United States Department of Agriculture

Marketing and Regulatory Programs

Animal and Plant Health Inspection Service

Grain Inspection, Packers and Stockyards Administration

Directive 

CIVIL RIGHTS MRP 4713.1 11/1/96

This Directive: 

a. Provides the Marketing and Regulatory Programs’ (MRP) policy on civil rights

covering all employees in the Animal and Plant Health Inspection Service and the

Grain Inspection, Packers and Stockyards Administration; and 

b. Provides employees with guidelines for ensuring equal opportunity in employment

on the basis of merit and fitness and for prohibiting discrimination in employment

on the basis of irrelevant factors. 

2. AUTHORITIES

a. Title 29, Code of Federal Regulations (CFR), Part 1614, Federal Sector Equal

Employment Opportunity (EEO), relates to Agency programs to promote EEO.

b. Title VI of the Civil Rights Act of 1964, as amended. Title VI states that no

person in the United States shall, on the “grounds of race, color, or national origin,

be excluded from participation in, be denied the benefits of, or be subjected to

discrimination under any program or activity receiving Federal financial

assistance.” If Federal departments and/or agencies determine that any program or

activity does not comply with established requirements for nondiscrimination in

program delivery, termination of or refusal to grant or to continue Federal

assistance under such program or activity may result.

c. Title VII of the Civil Rights Act of 1964, as amended. Title VII prohibits

discrimination based on race, color, religion, gender (sex), national origin, and

reprisal in all terms, conditions, privileges, and compensations of employment. 

The Civil Rights Act of 1991 extended coverage to all Federal employees, 

 

 

Distribution: G03, F30, G10, G13 OPR: CREC
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including coverage of the House of Representatives and the agencies of the

legislative branch, to deter unlawful harassment and intentional discrimination in

the workplace.

d. The Age Discrimination in Employment Act of 1967 (P.L. 93-259), as amended. 

This Act protects applicants and employees in the Federal government who are 40

years of age or older in such matters as hiring, discharge, compensation, and other

terms, conditions, and privileges of employment. Agencies are required to ensure

that all personnel actions are free from age discrimination. 

e. Executive Order 11478, August 8, 1969. This Order amends Executive Orders

11246 (established the basis of race, creed, color, or national origin) and 11375

(added gender/sex as a basis) providing for strengthening EEO programs in the

Federal government by expressly prohibiting discrimination on the bases of race,

color, religion, gender, or national origin and to promote the full realization of

EEO through establishing and maintaining a continuing affirmative program in

each executive department and agency. This EEO policy applies to and must be an

integral part of every aspect of personnel policy, practice, and systems in the

employment, development, advancement, and treatment of civilian employees of

the Federal government.

f. EEO Act of 1972 (Public Law (P. L.) 92-261). As a result of the enactment of the

EEO Act on March 24, 1972, the Civil Rights Act of 1964 was amended to extend

Title VII, Nondiscrimination in Employment, to Federal employees. Accordingly,

agency heads within the Federal Service were obligated by statute to comply with

civil rights laws, orders, instructions, and regulations. 

g. Rehabilitation Act of 1973, as amended, Section 501 (P. L. 93-112). This Act

ensures that all Federal agencies give full consideration to the hiring, placement,

and advancement of qualified persons with a mental or physical disability. It also

ensures that reasonable accommodations to the known physical and mental

disabilities of individuals are made, and restricts the use of pre-employment or

employment criteria that would screen out persons with disabilities.

h. Rehabilitation Act of 1973, as amended, Section 504 (P.L. 93-112). This Act

ensures that no otherwise qualified handicapped individual in the United States,

solely by reason of his/her handicap (disability), is excluded from the participation

in, denied the benefits of, or subjected to discrimination under any program or

activity receiving Federal financial assistance.

i. Civil Service Reform Act of 1978 (P.L. 95-454). This Act requires that the Office

of Personnel Management implement, by regulations applicable to all executive

departments and agencies, a minority recruitment program, and that all agencies
Page 3

conduct continuing programs for the recruitment of minorities to eliminate

underrepresentation in Federal employment, establish Federal Employment

Opportunity Recruitment Plan (FEORP) Systems, and review and evaluate the

effectiveness of such programs. FEORP plans must be a part of each agency's

Affirmative Employment Program Plan.

j. Americans with Disabilities Act of 1990, (P.L. 101-336). This Act ensures equal

employment opportunities for, and nondiscrimination of, qualified individuals with

disabilities in the private sector and in State and local governments. 

k. Civil Rights Act of 1991 (P.L. 102-166). This Act amends the Civil Rights Act of

1964 to strengthen and improve Federal civil rights laws by adding additional

protections to deter unlawful harassment and intentional discrimination in the

workplace, i.e., to provide for damages in cases of intentional employment

discrimination, to clarify provisions regarding disparate impact actions, etc.

l. Executive Order 12989, February 11, 1994, Environmental Justice. This Order

commits the Federal government to environmental justice principles. Federal

agencies are directed to incorporate environmental justice as part of their overall

mission’s policies, programs, and activities by identifying and addressing

disproportionately high and adverse human health and environmental effects of

programs, policies, and activities on minority populations and low-income

populations. The Order establishes the Environmental Justice Interagency Working

Group to provide guidance to the agencies on identifying environmental justice

problems, and to work with each agency to develop corrective strategies and

strategic plans.

3. BACKGROUND

a. In MRP, civil rights is an integral part of every aspect of personnel policy and

practices involving the employment, development, retention, advancement, and

treatment of employees. Periodically, MRP evaluates program efforts to achieve

civil rights goals and the extent to which they comply with Federal laws,

regulations, guidelines, and policies on equal opportunity. Program changes are

made where desirable or necessary. Reports on MRP's progress and

accomplishments relating to affirmative employment and other civil rights activities

are submitted periodically to Civil Rights, United States Department of Agriculture

(USDA); Departments of Justice and Health and Human Services; and the Equal

Employment Opportunity Commission (EEOC).

b. The goal of MRP is to ensure a fully integrated, diverse workforce in all

organizational units and job classification series, at all grade levels, and in all
Page 4

geographical locations, both at headquarters and in the field.

 

4. DEFINITIONS

a. Affirmative Action. The term was first used in Federal civil rights law when

President Kennedy issued Executive Order 10925 in 1961, requiring Federal

contractors to "take affirmative steps to ensure" equal employment opportunity. 

This Order also established a President's Committee on Fair Employment

Practices, directed the Committee to study the Government's employment

practices, and recommended additional affirmative steps that agencies within the

Executive Branch of the Government should take to "realize more fully the

national policy of nondiscrimination."

b. Affirmative Employment. A legal concept which requires agencies to do more

than ensure nondiscrimination in employment practices. It requires managers and

supervisors to make good faith efforts to recruit, employ, and promote qualified

members of EEO groups and to identify and remove barriers that impede

employment opportunities. 

c. Collateral-duty Assignment. An alternative to a full-time position, e.g., Special

Emphasis Program Manager, Affirmative Employment Program Liaison, etc., with

the following characteristics: a collateral-duty assignment is not the primary

purpose for establishing or continuing the employee's official position-of-record;

the assignment does not constitute a grade-controlling duty or responsibility; in

MRP, collateral duties normally constitute up to 20 percent, but cannot exceed 50

percent of the employee’s time; management of the assignment is not a critical

performance element; and the assignment may be discontinued, at management's

discretion, without complying with adverse action procedures. 

d. Complaint. There are 3 different types of complaints as explained below:

(1) Class Complaint. A formal, written allegation of discrimination filed on

behalf of a class (group of employees, former employees, or applicants for

employment) by the agent (class representative/member) of the class

alleging that they have been adversely affected by an agency personnel

management policy or practice which discriminates against the group on

the basis of their common race, color, religion, gender, national origin, age,

or disability (handicapping condition). (29 CFR §1613.601 (b).) 

(2) Individual Complaint. A formal allegation of employment discrimination

and/or retaliation filed by an aggrieved employee with the appropriate

person designated to receive complaints at the agency pursuant to 29 CFR,
Page 5

§1614.103(a). Discrimination is prohibited by Title VII of the Civil Rights

Act of 1964, as amended, on the basis of race, color religion, gender, and

national origin; the Age Discrimination in Employment Act, on the basis of

age when the aggrieved individual is at least 40 years of age; the

Rehabilitation Act, on the basis of disability; or the Equal Pay Act, genderbased wage discrimination.

(3) Mixed Case Complaint. A formal allegation of employment discrimination

filed by an aggrieved employee with a Federal agency based on race, color,

religion, gender, national origin, age, or disability related to or stemming

from an action that can be appealed to the Merit Systems Protection Board

(MSPB). The complaint may contain only an allegation of employment

discrimination, or it may contain additional allegations that the MSPB has

jurisdiction to address. (29 CFR §1614.302(a).)

e. Federal Employment Opportunity Recruitment Plan (FEORP). The FEORP

is an equal opportunity recruitment program. It is designed to eliminate underrepresentation of minorities, women, and people with disabilities in the various

categories of civil service employment within the Federal Service, via the

establishment of hiring objectives defined by agency management officials. Special

efforts are directed at recruiting in minority communities, in educational

institutions, and from other sources whereby minorities, women, and people with

disabilities can be recruited. (References: 5 CFR, Part 720.201,

Subpart A; Civil Service Reform Act of 1978.) 

f. Grievances. Requests by an employee, or by a group of employees acting as

individuals, for personal relief in a matter of concern or dissatisfaction relating to

the employment of the employee(s) under the control of MRP management. 

(Reference: 5 CFR 771.201, et. seq., and 5 CFR 430.407(e).) 

g. Marketing and Regulatory Programs (MRP). Marketing and Inspection

Services was reorganized and renamed Marketing and Regulatory Programs

(MRP) on October 20, 1994. MRP consists of the Animal and Plant Health

Inspection Service (APHIS), Agricultural Marketing Service (AMS), and Grain

Inspection, Packers and Stockyards Administration (GIPSA) officials. The MRP

Management Services Team, chaired by the MRP Deputy Administrator, oversees

cross-servicing arrangements within MRP to ensure quality, consistency, and

service to all agencies.

h. Most Populous Occupational Series. A personnel classification series which has

50+ employees in a designated organizational unit or group.
Page 6

i. People with Disabilities. People who: a) have a physical and/or mental

impairment that substantially limits one or more of life's major activities;

b) have a record of such an impairment; or c) are regarded as having such an 

impairment. Major life activities include caring for oneself, performing manual

tasks, walking, standing, hearing, speaking, breathing, learning, seeing, working,

etc.

j. Prohibited Discrimination. Prejudiced or prejudicial outlook, action, or

treatment of individuals or groups on a basis other than individual merit. 

Discrimination is prohibited by section 717 of the Civil Rights Act of 1964, as

amended; section 501 of the Rehabilitation Act of 1973, as amended; and sections

12 and 15 of the Age Discrimination in Employment Act of 1967, as amended.

k. Qualified Individual with a Disability. An individual with a disability who

satisfies the requisite skill, experience, education, and other job-related 

requirements of the position and who, with or without reasonable accommodation,

can perform safely and adequately the essential functions of the position.

l. Reasonable Accommodation. Modifications or adjustments to a job or an

application process that enable a qualified applicant with a disability to be

considered for the position; or modifications or adjustments to the work

environment or to the manner or circumstances under which the position held or

desired is customarily performed, that enable a qualified individual with a disability

to safely and adequately perform the essential functions of that position; or

modifications or adjustments that enable an employee with a disability to enjoy

equal benefits and privileges of employment as are enjoyed by other employees

without disabilities (reference 29 CFR, Part 1630.2, Definitions).

m. Responsible Officials. Executives, managers, supervisory officials, and personnel

and EEO staff members, whose responsibilities include implementing

employment/recruitment policies and practices. 

n. Special Emphasis Programs (SEP’s). SEP’s are an integral part of the overall

USDA civil rights (EEO) programs. SEP’s enhance opportunities for women,

minorities, and persons with disabilities in all employment areas and program

delivery activities. SEP’s authorized within the Department are the Federal 

Women's Program, Hispanic Employment Program, Disability Compliance

Program and Employment Programs, African American Program, Asian/Pacific

American Program, Native American Program, and Small and Limited Resource

Farmer's Initiative.

o. Underrepresentation. This exists when the percent of representation of minority

group members and women in an agency is less than the percent of representation
Page 7

of the same group in the U.S. civilian labor force. The two types of

underrepresentation are: conspicuous absence and manifest imbalance. 

Conspicuous absence refers to a particular group of women or minorities that is

nearly or totally nonexistent from a particular occupational series or grade level in

the workforce. Manifest imbalance refers to a situation where an EEO group is

substantially below the representation in the civilian labor force.

p. Under-utilized. This term refers to not utilizing employees to their full potential

based on their skills, knowledge, and abilities in support of the mission and goals

of the organization/agency. 

5. POLICY

It is MRP policy to establish a continuing, active civil rights program designed to promote

equal opportunity for all persons and to prohibit discrimination on the basis of race, color,

religion, age, national origin, political affiliation, marital status, disability, and gender

(including sexual harassment and sexual orientation) and promote the full realization of

equal opportunity through a continuing affirmative employment program. 

6. RESPONSIBILITIES

APHIS and GIPSA Officials of the MRP Management Services Team will ensure that

managers and supervisors promote equal opportunity for all persons in the following

categories:

a. Career Enhancement.

(1) Utilize, to the fullest extent, the present skills of all APHIS and GIPSA

employees. 

(2) Identify under-utilized APHIS and GIPSA employees, especially at the

lower levels, and provide them with work opportunities commensurate

with their abilities, training, and education.

(3) Provide developmental opportunities for APHIS and GIPSA employees to

enhance their skills, e.g., through on-the-job training, work-study

programs, and other training measures, so they may perform at their

highest potential and advance in accordance with their abilities.

(4) Apply all of the principles of equal opportunity when selecting personnel

for training and/or career development programs.

b. Communication.
Page 8

(1) Inform APHIS and GIPSA employees and recognized employee

organizations of the affirmative employment program and other civil rights

programs and enlist their cooperation and support.

(2) Inform APHIS and GIPSA employees of methods for contacting civil

rights officials and groups, such as: 

(a) MRP and USDA Civil Rights Officials;

(b) Civil Rights (EEO) Advisory Committees;

(c) SEP Managers; 

(d) Issues Councils and Organizations; and 

(e) Civil Rights (EEO) Counselors/Mediators.

(3) Make copies of civil rights policies and regulations and Affirmative

Employment Program Plans available to employees in APHIS and GIPSA. 

c. Community Outreach.

(1) Participate at the community level with other employers, schools and

universities, and other public and private groups in cooperative action to

improve employment opportunities in APHIS and GIPSA and community

conditions that affect employability. 

(2) Implement employment/recruitment efforts, policies, and practices for

APHIS and GIPSA.

d. Complaints of Employment Discrimination.

(1) Provide for the prompt, fair, and impartial consideration and disposition of

MRP complaints involving issues of discrimination on the basis of race,

color, religion, gender, national origin, age, or disability. 

(2) Ensure that MRP employees are free from any and all restraint,

interference, coercion, or reprisal on the part of their colleagues,

management, and/or supervisors in:
Page 9

(a) Initiating any complaint or appeal;

(b) Serving as representatives for a complainant;

(c) Appearing as witnesses; or

(d) Seeking information.

The aforementioned principles apply with equal force after a complaint is

resolved or settled.

(3) Inform MRP employees and applicants that equal opportunity counseling

and mediation services are provided by the Civil Rights Enforcement and

Adjudication Staff, Office of Operations, USDA. 

(4) Inform all employees within MRP that the APHIS Disputes Resolution

Branch, Civil Rights Enforcement and Compliance (CREC), assists Civil

Rights Enforcement and Adjudication, USDA, in administering the system

for processing formal complaints of employment discrimination filed by

MRP employees or applicants who allege discrimination. 

e. Discrimination.

(1) Conduct a continuing campaign in APHIS and GIPSA to eliminate from

personnel policies/practices and working conditions all forms of prejudice,

retaliation, and discrimination. 

(2) Take appropriate disciplinary action against APHIS and GIPSA employees

who engage in discriminatory practices.

(3) Inform employees that all public information materials must include the

standard USDA statements regarding non-discrimination as follows:

“The United States Department of Agriculture (USDA) prohibits

discrimination in its programs on the basis of race, color, national origin,

gender, religion, age, disability, marital or familial status, or political

beliefs. (Not all prohibited bases apply to all programs.) 

Persons with disabilities who require alternative means for communication

of program information (braille, large print, audiotape, etc.) should contact

the USDA Office of Communications at

202-720-5881 (voice) or 202-720-7808 (TDD).

“To file a complaint, write the Secretary of Agriculture, USDA,
Page 10

Washington, DC 20250, or call 202-720-7327 (voice) or 202-720-1127

(TDD). USDA is an equal employment opportunity employer.”

. f. Employee Organizations. Ensure that membership in all APHIS and GIPSA

employee organizations is "inclusive" or open to all employees, and that

membership is not based on age, race, color, religion, gender, national origin,

sexual orientation, or disability. 

g. Employee Recognition of Civil Rights Accomplishments.

(1) Provide recognition to APHIS and GIPSA employees, supervisors,

managers, and units demonstrating outstanding accomplishment(s) in civil

rights. 

(2) Ensure that recognition for outstanding accomplishments in civil rights is

an integral part of the APHIS and GIPSA incentive awards programs. 

(3) Incorporate the recognition process within planned civil rights efforts to

complement the APHIS and GIPSA to complement the civil rights

program. 

h. Non-Federal Facilities. Inform all APHIS and GIPSA employees that non-Federal

facilities may not be used for official functions or sponsored activities unless full

access is available to all personnel, including persons with disabilities, on a

nondiscriminatory basis. 

i. Reasonable Accommodation. Make reasonable accommodations for APHIS and

GIPSA employees and applicants with physical or mental disabilities, unless the

accommodation would impose an undue hardship on the operation of an agency's

program(s).

j. Recruitment. Communicate civil rights program and employment needs to all

sources of APHIS and GIPSA job candidates without regard to race, color,

religion, age, gender, or national origin and solicit their recruitment assistance on a

continuing basis. 

k. Religious Needs. Make reasonable accommodations, when requested, for religious

needs of applicants and employees when those accommodations can be made

without undue hardship on the business of APHIS and GIPSA. Accommodations

can be made by using another employee, granting leave, or other means. 

7. CIVIL RIGHTS (EEO) RESPONSIBILITIES
Page 11

a. Department. The Assistant Secretary for Administration is the USDA Civil Rights

Officer. The Directors, Civil Rights and Office of Operations, USDA, provide

leadership, direction, and coordination for USDA's civil rights program, including

program compliance, EEO, special emphasis programs, civil rights counseling and

mediation, and complaints adjudication.

b. MRP. Responsibility for the operation of the Civil Rights Program in APHIS and

GIPSA is as follows:

(1) The Administrators of APHIS and GIPSA, jointly:

(a) Exercise personal leadership and provide sufficient resources to

administer and maintain an effective joint Civil Rights Program for

APHIS and GIPSA.

(b) Ensure the implementation of regulations, policies, and guidelines

from the EEOC within APHIS and GIPSA, including the

development of Agency-specific EEO guidelines and policies.

(c) Provide for a system within APHIS and GIPSA for periodically

evaluating the effectiveness with which the policy of Executive

Order 11478, Equal Opportunity Employment, is implemented.

(d) Ensure accountability of APHIS and GIPSA management and

supervisory officials through the Performance Management System. 

Managerial and supervisory performance will be reviewed,

evaluated, and controlled, in such a manner as to ensure a

continuing affirmative application and vigorous enforcement of, and

compliance with, EEO policies.

(e) Ensure the implementation of an APHIS and GIPSA system for

processing program-delivery complaints and an MRP system for

complaints of discrimination in employment on the basis of race,

age, color, religion, gender, or national origin that provide for

impartial consideration of the complaints within the agency and

appeal procedures.

(2) The Director, Civil Rights Enforcement and Compliance, MRP:

(a) Administers, monitors, and evaluates the MRP Civil Rights (EEO)

Program for APHIS and GIPSA.

(b) Ensures compliance with Federal and USDA civil rights (EEO)
Page 12

regulations and policies by evaluating program status and

establishing internal monitoring systems and on-site compliance

assistance and reviews for APHIS and GIPSA.

(c) Ensures equal opportunity in all aspects of employment and in the

delivery of APHIS and GIPSA programs and services to the public.

(d) Assists in the review of civil rights performance accomplishments

for APHIS and GIPSA employees in the Senior Executive Service.

(e) Provides oversight of SEP managers’ issues councils or

organizations for APHIS and GIPSA.

(f) Provides direction, orientation, and advice to APHIS and GIPSA

management officials on day-to-day civil rights matters,

achievement of affirmative employment objectives, and how to

implement civil rights-related programs and activities. 

(g) Recommends initiatives to improve program effectiveness and

conducts activities to enhance APHIS and GIPSA program support

and awareness.

(h) Establishes technical guidelines and procedures for APHIS and

GIPSA employees who perform civil rights duties on a collateralduty basis.

(i) Ensures that an aggrieved MRP employee or potential complainant

is able to access a Civil Rights (EEO) Counselor/Mediator, so that

resolution, on an informal basis, may be achieved.

(j) Recommends a decision for resolution and/or settlement on formal

complaints of discrimination.

(3) Deputy Administrators/Directors:

(a) Assist the MRP Deputy Administrator’s Management Services

Team, in providing leadership and resources to administer and

maintain an effective Civil Rights Program in APHIS and GIPSA.

(b) Assist in ensuring accountability of management and supervisory

officials through the Performance Management System in APHIS

and GIPSA.
Page 13

(c) Ensure that special efforts are directed toward recruitment based on

the most populous occupational series and grade levels in which

women and minorities are underrepresented in APHIS and GIPSA. 

(4) Regional, Division, and Staff Directors:

(a) Provide leadership and resources to maintain an effective Civil

Rights Program within respective organizational units of APHIS

and GIPSA.

(b) Ensure that the APHIS and GIPSA civil rights policies and

procedures are implemented and supported by the managers and

supervisors within their respective organizational units.

(c) Implement and monitor civil rights program commitments

established by APHIS and GIPSA in their annual civil rights plans.

(d) Authorize civil rights training for supervisors and employees who

perform civil rights duties on a collateral-duty basis within APHIS

and GIPSA.

(e) Ensure that civil rights performance is appropriately addressed in

the performance appraisals of supervisory personnel and other

APHIS and GIPSA employees with assigned civil rights

responsibilities.

 

(f) Take appropriate action to identify civil rights-related barriers and

resolve civil rights issues within APHIS and GIPSA.

(5) Managers and Supervisors:

(a) Ensure a continuing affirmative application and vigorous

enforcement of and compliance with APHIS and GIPSA civil rights

policies and regulations.

(b) Administer the APHIS and GIPSA Civil Rights Program goals

within their respective units in a positive and effective manner.

(c) Demonstrate accountability for exercising APHIS and GIPSA civil

rights principles in all employment/personnel decisions, e.g.,

staffing, promotions, training, reassignments, details, and awards.

(d) Take positive action to ensure that women, minorities, and persons
Page 14

with disabilities are provided with opportunities equal to other

employees in the APHIS and GIPSA workforce to acquire work

experience and specialized training needed to apply for and advance

in jobs, and receive career development training to ensure full

utilization of their skills and abilities. 

(e) Support APHIS and GIPSA employees assigned to perform civil

rights duties on a collateral-duty basis.

(6) Civil Rights Collateral-Duty Employees and Civil Rights (EEO) Advisory

Committees:

(a) Provide support and assistance to staff of APHIS and GIPSA,

Regional Directors, Directors, Deputy Administrators, and other

managers on civil rights matters.

(b) Coordinate the development and submission of civil rights reports,

annual work plans, and accomplishments within APHIS and

GIPSA.

(c) Participate in and/or coordinate APHIS and GIPSA community

outreach activities.

(d) Maintain liaison with the APHIS and GIPSA civil rights specialists.

8. REPLACEMENT HIGHLIGHTS

This Directive replaces APHIS Directive 401.4, Individual Discrimination Complaint

Procedures, dated 4/11/80; AMS Directive 309-5, Rev. 1, Equal Employment Opportunity

Program and EEO Discrimination Complaint Procedures - Exhibits A, B, C, and D, dated

9-30-75; and AMS/FGIS Directive 320-3, Rev. 1, AMS/FGIS Affirmative Action Plan for

the Employment of Handicapped and Disabled Veterans, Exhibits A, B, and C, dated 2-

22-79.

9. INQUIRIES

Specific roles and responsibilities for APHIS and GIPSA employees are located in the

"Guidelines for Special Emphasis Program Managers, Civil Rights (Affirmative

Employment Program) Liaisons, and Civil Rights (EEO) Advisory Committee Chairs,"

available from the CREC staff, APHIS. Call 202-720-6312 in Washington, DC; or 301-

734-6312 in Riverdale, Maryland, for copies. For additional information, contact Clarence

Lemon, CREC, APHIS, at either of the above numbers; or Eugene Bass, Office of the

Administrator, GIPSA: 202-720-0216. 
Page 15

Phyllis B. York

Deputy Administrator

 for Management and Budget 

Attachment 
Page 16

Attachment 1

MRP Directive 4713.1

Criteria for APHIS and GIPSA Employee Recognition of Civil Rights Accomplishments

APHIS and GIPSA will provide recognition to employees, supervisors, managers, and units

demonstrating superior accomplishment(s) in civil rights (EEO). Recognition for superior

accomplishments in civil rights should be an integral part of APHIS and GIPSA’s incentive

awards program. The process should be incorporated within and directed to complement the

planned civil rights efforts of APHIS and GIPSA. 

APHIS and GIPSA civil rights recognition could be granted on a periodic or ad hoc basis as

follows:

1) Periodic. APHIS and GIPSA civil rights recognition could be granted quarterly,

semiannually, or annually. The identification of superior performance

through annual performance evaluations or management review lends itself

to the granting of periodic recognition.

2) Ad hoc. APHIS and GIPSA civil rights awards could be granted on an ad hoc basis

whenever these nominations are appropriate, based on superior

accomplishments in fostering civil rights, e.g., the completion of an

outstanding project or other assignment which advances civil rights. 

Consideration should be given to obtaining input into recognition from

special emphasis groups, civil rights staff personnel, recruitment personnel,

and/or the incentive awards administrator. 

To confer distinctive recognition within APHIS and GIPSA, honorary awards may be in the form

of a distinctive wall/desk plaque, a special citation, or other appropriate symbol of honor. 

However, cash awards should not be precluded as a complementary recognition to those

outstanding cases in which the entire contribution extends beyond civil rights to include other

benefits to the Government. 

Criteria for persons within programs, projects, or activities having APHIS and GIPSA civil

rights implications includes persons whose work is not specifically civil rights related, but who,

through superior accomplishments in training, recruitment, or other activities advances civil rights

in the Federal sector and spans the entire grade range of staff and operating personnel.

Examples of Achievements/Accomplishments within APHIS and GIPSA -- 
Page 17

1) The person who provides excellence in leadership and creative development of successful

training programs for lower grade and under-utilized employees.

2) The person who achieves outstanding success in working with educational institutions to

encourage qualified minorities, women, and persons with disabilities to apply for middle or

higher level or shortage category jobs where few of these people are now employed.

3) The person who works with unusually high effectiveness with educational institutions on

curricula development activities which help students better prepare themselves for Federal

employment.

4) The person who provides outstanding managerial leadership and full participation in

activities within or outside his/her organization which foster civil rights in the

Government.

Criteria for APHIS and GIPSA civil rights program leaders includes persons who have specific

responsibilities for civil rights within the Federal government, such as civil rights officers and/or

special emphasis program managers.

Examples of Achievements --

1) The person who provides superior counseling and guidance to employees which

effectively encourages and assists them with planning and achieving occupational training,

or educational/career goals related to the needs of the employee, APHIS and GIPSA, and

the Federal government.

2) The person who provides outstanding service through effective resolution of employee

discrimination complaints by developing rapport with employees; offering helpful guidance

in the discussion of their complaints; and building a reputation for prompt, effective

action.

3) The person who provides leadership in the development and implementation of a civil

rights action plan or activity which leads to significant changes or improvements in the

Federal Civil Rights Program.

4) The person who establishes and maintains a high level of respect and the confidence of

minority group’s or women's organizations and thus advances APHIS and GIPSA Civil

Rights Programs.

5) The person who achieves outstanding success in working in support of economic

opportunity or other community action programs directed to advance civil rights in

Government.
Page 18

Criteria for APHIS and GIPSA achievers within non-Federal activities includes those

employees whose excellence in fostering the Civil Rights Program through non-Federal activities

merits recognition.

Examples of Recognition --

1) The person who provides outstanding leadership and actively supports community

activities whose objectives are directed to useful and constructive solutions to community

problems affecting civil rights. 

2) The person who provides outstanding contributions to economic opportunity programs

such as the neighborhood youth corps, adult experience programs, or other volunteer

programs which contribute to civil right objectives.
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