the part of 

the geosciences, as well as minority groups.

A second avenue, perhaps, is that of enco uraging minority 

group person nel into the guidance -counseling field, as well as 

into the min eral or geological sciences and the mining industry. 

Reese Watkins, student at the City College of Ne w York, repr esenting the National Black Science Student Organ ization:

We have been going to various high schools, juni or-high 

schools— and next semester w e ’ll be going into the elementary 

schools— maki ng present ations that we feel have been very r ewarding to the students.

So far, most of our members have been pre- medical students, 

but the organization is no w branching out, and we hope to include
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g e o s c ie n c e . De an C h a rle s B a s k e r v ille (D ea n o f G e n e ra l S tu d ie s 

a t C ity C o ll e g e ) an d a n o th e r p r o f e s s o r hav e d is c u s s e d w it h us 

th e p o s s i b i l i t i e s o f s e t t i n g up p h y s ic s d e m o n s tr a ti o n s f o r th e

s tu d e n ts , a s w e ll.

As on e ex am pl e o f th in g s we h ave done t h a t have p ro ved 

b e n e f i c i a l to h ig h - s c h o o l an d j u n io r h ig h sc h o o l s tu d e n ts , we

hav e a s c ie n c e f ilm c a l l e d C old B lu e t h a t show s b la c k , I n d ia n ,

an d C hic an o d o c to rs w o rk in g w it h o u r p e o p le in th e co m m un ity .

The f ilm d e a ls w ith th e pro b le m s t h a t we a r e h av in g in g e tt i n g

s tu d e n ts in to th e s e f i e l d s o f s c ie n c e an d m e d ic in e . A f te r th e

f ilm i s shown to c l a s s e s — i t l a s t s 28 m in u te s—we have d is c u s s io n s

a b o u t som e o f th e th in g s we d e a l w ith , l i k e le a d p o is o n in g an d 

n u t r i t i o n . We hav e sp oken w it h g u id an c e c o u n s e lo rs in th e v a r io u s 

s c h o o ls , an d th e y sa y i t i s a go od p ro g ra m , an d t h a t i t h as h e lp e d 

t h e i r s tu d e n ts . Ou r pro gra m i s n o t fu n d e d , a lt h o u g h we wou ld l i k e

i t to b e . We a r e a l l f u l l - t i m e s tu d e n ts .

S ta te m e n t from th e a u d ie n c e :

Hav in g been in th e c la ssro o m m y se lf a s a te a c h e r f o r 10 y e a r s , 

I am co n cern ed t h a t a l l th e s e r e s p o n s i b i l i t i e s a re b e in g p u t back 

on th e h ig h -s c h o o l c o u n s e lo r . I t i s a mam moth, i f n o t im p o s s ib le , 

t a s k f o r a c o u n s e lo r to l e a r n a b o u t a l l th e jo b s a v a i l a b l e in e v ery

c o n c e iv a b le a r e a o f e n d e a v o r. I w an t to h e a r a b o u t w hat in d u s tr y 

i s d o in g , o r w ou ld l i k e to d o , to h e lp o u t in t h i s a r e a . Some o f 

th e com panie s in t h i s f i e l d c o u ld as su m e p a r t o f th e r e s p o n s i b i l i t y 

by o p en in g up summer f i e l d wor k o r la b o r a to r y jo b s .
461

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Bubba Jackson, Colo rado Urban League, Denve r

I come from the inner city and I can speak for that area.

The ideal progra m for earth sci ences’ input for the urban schools 

is not simply more curriculum content, although that is commen dable 

if it is made palatable. But there is quite a concern n ow in the

blac k c ommunity among educators and other s about getting cognitive 

skills — maxi mally transferable principles— into children's heads 

to mak e them independent thinkers. The commitment to all the plans 

you have for e arth-science content, more effective motivation, and 

bigge r and bette r filmstrips is fine— if a coalition can be made 

wit h some of the blacks wh o are trying to emphasize independent

cognitive skills. I think that taking the content of geology and

other earth sciences, whi ch is exci ting in its own right, and combini ng or order ing it al ong cognitive-skill lines, wou ld be the

ideal state.

Alle n D. Trujillo

Chino M ines Division, the Kennec ott Copp er Corporation

As a representative of Kennecott Copp er in southwestern

New Mexico, I didn't want this audience to be left wi th the impress ion that industry has done nothing. Alon g with the American 

Institute of Mining, Metallurgical, and Pet roleum Engineers (AIME), 

we have been talking to counselors and work ing with students. Some

of our engin eers are giving classes to var ious students in the area. 

You'd be surprised at the nu mber of peopl e wh o have lived all their 

lives in mining communities and still don't know how copper is pr oduced. To offset this, we have been slowly working to get more 

information to the junior-high schools and the h igh schools.
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I have worke d a lit tle in this program, and I'm just so

disappointed with the educ ational aspects of it. Counselors

are still projecting to junior-high students the idea that the 

best they can do is go to college and become a teacher. I'm

not sure wh y this is so, but perhaps it is be caus e the counselor

is usually a teacher, and this is what he under stands best.

Harold F other gil l, the Union Oil Company

I've b een listening for a day and a half, and I get the

impression so far that industry has done nothing. I wonder if

you all reall y believ e that. I think s omebody ought to stand up 

and say what industry does. (See subsequent statement by 

Fothergill. — Ed.)

We do h ave summer jobs for minorities, and Earl Brooks is

one of those whom we have hired. All the majors do the same

thing. We do an awful lot for students. Whether they are girls

or min orities, we are interested in getting good people. I emphasize "good" because whit e folks have the same problem. Some 

are good and some are not. We' ve never discrimi nated— I cross

my fingers on this— in the old context of minorities, because

you seld om see a m inor ity student.

I'll bet if you listed all the mon ey from vario us company 

foundations for minority wor k that you would be amazed at the

milli ons involv ed in this. Yet, almost everybody speaking here 

has his hand out to industry asking, "What are you going to do 

for us?" Also, I really ques tion wh ethe r going to the s econdary 

schools should be indus try's job. Perhaps this is highly desirable, but w e can't go all the way.
463

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I think that if every university took the instructor who 

teaches introduc tory physical or historical geology, and sent 

that man out to the h igh school or the j unio r-high schools, 

that this is wher e the selling job could be done.
464

G e n era l D is c u s s io n

F rid a y m o rn in g , Ju n e 9
465

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P e te M ir e le z

D i r e c t o r , D iv is io n o f M ig ra n t L ab or an d Pro gra m s f o r S p an is h 

S p eakin g P e o p le , O f f ic e o f Ec on om ic O p p o rtu n it y

I wan t to s t a r t by co m p li m en ti n g a l l o f yo u who have ta k e n 

th e ti m e to s e t up t h i s c o n fe re n c e an d to p a r t i c i p a t e in i t .

You m ig h t be i n t e r e s t e d to know t h a t a t on e ti m e I th o u g h t o f 

t r y in g to g e t in to th e g e o s c ie n c e s . F or on e th in g , my f a th e r 

an d my u n c le s ha d w ork ed in th e m in es h e re in C o lo ra d o , an d I 

w or ke d on an o i l r i g to make en ou gh mo ney to g e t me th ro u g h

s c h o o l.

But I d id n o t th in k t h a t I wa s r e a l l y c a p a b le o f e n te r in g 

su ch a p r o f e s s io n . Now, o f c o u rs e , I f e e l t h a t I b e lie v e d t h a t 

more b e c a u se o f my c o n d itio n in g by th e sy ste m th an a n y th in g 

e l s e . T h at c o n d itio n in g t o ld me t h a t I wou ld be more l i k e l y to 

make i t a s a tr u c k d r i v e r th a n a s a c o lle g e s t u d e n t .

C o n d it io n in g t h a t i t c o u ld n o t be do ne wa s n o t a l l , e i t h e r .

My h ig h sc h o o l c o u n s e lo r s a id my t e s t s sh ow ed t h a t I wou ld n e v er 

make i t th ro u g h c o lle g e — b u t t h a t I s u re a s h e l l co u ld d r iv e my 

way th ro u g h New Y ork . T hose w ere h i s a c t u a l w o rd s. And I th in k 

th e y sp eak e lo q u e n tly to one o f th e p ro b le m s t h a t we , a s m in o r i t i e s , 

an d s p e c i f i c a l l y t h a t we, a s C h ic a n o s, w ou ld l i k e t h i s c o n fe re n c e 

to c o n s id e r : Ou r e d u c a tio n a l i n s t i t u t i o n s , e s p e c i a l l y a t th e 

e le m e n ta ry an d se c o n d a ry l e v e l s , hav e n o t g e a re d th e m se lv e s to 

a s s i s t i n g m in o r i t ie s in d e v e lo p in g th e b ack g ro u n d th e y n eed — 

b o th p s y c h o lo g ic a l an d acad em ic — to e n te r th e s c ie n c e s an d to 

p e r s e v e r e f o r th e ti m e i t ta k e s to a c h ie v e an d su c c e e d .
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And, of course, most peop le in the earth sciences have 

either a master's degree or a doctorate. Most of us Chicanos 

find this a rather remote goal, for whi le we woul d certainly

like to stay in school for the number of years that it takes 

to get a Ph.D. or a master's degree, we are faced w ith a more 

immed iate problem— that of survival.

This leads me to two points. First, in re gard to our

educational system, I think we are going to have to attack the

whol e question of i nvolving minorities in all areas that require

a numb er of years of training, whether the field is medicine, law

or the earth sciences. Second, we are going to have to work more

closel y with parents, more closely with minority organiz ations

activ e in our neighborhoods, and more closely with professional

societies. We need a unified approach and we need catalysts.

Universi ties could serve as catalysts, and, perhap s m ore important, so could industry.

Why are there so few Chica nos in law, medicine, or the geosciences? The schools are one answer. But these fields have

also bee n foreign to us. We have not been able to identify with 

peop le in them and say to ourselves, "If he did it, so can I."

I think this is one reason w hy so many of our young peop le are

going into education and social work. They have peers there.

Compadres y he rmanos (close acquaintances).

What we really have to do is to develop a practice, or a

mechanism, whereby some of you in industry a nd the univers ities

can give of your time, your exper tise and wh ate ver yo u can afford
467

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to visit high-school clubs, to visit city groups, to talk to 

parents, and generally to spend some time in our communities.

This is what can m ake the difference.

Now, a lot of you might say this is all very idealistic

but that you canno t spare the time. Well, ladies and gentlemen, 

we have got to make the time. If engineers and geologists can 

wor k with — or get elected to— state legislatures, city councils,

and boards of education, and thereby influence policies at all 

levels, they can hold formal w orkshops in minority high schools.

They can wo rk with counselors, they can talk to civic groups

made up of minor ities, and that m ay be the key to the change we

need.

Proble ms in he lpin g minorities can be subtle. I was

flabbergasted recently when I h eard that a scho ol-laboratory 

manu al for use in the United States by Spanish-speaking students 

had been translated into Spanish by a Colo mbiano. Now it ’s 

great that a Col ombiano did it, but the p roblem is that the

Spanish used in our bar rios is not the same Spanish spoken by a

Colombiano. And this coul d create prob lems in the w ay the manual 

was used. We have to be conscious of this sort of thing, for it

can make the dif ference between turning young men and wome n on to 

the scienc es or turning them off.

By the same token, those who provide assistance for minorities

through summer jobs must take a young man or wo man's culture into 

consideration. I just cannot overemphasize the subtle discrimination 

that exists in our educ ational institutions and elsewhere against
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i

m in o r i t ie s . You a lm o st have to be on e to a p p r e c ia te i t . One 

sim p le r u l e : D o n 't s e t a l l k in d s o f c u l t u r a l l i m i t a t i o n s . Do n’ t 

make him c u t h is h a ir o r sh av e h i s m u sta c h e. C a p it a li z e on a 

p e r s o n 's c u l t u r e , d o n 't de ny i t .

One o th e r th in g t h a t I w ou ld em p h asi ze: W hi le we th in k 

a b o u t r e c r u i t i n g m in o r i t ie s , we sh o u ld th in k n o t o n ly o f b rin g in g 

in s tu d e n ts from th e em erg in g m id d le an d u p p er c l a s s e s , b u t a ls o 

o f b r in g in g in C hic anos fr om th e b a r r i o s . We sh o u ld be w i l li n g 

to lo o k f o r th e f e ll o w w it h l a t e n t p o t e n t i a l , even th ough he may

n o t be i n th e u p p er 10 p e r c e n t o f h i s c l a s s .
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Bubba Jackson

Colo rado Urban League

The first thing we have to address ourselves to is communications.

You can have all the scholarships in the worl d for minorities, but

if you cannot communicate the earth sciences to them you cannot

attract them, and all your effort is for naught.

One thing neglec ted in yesterday's discussion was the matter 

of basic survival. One individual talked about a pr ogr am to teach

elementary studen ts something about earth sciences. He said that

from the first grade through the third the kids did all right, but

afte r that the kids ble w it. Now it happens that beginni ng about

the fourth to s ixth grade s in the ghettos, barrios, and reservations of this country, the students’ basic concern becomes survival.

You have to learr to survive to get to high school or to get your

diploma. Man y of us do not make it to high school becaus e we are 

too bu sy dealing in survival. This is a fact that you have to 

consider. Ignore it, and you will not have m eani ngful minority 

particip ation in the earth sciences.

Wit h this in mind, I wart to propose a seven -year working plan 

for g over nment and industry. The immediate goal of this conference 

should be the recru itment of mor e blacks, Chicanos, and Indians 

into all phases of ear th-science operations w here special education 

or vocational training is not required. I k now that some of the 

jobs in this field do not reouire a college education, and these

can serve as entry points to the earth sciences. Where v ocat ional

46-120 o - 75 - si
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traini ng is required, it can be administered by the industry but 

supported by the g overnment— although it might be a much more 

meaningful experience for the industry, or a part icular company,

to do it all.

Vocational training is very, very important. We have young 

men coming out of to day’s prisons who need this help. We have 

young men coming back from Viet nam who need voca tional training.

They need it in order to parti cipate in the main str eam of American 

society. To deny it to them is to say that they do not have the 

right to beco me functio ning c omponents of society. And I do not 

think that anyone here can say that we do not have this right.

Next, those persons who take part in a v ocat ional-training 

program and who want to go on to beco me geoscientists should have 

the oppo rtunity— right within the c ompany— to upgrade themselves. 

There should be scho larships available to individuals to the college 

of their choice, to major in some phase of earth science or engineering. The company should foot the bill because this is meaningful 

minority participation.

Beyond this, the compani es can begin to d raw up a realistic 

recruitment program for minority students who are already in college. 

With the help of the government and the g eological societies, indust ry can begin recruiting sophomores, juniors, and seniors. And 

you cannot stop here. Thes e students should be offered summer employm ent and scholarships or partial grants. When mino rity students
471

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get on these white campuses they have trouble getting financial 

aid. And this is one reason so m any of us drop out befo re graduation.

Another thing indu stry could do would be to dona te scientific

equipment, or the mone y to buy equipment, for teach ing earth science 

in minority hig h schools. Usua lly minority schools cannot afford 

this kind of equip ment bec aus e the neighborhoods they serve cannot

pay the high taxes necess ary to buy it.

Now I agree that industry by itself does not have the ability

to go into high school s and colleges and reach min ority students.

But there are organizations, like the Urban League, who do have the

ability. Industry has only to call on them.

To do all this, you need effective communications. This is

what Americ an society lives by. You can use the mass med ia— films,

radio announc ements, wha tev er— developed by blacks, Chicanos, and 

Indians especially to interest these groups. Industry, of course, 

should pay the bill, for they will gain n ew manpower.

At the same time, though, industry cannot pay the wh ole bill.

But it could foot 90 percent of it with the government payi ng the 

rest and providing a ddit ional jobs. Moreover, if a black college 

does not have an ef fective geological program, the geological 

societies can help come up wi th the n ecessary program and the government can p rovide the instructors. There is no excuse for a black 

college not havin g the kind of curriculum that you consider to be 

qualified. If the pro gram is not qualified, it is because you have

not contributed to it.
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In the past, you have ignored a lot of things. You ignored 

crime in the ghettos and the b ar ri os , and now you have a crime 

pro blem in you r neighbo rhoods. You ignored drugs in the barrios 

and reservations and ghettos, and now your own kids are comin g 

home as junkies. You can no longe r ignore the fruits of racism; 

Amer icans can no longer afford this luxury. It is time to produce 

an effective plan of action. And y ou have got to pay the bill

beca use we cannot afford it.
Dennis Banks

American Indian Mov ement

In 1976, the Unit ed States government w ill celebrate its 

200th birthday, and it isn't even your country. A bicentennial 

com mission has been established to prepare for this celebration,

but it has no Indian members. That tells a lot about how people,

your selves included, thin k about this country.

Now I find myself among a group of people who seem to be 

paralleling the e fforts and actions that have led to massive 

thefts of land from Indian people. Here we have a group of 

scientists, most ly non-Indians, prep aring a future for Am erican 

minorities. My ques tion is whether the next 200 years will be like

the past 200 years for Am eri can Indians.

You must know that there are people mas querading as Indians,

pre tending to speak for us. They are one-sixteenth Cherokee, or 

they had a Ch erokee grandmother, or some such thing. And they are 

the ones who are selling us out. Because of them we have asked

for a reso lution here that eart h scientists refr ain from activities

that exploit Indians and vio lat e our treaty rights. Whi le this

may not mea n much to non-Indians, it means a hell of a lot to us.

We ask those of you here today, gathered in the name of science,

to take a stand against the corporate, political, gover nment,and 

perso nal interests that w oul d further rob Indian people of Indian

water, India n land, and Indian rights.
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It is hard for us to get at the H oneywell Corporation. It 

is hard to stop Kennecott, and it is hard to stop the P eabody 

Coal Company from taking our m ineral wealth. But if you are as 

conce rned about Indian people as y ou have been about making 

money, we will be happy to sit d own wit h you and brea k bread at 

the table again.

You have talked about inadequate counseling and about A meri ca ’s 

inadequate educational system. But you must admit things a re even 

wors e for Indians, for everything in the curricul um is anti-Indian. 

Yet, if you make the neces sar y changes, we will buy our own buses 

and come to your schools. You will have no proble ms in recruiting Indians for these schools that provide technical education.

The Indian is ti red of living an average of only 40 years.

He wa nts to enjoy the same kinds of benefits that people all across 

this w orld enjoy. But there will no longer be cigar-shop Indians; 

we have earned our place in society, and w e are sick and tired of 

the non-Indian s ociet y that controls us.
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Randolph W. Bromery

I don't w ant to get personal again, but w e always know 

best what we kno w personally. So for those of yo u who wonder 

whe the r one or two or three people can really ma ke fundamental 

changes, I wo uld like to relate an experience of m ine that suggests 

that you really can m ake changes.

When I joined the geol ogy department of the Uni ver sit y of 

Mas sachusetts in 1967, I was the s ch ool’s sixth bla ck faculty

member. At that time we also had 36 bl ack-American students on

the campus, one bla ck w oman in the kitchen, and no black people 

among n on-a cademic professionals at the University.

One day, over a hamburger, the o ther black-faculty me mbers 

and I talked about how we could change this situation— about how 

we could increa se the number of minority students, and how we 

could change the campus environment to be more hospitable to the 

incomi ng bla ck student, a point I emphasized in my earlier speech. 

More than simply br inging in minority students, we wanted more 

black faculty, more b lack persons in the kitchens, more black s in 

middle-m anagement positions.

Now, we could have asked the insti tution to do this for us, 

but we decided to do it ourselves. This prov ed not an easy task, 

because we neede d some kind of a base from whic h to operate. And 

since the popul ation of Massachusetts is onl y four-percent black, 

we did not constitute m uch of a politi cal or econo mic threat. As

a result, we had little success at first in persu ading people to 

address themselves to "our" problem.
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So we incorporated ourselves as a non-profit, tax-exempt 

organization. We wen t to a foundation and said, "We are a 

corporation, and we want some mone y to bri ng minor ity students 

into the University of Massachu setts." To make a long story 

short, the foundation gave us nearly a million d ollars spread 

over a four-year period.

The next step was to des ign a program to acc omplish our 

goals. Our goal was not to integ rate the fresh man class, it 

was to graduate educated bla ck students w ith skills. The first 

thing we learned was that the university entrance requirem ents— 

in par ticular the Scholastic Apti tude Tes ts— were confined to a

narr ow w indow between 570 and 610 for math and verbal scores.

We knew that the school received 28,000 applications for 3,500 

openings for freshme n each year and further, we also found that 

the averag e SAT scores for blacks, Puerto Ricans, and A meri can 

Indians was around 430. Therefore, the going was bound to be 

rough.

We design ed a progra m for minority studen ts that was in keeping wit h Bubba Jackson's suggestion earlier. It was a "survival" 

program, aimed in part at helping students withstand the cultural 

shock of coming into a large predomi nantly w hite university. As 

it was, we were losing 35 percent of our wh ite freshmen simply 

because they were unable to mak e the transition from a ho me environment to one with nearly 10,000 students in residence halls

and 10,0 00 commut er students.
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One problem that we faced wa s a regulation at the university

that if a student did not have a c ertain grade -point average at

the end of his first semester in residence, he would lose his 

four- year scholarship. We successfully petit ioned the school's 

Admissions and Records Committee to change this rule — for all 

students, not just min ori tie s— to one in whic h a student’s cumulative average at the end of the first full year of residence

would be the determinant. As a result, the dr opout rate among

whi te freshm en went from 37 percent to 22 percent, whic h dem onstrated that programs for m inor ity students can also have significant spin-off bene fits for the entire student population.

What were the results of our program? We are still incorporated and active, and through our corpora tion the u niversity

has obtain ed an extra 3.4 million dollars, from private, state,

and federal sources, which ma kes our existence of at least some

economic importance to the university. In four years, the number

of minority students has gone from 36 to near ly 1000. We have 

near ly 50 bla ck and other mino rity faculty and non-academic 

professionals. We don't have any mo re blac k person s in the 

kitchens, but we have a few in other areas of the physical plant.

We had no blac k secr etaries and now we have over 30.

Last June we graduat ed 50 blac k stud ents— more blac k students

in this one class than in a total of all of the graduating classes 

in the university's 103- year history. We have expanded the program
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to the point wher e 650 mino rit y students will enter this fall, 

of w hom 125 are Span ish-speaking students. All of our admissions 

info rmation and a nu mber of our counselors and regular university 

courses are bilingual.

Thus, we are convinc ed that we have demonstrated that a few 

peop le who wor k togeth er and seriously wa nt to make changes,

can succeed.
ACTION-PLANNING SESSIONS:

CONCLUSIONS AND RECOMMENDATIONS

A. Mot ivation and Education of Minorities

B. Employment Opportunities for Min orities

C. Mino rity Prog rams for Professional Societies

D. Profe ssional Responsibilities and Standards

E. Implementation of Mino rity P articip ation Programs

Friday, June 9

(On Thu rsday afternoon, conference participants formed five separate 

and concurrent seminars in wh ich they w orked to synthesize the 

previous two d ay s’ discussions. During these sessions, conferees 

attempted to crystallize in brief statements w hat they felt were 

the maj or findings of the conference and the future courses of action 

most appropriate to pursue. The following reports of the a ctionplann ing sessions are based on oral summaries presented to the 

conf erence on F riday morning, on ste nograph er’s notes, and on the 

wri tten reports of seminar leaders. ---Ed.)
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A. Moti vation and Edu cation of Minorities

Conclusio ns:

This seminar singled out two separate, distinct, yet

equally urgent goals. The first goal, regar ded as a short-range

objective, was the identification and m oti vation of those adults

who are already past hig h school age, and who would be capable 

of achieving p rofe ssional status in geoscience or engineering 

fields if given on- the-job training or additional education.

In this category, two pools of talent could be tapped: 

men and women now employed by government and indus try who may 

already be perf orming some professi onal tasks in their daily work, 

and retur ning veterans. As for the latte r group, Stanley E.

Edelstein, the Dep uty Di rec tor of Education and R ehab ilitation 

Service for the Veter ans' Admin istration, told this seminar that 

the V A is interested in directing veterans toward earth science 

and engineering careers. He noted that 5 mill ion veterans currently 

are eligib le for educ ation assistance from the VA, although only 

1.3 m ill ion are presen tly taking advanta ge of these benefits.

The second major goal — a long-term obj ective— should be to 

stimulate an interest in the eart h-science and enginee ring fields 

among young people from the early elementary grades through the 

college years.
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Recommen dations :

1. Lowe ring language barriers

Long befor e they beg in attending school, children who se 

primary langu age is Spanish, or who live in the inner city, 

ofte n learn to communicate in what is best described as "non ­

stand ard" English. Teache rs should recognize that these versions 

of English are important elements of the c hildren's culture and 

hence of their self images. Efforts to teach standard English 

should carefully a void con veying negative or derogatory attitudes 

toward non-standard English; teachers, in fact, should learn the 

lang uage their chil dren bri ng to school. Perhap s most important, 

tests of intelligence or acad emic perform ance must use forms of 

expressions familiar to a child until he or she becomes adept in

stand ard English.

2. Counselors

Nume rous participants in the c onference indicated that guidance 

counselors in junior-high schools and high schools have systematicall y d irected minori ty students away from careers in mathematics, 

engineering, and the sciences. It is hoped that this practice is 

on its wa y to be coming a thing of the past. Counselo rs should 

activ ely encou rage qualified m ino rit y studen ts to prepare for careers

in these fields.

3. Elementary earth science

It is recommended that earth science be incorporated in

elementary school curricula. Min ority college students preparing
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for elementary school teac hing should be encouraged to include 

science in general— and earth science in particular— among their 

courses, so that they may help convey to their students a curiosity 

toward the natural sciences.

4. Tutoria l scholarships

A tutorial scholarship program of mino rity college students 

could fulfill several needs: Financial support for the college 

student; tutorial ass istance by the student for you nger mi nority 

peopl e faltering in school; a need felt by many minority students 

to work in their communities.

5. Summer w ork-educa tio n programs

Progra ms should be developed and financed to place minority 

high- school students in a college environment durin g the summer, 

wher e they could receive intensive tutoring in science and math.

Two ingredients are essential to the success of such a program: 

coop eration of the students' families and payment of a small stipend to make up for salaries the students might have earned in 

summer jobs. The physics department of the Uni versity of Colorado 

at Boulder has recen tly experimented with such a program, in 

coopera tion with Denver high schools.

6. Profess ional activities

Professional geoscientists and engineers should be encouraged 

to take 'company t ime,” as well as their own, to w ork wit h minority 

students in educational and motivational programs. One approach may 

be to hire margi nally motivated or prepared high school students 

as part-time assistants to professionals. In so doing, however, 

the professional should place first priority on awakening the interest 

of the student, rather than on simply pursuing his own work.
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In addition, professional societies and industry should 

assist in de veloping traveling exhibi ts on earth science for 

high schools. The y should also plan to cooperate with such 

organizations as the National Black Science Students' Organi ­

zation. (Charles A. Baskerville, Dean of General Studies at 

the City College of the City University of New York can provide 

information about this group.)

7. Comm unity colleges

Communi ty colleges should be urged to facilitate admission 

of minor ity students by means of open admissions, free tuition, 

and free textbooks. Four-year institutions should be urged to 

offer scholarships and o ther forms of aid to the best minority

gradu ates of 2-year schools.
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B. Employment Opportu nities for Mino rities

Con clu sio ns:

Some corporate representatives felt that opti mism about

future job markets should be tempered wi th caution, in vie w of

employment projections discussed earlier by J. R. Jackson.

Neverth eless, part icipants in this seminar gener ally agreed that

employment opportunities for minorities would be more than adequate for many years to come.

Several mi nor ity students from D enver high schools took part 

in this session. They emphasized that they we re less interested 

in a long- range c ommi tment to attrac ting and helping mino rity 

studen ts than they we re in overcoming the immediate, practical

difficulties of learning precisely what the earth sciences are,

what job opportunities these fields offer, and how one goes 

about preparing for and finding jobs.

Repr esentatives of government and industry, for their part, 

said they were actively seeking mino rity college graduates for 

earth-science jobs. Thus, one princ ipal p robl em appears to be 

that of commu nication b etween po tential employers and pre-college

students.

Rec omm endat ions:

1. Linking students to jobs

An effective net wor k of communications is ur gently needed 

between government and industrial employers, on the one hand, and

college and p re-college students on the other. Job opportunities in
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the earth sciences and mi neral engineering, and the means of 

secur ing those jobs, must be clearly and w idely comm unicated 

to high-school students.

2. Financi al aid

Once motivated toward geoscience and engi neering careers, 

min ori ty stude nts should be able to rely u pon subst antial sources 

of financial support as they progress toward undergra duate and 

gradu ate degrees. Information about such assistan ce should be 

readily avai lable to hi gh-school students befor e their senior 

year, so as to facilitate p lanning for admission to college.

3. Summe r jobs

Larg er and more me aningful summer-job programs in government and indu stry should be opened to min ority students. These 

progr ams woul d serve to introduce studen ts to the a ttractions 

and the method s of the e arth scientist and engineer. Students 

thus emplo yed may serve as new "amba ssadors" of the pr ofes sion

to their schools.

46 -1 20 0 - 75 - 32
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C. Minority Progra ms for Professional Societies

Con clu sions :

Conference speakers have repeatedly emphasized that a major 

impediment to success in recruiting m inor ity students for the 

earth sciences w as a l ack of "communications." Thus, while many 

student s need financial assistance, scholarships go begging; 

thus, industrial interviewers visit campuses in search of students 

to fill summer and permane nt jobs, but some quali fied students 

learn of these visits only after the r ecruiters have left; and 

students who could benefit from summer field and laboratory jobs 

find themselves in menial and meani ngless summer jobs simply for 

want of reliable and comprehensive information about the o pportunities available in their future profession.

The 20 participants in this actio n-planning seminar, representing a variet y of scientific and engineering organi zations, agreed 

that the professional geoscience and engin eering societies could 

do m uch to improve communications with students through new and 

exis ting educational activities.

The national offices of these 20 or more societies, working 

through their n umero us local chapters or divisions, could potentially 

reach into nearly every community in the nation to provide students 

with information about earth-science careers. Through their local 

units, the professi onal societies are u niqu ely and superbly equipped 

to s timulate the interest of junior-high school, high-school, and 

college students by such m eans as sponsoring lectures, field trips,
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and exhibits that conv ey the excitement, the challenge, and the 

importance of our vari ed profession. Two progr ams worthy of 

special note in this regard are the Envir onmental Studies Project 

and the Ea rth Sciences Teacher Prepara tion Project, both sponsored 

by the Ame rican Geological Institute and the National Science

Foundation.

At the same time, however, sporadic and isolated local efforts 

cannot solve our problems of mi nority particip ation. A centralnational orga nization is needed to coordinate these efforts, so 

that active groups may learn from each ot he r’s experience. Mor eover, the expense of a national pro gram of significant scope— 

involving such forms of assistance as scholarships and aid to 

the geoscience departments of small colleges serving predo minantly 

min ori ty popu lations— demands a national orga nization with a f ulltime staff. The logical place for such an organ ization is with in

the Ameri can Geol ogical Institute.

By the same token, the A meri can Ass ociation for the Advan cemen t of Scienc e would be the proper organiza tion to serve as an

"informa tion excha nge" to link mino rity progra ms of the geoscience 

socie ties to the scientific community at large.

Rec omm end ati ons :

1. Contr ibutions to the AGI

This panel recommends that contributions be solicited from

all memb er societies of the AGI, from all industrial and educational
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contributors to AGI, from minori ty orga nizations and all other 

emplo yers of geos cientists and engineers to support the AGI's 

propo sed mino rity p rogram for an initial period of two years.

2. Educa ting memb ers of societies

Scientific societies shou ld info rm their members and 

affi liated organizations of the significance, the findings, and 

the goals of this confe rence through meeting s, publications, student 

chapters, and educa tion committees. Members should be encouraged 

to work in their minorit y communi ties to ensure the success of this

program.

3. Elementary edu cation

We recommend that conference participants seek broader support 

for such programs as the Environmental Studies Project and the 

Earth Sciences T each er Preparation Project. These prog rams provide 

elementary school students wit h a valuable, early introduction to 

science and these programs are particul arly useful in minority

communities.
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D. Professional Responsibi lities and Standards

Conclusio ns;

Discuss ants agreed that, in the long term, a double standard 

of professional acceptance for the purpose of easing the entry of 

minorities into the earth sciences would b e highly disadvantageous, 

both to the profession and to minorities. The p rofe ssion must take 

pains not to gene rate a "second class" of ill-trained geos cientists 

and engineers.

At the same time, employers and institutions of higher education 

must seek innovative, non- traditional ways of furnishing m inorities 

wit h the education and training they need. For those already employed, continuing e ducation programs and financ ial support for 

persons enrolled in them, must be provided. For students, special 

stipends, var iab le-length programs of study, remedia l-course work, 

tutoring, and w ork-st udy p rograms deserve emphasis. Colleges and 

universities should also consider increasing the nu mber of "non ­

qualifying" minori ty high-school gradu ates they admit each year.

It was also felt that employers should strive for flexibility 

in their standards whe n conside ring promotions, in order to allow 

semi -professional emplo yees (such as technicians) to ad vanc e on 

the bas is of demonstrated potent ial — and not solely on the basis 

of degrees held.

Rec omm endat ion s:

1. Advance ment to leadership jobs

The geoscience profession should not only seek to open new 

job opportunities to min orit ies, but should also h elp minorities
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to reach responsible leadership positi ons in gov ernment and

industry, wher e crucial decisions affe cting minority employment

are made. In addition, employers should be prepared to deal

wit h the dif ficulties that minority employees may experience in

adap ting to a new and potentially hostile wor king environment.

2. Examination of standards

Employers, as well as colleges and univers ities, should define the standards they use as criteria for hiring or admitting

men and women, and elimina te or modify those standards whi ch are

like ly to di squalify minor ity group members disproportionately.

3. Professional responsibilities

At the suggestion of Dennis Banks of the Ame rican Indian

Movement, the group resolved that earth scientists should consider

adop ting a code of professi onal ethics to ensure that their talents

shall be used in such a wa y as to safeguard hu man life and to conserve n atura l resources; and, further, to ensure that geoscientists 

not use their skills in a mann er which m ay tend to violat e the 

treat y rights of Ameri can Indians or the civil rights of any other

min ori ty group.
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E. Implementation of Minority Particip ation Programs

Conclus ion s:

Give n a reaso nable rate of entry into the earth-science 

profession, we expect that job oppor tunities for minorities 

will be plentif ul for the foreseeable future. Making mino rity 

high school students aware of these opportunities, however, 

would seem to be a major problem, and one that derives in 

large part from inadequate career counseling. It is possible 

that corporat ions could help overcome this deficiency by ma intaining close r contacts wit h teachers and counselors in their 

respective communities.

Rec omm endat ions:

1. Indus try ties to counselors

Teac hers and counselors in high schools should be provided 

with the names of several geosc ientists and engin eers in their 

geographic area who w ould be available to talk to individual 

students, provide them with info rmation on geoscience careers, 

and poss ibly c ontribute to high school science classes.
492

REPORTS OF INDEPENDENT CAUCUSES

Women's Caucus Report

Chicano Caucus Report

Industry Representatives' Statement

Friday, June 9
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Carla Sydney Stone, student in mining geophysics, Henry K rumb

School of Mines, Columbia University

The U. S. Government, and the minerals, mining and pet roleum

industries have discriminated against women by not hiring, promoting,

or providing job opportunities commensu rate wi th e ducation and

responsibility.

The highest priori ty must be given to establishing a registry

to ident ify those women trained in the geosciences. This registry

wou ld serve as a clea ringhouse to ensure that emplo yers conduct

a nat ional searc h for qualified women.

We want all job categories open to all applicants, regardless 

of traditions and superstitions. Dis criminatory state and Federal

mineral employment laws m ust be struck from the books. Women must

be encouraged to pursue careers in the geosciences. Scholarships

must be awarde d to youn g w omen wishi ng to pa rticipate in the industry. Once a woman has made the decision to enter the industry, 

she mu st be given the opportu nity of on-t he-job trai ning in the 

mills, underground, and in the field.

Industry and government must provide insurance policies, including mater nity benefits. Women must be free to take maternity 

leave s with no loss of seniority. Day-ca re centers should be pro ­

vided for the c hild ren of these workin g geoscientists.

We want an educati on program to emphasize that w ome n belong

in the earth sciences, that they are now successful and that they

can combine marriage, family, and a succe ssful career.
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Miguel Rios, physicist, California State Polyt echnic Unive rsity,

Pomona

The Chican o caucus met at this conference for the purpose 

of formulating specific objectives to be adopted as a part of 

a comprehensive plan to increase the number of Chicanos in the 

geosciences. Alth ough formula tion of such goals was to be a 

primary responsib ility of the conference, and although pa rticipatin g companies, agencies, and institutions have demonstrated 

concern about this problem, many of the Chicanos here doubt that 

these participants are truly committed. We feel, for example, 

that if the Dep artment of the Interior had a real interest in 

solving the p roblems we face, the Secretary of the Interior,

Rogers C. B. Morton, woul d be present here, today. If the Federal 

Government were truly determined to help solve our problems, the 

Federa l agenci es resp onsible for the p rogress of science in this 

country woul d be repre sented here by their directors or by people 

in their top echelons. The Dire ctor of the Na tional Science 

Foundation, for example, is not present here today. Nor has the 

NSF shown any real interest in funding under graduate p rograms in

the scienc es for minorities.

We know that of the a pproximately 30,000 geoscientists in 

this country, less than one percent is Chicano. The situation is 

just as bad in the other physical sciences. There are approximately 

20,000 Ph.D. physicists in this country. Only about 10 of these 

are C hicanos, whereas 5 to 7 percent of the total populati on in 

this country is Chicano. The situation is essentially the same

in chemistry and mathematics.
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Similarly, we know that more than 50 percent of earth scientists 

are employed by private industry, primarily in the p etroleum and 

mini ng industries. Yet, there are no executives present here today 

from the top echelo ns of management in these industries. We fear 

that most of the pa rtic ipants from private enterprise will simply 

write a repo rt w hen they return to their resp ective companies.

With r espec t to institutions of highe r education, we feel that 

they have yet to open their doors to the Spanish-speaking community.

In particular, the Colorado School of Mines has obviously ostracized 

the C hican o from the educational process on that campus. Of the 

2000 students on that campus, there are only seven who are Spanish 

surnamed. Of these seven, most are probably Latin Americans. The 

Colorado School of Mines employs no Chicano faculty members.

The Spanish -speaking community has receiv ed many promises in

the past and very few have been kept. Because of these broken 

promi ses and because of our determination to obt ain adequate representation in all areas of intellectual endeavor, the C hicano caucus

met and formulated requests w hich we expect industry, government,

and the C olorado School of Mines to meet.

Department of the Interior: The Departme nt has one of the 

worst record s for providing oppo rtunity for the Spanish-surnamed 

community. The following requests should, therefore, be implemented:

The Secretary of the Interior should establish a yearly budget 

of $500, 000 to open opportunities for the Spanish-surnamed.

A Spanish-surnamed person should be hire d and given the au thority

to staff and implement the follo wing resolutions: Sixteen hundred
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additional Spanish-surnamed people should be hire d by 1975 to 

make our representation in the Department of the Interior commensurate w ith our population; goals and timetables for each agenc y 

with in the De partm ent should be established; the Spanish-surnamed 

should be hired at all levels wit hin the Department, including 

GS-18; funds should be chan neled to the Southw est to prepare 

Spanish-surnamed youngsters for participation in all aspects of 

the De partment’s activities; work- study, cooperative education, 

and educational progra ms for the Spanish-surnamed should be initiated, and intensified wher e they exist.

The Depa rtment should esta blish training progr ams to upgrade 

the skills of the Spanish-surnamed presently emplo yed by, or who 

will subsequently join, the Department; the Department should initiate actio n to employ the top 10 percent of the Ch icano enrollment in 

every school; each agen cy should set up a task force chaired by 

agency heads to develop specific action plans for the Spanish-surnamed 

Quarterly report s on pr ogress should be submi tted by the Department 

of the Interior to such Spanish-speaking or ganizations as IMAGE 

(Incorporated Mexican American Government Employees), LULAC (League 

of United Lati n American Citizens), and G. I. Forum.

Pet roleum and Mining Industries: These industries must make 

written commi tments to initiate affi rmative acti on for hiring the 

Spanish-surnamed; definite goals and timetables should be devised 

with in the next 90 days and submitted to the conference sponsors

and the Colorado School of M in es ’ Board of Trust ees to be used as

guidelines for formu lating plans and programs to involve the minority

communities.
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Industry should initiate scholarship programs specifically 

for Chicanos majoring in the earth sciences. Information on the 

scholarships should be disseminated to schools enrolling large 

numbers of Chica nos and to all Chicano organizations. Industry 

should initi ate summ er programs not only to e xpose high-school 

studen ts to the geosciences, but college students as well.

Industry should initiate c oope rative-education programs with 

colle ges and trai ning programs for Chicanos already in industry

to advance the Spanish- speaking to higher positions.

The Colorado School of M in es : The School should initiate a

prog ram to bri ng Chic anos into the field of earth sciences. This 

pro gra m should actively recruit both students and faculty. The 

pro gra m should be supplemented by tutoring, counseling, financial 

aid, adequ ate housing, and by other student services that will

facilitate success for the Chicano student.

The Chicano caucus expects the Color ado School of Mines to 

devi se a mas ter plan o utlining the speci fic activities, schedules, 

and financial resources that it will commit to the implementation 

of this plan, beginning in the fall of 1972. Also, courses should

be instituted in the curric ulu m to deal w ith the c ontribu tions of

minority people to the eart h sciences, to the laws concerning the

earth sciences, irrigation, and so on.

The Chicano caucus expects that the C olor ado School of Mines 

will develop a summer program, in co operation wit h the local school
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districts, to id entify Chic anos with potential for the earth

sciences. The Chicano caucus feels that the minor ities should

be r epres ented in the planning of these programs.

In conclusion, the Chicano community r equir es supportive

service and financial ass istance to move ahead in its attempts

to reach population pari ty in the sciences.

It behooves the Federal agencies, the e ducational institutions,

and indus try to realize that we, indeed, have be en overlooked. We

sincerely hope that you will respond and will provide the assistance

we need, so that we may take our rightful place in this society.
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Harold L. Fothergill, Personnel C oordinator, the Union Oil Comp any

I was elected to present a statem ent here on the last day 

about what we representatives from industry are thinking. At the 

outset, I should n ote that we have not had too mu ch input to this 

part icular conference, although we would like to have done more.

One thing you can be sure of: we w ere here today, yesterday, 

and the day befo re bec ause we are interested in these problems. We 

have been working on them and we are anxious to do more. We are 

very interested in all the suggestions and reco mmendations that may 

come out of this conference, and we plan to act on them to the best

of our ability.

I hope you know that industry is committed to seeking out all 

qualifiable, talented, minority students in geoscience programs for 

both p ermanent jobs and summer jobs. We beli eve that w e (industry) 

have succeeded in hir ing every min ority gradu ate in earth science 

this past year. In addition, this summer w e think that we (industry) 

have proba bly hired all juniors or above among min ori ty earth-science 

majors. Ther e is no coordina tion among companies to ensure that 

this has been accomplished, but this is the feeling that we have.

Apparently, one of the big problems that we have is one of 

communication. This has been most obvious to me duri ng these three 

days. We are all k eenly aware of these prob lems but there has b een 

no obvious attempt to coordinate what has been done by industry, by 

the schools, or by the m inori ty groups.
500

-liiTo give you just a small example of some of the constructive 

programs that our particular companies represented here have been 

doing, I would like to read a list here that we put together for 

you. We have many scholarships for min ority students in earth 

science. I wou ld venture to say that there is at least one 

scholarship for e very declared earth-science m ajo r who is a m inority 

student in the United States.

This, I think, is a sizable accomplishment. We also can arrange 

for t uitio n refunds. All of these now apply to mi nority students.

In many of the companies, if an employee makes a contribution 

to a m inority cause, the corporation makes an identical grant. We 

make grants to the e arth-science departments and to many schools 

around the country.

We have grants for major cons truction programs on the campuses, 

scien tific-equipment grants, and cooperative wor k-study programs.

We have summer jobs by the hundred. We have teacher workshops. We 

have job fairs, where our peop le attempt to show the public what 

earth-science people do. We have occupation al-awareness programs 

for junior high schools.

Again, let me reiterate that we are all here because we want 

to be, that we are eager to continue, to improve, and to add to 

the programs that we already have. We feel that at present what 

we have been d oing has b een somewhat fractionated, definitely uncordinated, and, in the main, unadvertised. Now, perhaps, with 

the recommendation that the Am eri can Geological Institute establish

a two-ye ar coor dinating committee, we will be able to coordinate all

of these action s and all of us w ill be able to see the size of it.

And, we all hope that we w ill be able to do more in the future.
46-120 0 - 75 - 33

501

Appendices

The AGI Minority Program

Conference Participants
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Minor ities in the G eosciences: The Role of the American Geological 

Institute

The American Geological Institute has bee n concerned about 

the number of mino rity group peop le in the geosciences since 1967, 

when its Earth Science Cur ric ulu m Project recognized the need to 

reach the di sadvantaged yout h in the inner-ci ty area. Based on 

this concern, the Institute has sponsored Environmental Studies 

for Urb an Youth, a project funded by the N atio nal Science Foundation.

In the fall of 1970, a group of geos cientists in the San Francisco 

Bay Ar ea circulated petitions calling upon the G eological Society of 

America and the Societ y of Exploration Geoph ysicists to initiate 

vigo rous progra ms to increase minority partici pation in the geosciences 

These petitions, supported by colleagues across the country, were 

endor sed by those societies' Councils in Novem ber 1970, and committees 

were assigned to investigate the problems and formulate a program 

to cope with it. Supporting positions have since been adopted by 

the Seismological Society of America, National Ass ociation of Geology 

Teachers, Geochemical Society, Asso ciation of Engineering Geologists, 

Society of Econom ic Geologists, and Society of Economic Paleontologists and Mineralogists.

In Se ptember 1971, the Acting Dire ctor of the U. S. Geological 

Survey wro te to Survey employees calling on each of them to join in 

an energetic p rogram to improve the Survey's record in professional 

employment for minorities. This program is now being vigorously 

prosecuted in all Survey offices.
503

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In the spring of 1971, the AGI Educa tion C ommittee di scussed

ways of increasing the number of mi nority geoscie ntists. Its 

members b elieve that students in predom inantly minor ity group

colle ges are simp ly never exposed to the earth sciences. The

commi ttee prop osed a p rogram in whi ch interested professors from

relate d fields might undertake studies in ear th science and introduce at least one cours e in the field upon return to their 

home campus. Institutions that have expressed interest in co ntributing to this pro gra m include the state universities of 

Oklahoma, Texas, Massachusetts, and Minnesota, St. Lawrence 

University, and Amhe rst College and V irgi nia State College.

The P rogram

The Geolo gical Society of America and the Amer ica n Geo logical 

Institute have agreed to establish a Min ority Program Advisory 

Committee, under the aegis of AGI, to promot e and coordinate a 

profe ssion-wide effort to encourage increased participation in 

the geosciences by members of minority groups. This Committee 

is initi ally composed of one representative from each AGI member 

society that provides support to this effort. An Offi ce of 

Mino rity Part icipation in the Geological Sciences, headed by a 

coordinator, has b een established at AGI. This office is responsible, under the guidance of the Advis ory Committee, for 

development and administration of program, fund solicitation for 

program support, and coor dination with similar programs of other
504

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organizations. The office will prepare propos als for support of 

specific programs and will accept and disburse funds received 

from AGI member societies, and federal, state, and private 

sources. Depe nding upon the amou nt of financial support, it may 

do such things as these:

a. Assis t in ca reer guidance for min ority community and

college groups.

b. Identify job opp ortunities in earth science for 

mino rity youth.

c. Consult with schools that have a large mino rity population 

and are p lanning earth-science programs.

d. Enlarge the ex pertise in earth sciences of faculty members 

in pr edominantly bla ck colleges.

e. Provide scholarships for needy students in predomi nantly 

blac k colleges and colleges w ith large enrol lments of 

Spanish-surnamed or America n Indian youth s (or b ot h) .

f. Provid e financial aid to colleges with large mino rity 

populations so that minori ty students at these schools 

can study earth science at a 'paired’ whit e college.

g. Offer undergraduate and graduate scholarships for minority 

members in predominantly w hite universities.

h. Support the pre-college participation of mi nority youth 

at summer geology field camps.
505

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i. Seek endowme nt for chairs of geology and geophysics at 

minority colleges.

j . Provide care er counseling in the geosc iences for minor ity

veterans.

The Goal

It would not be realistic, or even desirable, to attempt to 

achieve pari ty of raci al makeup in our professi on by a crashrecruitment program. A more realistic appr oach is to consider 

how many m inority persons would have to enter the profession each 

year to mai ntain a parity pool of minori ty group geosc ientists if 

that pool already existed. For example, assum ing an average pro ­

fessi onal career- span of 30 years and a pool of 3,300 blac k geoscientists, at least 110 blac ks woul d have to enter the profession 

every year. That means par ity of the p rofession w ith the total 

population will not be achieved until 30 or 40 years after that 

rate of flow is achieved, or sometime w ell into the 21st century.

Recent Progress

In the week s since the conference, the proposed AGI mino rity

pro gram has received encour agi ng support from several sources. As

seed mon ey to implement the program, the Ch arles E. Merrill Trust 

has mad e available $25,000 whi ch is being used to support organizational activ ities and studies now underway at the Institute. In 

addition, the Minor ity Part ici pation Pr ogr am has received con tributions total ing $1,50 0 from the Society of Economic Geologists and 

the Soci ety of Economic Pale ontologists and M ineralogists. Further 

cont ributions are n ow b eing m ade by members of the G eolo gical Society

of Am erica and the National Ass oci ati on of Geology Teachers. Other
506

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sources of funds to supplement the Merril l grant and society contributions are being sought; in this respect, discussions with 

the Nati onal Science Foundation, the National Institute of 

Education, and the Ford, Rockefeller, and Danf orth F oundations

have all been encouraging.

Dr. Mack Gipson, Jr., Prof essor of Geology at Virginia State 

College, Petersburg, has b een employed by AGI on a par t-time basis 

as Program Director. Dr. Gipson has agreed to serve in this capacity

until a full-time director can be identified.

Meanwhile, the Institu te’s Educat ion Offi ce is exploring ways 

in whic h the p rogram might best serve minorities. The Alabama 

Cente r for Higher Educa tion (a consortium of eight pred ominantly 

black institutions of higher education) has expre ssed great interest 

in participating in some phase of the min ority program. And the 

U. S. Geolo gical Survey has been actively supporting the rejuvenation and reorganiz ation of the geology degre e program at Howard 

University. The Survey has given Dr. Thomas Gibso n and Fred Wilson 

time to serve on the Howard faculty. The AGI Education Office has 

been wor kin g closely w ith students and staff at Howard, and the 

progra m appears to be off to a good start.

On October 19, the AGI sponsored a panel on "Geology as a 

Care er for Blacks" at the annual convention of the National Black 

Science Students Orga nization in New York City. The panel consisted of 

Dr. Gipson, Charle s A. Baskerville, Dean of General Studies at 

City Coll ege of New York; Fred Wils on of the U.S.G.S., now teaching
507

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m in e ra lo g y a t How ard; an d M ic h ael L acy, a s e n io r g eo lo g y s tu d e n t 

a t V ir g in ia S t a t e . Th e p a n e l— th e f i r s t o f i t s k in d f o r an

NBSSO c o n v e n ti o n — wa s w e ll a tt e n d e d an d se em ed to e l i c i t g r e a t

i n t e r e s t fr om th e s tu d e n ts in th e I n s t i t u t e ’s m in o r ity p ro gra m .

F i n a l l y , M rs . B onnie H en d ers o n , th e AGI ma npow er s p e c i a l i s t ,

h a s co m p il ed new s tu d e n t e n ro ll m e n t f ig u r e s t h a t c l e a r l y i n d ic a te 

a g r e a t an d c o n tin u in g im b ala n ce in th e p r o p o r tio n o f m in o r ity

s tu d e n ts in g e o s c ie n c e p ro g ra m s.
508

-1 1 8 -

AMERICAN GEOLOGICAL INSTITUTE

2201 M S tr e e t NW W ash in g to n , D.C . 20037 202-2 96-7 950

DISTRIBUTION OF MINORITY STUDENTS IN GEOSCIENCE, 19 72

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AMERICAN GEOLOGICAL INS TIT UTE

22 01 M S t r e e t NW W a s h in g to n , D .C . 20037 2 0 2 -2 9 6 -7 9 5 0

STUDENT ENROLLMENT BY SEX , 1 9 7 1 -7 2

UNDERGRADUATE MAJORS GRADUATE STUDENTS

Women Men T o ta l Women Men T o ta l

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MINORITY REPRESENTATION IN GEOSCIENCE ENROLLMENT, 19 72

T ype o f D e p a rtm e n t T o t a l E n r o lle d

M in o r ity

Num be r

S tu d e n ts

P e r c e n t

M a jo rs , a l l l e v e l s i n 

d e g r e e - g r a n t i n g d e p t s .

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I n 2 - y e a r c o l l e g e s 2 8 ,5 8 8 2 ,0 8 3 7 .3
510

-1 2 0 -

PARTICIPANTS

N a ti o n a l C o n fe re n ce on M in o rit y P a r t i c i p a t i o n 

in E a rth S c ie n c e an d M in e ra l E n g in e e ri n g

A le x A cost a

U. S. G e o lo g ic a l Surv ey Com pu te r C e n te r 

F l a g s t a f f , A ri z o n a 86001

H e rb e rt E. A ik ens 

N a ti o n a l U rb an L ea gue, In c .

425 - 1 3 th S t r e e t , NW 

W as hin gto n, D. C. 20004

Andrew G. A lp ha 

M ob il O il C o rp o ra ti o n 

P. 0 . Box 5444 

D enver , C o lo ra d o 80217

B arb ara A nder so n

U. S. G e o lo g ic a l Su rv ey

B u il d in g 25

Den ve r F e d e ra l C en te r 

D en ver , C o lo ra d o 80225

C hery l A nder so n

17491 W. 1 6 th Ave nu e, A pt. 301

G old en, C o lo ra d o 80401

Tob y E. A rc h u le ta

New M ex ico H ig h la n d s U n iv e r s ity

La s V egas , New Mex ico 87701

Dav id A rm est ea d

Com mission on Comm unity R e la tio n s 

431 W. C o lf a x 

Zoo k B u il d in g , S u it e 500 

D enver , C o lo ra d o 80204

J . W. A xt on

P h i l l i p s P e tr o le u m Company 

104 F ra n k P h i l l i p s B u il d in g 

B a r t l e s v i l l e , Ok lah om a 74004

R o b ert A zio s

T ex as M in in g an d S m e lt in g D iv is io n 

o f N. L. I n d u s t r i e s , In c .

P. 0 . Box 559

L a re d o , T ex as 78040

L in c o ln Ba ca

Com m ission on Co mm unity R e la ti o n s 

43 1 W. C o lf a x 

Zook B u il d in g , S u it e 500 

D enver, C o lo ra d o 80204

D ennis J . Ba nks 

A m er ic an In d ia n Movement 

1337 E. F r a n k lin 

M in n e a p o li s , M in n eso ta 55404

Jo se p h E. B arg as 

U. S. B ure au o f M ines 

W ashin gto n, D. C. 20 240

Teo doro V. B arr o s

L a tin A m er ic an R esearc h an d S e rv ic e Ag en cy 

1375 D ela w are S tr e e t 

D enver , C o lo ra d o 80204

C h a rle s A. B a s k e r v ille , Dean

School o f G e n eral S tu d ie s

The C it y C o ll e g e o f th e C it y U n iv e r s ity

o f New York

New Y ork , N. Y. 10031

K en net h W. B ea ver

S o c ie ty o f P e tr o le u m E n g in e e rs o f AIME 

AMOCO P ro d u c ti o n Company 

S e c u rity L ife B u il d in g 

D enver , C olo ra do 80 202

Donna B ehre ndt 

B ou nt y La ne 

F alm o u th , M as s. 02 54 0

W alde mere B ejn ar

New M ex ico H ig h la n d s U n iv e r s ity

Las V egas , New M ex ico 87 70 1

Ann B en de r

GSA F e d e ra l S upply S e rv ic e 

B u il d in g 41 

D en ve r F e d e ra l C en te r 

D enver , C olo ra do 8022 5
511

PARTICIPANTS - 121

Jo se p h W. B er g, J r .

N a ti o n a l Academy o f S c ie n c e s 

2101 C o n s ti tu tio n A ve nu e, NW 

W ashin gto n, D. C. 20 41 8

E. Fre d B i r d s a l l 

C o n ti n e n ta l O il Company 

Box 2197

H oust on, T exas 7700 1

H aro ld Bloom 

SME E d u c a ti o n C om m itte e 

C olo ra do S chool o f M in es 

G old en, C o lo ra d o 80 40 1

A nt ho ny Bog gu ss

C lim ax Mo lyb den um Com pany

M in es P ark

G old en, C o lo ra d o 80 40 1

S t. C la ir Boo ke r 

O p e ra ti o n PUSH 

P. 0 . Box 5432 

C h ic ag o , I l l . 60 680

S a ra h Boo ke r

U. S. G e o lo g ic a l Surv ey

B u il d in g 56

D en ve r F e d e ra l C e n te r 

D enver , C olo ra do 80 225

Jo se p h B otb ol

U. S. G e o lo g ic a l Surv ey

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver, C olo ra do 80 225

Jo hn A. B ro adw el l 

C i t i e s S e rv ic e O il Company 

Box 300

T u ls a , Ok lah om a 74102

A rn old Brokaw

U. S. G e o lo g ic a l Surv ey

B u il d in g 25

D en ver F e d e ra l C e n te r 

Den ve r

R. W. B ro m er y, C h a n c e ll o r 

U n iv e r s ity o f M a s sa c h u se tt s 

A m hers t, M a s sa c h u se tt s 01 00 2

E a rl B ro o k s, J r .

D ep t. o f G e o lo g ic a l S c ie n c e s 

U n iv e r s ity o f W as hi ng to n 

S e a t t l e , W as hin gto n 98 105

G e ra ld Bro ph y 

D epar tm ent o f G eo lo gy 

A m he rst C o ll e g e 

A m hers t, M a s sa c h u se tt s 01 002

E. W. Brow n

The Ha nna M in in g Company 

100 E rie v ie w P la z a 

C le v e la n d , Ohi o 44114

S e n a to r G eo rg e Brown 

M et ro D en ve r U rb an C o a litio n 

1711 P e n n s y lv a n ia S tr e e t 

D enver , C o lo ra d o 8020 3

H arr y W. Brown 

P e n n z o il Company 

90 0 South w est Towe r 

H oust on, T exas 770 02

Nad R. Brown

C lim ax Mo lyb den um Company 

M in es Park

G old en, C o lo ra d o 80 401

M. D. B u rd ic k

S o il C o n se rv a ti o n S e rv ic e

U. S. D epar tm ent o f A g r ic u ltu r e

P . 0 . Box 17107

D enver, C o lo ra d o 80217

S a lv a d o re C arp io 

M e tr o p o li ta n S ta te C o ll e g e 

25 0 W est 1 4 th Ave nue 

D enver, C olo ra do 80 204

Jo e D. C a s i l l a s , D ir e c to r 

O f f ic e o f Ec on om ic O p p o rtu n it y 

F e d e ra l B u il d in g - 1961 S to u t S t r e e t 

D enver, C olo ra do 80 202
512

PAR TIC IPA NTS - 122

George C havez 

Rotation Engineer 

c/o Bureau of Recl amation 

Box H 4377

Amarillo, Texas 79101

Randall T. Che w III

Garrett Resea rch and Deve lopment Compan y 

La Verne C ollege 

1950 Third Street 

La Verne, Califo rni a 91750

Sandra Clark 

U. S. Geo logical Survey 

345 Middlefield Road 

Menlo Park, California 94025

James E. Coats 

Brazos Oil and Gas Division 

Dow Chemical Company 

P. 0. Box 3387

Houston, Texas 77001

Howard J . Cohan 

Burea u of Reclamati on 

Engin eering and Research Center 

Room 1 - Building 56 

Denver Federal Center 

Denver, Colorado 80225

Charles W. Cole

U. S. Geological Survey

Building 25

Denver Federal Center 

Denver, Colorado 80225

J. R. Colema n 

East High School 

1545 Detroit Street 

Denver, Colorado 80207

Leon Cook, President

Nati onal Congress of Am erican Indians

Offic e of U rban Affairs

Minn eapolis Public Schools 

5016 - 13th Avenue So.

Minne apolis, Minnes ota 55417

Joh n C. Cooney

Envi ron men tal Rese arch Co rpor ati on 

2769 S. High lan d Drive 

Las Vegas, Nevada 89109

Willi am D. Copeland 

Colorad o Schoo l of Mines 

Golden, Colo rad o 80401

Joe L. Copes

Comm iss ion on Geog raph y and Afro- Amer ica

Dept. of Geo graphy

The Uni ver sit y of Michiga n

Ann Arbor, Michig an 48104

Lorr ain e Corn eliu s 

Ame ric an India n Mo veme nt 

1346 Conn ecticu t Avenue NW 

Wash ingto n, D. C. 20036

Henry R. Cornwall 

U. S. Geo logi cal Survey 

345 Mi ddle fie ld Road 

Menlo Park, Cali forn ia 94025

A. S. Coter a

Nort her n A rizona Unive rsit y 

Flagstaff, Arizona 86001

David Crawford 

Mayor of Golden 

911 10th

Golden, Colorado 80401

Doro thy Curti s

Biolo gica l Sciences Cur ric ulu m Study

P. 0. Box 930

Boulder, Colorad o 80302

R. F. Dauffen bach 

Ker r-Mc Gee Cor pora tion 

P. 0. Box 218 

Grants, New Mexico 87020

Edwar d S. Davi dson 

Smit hson ian Insti tutio n 

Washi ngton , D. C. 20560

Herb Davis

North High School

2960 Nor th Speer Boulevard

Denver, Colorado 80211
513

PARTICIPANTS - 123

Wil lia m A. Davis

Hilltop C ommunity Ch urch 

Rt. 1 Box 751 

Franktown, Col ora do 80116

Jimm D eShields

Uni ver sit y of Massac hus ett s 

Amherst, Mas sachusett s 01002

Richard C. Dittma n

U. S. Bureau of Reclam ati on 

Room 740 - Bui ldi ng 67 

Denver Federal Center 

Denver, Colorado 80225

H. Roberta D ixo n

U. S. Geolog ica l Survey 

Building 53 

Denver Federal Center 

Denver, Colorado 80225

Bruce R. Doe

U. S. Geolog ica l Sur vey 

Building 21 

Denver Federal Center 

Denver, Col ora do 80225

S. M. Domenico

Amoco Produc tio n Com pan y 

Box 591

Tulsa, Oklahoma 74102

Spencer Don aldson

Collective Economics, Inc.

211 Reed Street

Philadelphia, Pen nsylv ania 19146

Tyrus B. Dover

U. S. Geological Survey 

Building 25 

Denver Federal Cente r 

Denver, Colorado 80225

Eutimio Durand

Denver Public Schools

414 - 14th Street

Denver, Colorado 80202

George Dwyer

U. S. Civil Service Com mission 

Building 20 

Denver Federal Center 

Denver, Colorado 80225

Stanley E dels tein

Veterans' Adm ini str ati on 

Den ver F edera l Center 

Denver , Colo rado 80225

J. A. Ellin gson

Fort Lewis College

Durango, Colo rado 81301

John F. Emerson

Union Carbide

P. 0. Box 1049

Grand Junct ion ,Co lor ado 81501

Peter Fenne r

Gov ernors State Univ ersi ty 

Park Fores t South, Illinois 60466 

Quentin File

Amoco Pro duc tio n C ompa ny 

Box 591

Tulsa, Okla hom a 74102

Edwar d G. Fisher

Colorad o School of Mines 

Golden, Colo rad o 80401

D. E. Fletche r

Signa l Oil and Gas Comp any 

1010 Wil shi re Blvd.

Los Angeles, Cal ifor nia 90017

John Flore z

Speci al Asst, to the P resi dent 

The Nati ona l Urb an Coa liti on 

2100 M Street, NW

Washington , D.C. 20037

Linda Flue ckin ger

Kansas State Geo logi cal Survey 

Uni ver sit y of Kansas 

Lawrence, Kansa s 66044

S. D. Forema n

Colorado Schoo l of Mi nes 

Golden , Colo rad o 80401

Carl Forn

U. S. Geo log ica l Survey

5950 McIntyre

Golden, Colo rad o 80401

Sue Foust

Buildin g 25 De nve r Federal Center 

U. S. Geol ogi cal Surve y 

Denve r, Colo rado 80225
514

PARTICIPANTS - 124

H aro ld L. F o th e r g i ll 

Uni on O il Co . o f C a l if o r n ia 

P. 0 . Box 7600

Lo s A n g e le s, C a l if o r n ia 90 051

Ja m es F r a z ie r 

D ir e c to r o f C iv il R ig h ts 

D ept. o f T r a n s p o r ta tio n 

40 0 7 th S t r e e t SW 

W as hin gto n, D. C. 2059 0

Ja m es F re e lo n 

B ur ea u o f In d ia n A f f a ir s 

19 51 C o n s ti tu tio n Av enue NW 

W ashin gto n, D.C . 20242

D ia ne Fu nm ak er 

A m er ic an In d ia n Movement 

13 46 C o n n e c ti c u t Av enue NW 

W ashin gto n,D . C. 20036

Jo hn R. G ain es

The A na co nd a Company

25 Broa dw ay

New Y ork , N. Y. 10004

C la ude N. G a ll e g o s 

C o lo ra d o S ta te U n iv e r s ity 

F t. C o llin s , C olo ra do 8052 1

A li El Gammal

N a ti o n a l I n s t i t u t e o f S a fe ty an d H e a lt h 

H e lio p a lie s , L ib e r ty P. 0 .

C a iro , Egy pt

M ar vi n G h o stb ea r

A m er ic an In d ia n Movemen t

P in e R id g e , South D ak ot a 57770

P a u l G i l l

B ra zos O il an d Gas D iv is io n 

Dow C hem ic al Company 

P. 0 . Box 338 7 

H oust on, T ex as 77001

R o b ert G i l l e t t e 

SCIENCE M ag az in e 

15 15 M a s s a c h u s e tt s Ave nue NW 

W ashin gto n, D. C. 20005

Mack G ip so n , J r .

D epart m ent o f G eo lo gy 

V ir g in i a S ta te C o ll e g e 

P e te r s b u r g , V ir g in ia 23 80 3

T heodore P. G le ite r

N a ti o n a l O ceanic an d A tm ospheri c Ad min. 

R o c k v ille , M ar yla nd 20852

C h a rle s C. Gomez 

E n v ir o n m e n ta l P r o te c tio n Ag en cy 

L in c o ln Tow er s, S u ite 90 0 

18 60 L in c o ln S tr e e t

D enver, C olo ra do 80 203

M an ue l Gomez 

U. S. B ure au o f M ines 

Room 2711, B u il d in g 20 

D en ve r F e d e ra l C e n te r 

D enver, C olo ra do 80 22 5

F id e l G onzal ez

Lea gu e o f U n it e d L a tin A m er ic an C itiz e n s 

8811 U n iv e rs e S t r e e t 

W e s tm in s te r, C a l if o r n ia 92683

D oro th y G orton 

V e te ra n s A d m in is tr a ti o n 

B u il d in g 20

Den ve r F e d e ra l C e n te r 

D enver , C olo ra do 80 22 5

D al e C. Gough

N a ti o n a l O ceanic and A tm osp heri c

A d m in is tr a ti o n

B o u ld e r, C olo ra do 80 302

Edmund J . G ra nt

A s s t. D ir e c to r f o r A d m in is tr a ti o n 

U. S. G e o lo g ic a l S urv ey 

W as hin gto n, D. C. 20 242

R al ph A. G u lle tt

U. S. B ure au o f R e c la m a ti o n

B u il d in g 67

Den ve r F e d e ra l C e n te r 

D enver , C olo ra do

J u d ith L. H am ilto n

A ss oc, o f E n g in e e ri n g G e o lo g is ts

7391 W. 3 8 th Av enue

W h e a tr id g e , C olo ra do 80 33 3
515

PARTICIPANTS - 125

Ja m es L. Han son

U. S. G e o lo g ic a l S urv ey

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

Jo hn D. Haun

C o lo ra d o S chool o f M in es 

G old en, C o lo ra d o 80 40 1 

R al ph Hay

U. S. B ure au o f M in es 

B u il d in g 20 

D en ver F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

W a lt e r W. Hays

E n v ir o n m e n ta l R ese arch C o rp o ra ti o n 

2769 S. H ig hla nd D ri v e 

Las V egas, Nev ad a 89 10 9

Jo hn H. H ea ly 

U. S. G e o lo g ic a l S urv ey 

345 M id d le fie ld Road 

Menlo P a rk , C a l if o r n ia 94 02 5

R ola nd G. H en der so n 

U. S. G e o lo g ic a l Surv ey 

B la ir B u il d in g

S il v e r S p rin g , M ar yla nd 20 907

Tho mas A. H en d ri c k s 

U. S. G e o lo g ic a l S urv ey 

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

M alco lm T . H ep w ort h, Cha irm an 

Chem. En g. 5. M e ta ll u rg y P ro gra m s 

Spac e S c ie n c e B u il d in g 

U n iv e r s ity o f Den ve r

D enver, C o lo ra d o 80 21 0

C. H. H e w it t 

M ar at hon O il Company 

P. 0 . Box 269 

74 00 S. Broadw ay 

L i t t l e t o n , C olo ra do 80 12 2

L o u is e Ho bbs

U. S. G e o lo g ic a l S urv ey

B u il d in g 25

D en ver F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

W ar re n Hobbs

U. S. G e o lo g ic a l Surv ey

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

F. M. Ho ldaw ay 

U. S. B ure au o f R ecla m a ti o n 

Room 5 - B u il d in g 56 

D en ver F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

F. D. H o ll a n d , J r .

C o u n c il on E d u c a ti o n in th e G e o lo g ic a l 

S c ie n c e s

A m er ic an G e o lo g ic a l I n s t i t u t e 

2201 M S tr e e t NW 

W as hin gto n,D . C. 20037

R. A. H o ll e n b e rg 

P e n n z o il Company 

90 0 S. W. Towe r B u il d in g 

H o u st o n , Tex as 7700 2

R al ph C. Ho lm er

S o c ie ty o f E x p lo ra ti o n G e o p h y s ic is ts 

D e p t. o f G eophysi cs 

C o lo ra d o S chool o f M in es 

G o ld en , C olo ra do 80 40 1

A nt ho ny Homyk, D i s t r i c t C h ie f 

U. S. G e o lo g ic a l S urv ey 

P . 0 . Box 340 

R o lla , M is s o u ri 65 40 1

L in n Hoo ve r

A m er ic an G e o lo g ic a l I n s t i t u t e 

22 01 M S t r e e t NW 

W ash in g to n , D. C. 20 037

G. H. Ho rn

U .S . G e o lo g ic a l S urv ey 

B u il d in g 25 

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5
516

PARTICIPANTS - 126

J . J . H u n te r

P h i l l i p s P e tr o le u m Company 

518 F ra nk P h i l l i p s B u il d in g 

B a r t l e s v i l l e , Ok lah om a 74004

B en ja m in L. Hun ton 

U. S. B ure au o f M ines 

Room 44 29

D epart m ent o f th e I n t e r i o r 

W ashin gto n, D. C. 20 240

Bubba Ja c k so n 

C o lo ra d o U rb an Le ag ue 

2823 W el to n S tr e e t 

D enver , C olo ra do 80 20 5

Rev . J e s s e Ja c k so n 

O p e ra ti o n PUSH 

P. 0 . Box 5432 

C h ic ag o , I l l i n o i s 60 680

J . R. J a c k s o n , J r .

Humble O il & R e fin in g Company 

Box 21 80

H oust on, T ex as 77001

Edwa rd R. Jac o b se n 

Th e Ana co nd a Company 

P. 0 . Box 11309 

T ucso n, A ri z o n a 85 706

B. E. J e f f r i e s

A tl a n t i c R ic h f ie ld Company

P. 0 . Box 2819

D a lla s , T ex as 75221

W il li a m F. J ir ik o w ic 

S k e ll y O il Company 

18 60 L in c o ln S tr e e t 

D enver , C olo ra do 80203

D a n ie l J o b in

U. S. G e o lo g ic a l Surv ey

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver , C o lo ra d o 80225

C h a rle s E. Jo hnso n 

U. S. B ure au o f R ec la m a ti o n 

Room 74 0 - B u il d in g 67 

D en ve r F e d e ra l C en te r 

D enver , C olo ra do 80225

H aro ld E. Johnso n 

K e n n ec o tt C op pe r C o rp o ra ti o n 

161 E a s t 42 nd S tr e e t 

New Y ork , N. Y. 10017

R ic h Jo ko

E a rth S c ie n c e E d u c a ti o n a l Pro gr am 

P . 0 . Box 155 9 

B o u ld e r, C olo ra do 80 302

C o l. H u b ert L. J o n e s 

C o lo ra d o U rb an Lea gu e 

28 23 W el to n S tr e e t 

D enver, C olo ra do 80 205

Norma Jo n e s

K W G N T e le v is io n C han nel 2 

55 0 L in c o ln S tr e e t 

D enver, C olo ra do 80 203

W il li a m J . Jo n e s

N a ti o n a l O ceanic an d A tm osp heri c

A d m in is tr a ti o n

G eo m ag net ic D at a D iv is io n 

RV 2 , Room 108 

B o u ld e r, C o lo ra d o 80 302

A th e n ia K e ll e y

F o o t h i l l s C o ll e g e - 12 34 5 E l Mo nte Ave 

Lo s A lto s , C a l if o r n ia 94025

P h y l l i s K er ns

U. S. B ure au o f R ec la m a ti o n 

B u il d in g 67 

D en ve r F e d e ra l C e n te r 

D enver, C olo ra do 80 22 5

W illie T. K in o s h it a 

U .S . G e o lo g ic a l S urv ey 

345 M id d le fie ld Road 

Menlo P a rk , C a l if o r n ia 94 025

S te p h en P. K ir by 

U. S. F o r e s t S e rv ic e 

Den ve r F e d e ra l C e n te r 

D enver , C olo ra do 80 22 5

T. H. Kuhn

C o lo ra d o School o f M in es 

G old en, C olo ra do 8040 1
517

PARTICIPANTS - 127

Ray Kru ca

N ort h Hig h School

29 60 N o rt h S peer B o u le v ard

D enver , C o lo ra d o 80 21 1

L. Kumamoto

C olo ra do S chool o f M in es 

G old en, C o lo ra d o 80 40 1

Ja m es S. L a k is 

Human R e la tio n s D epart m ent 

P o la ro id C o rp o ra ti o n 

730 Main S t r e e t

C am bri dge, M a s s a c h u s e tt s 0213 9

W il li am C. L a rra b e e 

G u lf M in e ra l R e so u rc e s Company 

17 80 S outh B e l l a i r e S t r e e t 

D enver, C o lo ra d o 80 22 2

M el vin Lee

A m er ic an In d ia n Movem ent 

13 46 C o n n e c ti c u t Ave nu e NW 

W ashin gto n, D. C. 20 036

R o b ert L ep per

E n v ir o n m e n ta l S tu d ie s

E a rth S c ie n c e E d u c a ti o n a l Pro gra m

P. 0 . Box 1559

B o u ld e r, C o lo ra d o 80 302

V ir g in i a L in c o ln 

N a ti o n a l O ceanic an d 

A tm o sp h eri c A d m in is tr a ti o n 

B o u ld e r, C olo ra do 80 30 2

A ly ce L in d g re n

U. S. B ur ea u o f R e c la m a ti o n

B u il d in g 67

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

Jo hn P. Loc kwood 

U. S .G e o lo g ic a l Surv ey 

345 M id d le fie ld Road 

Menlo P a rk , C a l if o r n ia 94 02 5

M alco lm H. Lo gan 

U. S. B ure au o f R ec la m a ti o n 

B u il d in g 57, Code 254 

D en ver F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

Jo hn B. Lo pe z

C o lo ra d o O ffic e o f Ec on om ic O p p o rtu n it y 

15 75 She rm an , Room 625 

D enver , C o lo ra d o 80203

W il li a m G. L u n sfo rd

F rie n d s C om m itte e on N a ti o n a l L e g i s l a t i o n 

202 7 M a s s a c h u s e tt s Av en ue NW 

W ashin gto n, D. C. 20036

J e a n ie Maes

Lea gue o f U n it e d L a tin A m er ic an C itiz e n s 

83 72 N av aj o

D enver, C o lo ra d o 80 221

J e n n ie M a r il lo 

GSA

B u il d in g 41

D en ver F e d e ra l C e n te r

D enver, C o lo ra d o 80 225

J . L. M art in

A tl a n t i c R ic h f ie ld Company 

P. 0 . Box 2819 

D a ll a s ,T e x a s 75221

G lo ria M a rti n e z

La s M uje re s De Lea gu e o f U n it e d L a tin 

A m er ic an C itiz e n s 

11 70 1 W. 8 0 th Ave nue 

A rv ad a, C o lo ra d o 80 002

J . V. M arti n e z 

R e se a rc h L a b o ra to ry 

Eas tm an Kodak Company 

1669 La ke Ave nue 

R o c h e s te r, N. Y. 14 65 0

F ra nk Math ew s 

C o lo ra d o School o f M in es 

G old en, C olo ra do 80 401

Guy T. M cB ride, P r e s id e n t 

C o lo ra d o School o f M in es 

G old en, C olo ra do 80 40 1

46-120 0 - 75 - 34
518

PARTICIPANTS - 128

Edwa rd McCoy, J r .

G ulf O il Company 

P. 0 . Box 21 00 

H oust on, T exas 77001

Edg ar J . M cC ullou gh, J r .

D epar tm ent o f G eo sc ie n ce s 

U n iv e r s ity o f A ri zo n a 

T ucso n, A ri z o n a 85721

V in c en t E. M cK elve y, D ir e c to r 

U. S. G e o lo g ic a l Surv ey 

W as hin gto n, D. C. 20242

T. E. M cK inne y, J r .

U n it e d Neg ro C o ll e g e Fund 

55 E. 52nd S t r e e t 

New Y ork , N. Y. 10022

T. G. M cL au ghl in

U. S. G e o lo g ic a l Surv ey 

Den ve r F e d e ra l C e n te r 

D enver , C o lo ra d o 80 225

D ia ne Means

A m er ic an In d ia n Movement 

1346 C o n n e c ti c u t Ave nue NW 

W as hin gto n, D. C. 20 03 6

C esar F lo r e s Mendez 

S e rv ic e , Em pl oy men t, an d 

R ed ev el opm en t

Bay A re a C o n s tr u c tio n O p p o rtu n it y 

Pr og ra m

563 - 1 4 th S t r e e t 

O ak la n d , C a l i f o r n i a 94612

D. M este th

A m er ic an In d ia n Movement 

1346 C o n n e c ti c u t Ave nue NW 

W as hin gto n, D. C. 2003 6

Leo M id d le to n 

C o n tin e n ta l O il Company 

1755 G le na rm

D enver , C o lo ra d o 80 202

A u sti n B. M ilh o llin

A m er ic an S o c ie ty o f C iv il E n g in e e rs

92 5 So . Bra un D ri v e

La ke woo d, C o lo ra d o 80228

Ava M ilh o llin

A m er ic an S o c ie ty o f C iv il E n g in e e rs 

92 5 So . Braun D ri v e 

La ke woo d, C olo ra do 80 228

M ax ine M il la rd

U. S. G e o lo g ic a l Surv ey

W ashin gto n, D. C. 2024 2

Mary H. M ille r 

U. S. G e o lo g ic a l S urv ey 

D en ve r F e d e ra l C e n te r 

D enver , C o lo ra d o 80 225

H e rb e rt M il ls 

U. S. G e o lo g ic a l S urv ey 

345 M id d le fie ld Road 

Menlo P a rk , C a l if o r n ia 94 025

P e te M ir e le z , D ire c to r 

D iv . o f M ig ra n t Lab or & Pr ogr am s 

f o r S p a n is h Speakin g P eo p le 

O ffic e o f Ec on om ic O p p o rt u n it y

12 00 1 9 th S tr e e t NW 

W ash in gto n,D . C. 20506

G. D. M i t t e l s t a d t 

C le v e la n d - C lif f s Iro n Company 

P. 0 . Box 1211

R i f l e , C o lo ra d o 81 65 0

Ed wi n H. Montgo me ry

U. S. B ure au o f Land Managem ent

B u il d in g 50

D en ver F e d e ra l C e n te r 

D enver , C olo ra do 80 225

F e rn ie Moore

Co mm unity C o ll e g e o f Den ve r 

C e n tra l Campus

1201 Acoma

D enver , C olo ra do 80 223

P a t r i c i a Mo ore

H ousi ng an d U rb an D ev el op m en t 

1961 S to u t S t r e e t 

D enver , C olo ra do 80 202

V ero n ic L. Murd ock

N a ti o n a l C o n g re ss o f A m er ic an In d ia n s 

C o lo ra d o R iv e r In d ia n T r ib e s 

R t. 1 Box 23-B

P a rk e r, A ri z o n a 85344
519

PARTICIPANTS - 129

Tom Murnam

N ort h Hi gh Sch ool

29 60 N o rt h S peer B oule vard

D enver , C olo ra do 8021 1

Jo hn F. Mu rphy

U. S. G e o lo g ic a l Surv ey

W as hin gto n, D. C. 20242

W alt er M yles 

U. S. G e o lo g ic a l Surv ey 

345 M id d le fie ld Road 

Menlo P a rk , C a l if o r n ia 94 02 5

M. P. Nac ko wsk i

U n iv e r s ity o f U ta h

S a lt La ke C ity , U ta h 84 11 2

D a rl e n e N ic h o ls

A m er ic an In d ia n Movem ent

P in e R id g e , S outh D ak ota 57 77 0

R o b ert N ic h o ls , J r .

A m er ic an In d ia n Movem ent 

P in e R id g e, South D ak ota 57 77 0

Donna Nob le

U. S. G e o lo g ic a l Surv ey 

B u il d in g 25 

D en ve r F e d e ra l C e n te r 

D enver, C olo ra do 80 22 5

P au l V. O 'H ara

N ebra sk a C a th o li c C o n fe re n ce 

521 S outh 1 4 th S tr e e t 

L in c o ln , N ebra sk a 68 508

M. O li v e re z

C a b in e t C om m itte e on O p p o r tu n itie s 

fo r S p a n is h Speakin g P eo p le 

170 7 H S t r e e t NW

W ashin gto n, D. C. 20506

F e rr o n A. O ls on

A m er ic an S o c ie ty fo r E n g in e e rin g 

E d u c a ti o n

U n iv e r s ity o f Uta h

S a lt La ke C ity , Uta h 84 11 2

S e b a s ti a n Owens 

Den ve r Urb an Le ag ue 

1375 D ela w are S tr e e t 

D enver , C o lo ra d o 80204

R upert P. P a d illa 

I n t e r s t a t e R ese arc h A s s o c ia te s 

91 0 - 1 6 th S tr e e t

D enver , C o lo ra d o 80202

L in c o ln R. Pa ge

U. S. G e o lo g ic a l Sur vey

80 Bro ad S tr e e t

B ost on, M a s sa c h u se tt s 02 21 0

H ele n P a k is e r 

P e rry P in e s R ou te 1 

S e d a lia , C o lo ra d o 80135

L. C. P a k is e r 

U. S. G e o lo g ic a l Surv ey 

Room 22 94, B u il d in g 25 

Den ve r F e d e ra l C e n te r 

D enver , C olo ra do 80 22 5

C h a rle s "M oose" Pamp 

N a ti o n a l In d ia n You th C o u n cil 

324 N. P in e S tr e e t

L a n s in g , M ic hig an 48 90 0

Mr. L u t r e l l e F. P a rk e r

O ffic e o f M in o ri ty B u sin e ss E n te r p r is e

U. S. P a te n t O ffic e

20 16 S. F il m o re S tr e e t 

A r lin g to n , V ir g in ia 22204

I r e n e P a u ls e n

U. S. G e o lo g ic a l Sur vey

B u il d in g 25

D en ver F e d e ra l C e n te r 

D en v er, C olo ra do 80 225

L eonard P e l t i e r 

A m er ic an In d ia n Mov ement 

3328 W. L is b o n Av en ue 

M ilw au kee, W is consin 53208

Wayne L. P e te rs o n 

U ta h I n t e r n a t i o n a l , In c .

550 C a l if o r n ia S t r e e t 

San F r a n c is c o , C a l if 94 104

R on al d P e t i t e 

A m er ic an In d ia n Movement 

13 46 C o n n e c ti c u t Ave nue 

W as hin gto n,D . C. 20 036
520

PARTICI PAN TS - 130

Jurgen G. Pohly 

National Aero nautics and 

Space Adm inistration 

Washington,D. C. 20546

A1 Polis

Con sol ida tio n Coal Co., Inc.

7895 E. Prentice Avenue 

Littleton, Colorado 80120

Norma Polivema 

U. S. Geological Survey 

601 E. Cedar Avenue 

Flagstaff, Arizona 86001

T. M. Potts

Humble Oil and Refining Compan y 

P. 0. Box 2180 

Houston, Texas 77001

Herb Powless

Americ an Indian Movement 

431 Nor th 27th Street 

Milwaukee ,Wi sco nsi n 53208

Frank Press

Dept. of Earth and Planetary 

Sciences

Mass ach use tts Institute of Tec hno logy 

Cambridge, Massachusetts 02139

N. Pundari

Gulf Oil Corp oration 

1780 So. Bellaire 

Denver, Colorado 80222

Peggy Quintana

League of United Latin Ame rican Citizens 

4875 Zuni

Denver, Colorado 80221

C. Rai nwater

Veterans' Adm inistration 

Denver Federal Center 

Denver, Colorado 80225

Nic k Ramirez, Jr.

League of United Latin Americ an 

Citizens

30-750 San Diego Drive

Pal m Springs, Cal ifornia 92262

Mrs. Nann ett e Rease 

East High School 

1545 Detroit Street 

Denver , Colorado 80206

Philip A. Reed 

1332 Chase Street 

Lakewood, Color ado 80214

Richard E. Rhoades 

Phelps Dodge Corp oratio n 

Ajo, Arizon a 85321

J. T. Rice

Signa l Oil and Gas Company 

1010 Wilshir e Boulevard 

Los Angeles, Cal ifor nia 90017

Willi am H. Rima, Dire cto r 

U. S. Civil Service Comm issi on 

Buil din g 20

Den ver Federal Center 

Denver, Colorado 80225

John S. Rinehart

Nationa l Oceanic and Atm osph eric

Admini str ati on

Boulder, Colorado 80302

Miguel Rios

Calif. State Poly techni c College 

Physics and Earth Sciences De part ment 

Pomona, Cali for nia 91762

Marcel Rivera

U. S. Fores t Servi ce

Buildin g 85

Denver Federal Center

Denver, Colora do 80225

Peter Robinson

Society of Vert ebr ate Paleo ntol ogy 

Univ. of Colorado M use um 

Boulder, Colo rado 80302

Thomas Rodriguez

U. S. Geol ogic al Surve y

Buildin g 25

Denver Federa l Center 

Denver , Colorado 80225
521

PARTICIPANTS - 131

Tom R o llin s 

P e n n z o il I n t e r n a t i o n a l 

90 0 S. W. To we r B ld g.

H oust on, Tex as 77002

W il li a m D. Romey

E a rth S c ie n c e E d u c a ti o n a l Pro gra m 

P. 0 . Box 1559 

B o u ld e r, C olo ra do 80 30 2

Eu ge ne H. Ro seboom , J r .

U. S. G e o lo g ic a l Surv ey 

W as hin gto n, D. C. 20 242

Reu be n J . R oss , J r .

U. S. G e o lo g ic a l Surv ey 

B u il d in g 25

D en ve r F e d e ra l C e n te r 

D enver, C o lo ra d o 8022 5

Jo hn T. Ro use

A m er ic an A s s o c ia tio n o f P e tr o le u m 

G e o lo g is ts 

20 26 P ry o r La ne 

B i l l i n g s , M on tana 59102

R. Da na R u s s e ll '

A m er ic an G e o lo g ic a l I n s t i t u t e 

P. 0 . Box 357

E s te s P a rk , C olo ra do 80517

Jo hn M. Rya n

U ta h I n t e r n a t i o n a l , In c .

55 0 C a l if o r n ia S tr e e t

San F r a n c is c o , C a l if o r n ia 94104

P a t S a la z a r

H ou si ng an d U rb an D ev el opm en t 

F e d e ra l B u il d in g 

1 9 th an d S to u t 

D enver , C o lo ra d o 80 202

M an ue l J . S a lin a s , J r .

Co mm unity R e la tio n s S e rv ic e 

U. S. D epart m ent o f J u s t i c e 

18 23 S to u t S t r e e t , Room 278 

D enver , C o lo ra d o 80 202

K a th e rin e Saltzm an

c /o E a rth S c ie n c e E d u c a ti o n a l Pr ogr am 

P. 0 . Box 1559 

B o u ld e r, C o lo ra d o 80302

Norma Samano

Lea gue o f U n it e d L a tin A m er ic an C itiz e n s 

83 20 Z un i S tr e e t 

D enver, C o lo ra d o 80221

R o b ert Sa m pl es

E a rth S c ie n c e E d u c a ti o n a l Pr og ra m 

P. 0 . Box 1559 

B o u ld e r, C o lo ra d o 80 30 2

Don W. S c h a fro th

C a l if o r n ia S ta te P o ly te c h n ic C o ll e g e

380 1 W. Te mp le

Po mo na, C a l if o r n ia 9176 8

R o b ert W. S chnabel 

U. S. G e o lo g ic a l S urv ey 

B u il d in g 53

D en ver F e d e ra l C e n te r 

D enver, C olo ra do 80 22 5

Rudy R. Schw arz er 

T exas S o u th e rn U n iv e r s ity 

3722 M err ic k

H oust on, T ex as 77 02 5

R ic h ard A. S c rib n e r

A m er ic an A s s o c ia tio n f o r th e Adv an ce men t 

o f S c ie n c e

15 15 M a s sa c h u se tt s A v e ., NW 

W ash in gto n,D . C. 20 005

Th e Rev . Tho mas S epulv eda 

U n it e d M e th o d is t C hurc h an d Den ve r 

G e n e ra l H o s p ita l

249 W est 6 th Av enue 

D enver, C o lo ra d o 80 204

N. R. Ser bu

U. S. G e o lo g ic a l Surv ey 

B u il d in g 63 

D en ver F e d e ra l C e n te r 

D enver, C o lo ra d o 80 22 5

B arr y 0 . Seym our

D e p t. o f E a rth & E n v ir o n m e n ta l S cie n c e

Que en s C o ll e g e

116 - 22 1 4 8 th S tr e e t

So . Oz on e P a rk , N. Y. 11 436
522

PAR TICI PANT S - 132

Virg ini a L. Sharp 

Battelle C olumbus Labo ratory 

505 King Avenue

Columbus, Ohio 43201

Irene W. Sharpe

U. S. Bureau of Recl amation

E and R Center

P. 0. Box 25007 

Denver Federal Center 

Denver, Colorado 80225

Edwar d E. Shelton 

Equal Employment Opportuni ty 

Dept. of the Interior 

Washi ngton, D. C. 20240

James W. Skehan, S. J.

National Associati on of Geolog y 

Teachers

Devlin Hall, Room 408

Bosto n College Env ironmental Center

Chestnut Hill, Mas sac hus ett s 02167

Eugene Skenandore 

Ame ric an Indian Movement 

1346 Connec tic ut Avenue N W 

Washi ngto n,D.C. 20036

Marvin Skougstad

U. S. Geo logical Survey

Building 25

Denver Federal Center 

Denver, Colorado 80225

Francis E. Smiley 

Dean of Students 

Colo rad o School of Mines 

Gol den ,Co lor ado 80401

Cecil Smith 

Getty Oil

2979 Ric har ds Street 

Salt Lake City, Utah 84115

Josep h B. Smith

Ame rican Institute of Mining,

Met all urgical and Petro leu m Eng ineers

U.S. Bureau of Mines

Denver Federal Center

Denver , Colorado 80225

Vertie C. Smith 

U.S. Geol ogi cal Surve y 

Buildin g 25

Denver Fede ral Center 

Denver, Colorado 80225

All an E. Snyder 

Kenn ecot t Copper Cor por ati on 

161 E. 42nd Street 

New York, N. Y. 10017

A. F. Spilhaus, Jr.

Ame ric an Geo phys ical Union 

1707 L Street NW 

Washi ngto n, D. C. 20036

Charla Stewart

Envi ron men tal P rot ect ion Age ncy 

Lin col n Tower Building 

1860 Li nco ln Street 

Denver, Colo rado 80203

Richard A. St. John 

N. L. Industries, Inc.

5950 McI nty re Street 

Golden, Colo rado 80401

Shir ley J. Stokes 

Bureau of Recl amat ion 

Eng ine eri ng and Resear ch Cente r 

P. 0. Box 25007 

Denver Feder al Center 

Denver , Colorado 80225

Carla Stone

Hen ry Krumb School of Mines 

Colu mbi a Uni vers ity 

Roo m 811 Seeley Mudd Building 

New York, N. Y. 10027

Wil lia m H. Strang 

Ame ric an Petrol eum Institute 

1801 K Street NW

Wash ingto n, D. C. 20006

Tom Sullivan

Soci ety of Petrol eum Engine ers of AIME 

6200 Nor th Cent ral Expr essw ay 

Dallas , Texas 75206
523

PARTICIPANTS - 133

Ted Sumida

U. S. Geological Survey

345 Middlefield Road

Menlo Park, California 94025

Vernon E. Swanson

U. S. Geological Survey

Building 25

Denver Federal Center

Denver, Colorado 80225

Henry A. Talbert

National Urban League

4055 Wilshire Blvd.

Los Angeles, California 90010

Dennis Taniguchi

National Youth Program

Japanese American Citizens League 

Department of Earth Sciences 

Applied Science Building 

University of California, Santa Cruz 

Santa Cruz, California 95060

E. 0. Taulbee, III

Sun Oil Company

P. 0. Box 2880

Dallas,Texas 75221

Michael Taylor

ARD Education Self-Help Center 

1650 Point Breeze Avenue 

Philadelphia, Pennsylvania 19145

C. G. Tebelman, Jr.

Bethlehem Steel Corporation 

Bethlehem, Pennsylvania 18016

T. W. Ten Eyck

Department of Natural Resources

1845 Sherman

Denver, Colorado 80203

Robert Terrazas

U. S. Geological Survey

Building 25

Denver Federal Center

Denver, Colorado 80225

Mr. Carol M. Thomas

Office of Civil Rights and Urban Affairs 

Environmental Protection Agency 

401 M Street NW, Room 3220 I 

Washington,D. C. 20460

John Thompson

Earth Science Educational Program

P. O.Box 1559

Boulder, Colorado 80302

G. N. Thorsky

U. S. Bureau of Reclamation

Building 67

Denver Federal Center

Denver, Colorado 80225

William Thurston

U. S. Geological Survey

Washington, D. C. 20242

Rev. Joseph B. Torres

Regis College

W. 50th and Lowell Blvd.

Denver, Colorado 80401

L. G. Truby

El Paso Natural Gas Company

P. 0. Box 1492

El Paso, Texas 79978

Allen D. Trujillo

Kennecott Copper Corporation

Hurley, New Mexico 88043

Edmund Trujillo

U. S. Civil Service Commission

Building 20

Denver Federal Center

Denver, Colorado 80225

Larry Trujillo

North High School

2960 North Speer Boulevard

Denver, Colorado 80211

Wade W. Turnbull

Humble Oil and Refining Company 

P. 0. Box 2180 

Houston, Texas 77001
524

PARTICIPA NTS - 134

D. K. Unvert 

Mar ath on Oil Company 

539 S. Main Street 

Findlay, Ohio 45840

Antonio J. Urioste 

U.S, Bureau of Mines 

Building 53 

Denve r Federal Center 

Denver, Colorado 80225

Bernard Valdez

Denve r Dep artment of Welfar e 

320 West Eighth Avenue 

Denver, Colorado 80204

Alvin Van Valkenburg 

U. S. Bureau of Mines 

Depa rtment of the Interior 

Washington, D. C, 20240

Salvador F. Varela

National Education Ass ociati on

2819 Al tur a Avenue

El Paso, Texas 79930

Maurice Velasquez

Comm ission on Community Relations

431 W. Colfax

Zook Building, Suite 500 

Denver, Colorado 80204

Peter Veruki

Bet hlehem Steel Corp oration 

Bethlehem, Pennsylvania 18016

Clyde W ahrhaf tig 

Dept. of Geolog y and Geophysics 

Uni versity of California 

Berkeley, Cali fornia 94720

Hugh E. Waite 

Chevron Oil Company 

Box 599

Denver, Colorado 80201

W. E. Warnke 

U. S. Bureau of Mines 

3610 Interior Building 

Washington. D. C. 20240

Warren Was hing ton

Nati ona l Cente r for At mos phe ric Research 

1850 Table Me sa Drive 

Boulder, Colorado 80302

Ola B. Watfo rd 

Dept. of Commerce - NOAA 

RB - 2 Ro om 154 

Boulder, Colorado 80302

Caro lin e A. Watkin s 

Roo m 1213 - Building 25 

U. S.Geo logi cal Survey 

Denver Federal Cente r 

Denver, Colorado 80225

Reace Watkins

Nationa l Black Science Student Organ izat ion

The City C olleg e of the City

Univ ers ity of N ew York

Finley Student Cente r

133rd Street and Conven t Avenue

New York, N. Y. 10031

Victo r Watkins

U. S. Bureau of Recla mati on

Building 67

Denver Federal Center 

Denver, Colorado 80225

Denni s Watl ingt on

East Harlem Fede rati on Youth Associat ion 

2247 Second Avenue 

Harlem, N. Y. 10029

Wel ling ton Webb

Color ado State Univers ity Ma npowe r Lab.

50 West 5th Avenue 

Denver, Colorado 80204

Robert J. Weimer

Societ y of Economic Paleonto logi sts and

Min eralogi sts

Colorado School of Mines

Golden, Colorado 80401

Doro thy G. White 

U. S.Geo logicalS urve y 

Building 25 

Denve r Federa l Center 

Denver, Colorado
525

PARTICIPANTS - 135

J. E. White

Society of Explorati on Geo phy sicists 

Colorado School of Mines 

Golden, Colorado 80401

Grant V. Wickard 

Den ver Public Schools 

Bryant Street Center 

Denver, Colorado 80205

Prof. Roland Wiggins 

Ope rat ion PUSH 

P. 0. Box 5432 

Chicago, Illinois 60680

Ado lph Y. Wilburn 

National Aca demy of Sciences 

2101 Con sti tut ion Av enu e SW 

Washington, D. C. 20418

Dol ore s Wilson

U. S. Geo logical Survey

Building 25

Den ver Federal Center 

Denver, Colorado 80225

Frede ric k A. Wilson 

Ne w York City Fire Dep art men t 

736 Washingto n Avenu e 

Brooklyn, New Yor k 11238 

Kay Wilson

U. S. Civil Service Com mission 

Building 20 

Den ver Federal Center 

Denver, Colorado 80225

Mar cia G. Wilson 

U. S. Geo logical Survey 

345 M idd lef iel d Road 

Men lo Park, Califo rni a 94025

All en S. Winters

The N ew Jersey Zinc Comp any

Gilman, Colorado 81634

Roger C. Wolff

U. S.Geological Survey

229 A T

Washingt on, D. C. 20242

Russell L. Wood 

The New J ers ey Zinc Comp any 

3838 Lin col n Parkway West 

Allen town , Pennsy lva nia 18104 

Robert Wrigh t

Nationa l A sso cia tio n for the 

Advanc eme nt of Colo red People 

260 Key Building

518 Grand Aven ue 

Des Moine s, Iowa 50309

Earl Young

Uni ver sit y of Colo rado Coop erativ e 

Edu cati on P rog ram 

Adm ini str ati on A nne x 174 

Boulder, Colo rado 80302

Wil lia m Yo upee

Natio nal Tribal Chai rmen 's Ass oci ati on 

Ft. Peck R ese rva tio n 

Box 427

Poplar , Mon tan a 59255

GPO •4 G -2 1 0
526

E xhibit 8

DEP ARTMENT OF THE IN TEL]O R

Examples of Bureau Accomplishments in Implementing the 

________________ Soon ish-f peak i ng P_r<>tir “JH_

The Bureau of Sport Fisheries and Wildlife is 

engaged with the University of New Mexico in a cooperative 

education endeavor designed to provide more work-study 

opportunities for Spanish-Speaking students. The first 

student identified began work experience during the 

1974 spring term. The National Park Service has

Spanish-Speaking cooperative education students at the 

University of Texas, El Paso; New Mexico Highlands 

University; and Texas A&I. Geological Survey is assisting 

students at San Jose State College while the Bureau of 

Land Management has six Spanish-Speaking students from 

the University of Colorado engaged in its cooperative 

education program.

Under the Intergovernmental Personnel Act, U.S. 

Geological Survey has assigned a Geologist full-time to 

New Mexico Highlands University, which lias a predominantly 

Spanish-Speaking student population. Survey, in 

connection with its Minority Participation in Earth Sciences 

Program, also provided an instructor for a course in 

Surveying.

The Geological Survey presented a lecture series 

entitled "Geology and the Environment" at Port Lewis 

College and Southern Colorado State College during the 

spring semester of 1973. The colleges participating in
527

-2-

the fiscal year 1974 lecture series are Adams State 

College in Alamosa, Colorado, and M tropol.iton State 

College in Denver, both having large Spanish-Speaking 

enrollments. Ten Survey earth scientists conduct the 

lectures.

The Geological Survey Earth Sci nee Exhibits Trailer 

toured colleges and high schools across the country with 

predominate enrollments of minority group members to 

bring the possibilities of earth science careers to 

the attention of groups of people not generally aware 

of such careers.

The National Park Service cooperated with the Civil 

Service Commission to hold EEC and Sixtcen-Point Program 

training courses at Albright Training Center, Grand Canyon, 

Arizona on September 25-27, 1973. Furthermore, the 

National Park Service invited Mr. Higinio Costales,

Director, Spanish-Speaking Program, CSC, to participate 

in its EEO Awareness k ?ek held in 'Washington, D.C. from 

March 25-29. Although the program was held for Park 

Service employees many other Department emplcyecs participated 

in the program.

The Mining Enforcement and Safety Administration conducted a nationwide minority recruitrent campaign 

designed to attract applicants including Spanish-Speaking 

and other minorities into positions of metal and non-metal

P'.deral Mine Inspcctors. P.ecrui nt teams, including
528

-3-

Spnnish-Sj'oaking employees went to Arizona, Colorado,

Utah, California, Nevada, New ilexico and Texas.

Recruitment advertisements were used in a number of local 

newspapers find the recruitment effort was publicized on 

local radio stations in areas visited with a significant 

‘minority -audience.

The Albuquerque Regional Office, Bureau of Sport 

Fisheries and Wildlife has filled three positions 

identified as requiring an incumbent with a knowledge 

of Spanish. These positions are: a GS-9 Fish & Wildlife 

Biologist; a GS-4 Clerk-Stenographer; and a GS-4 Receptionis 

Information Clerk. The incumbents of two of these 

positions are Spanish-Surnamed. *

The Bonneville Power Administration has appointed 

a teacher from Mt. R'ood College for the summer months 

at grade GS-9. The purpose of the employment is to 

expose this Spanish-Surniimed teacher to the occupations 

utilized by Eonneville Power and provide him better 

insight into the mission of the organization. In 

addition, he is wo rking on an employment publication 

which will be published in both English and Spanish.

The Bonneville Power Administration also has hired a 

GS-9 Equal Opportunity Specialist ’who is Spanish-Speaking.
529

-4-

Thc Portland Federal Execu tiv e Board spo nsored 

a o ne- day con fer enc e on Equ ali ty of Opp ort unity for 

Spa nis h-S pea kin g in P ubl ic Emp loyme nt in May and anothe r 

in July. The A dministrator and othe r top manag eme nt 

•officials o: Bon nev ill e Fow er Z-.dmini strati on par tic ipate d 

in these conferences. The Spa nish- Spe aking Pro gra m 

Coo rdi nat or for BPA was ins tru menta l in dev elopi ng the

conference.
MAY 137 3

A gency

SPANISH BUR.'LAMED

T o ta l G5 

o r S i m i la r

EIU’LOYME 4T

k A

IN THE FEDERAL GOVERNMENT5-8 9 -1 1 1 2 -1 3 1 4 -1 5 1 6 -1

PEC 5 .1 1 4 .0 9 .6 3 .8 2 .4 . 6 - Def e n s e 2 .6 4 .1 3 .0 2 .1 .9 .4 . 2

CSC 3 .4 4 .5 4 .1 1 .8 2 .2 2 .2 - 2 .2 3 .7 2 .1 1 .4 1 .1 .8 - J u s c i c e 2 .9 3 .9 3 .9 2 .7 1 .1 .8 .6

I.«a b o r 2 .5 4 .9 1 .8 2 .4 2 .6 1 .8 2 .3

S t a t e 2 .3 3 .6 2 .4 2 .4 2 .1 .7 2 .5

V e te r a n s 2 .0 2 .6 2 .0 1 .2 .6 3 .7 - T r e a s u r y 2 .4 4 .1 2.0 - 1 .9 1 .1 .6 .3

I n t e r i o r 1 .9 2 .8 2 .6 1 .6 .7 .4 . 5

A g r i c u l t u r e 1 .7 3 .9 2 .1 1 .0 .6 .3 - HEW 2 .1 2 .6 2 .0 2 .3 1 .5 1 .4 1 .5

HUD 1 .9 2 .5 2 .2 1 .9 1 .3 1 .2 1 .0

T r a n s p o r t a t i o n 1 .2 •1.7 1 .8 1 .3 1 .1 .5 .7C x j v r c o 1 .0 1 .1 1 .1 . 9 1 .1 . 6 .3

:pa . 9 1 .6 1 .0 1 .0 .7 .7 - !I.-«SA .3 1 .9 .6 .8 .8 .5

Exhibit 9