LIBRARY

ROOM 5030 

MIN 14 1976 

TREASURY DEPARTMENT 
U. S. TREASURY DEPARTMENT. 

Status of women in the Treasury repartment. 
FEB 20 1964 

MEMORANDUM TO THE SECRETARY: 

From: Administrative Assistant Secretary 

The attached report on the status of women in the Treasury Department 

in grade GS-12 and above was requested by a telephone call from a member 

of the White House staff in behalf of the President. The report is due 

in the White House no later than 5 p.m., Monday, February 24, 1964. 

It is recommended that you sign the transmittal letter to the 

President. 

Attachment 

\(.1 •c',4""` \ 

LIBRARY

ROOM 5030 

JUN 14 1976 

TREASURY DEPARTMENT 

Reviewer Reviewer

Initiator Reviewer Reviewer 

Surname 'fiel` l - 14"'1- . Sec. 

Initials 
FEB 29 66,1 

411P 

MEtERATOXIM FOR ThE PRESIIEFIT 

The report on the employment of"men grades G8-12 and above 

requested by a member of the White House staff on February 19, 1904 

is enclosed. 

There is also enclosed a copy of ray most recent directive to 

heads of Treasury bureaus and offices on the above subject. I shall 

continue to emphasize the importance of this progrea and maintain a 

close watch on our progress. 

It may be of interest that Dr. Margaret Wolman Schwartz, Director, 

Office of libreign Assets Control, grade 16, is one of six Govenment 

career women who receive the 1964 Federal Woman's Award far be: 

outstanding performance in the specialized field of economic 'warfare. 

/s/ Douglas Dillon 

Douglas DiLlon 

Enclosures 

Office of Personnel 

SMint7.:chs 2/20/(4 
UMW CCPARTMENZ EH:PLOD:NT OWNER 08-12 AND ABM 

Pas Actfroi -- Since the President's Commission on the Status of Women vas

estab4simd, the Deportment has issued a policy statement and guidelines 

outlining minimum steps to be taken by bureaus. Restrictions on the basis 

of sez were removed from all announcements of Civil Service Commission 

examinations conducted by Treasury, except fbr that of Treasury criminal 

investigator,and a wasr of directives were issued to reinfbrce the policy. 

Miou4s By the end of 1968 women occupied 374 managerial and professional 

positions at grade level G13-12 or equivalent or higher in the Treasury 

Department as fbllows: 

Grade Humber

2 

16 2 

15 17 

14 34- 13 82 

12 

Pbsitions at these levels represent 48 occupational categories end are 

scattered throughout the Department. 

tiploal of the important positions occupied by women within the Office 

or the Secretary are: Director, Office of Foreign Assets Controlj DireCta, 

Employment Policy Progress; Assistant Director, Office of Domestie(kka end 

Silver Operations; Assistant to the Director of Personnel; Fiscal Montt:Let 

(Public Debt ibnagement)j Fiscal Analyst (Special Assistant to the Fiscal 

Assistant Secretary); management Analyst; International Zeoncadstj AttOrney 

Adviser; and Special Assistant to the General Counsel. In addition, then 

have been significant changes in the employment patterns in fiscal, 

managerial, and tax work at the lower levels which will eventually result 

in women possessing more higher level positions in these fields. 

Since January 1, 1964, there were nine appointments or ;emotions of 

women to positions 08-12-15 in the Departmental Service. &Torts from 

the field have not been received; however, it la possible that additional 

actions have occurred there. 

Action Under Wei -- Specific steps that are being taken to further the 

program 1.nclucle (s) discussions at the Secretary's staff meetings of the 

iMPortence of the program, (b) appointment of a group of women in 

responsible Treasury positions to serve in en advisory capacity on the 

implementation of the formal program for inclusion in the Treasury Personnel 

Msnual, (e) instructions to all bureau heads to encourege equality of 

opportunity within the respective organizational components and to review 

all appointments and promotions to positions 06-13 and higher to make sure 

that qualified women are being sought out and considered, and (d)frequent 

reporting of action taken,and of results achieved. 
THE SECRETARY OF THE TREASURY 

WASHINGTON 

Administrative Bulletin No. 64-20 

February 19, 1964 

TO BE DISCARDED AFTER February 13, 1965 

To Heads of Bureaus and Offices 

Treasury Department 

SUBJECT: Nondiscrimination on the Basis of Sex 

President Johnson has made clear his determination that there shall 

be no discrimination in his administration on the basis of sex with 

respect to employment. This has been and will, of course, continue to 

be the policy of this Department. 

I believe that we in the Treasury Department have already made a 

good record in this field. In a recent address to the Interdepartmental 

Committee on the Status of Women, Mr. John Macy, Chairman of the U. 8. 

Civil Service Commission, said: 

"The Treasury Department is especially noteworthy for 

opening up greater areas of work in which the employment 

of women was previously unknown or exceptional. Offering 

career opportunities in fiscal, economic and enforcement 

work can be of long-term significance as young women plan 

their educational and career training. The Treasury has 

also been a leader in advancing women to new career heights." 

Despite Mr. Macy's kind words, I believe that additional progress can 

be made and must be made if we are to meet the President's objectives. I, 

therefore, ask you to lead the way in your respective organizations with 

affirmative actions that will insure that women are afforded opportunity 

for appointment, advancement, and training equal to that accorded to men. 

Such action is essential if the full potential of the Department's available skill is to be realized in performing the tasks that lay ahead. 

I shall, therefore, appreciate your personal efforts in further encouraging the type of atmosphere in your organization which assures equal 

employment opportunity to employees of both sexes. Also, it is requested 

that in all instances of appointments and promotions to positions GS-13 

or higher in your organization, you especially assure yourself that avail.. 

able qualified women have been sought out and have been given full consideration. I request that the Director of Personnel report to me 

periodically on the progress you achieve in developing your program and 

on specific personnel actions resulting therefrom. 

Do}laa Dillon 
Administrative Assistant Secretary 

The attached report on the status of vomen in the Treasury Derpartment 

in grade 08-12 and above was requested by a telephone call from &member 

of the White House staff in behalf of the President. The report is due 

in the White House no later than 5 p.m., Monday, February 24, 1964. 

It is recommended that you sign the transmittal letter to the 

President. 

11„vaeree 

Attachment ke,MPleal 

Latham 

Office of Perionnel 
OFFICE OF THE SECRETARY OF THE TREASURY 

February 19, 1964 

RC: 

Nell Yates at the White House called. 

She sa',1 th3 President would like to have 

by 5 Pi on Monday a report on what the 

Departent has done and is doing in hiring 

women in GS 12 and above. He wants to know 

what kind of program we are conducting, 

how we are publicizing it, and what the 

actual results are. He would like it as 

brief as possible. It should be sent to 

Bill Moyers. 

ep 
• .11, rJAN 24 1964 •"... • 

MEMORANDUM TO THE SECRETARY: 

From: Administrative Assistant Secretary 

SUBJECT: Employment of Women in the Treasury Department 

This is in response to your inquiry on January 20 concerning equal 

employment opportunity for women in the Treasury Department. 

I am pleased to report that the Treasury Department has extended 

its pioneering as an employer of women to the present, and has been 

cited as one of the forerunners among the agencies of Government in 

implementing the President's program for assuring equal employment 

opportunity for women. 

Specifically: The material provided Mrs. Esther Peterson by the 

Civil Service Commission for her recent presentation to the Cabinet 

concerning equal employment opportunity for women in the Federal 

Government stated: 

"Prominent among the leaders are Navy and Treasury." 

On January 20, 1964, John Macy, Chairman, Civil Service Commission, 

in addressing the Interdepartmental Committee on the Status of Women, 

said: 

"The Treasury Department is especially noteworthy for 

opening up greater areas of work in which the employment 

of women was previously unknown or exceptional. Offering 

career opportunities in fiscal, economic and enforcement 

work can be of long term significance as young women Plan 

their educational and career training. The Treasury has 

also been a leader in advancing women to new career heights." 

Initiator Reviewer Reviewer Reviewer Reviewer ,

)urname tham V.A4.4,t,-.1.— 
- 2 -

At this same meeting Mr. Macy handed out a folder of several charts 

with "Illustrations of Progress in Enlarging the Career Opportunities 

for Women." This folder appears under tab 1. On these charts, the 

Department appears several times at the top of the list. Despite these 

plaudits, we know there is room for improvement both in enlarging the 

numbers of occupations available to women as well as to making further 

gains with respect to their placement at the higher grade levels. We 

shall make a concerted effort to assure that such gains occur. 

From an historical standpoint, Treasury has been a leader in the 

employment of women. For example: 

1795 - The Bureau of the Mint employed two women as adjusters, 

1827 - The U. S. Official Register lists Miss Elizabeth Kelly, 

Nurse, Revenue Cutter Service, Bureau of Customs, 

1837 - There were seven lady lighthouse keepers on Treasury rolls 

and one "Matron" at the Marine Hospital at Norfolk, 

1862 - General Spinner, Treasurer of the U. S., is credited the 

first appointment of a woman, Jennie Douglas, to cut and 

trim currency on an equal work for equal pay basis. 

You may be record of ladies appointed by the Treasurer's interested in a 

Office immediately thereafter, also in some pictures relative to the 

early employment of women. These appear under tab 2. 

By October 1962, women constituted 42% of the white collar 

classified service of the Treasury Department, and women held positions 

in 65% of Treasury's 186 Classification Act occupations. 

Following the establishment of the President's Committee on the 

Status of Women, and the President's declaration of his intention of 

maintaining the Federal career service free of any discrimination on the 

basis of sex in December 1961, the Department took a number of actions 

designed to implement the President's program. These included: 

1. Issuance of a policy statement. 

2. Promulgation of guidelines outlining minimum steps to be taken 

by bureaus including, for example, attention to nondiscrimination 

In personnel program reviews, and the introduction of positive 

_-AIIP-
- 3 -

measures for orienting selecting officers to the long range 

values of nondiscriminatory appointment and promotion practices. 

3. Removal of restrictions on the basis of sex from all announce- ments of CSC examinations conducted by Treasury except for 

Treasury Criminal Investigator. 

4. Issuance of Bulletins to reinforce Department policy. 

A list of these issuances with highlights of their contents and copies 

of the issuances appear under tab 3. 

By September 1963 we were able to report to the Civil Service 

Commission a number of significant changes in the employment patterns 

of various occupational categories which denoted enlargement of 

opportunity for women. These categories included: 

Internal Revenue Agent 

Estate Tax Examiner 

Alcohol and Tobacco Tax Inspector 

Revenue Officer 

Fiscal Accountant 

We also reported women were placed in Treasury for the first time in 

such jobs as Physicist (Optics) and Supervisory Electronics Engineer. 

In October 1963 the Civil Service Commission was furnished a list 

of 21 positions, grade GS-14 and 15 occupied by women. Approximately 

half of these positions were filled for the first time by a woman. In 

addition we became aware of many other breakthroughs at lower levels which 

indicated that the Department's policy was in fact being implemented. 

Copies of correspondence signifying the changes of employment patterns 

and containing the list of grade GS-14 and 15 positions occupied by 

women appear under tab 4. 

We understand from the representatives of the Civil Service 

Commission that there will be an increasing amount of pressure in the 

forthcoming year to enlarge employment opportunities for women. It is 

our intention to emphasize this subject in our communications with the 

bureaus, to formalize guidelines in the Treasury Personnel Manual, and 

to review this area in our evaluations of bureau personnel programs. 

I would hope that from time to time you would see fit to express your 

personal interest in achieving progress in this area at your regular 

staff meetings. 

Enclosures 

• 
ILLUSTRATIONS OF PROGRESS 

IN 

ENLARGING THE CAREER OPPORTUNITIES FOR WOMEN 

Bureau of Programs and Standards 

U.S. Civil Service Commission 

January 1964 

1,1 
CHART f 

Tho ;)ob areas which hnvc opened to women for tAr first time

Ii). Lie agcncy 

E3tqte Tax ExamincT

Alcohol and Tobacrx T nsprotor • ,:r

):117e3tirator. ..... • i.I ; 171C r.

Elotrical Eng:Lncer • . Interior

Elf.)ctronic Mvdopmcnt TechnIGim 

V 

. intt-r:lor

Xllustrator. • 4 • • • . Iniprjor

11N11 Estate Appra.l.rcr , Icluaing c1d How 

Agency

UrhPn Renewal YAEld 1Lcpreacnt.71tive Hcoising ticJ ionr

finnncr Agpricy 
cnivtir 2 

Jot; in tri!Lith onc or only r fEm vomm iny hpvr beFn mrdoyrd 

bu'c. which hrve now opEracci roljtinrly to WM un. 

lf-VentleOfLi er 

ulterwl rinvpnue Agent 

Aczollaitant

Economist 

Digit:a Computer Fn)grpr11rtN2 

Navy 

Struoturai. I'Aigineer 

Contnlet .Auditor 

Mtithtnantj..cna. 
CHART 3 

ArmAos in which opport,InAlTo for wown pttornEys. (nlarged rcriitiy incido: 

Con7acrc,? Commissic!JI CcuerA Servics Adie_nictrAion

Atomic h,nerRy !;ommiscion Fe&,rni CommunicrAions Ca-miss:1m 

(3eral Trade Commir2nion Depnrtmcnt of thc, 
7

CHIFIT 

Sore Of . ‘.f thr.: hig,hor pooltiono to which cnrcf:T Women 1"7 

ben rppointed .inor . the first tim: 

li.3slot:Int Dimetor, OEflec of Dunestic Uold 

nnd Silvc?.:. OprrE,tions 

F:13,-.1ril Annlyst..... • • • • • . :1 7Z:--7. 

Intcruntionni Ecoroin-i z-,:t . Trcrsury 

Aosistnnt Levi ildvillor tn 

Regi001 11 Wringer 

Ghi(l. of Si 1:E'.'i: (Hospital) 

„ . , . :‘STi Tr!Ala Admi rii str:-.jon 

Vr:tcrr4i1.3 Adal Di 1.,'Li' i c.iun 

roreigti 3ervi,x RF,s7:ev.,-. U.S.I.A. Offioer„ 1.7.15s I. 

G.C.A. limn 1\lanPg,.-rRen1 :ii;stzd.:-. 3peci.111,31, 

Duildinn G.E.,',,A. *,f,Itiegcr 

Sectioci UhlPf. Frocurc - rtwiri , . .

4.E.0.. npnagoinent ;73yster1s Speciml lot 

A.L.C. Attorney. CS7-15 

Chief. Procuremcnt and Troffie Reanch . .. • L.E..C. 

, • . Array Mr:dicta Officer(Psychisirist). • . • 

Nnvy tiedienl Officer 
CHART q 

Upper level womer scientists in the Nvyy Departmnt: 

Director, Mnthematics 3ciencer; Di-ision 

GeogrPpher, G3-16 

Aead, Phyacni PInchrnico DrancJh 

Supervisory Aeror;rince Engineer 

Supervisory Reciprroh Ghmist 

Eloctronic Encinper 

Phy3J_c1st (I•Techonics) 

Maihtwitin 

MeteoroloEict 

BiolOgist. 

- 1,t,, 
CHAF,26 

Wmeu specivlists in Lbc: 

1::itienal Science Foundntion 

ProgrPn Director. Nntiouni T.J..ends nnd FroJrcAlom 

Scienco Educntion 

Sociq. Science HPsenra Annlynt 

Astrommer 

Other Arncies 

Trc-!.!ury SuperviE,ory Elscironio- Unc5.nccr 

. luiEricl 7.4icrobiolegist . Inirrior Psycholocist , . . . . :Interior Yithery Biologist 

Senior Scientists (Numerical AnPlysis) . . . kir Forcr 
• • • 

CHART 7 

Women promoted in various phases of personnel management Pre 

in such positions as these: 

Assistant to ibe Director of Personnel • • . TJerry 

Chief. Employee Development Brnnch A.E.U. 

EYecutive Pcrsonnel Specialist . • A.E.C. 

Navy Administrative Officcr . . 

Mead. Wage end Clnssificntjon Branch Nvy e 

Hrain7r. Employment nnd Enntoyee 

Relations Brtach . . . Nrvy

Nannger, Civssification awl Wage 

Administreticn Brpnoh 

Nsiy Personnel Officer. . . . . Fdrrni Communicn- Chief, Career Management Bran.,:h. 

iioils Gomrission 

Assisinnt Chief, Wnpouer Utilizption, Frder1, CommunJctioa- Comm-L.:910n 

Administrriion Chief. Relations nnd Training Di,jsion • 
MART 8 

Nrinngerivl rnd neministrPtive posts into which womun hnvu 

recently entered: 

Executive Officer Treaslry 

Af:ministryltive Officer TerPrury. IInigimnt AnnlyL%t Tr "r ry

ManPgement 5y.stema Spr-cinliA A,E.O. 

Senior Budvi Exminer A E C 

Air Yorce Supervisory Budget Anplyct 

Deputy. AssirAnnt 3ccroLpry Fublic AffPirf Str 

Contract Smcitijst. NAIterj 11 

Public Affnir8 Officer... 

FE6-1.P1 Communier Budget Analyst 

tions C01211111SS:10rl 

• . VeterPns niE,tratim Supervisory Claims Exminer . 
ectvtc." ,,41, ( 

ro'zr/T,Ii;e - ://tiv(///d/iliviii/i)11,/,?Itolowilli-v,

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gda74 

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yoti 

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Action to Implement 

Nondiscrimination on Basis of Sex 

Personnel Bulletin 62-2, January 8, 1962, Requested comment on proposed 

Subject: Employment of Women policy statement re nondiscrimination. Outlined minimum program 

steps and requested report of 

action taken. 

Promulgated nondiscrimination in Administrative Bulletin 62-23, 

February 26, 1962, Subject: Non- employment policy and transmitted 

copies of correspondence between Discrimination in Employment 

Secretary and Chairman, CSC, 

concerning nondiscrimination in 

employment of women. 

Transmitted President's memorandum Personnel Bulletin 62-72, July 26, 

of July 23 to Heads of Executive 1962, Subject: Employment of Women 

Department and Agencies advising 

of opinion of Attorney General. 

Directive to employ and promote 

without regard to sex. 

Reaffirm the desire of the Depart- Personnel Bulletin 62-81, August 6, 

ment that the spirit and intent 1962, Nondiscrimination on Basis of 

of the nondiscrimination in Sex 

employment concept be complied with 

in full. 

Letter to Director, Bureau Recruiting Advised that sex restriction may 

be removed from all examinations and Expmining, CSC, of May 31, 1962 

announcements except for Criminal 

Investigator, GS-1811 

Letter to Executive Director, CSC, Advised of significant changes in 

employment of women during prior of September 27, 1963 

18 months.

(See under tab 4) 

Letter to John Scott, Chief, Employment Follow-up reply to above request,-

Systems and Practices Section, CSC, of current list of GS-14 and 15 

competitive positions held by women October 28, 1963 

in Treasury.

(See under tab 4) 

Proposed Treasury Personnel Manual Contains nondiscrimination policy 

and request for positive action by Chapter, "Nondiscrimination in 

Bureau Heads Employment" 
TREASURY DEPARTMENT 

WASHINGTON 

Personnel Bulletin No. 62-2 

January 8, 1962 

To Heads of Bureaus, 

Treasury Department 

SUBJECT: Employment of Women 

With the President's recent announcement of establishment of 

"The President's Commission on the Status of Women", he declared his 

intention of maintaining the Federal Career Service free of discrimination on the basis of sex. There is to be equal opportunity for 

employment and advancement on the sole basis of merit and fitness. 

The Treasury Department, along with other Federal agencies, has 

been requested to take the necessary measures to assure that the intent of this objective is attained. One step contemplated is the 

Issuance of the following proposed statement of policy in the Treasury 

Personnel Manual: 

In selecting for initial employment and career development opportunities including advancement, there shall be 

no discrimination because of the race, color, sex, creed, 

national origin, physical handicap or lawful political 

affiliation of any employee or applicant for employment 

who is otherwise eligible and qualified. 

Your comments concerning this proposal will be helpful in assuring that 

the final policy statement will be of maximum assistance to you in carrying out the President's policy. 

It is also incumbent upon the Treasury Department, and in turn 

upon the bureaus, to take necessary implementing action to carry 

out this policy. Such action should include as a minimum: 

I 

a. Review of current policy, procedures and instructions to 

Insure that they reflect Presidential intent. 

b. Establishment of coverage in normal personnel program 

evaluations and related reviews to assure that practices 

are in accordance with prescribed policies in this area. 

c. Introduction of positive measures to bring about heightened 

understanding on the part of officials responsible for making selection decisions regarding both the policy and the 

long-range values of such non-discriminatory practices, e.g. 

discussion in staff meetings and coverage in the supervisory 

development curriculum. 
-2 

Your comments regarding the proposed policy statement, and a report 

of action taken on paragraphs a, b and c above and other actions planned 

to implement the policy relative to the employment and advancenent of 

women is needed in this office no later than February 10, 1962. Bureau 

reports will be used in preparing a consolidated report from the Secretary 

to the Chairman, U. S. Civil Service Commission. 

Pursuant to the instructions from the President, the Civil Service 

Commission has already begun a review of its regulations, policies, and 

practices affecting the employment of women. One immediate result of 

this review involves a modification of the certification procedures. 

As outlined in Federal Personnel Manual Letter 332-3, an agency is now 

required to submit a statement of specific reasons showing why a particular sex is essential for any position for which eligibles have been requested. 

It is the Commission's plan to assemble these reasons over a period of 

time so that an analysis may be made to determine whether discriminatory 

practices may be involved. 

It is anticipated that in complying with the procedures cited 

above, that in certain cases it will be necessaw to advise the Commission on a regional or national basis of the necessity to restrict 

certification to a particular sex for an entire category of positions. 

We are investigating the possibility of working out a procedure with 

the Commission for doing this without the necessity for resubmission 

of the justification each time a request is made for certification in 

such a category. 

It is also necessary in complying with the new certification procedures to insure relative consistency of practices within the bureaus 

and Treasury-wide with respect to employment and advancement of women 

In similar types of positions. For example, we should not have a Treasury 

office in one region restrict hiring to a particular sex for a specific 

category of positions and an office in another region not do so for the 

same positions, where essentially the same conditions prevail. Bureaus 

are expected to take whatever action is necessary to insure internal consistency of practice. In order to maintain consistency of practice within the Department, proposed justifications for restricting certification 

to a particular sex for an entire category of positions within a bureau 

should be submitted to the Office of Personnel for coordination. 

Please note reports are due by February 10, 1962. 

/Amos N. Lat iMI, Jr. 

Director of Personnel 
TREASURY DEPARTMENT 

WASHINGTON 

ADMINISTRATIVE 

ASSISTANT SECRETARY 

Administrative Bulletin No. 62-23 

February 26, 1962 

TO BE DISCARDED AFTER February 15, 1963 

To Heads of Bureaus, 

Treasury Department 

SUBJECT: Non-Discrimination Employmentt 

The following statement of the Department's policy on nondiscrimination in employment is published for your guidance. 

Please take the necessary steps to insure that your procedures, 

instructions and individual personnel actions conform thereto 

in all respects. 

"In selecting for initial employment and career 

development opportunities including advancement, there 

shall be no discrimination because of the race, color, 

sex, creed, national origin, physical handicap or lawful political affiliation of any employee or applicant 

for employment who is otherwise eligible and qualified." 

This policy will be incorporated in the next revision of 

the Staffing section of the Treasury Personnel Manual. 

There is also attached for your information an exchange of 

related correspondence between Secretary Dillon and Mr. John W. 

Macy, Chairman of the Civil Service Commission, concerning nondiscrimination in the Federal Service in the employment of women. 

A. E. Weatherbee 

Administrative Assistant Secretary 

Attachments 
THE SECRETARY OF THE TREASURY 

WAS 

February. 23, 1962 

,Dear Mr. Macy: 

In further reply to your letter of December 15, 1961, I am 

pleased to report the steps taken by the Treasury Department to 

implement the President's declared intention of maintaining the 

Federal Career Service free of discrimination on the basis of sex. 

In accordance with your request, I am enclosing an Administrative Bulletin which sets forth the Department's policy on nondiscrimination in employment. 

A Department-wide review of internal policies, procedures and 

Instructions to insure that they reflect Presidential intent has 

been substantially completed. Several bureaus and offices have also 

established coverage in their normal personnel program evaluations 

and related reviews as a follow-up to insure that their practices 

are in accordance with prescribed policies; others are in the process of doing so. In addition, positive measures are being introduced throughout the Department to bring about heightened understanding on the part of officials responsible for making selection 

decisions regarding both the policies and the long-range values of 

such non-discriminatory practices. 

At the Departmental level, "non-discrimination on the basis of 

sex" is being included as a specific item of coverage in the personnel mhnagement appraisal program, conducted by the Office of Personnel. 

I trust that these steps will lead to even more significant 

progress in our efforts to utilize the vast untapped potential of 

women in Federal employment. 

Sincerely yours, 

is/ Douglas Dillon 

Douglas Dillon 

The Honorable 

John W. Macy, Jr. 

Chairman, U. S. Civil Service Commission 

Washington 25, D. C. 

Enclosure 
• • 

• . • T r. • .1 

• ' tr' *L4r'• UNITED STATES CIVIL SERVICE COMMISSION

1..‘ WASHINGTON,O. C. 

CHAIRMAN DEC 1 5 1961 

Honorable C. Douglas Dillon 

Secretary of the Treasury 

Washington, D. C. 

Dear Mr. Secretary: 

With the president's recent announcement of establishment of 

"The President's Commission on the Status of Women" he declared his 

intention of maintaining the Federal career service free of any 

discrimination on the basis of sex. There is to be equal opportunity for employment and advancement on the sole basis of merit and 

fitness. 

This imposes upon all of us, as heads of our respective organizations, personal responsibility for attaining this objective. The 

President has requested that I work with you in seeing that his 

intent is fully carried out. 

Pursuant to the President's instructions to me we have begun 

reviewing Commission regulations, policies, and practices affecting 

the employment of women in the Federal career service. One need 

for change of operating policy has become immediately apparent. 

For many years the Commission has limited the referral of persons 

from lists resulting from competitive examinations to those of one 

sex, upon agency request, without submission of reasons for such 

limitation. The Commission has completed an analysis of recent requests of this nature. The results show that there appears to be

little basis, in relation to the duties to be performed, for most 

requests which specify that a particular sex only should be referred. 

For example, the recently acquired data shows that over 947. of the 

requests for eligibles to fill 'higher level, management type positions 

specified men. 0 

It has been decided, therefore, that effective immediately 

agencies should include a statement of specific reasons when submitting a request for a list of eligibles which specifies that a 

particular sex is required. It is our plan to assemble these reasons 

over a period of time so that analysis may be made to determine 

whether discriminatory practices may be involved. 
2 

Operating levels of agencies are being instructed through the 

usual means of communication of this change. An advance copy of 

these instructions is attached. 

Appointment practices are probably the single most important 

factor concerning possible discrimination in employment of women. 

Almost as important, however, are agency practices and policies in 

taking promotion actions and in providing opportunities for 

specialized training. The concern for avoidance of discrimination 

extends equally to matters relating to career development and 

advancement to more responsible positions. 

Accordingly, it is suggested that all agencies start review of 

their internal personnel policies and procedures, and their operations under them, to make certain that the Presidential intent regarding initial employment and advancement of women employees is 

made explicit and thoroughly effective. When this review is 

accomplished, as I hope it may be by March 1, 1962, I would like a 

copy of any personnel policy statement issued within your agency. 

I would also appreciate a brief statement of any steps of internal 

inspection and follow-up that will be taken to assure compliance at 

all operating levels. 

Agencies will be kept informed of other changes which may be 

made in our regulations and procedures as a result of current review, 

and of further actions planned by the Commission. 

I believe that the establishment of "The President's Commission 

on the Status of Women" provides an outstanding opportunity for all 

of us to make certain that the Federal career service in all its 

aspects is brought closer to the ideals implicit in its long standing 

principles. 

Sincerely yours, 

John W. Macy, J )Chairman

Enclosure 

NOTE: Enclosure has been issued by the Civil Service 

Commission as FPM Letter No. 332-3. 
TREASURY DEPARTMENT 

WASHINGTON 25, D.C. 

Personnel Bulletin No. 62-72 . 

July 26, 1962 

To Heads of Bureaus, 

Treasury Department 

SUBJECT: Employment of Women 

Re?ent newspaper publicity about the President's directive 

concerning greater employment opportunities for women has 

caused several immediate inquiries to members of my staff. 

As n matter of information, I am attaching a copy of the 

President's Memorandum to Heads of Executive Departments and 

Offices. 

The Civil Service Commission is working on implementing 

regulations which will be issued in the near future. During 

the interim, the Department's policy set forth in Administrative 

Bulletin No. 62-23 should be carefully followed. 

///

Amos N. Latham, r. 

Director of Pe onnel 

Attachment 
THE WHITE IIOUSE 

WASIIIN(JON 

July 23, 1962 

MEMORANDUM FOR THE HEADS OF 

EXECUTIVE DEPARTMENTS AND AGENCIES 

As I recently advised the Chairman of the President's Commission on the Status of Women, the Attorney General has 

rendered an opinion that will make it possible to open up 

greater employment opportunities for women in the Federal 

service. He has held that the question whether positions in 

the Federal Government may be filled by men only, by women 

only, or by qualified members of either sex, is a matter which 

may be regulated by the President. 

I have previously directed the Chairman of the Civil Service 

Commission to review pertinent personnel policies and practices affecting the employment of women and to work with you 

to assure that selection for any career position is made solely 

on the basis of individual merit and fitness. 

I intend that the Federal career service be maintained in every 

respect without discrimination and with equal opportunity for 

employment and advancement. The opinion of the Attorney 

enables me to direct you to take immediate steps General now 

so that hereafter appointment or promotion shall be made without regard to sex, except in unusual situations where such 

action has been found justified by the Civil Service Commisthe basis of objective non-discriminatory standards. sion on 
TREASURY DEPARTMENT 

WASHINGTON 25. D.C. 

Personnel Bulletin No. 62-81 

August 6, 1962 

To Heads of Bureaus 

Treasury Department 

SUBJECT: Nondiscrimination on Basis of Sex 

The President, in his memorandum of July 23, 1962, directed 

each agency head to take immediate steps within his agency to 

insure that appointments and promotions are made without regard 

to sex, except in unusual situations where such action has been 

found justified by the Civil Service Commission on the basis of 

objective nondiscriminatory standards. 

Consistent with the President's directive, the Civil Service 

Commission is issuing revised regulations and instructions. These 

are based upon a general employment concept that no training or 

position shall be denied any person on the basis of sex who meets 

the applicable experience, skills, and physical requirements for 

the training or duties in question. 

In summary, these changes provide, within this basic employment concept, that exception may be made in some few kinds of 

institutional, law enforcement, or custodial employment, and in 

certain unusual circumstances where it can be clearly and logically concluded from the facts at hand that a particular individual under consideration cannot reasonably be expected to 

perform effectively the duties of the position. A Federal 

Personnel Manual letter providing specific implementing instructions will be issu?d shortly. 
- 2 -

It is appropriate to again invite your attention to the 

following bulletins: 

Personnel Bulletin 62-2 of January 8, 1962)Subject: 

Employment of Women, 

Administrative Bulletin 62-23, Subject: Nondiscrimination in Employment, which contained the following 

policy statement: 

"In selecting for initial employment 

and career development opportunities including 

advancement, there shall be no discrimination 

because of the race, color, sex, creed)national 

origin) physical handicap or lawful political 

affiliation of any employee or applicant for 

employment who is otherwise eligible and 

qualified." and 

Personnel Bulletin 62-72 of July 26, 1962, which conveyed 

the President's message to Heads of Executive Departments 

and Agencies on this subject. 

In consideration of previous guidance on this subject, 

bureaus should be prepared at this time to conduct their personnel 

operations and management in a manner consistent with the 

President's declared intention that the "Federal Career Service 

be maintained in every respect without discrimination and with 

equal opportunity for employment and advancement." 

It is the desire of the Treasury Department that the spirit 

and intent of the employment concept stated above be complied 

with in full. In this connection bureaus are urged to advise 

the Office of Personnel of operating problems arising from 

implementation of this change in policy that may have Departmentwide significance. In addition, the Office of Personnel will 

serve as coordinator and as the focal point for negotiating 

requests with the Civil Service Commission for designating any 

specific occupational group as being restricted to one sex. 

,/ Amo N. Lath( 1 Jr. 

/ Director of sonnel 
' 

KM 1 1962 • , 

Dear t:r. Larvey: 

ctir to,1,:phr.mic noponao to the 

rz,(:-.Licot in your leter %IT /tpril 21, 1962, concerninc,tthe 

Coition of restrictive inn;_,Atn.go in Treasury citIon 

announce=nts, with ivcara to cr.ployment of applicants of 

a particular sex. 

Au inlicatea to pa.. Eeernan, rcstrictions may bo retwed from all current ccmination cnnouncomnts excez)t 

those for Speial Azent, Inzalector (Internal Cccurity), 

and Trensury Illforcemont Agent. These cznminatiorc. cover 

CS-1811, criminal invecticaor positions. In vieu of the 

requirez:ent for above avoreco plvssical strepz;th and stamina 

under shivers° and highly dangerous condition, tho nececsity 

to serve in under-ttvcr capacities, und at times to live 

and aocociate with criminals for lone periods of time, it 

to believed necessary to restrict these elwairtations to gon. 

13Incerol;y 

(Signed) A. N. Latham ' Jr. 

&los Latham, Jr. 

Director of Porsonnol 

Don"..ld L Marvel/ 

Director, rarcau of nocruitins 

and rzamining 

U. S. Civil te:lonrice Cccraission. 

Washincton 25, D. C. 

Office of Personnel 

A":1-rnhn11:1w 5/29/62 
DRAFT 

TREASURY PERSONNEL MANUAL 

CHAPTER N-1 (FPM CODE 713) 

NONDISCRIMINATION IN EMPLOYMENT 

I. General 

A. Purpose 

This chapter sets forth policy and instructions relative to 

prohibited discriminatory practices in employment and in 

related personnel processes. 

B. Policy 

In selecting for initial employment,advancement and career 

development opportunities, there shall be no discrimination 

because of the race, color, sex, creed, national origin/ 

handicap, age, or lawful political affiliation of any employee 

or applicant,for employment who is otherwise eligible and 

qualified. 

C. Positive Action Reggired 

It is the intent, in setting forth the above cited policy, that 

heads of bureaus and offices initiate and maintain action programs/ 

Including necessary educational and evaluative activities to carry out 

the spirit and intent of the policy in a positive and affirmative 

fashion. Although there shall be clear avenues adopted for the 

submission, consideration and redress of complaints, the 

approach to action programs shall be characterized by the 

establishment of conditions that will make complaints of 

discrimination unnecessary. 

1/8/64 
- 2 

II. Equal Employment Opportunity Program (Under Executive Order 10925) 

A. Introduction 

1. Authorities 

a. Executive Order 10925 - Establishing the President's 

Committee on Equal Employment Opportunity - 6 March 

1961 (26 F. R. 1977) 

b. Rules and Regulations of the President's Committee on 

Equal Employment Opportunity (FPM, Chapter 713) 

c. Federal Recruitment and Training Order of the 

President's Committee on Equal Employment Opportunity 

of May 291 1963 

d. Treasury Department Administrative Circular No. 761 

August 171 1962, Regulations Governing the Equal 

Employment Opportunity Program 

e. U. S. Civil Service Regulations, Part 410 

2. Treasury Department Administrative Circular No. 76 contains 

executive policy, sets forth the objectives of the Equal 

Employment Opportunity Program in the Treasury Department, 

establishes the organization, provides a procedure for the 

handling of complaints and includes certain additional 

general responsibilities. This section of the Treasury 

Personnel Manual provides additional guides for affirmative 

action in implementing the program. The processing of 

1/8/64 
- 3 

complaints under the program continues to be in accordance 

with the appropriate provisions of the Administrative 

Circular cited. 

3. The objectives of the Equal Employment Opportunity Program 

set forth in Administrative Circular No. 76 are as follows: 

a. To assure that all qualified persons are considered 

for and given equal opportunity for appointment to all 

levels of positions within the Department.. 

b. To assure that equal consideration is given to all 

employees in all promotion and reassignment actions. 

c. To assure that equal training opportunities are made 

available to all employees.' 

d. To assure fairness in the processing and disposition of 

all complaints and in making recommendations to 

appropriate administrative officials for corrective 

measures. 

e. To assure that all relations and dealings with . 

applicants and e:Iployees are in conformity with the 

policy of the Federal Government. 

B. Responsibilities 

1. The Employment Policy Officer 

Serves as the personal representative of the Secretary 

in providing over-all leadership and policy direction to the 

Equal Employment Opportunity Program, and for dealing 

with committees of Congress which may be empowered to 

study or investigate matters concerning Equal Employment 

1/8/64 
Opportunity. Under the rules and regulations of the 

President's Committee on Equal Employment Opportunity he: 

a. Advises the Secretary with respect to the preparation 

of regulations, reports, and other matters dealing with 

the exclusion and prohibition of discrimination under 

Executive Order 10925. 

b. Takes final Treasury Department action in complaints 

of alleged discrimination in personnel matters within 

the Department. 

c. Appraises the personnel operations of the Department at 

regular intervals to assure continuing conformity to the 

policy of excluding and prohibiting discrimination 

expressed in Executive Order 10925. 

2. The Director, Employment Policy Program 

As the principal staff assistant to the Etployment Policy 

Officer and as operating head of the program: 

a. Promulgates policies, procedures and guidelines for the 

handling of complaints concerning discrimination under 

Executive Order 10925 in employment and other personnel 

matters. 

b. Conducts appraisal studies of the Department's program 

and recommendc to the Employment Policy Officer measures 

to be taken for the improvement of the program. 

1 /8/6k 
- 5 -

c. Maintains liaison with the President's Committee on 

Equal Employment Opportunity and respresents the 

Department in dealing with the Committee. 

d. Investigates and resolves cases of alleged discrimination 

directed to the Employment Policy Officer, and makes 

recommendations to appropriate aaministrative officials 

for such corrective action as may be deemed necessary. 

3. Director of Personnel 

a. Develops programs, methods, and techniques for carrying 

out the Equal Employment Policy with respect to all 

aspects of personnel administration within the framework of the Federal Civil Service merit system. 

b. Provides specialized assistance and staff support to the 

Employment Policy Officer in evaluating the over-all 

aspects of the Treasury Department's Equal Employment 

Opportunity Program and in resolving complaints. 

4. Heads of Bureaus 

a. Are directly responsible to the Secretary for carrying 

out the spirit and intent of the Equal Employment 

Opportunity Program and for providing implementation 

thereof throughout all levels of their organizations. 

b. Report to Employment Policy Officer on progress made to 

implement the program and furnish basic statistics 

indicating the status of minority group employment. 

1/8/64 
-6-

5. Deputy Employment Policy Officers 

a. As representat: -a of the Employment Policy Officer 

serve as princ 411 advisors to Bureau Heads or 

activities in Implementing the program. 

b. Investigate complaints directed to officials of their 

bureaus and resolve such complaints in accordance with 

established Treasury Department procedures and the rules 

and regulations of the President's Committee on Equal 

Employment Opportunity. 

c. Assist the Director, Employment Policy Program in 

evaluating and reporting on equal employment opportunity 

matters and in milking studies bearing on the program. 

d. Maintain close liaison with Bureau Personnel Officers, 

to exchange information and to coordinate activities as 

appropriate. 

6. Bureau Personnel Officers 

a. Develop action plans and programs to achieve the 

objectives of the Equal Employment Opportunity Program 

with respect to all aspects of personnel administration. 

b. Serve as program advisers to key bureau officials and 

to the Deputy Employment Policy Officer on personnel 

matters relating to the program. 

C. Recruitment 

1. Guides for an Affirmative Approach 

To insure Equal Employment Opportunity it is essential that 
in recruiting there be effective communication of the 

agency's needs to all qualified candidates throughout the 

recruiting area and that the qualifications evaluation 

process and selection procedure be as objective as possible. 

Some measures characteristic of an affirmative approach in 

recruitment include: 

a. Developing and consistently applying valid and realistic 

qualification requirements and evaluation procedures so 

as to preclude the possibility of discrimination. 

b. Conducting college and technical school recruitment at 

a representative number and variety of institutions 

including those with a substantial number of minority 

group members in attendance. 

c. Conducting clerical and related recruitment on a full 

community basis including visits to schools with a 

substantial number of minority group members in 

attendance. 

d. Maintaining communications with local educational 

institutions, service groups, or similar organizations 

including those composed primarily of minorities. 

e. Designing and planning recruitment publicity such as 

brochures and vacancy announcements so as to assure all 

qualified applicants without regard to race, creed, 
8 

color, or national origin, that they yill be given 

equal opportunity for employment, e.g. use of illustrations which include minority group members. 

f. Constantly reviewing all phases of the recruitment 

and selection process for conformance to policy. 

g. Investigating situations wherein the number of minority 

group members within an organization is subsantially 

less than would be expected under a program of equal 

opportunity. 

h. Providing recruiting representatives of Treasury activities with the orientation and training necessary to a 

complete understanding and full appreciation of the 

Department's policy of nondiscrimination. 

i. Using minority group employees in recruiting activities, 

e.g. as a member of a recruiting team. 

2. Prohibited Recruitment Activities 

In accordance with FPM Letter No. 330-2 of July 19, 1963, 

agency arrangements for Obtaining applicants for Federal 

employment from business, secretarial, trade, and similar 

1/8/64 
private schools, private employment agencies, and other 

private recruitment and referral sources that operate on 

a segregated basis are prohibited. Specifically prohibited 

are recruiting visits, formal or informal referral of 

applicants, participation in "career days" and speeches by 

agency representatives at such sources. Bureaus may 

continue to send to such institutions examination announcements and other publicity made available to the public, 

generally. In addition, they may continue to accept 

applicantions from students and former students of such 

sources. 

D. Merit Promotion 

1. In accordance with Chapter S-3 of the Treasury Personnel 

Manual, a Bureau's promotion plan must contain a 

provision that religious, racial or partisan political 

discrimination is prohibited and that violation of such 

provision will be dealt with in accordance with applicable 

laws, regulations and policies." 

2. Positive implementation of such promotion plans require as 

a minimum 

a. Measures designed to eliminate personal bias in such 

subjective areas of evaluation as supervisory vouchers, 

1/8/64 
interviews, and the ultimate process of selection from 

among eligibles qualified. 

b. Periodic review of selections and follow-up of apparent 

repeated instances of nonselection of minority group 

members. 

E. Facilitating Acceptance of Minority Group Members 

When the employment of minority group members will constitute a 

change in the traditional employment pattern of an organization, 

action should be taken to forestall any possible harmful 

effects on both productivity and morale. Specific measures 

which will assist in fostering the development of attitudes 

receptive to change are: 

1. Communication from the head of the organization setting 

forth a firm position of support for the Equal Opportunity 

Program. 

2. Utilization of staff conferences, supervisory training 

programs, and problem solving discussions within affected 

organizational units to explore means of attaining 

effective change. 

3. Creating a clear understanding among all levels of supervision within the organization that they are expected to 

assume a personal responsibility for making constructive 

contributions to the national goal of equality of opportunity, as expressed in Executive Order 10925 and that they 

must recognize that the assumption of this responsibility 

is a condition of their employment. 

61111111.1 IsM4 
4. Fostering supervisory practices which reflect objectivity 

and fairness in dealing with all employees with respect to 

such activities as: 

a. The distribution of work and training assignments and 

details. 

b. Expectations as to level of performance. 

c. Ratings and appraisals of performance. 

d. Encouragement and assistance in dealing with job 

connected problems. 

e. Discussions of dissatisfaction related to discrimination. 

f. Assuring that the working conditions, e.g. assignment of 

work areas, are free of discriminatory practices. 

F. Effective Utilization of Skills 

1. Although many of the existing personnel program activities, 

including, for example, performance appraisal plans, 

promotion plans, and maintenance of skills files, result in 

increased utilization of employee skills, cases will be 

discovered from time to time of significant nonutilization 

of such skills. In some instances nonutilization of 

skills reflects a lack of need for the skill in the 

organization. Other instances may represent oversight 

requiring corrective action. It is incumbent upon each 

bureau to examine its resources for the review of skills 

utilization and to insure that a periodic review, 

especially of the skills below Grade 5, is conducted at 

least annually. It has been found that the preponderance 
of significant D. ,,utilization of skills occur at these 

grade levels. A form which may be used for this purpose 

appears as Appendix A. 

2. When instances of :;ignificant under-utilization of skills 

are identified, reedial action shall be taken consistent 

with the needs of the organization to better utilize the 

employee skills, first within the immediate organization 

and, if necessary, elsewhere within the bureau's organization. 

3. In those instances where the employee's skill level is 

substantially above his employment level and his skills 

are of a nature not normally utilized in the bureau, or 

which cannot be utilized in the forseeable future, the 

employee should be assisted, if he so desires, and it is 

consistent with the interest of the organization, in 

bringing his qualifications to the attention of other 

bureaus and other agencies. Such cases shall be handled 

in the field through local interbureau and interagency 

exchange relationships. In the Washington, D. C. area, 

bureaus may request the assistance of the Office of 

Personnel,(Attention: Assistant to the Director of 

Personnel (Operations)). 

G. Employee Development and Training 

1. Training 

In view of the close relationship between training and 

development activities and subsequent oiTortunities for 

/ 
I‘ 

-13-

advancement, discrimination in selection for training 

in most instances automatically results in discrimination 

in advancement. Consequently, Civil Service policy 

expressed in Federal Personnel Manual Letter 410-4 

provides "that therc shall be equal opportunity in training, 

as in employment." Furthermore, the President's Committee 

on Equal Employment Opportunity declared (In Its Federal 

Recruitment and Training Order of May 29, 1963) that "the 

training at Government expense of Government employees at 

schools which discriminatorily restrict their admission of 

students is inconsistent with the provisions of Executive 

Order 10925." The Civil Service Commission has implemented 

the above by issuance of the following in Part 410 of its 

Regulations: 

'Vile head of each department shall prescribe 

such procedures as are necessary to assure that in 

the selection of employees for training there shall 

be no discrimination because of race, creed, color, 

national origin, or sex. 

"Pi department shall not select for training any 

non-Government facility that discriminates because 

of race, creed, color, or national origin in the 

admission or in the subsequent treatment of students." 

Within the framework of their responsibilities set forth in 

Section II-B-3 above, Bureau Heads arc expected Lo: 

a. Keep supervisors and training administrators in their 

bureaus informed of the above cited regulations; 

1/8/64 
b. Insure that appropriate policy issuances of the 

bureau specifically cover nondiscrimination in the 

selection of employees for training; and 

c. Take such additional measures they deem necessary 

to assure compliance with the spirit and intent of the 

regulations. 

2. Counseling and Assistance in Self-Development 

Many employees possess capabilities and potentialities, 

which, if developed, could materially contribute to the 

accomplishment of the Treasury Department's goals and 

represent an over-all gain to society. Thus, a concept 

of equal opportunity in the area of training and development must in the long run be backed up by counseling and 

guidance services which help the employee to assess his 

potentialities and which positively encourage him to 

develop them to the fullest extent possible. While 

the role of the supervisor and that of the personnel office 

in this regard is the same for all employees, the actions 
-15 -

of both must be marked by awareness of the need of minority 

group members for both assistance and encouragement. 

Specific examples of supporting actions that are recommended include: 

a. Disseminating knowledge of opportunities for advancement. 

b. Disseminating information regarding opportunities for 

training and development. 

c. Providing assistance in determining developmental 

needs of individuals for promotion to specific vacancies 

and for further advancement within career fields. 

d. Providing direct assistance when appropriate in the 

pursuit of training under the Government employee's 

training act, e.g. tuition assistance or time off to 

attend a course at a local university. 

e. Recognizing the development of skills and abilities in 

making work assignments and in subsequent personnel 

actions. 

H. Evaluation and Correction 

1. Evaluation 

Inherent in a positive plan of action for insuring equal 

employment opportunity is the need for periodic assessment 

of problems encountered and progress made. Appendix B is 

1/8/64 
a suggested self-mlluation guide which has been developed 

as a tool for makinc periodic evaluations of the 

effectiveness of buleau programs. The development of 

additional or more refined evaluation techniques tailored 

to the needs of individual organizations is encouraged. 

2. Corrective Action 

Whenever as a result of specific complaints under Treasury 

Department Administrative Circular No. 76 or from 

evaluations such as those suggested above, it is determined 

that discrimination appears to have occurred, it is 

Important that the practices giving rise to the situation 

be corrected and that such correction be made promptly. 

Furthermore, positive corrective action at a local level is 

In most instances more effective than that proposed by a 

higher reviewing level. Reports of corrective action on 

the basis of complaints are made in accordance with the 

provisions of the Circular. 

1/8/64 
TREASURY DEI TMENT QUALIFICATION AND SKILLS UPD NG INVENTORY 

aren't purposely reflected in their records. I t\ VMUCTIONS: From time to time Treasury employees 

through off-the-job attendance at school and participation in 

By completing thin form you will have the opportunity to make 

%elf-development activities increase their skills and qualifiessure your record is up to date. It will also provide your super- to a significant degree, but for some reason or another 

visor and the Personnel Officer an opportunity to make a 1441 to make this information part of their official record. 

summary review of your qualifications in terms of immediate

Other employees may possess needed specialized skills and 

and anticipated personnel requirements. 

qualifications which they are not currently using and which 

DATE OF 13IRTII SEX tiAmE, 

El MALE CD FEMALE (Middle Initial)

(Last) (Firm° 

SERIES GRADE OSITION TITLE 

GS OTHER: 

°RGANIZATIONAL UNIT 

(Drench) (Section) 

(Office) (Divinion) 

,..st U.S. Civil Service Examinations you have passed during the past .5 years(Omit the exam for the 

How long have you worked in aitmn _ _....„ ..._._., h.1di

YR. TAKEN YRS. MOS.

TITLE Grade Level ...... 

(a) your present office? 

.... 

(b)the Treasury Department? 

.-- ...... 

(c) your present position? 

....., 

(d) your present grade level? 

_ ...._ 

EDUCATION AND TRAINING 

List all courses completed during the 

Show all education above high school past 2 years(off the Job)

Circle the highest education level 

FROM TO Degree Achieved SCHOOL AND COURSE 7ertif. ,Primory 

1 2 34 5 6 7 8 

High School 

1 2 3 4 

College 

1 2 3 4 5 6 7 

Trade or Business 

1 1y, 2 3 4 

SPECIAL SKILLS AND QUALIFICATIONS 

the space provided below, list any special skills, talents, or other qualifications which you believe should be highlighted in you; 

record in connection with possible future assignments. Aro there any positions other than those which 

qesent a promotion in your present line of vvaic which you believe you are qualLied for 

1_and_±,hra_gmac..aevea.W„ 

AM. 

IlLif_..igeneral comments you wish to make on the reverset 

AVAILABILITY 

If Your skills and qualifications could be more effectively utilized by assigning you to another position 

El YES CD NC 

Would you accept such an assignment only in certain geographical locations? (If yos, list locations on reverse) 

El YES C:1 

Would you accept such an assignment in another Treasury organization? (If yes and your choice is limited, siplimitations on the reverse) 

DATE ATURE OF EMPLOYEE 

GPO 93167 
APPENDIX B 

Suggested Self-Evaluation Guidelines 

The following guidelines have been developed to aid in evaluating 

the effectiveness of the'Equal Employment Opportunity Program within 

the bureau. 

I. General 

A. Has the Treasury Department Equal Employment Policy been 

supplemented by or included in a Bureau issuance? 

B. To what extent have the heads of field establishments expressed 

their active support of the Program? 

C. What action has been taken to provide for a fully coordinated 

program between field establishments and the Bureau? 

D. How does management assure itself that the over-all objectives 

of the Equal Employment Opportunity Program are being carried 

out? 

II. Personnel Practices 

A. Training - To what extent is the in-training program conducted 

by the bureau utilized to further the objective of the Equal 

Employment Opportunity Program?, 

1. Are new managers and supervisors informed of their 

responsibilities for implementing this policy? 

2. Have all supervisors attended or are they scheduled to 

attend a training program dealing with the Equal 

Employment Opportunity Program? 

1/8/64 

Illiiir 
-2 

3. To what extent is Equal Employment Opportunity a topic in 

middle or top management training programs conducted by 

the Bureau? 

4. Are all new employees fully informed of the Equal 

Employment Opportunity Program, during regular orientation 

procedures or training? 

5. What measures are established for training evaluation? 

What are the results? 

III. Recruiting 

A. What efforts in the community have been made to encourage 

all qualified citizens to seek employment with Treasury 

Department? 

1. Are contacts maintained with colleges and other institutions 

with substantial or total minority group enrollments and 

other organizations interested in equal employment 

opportunities of minorities? 

2. What results have been obtained? 

B. Placement and Development - What statistics are being developed 

to present a factual picture of employee population and 

staffing pattern regarding the employment of minority group 

members at all grade levels and occupational categories? Do 

the statistics show at least the following information? 

1. Grade level distribution of all employees as comparod to 

grade level distribution of minority group erjaoyees. 

1/8/64 
-3-

2. Minority group appointments, i.e. (13 of total appointments. 

3. Occupations filled for the first time by minority group 

members. 

4. Percentage of total professional and technical positions 

occupied by minority group employees. 

5. Participation by minority group employees in continuing or 

one-time training programs. 

6. An organizational breakdown of the Bureau showing minority 

group population by organization. 

When analysis of the statistics reveal the need for remedial 

steps, have these been taken? 

IV. Promotion and Utilization 

A. Bow does management assure that the promotion plan is 

effectively communicated to all employees? 

B. Are methods of selection such that minority group candidates Vac) 

possess the required qualifications are assured of equal 

consideration for all types of jobs at all grade levels? 

C. What positive action has been taken by management to assure 

that all promotions are effected on the basis of merit and 

fitness and that equitable consideration has been afforded 

qualified minority group employees? 

D. Are there provisions for identifying significantly under-utilized 

employees and if so, is there a positive follow-up and evaluation 

system to insure remedial placement actions arc taken to correct 

such cases of under-utilization? 

1/8/64 
V. To what extent are the following used to identify the problem 

areas, and potential problem areas? 

A. Placement follow-ups 

B. Attitude surveys 

C. Exit interviews 

D. Review and evaluation of Civil Service Commission Inspection 

Reports 

E. Review of bureau self-evaluation reports on personnel 

program effectiveness 

F. Periodic surveys of the number and type of discriination 

complaints received to identify and correct problem areas 

G. Meetings of Personnel Officer and Deputy Employment Policy 

Officer within the organization to allow for discussions of 

the entire Program 
SE-i ri 663 4

tear Mr. Irons: 

This is in rat;ponse to the informal request from Mr. John Scott 

of the Corniscion's staff for sirpificant e,:nzIples and develoiznente 

evolvins frora Treasury's implementation of the President's policy 

rcrardin,s the employment of women. 

; 

As you know, the presence of VOtlell in key 1:lositions is not new in 

Treasury. Both the Treasurer of the United Ctates and the Director of 

the Hint aro women and these positions have been occupied in the past 

by other women. r.ouover, during the past year end a half there have 

been some sicalficant changes in the erAploym.,,nt patterns of variouo ' 

occupational categories that:nay be c:?; ii;:terect to you. 

Changes vorth notina within the i4erna3,ROM= Service two: 

Intrrrinl Peveimitmr.t.,11. Althoudl a few 

vomen have occupied these positions in the past, 

opportunities have widened considerably at all. 

levela and there are nov several non-supervisory 

ezzperts at the grade GS-I3 level and one G.S-14 

serving in the appellate itnction in rev York. 

rntnte Ttlx FtrIninnr,Sq..!92_0 - These positions 

fonwrly 1ac.,1(1 by mn enly are nov occupied by 

women in at least three regions and the rational 

Office. 

Alcohol and Tobncce Tax Inelloctor CS.10c4.This 

WaLl formerly astrict ior mm only occupation. 

Tvo positions are now held by women in the San 

Francisco region. 

Povenu,, Ortief,rk cs-116.2. - Althoucb this occupation 

had been almost entirely restricted to man, alcont 

all regions report substantial hiring of women frma 

the FS= registers for these positions during the 

past year. 
414 

-• 

4 

2 

In the Office of the Cecretary ve new have six rado OS-15 

positions occupied by vomen including one of iv own Assistants, 

Vrz. L"..'ther C. Invten, four Picea Econeraists, and Mrs. Ida P. 

Dc_vidson, Asciatent Director Office of Domestic Gold and Silver 

tiors. - e • - A 

The U. 8. Coast Cuara report that they have placed veracn for &del) ca, 

the first tilt° in a Playsiciat (Optics) pozivien, 03-9'eLnd in a •are..g.at 

Cuyervicory Electronics En,,noers GS-14 pppition. 41-4.1 Ai!) 

Sevoral of the bureaus report noticeably increased hiring of 

verlen no professional Accountants in the G5-510 aeries and in the 

higher levels 0.0 Digital Computer Prognuzzers. Both of these types 

of vork altb.eucli not restricted to men, vere formerly occupied 

prirm.rily by raon. 

It is hoped that the above information viii meet the need 

cutlined by Mr. Ecott. If you Irish any additional details concerning 

the examples cited* please do not hesitate to call. 

Sincere4 yours, 

arz:ain • Amoa ( ietheap.L Slgnur) A. N 

Director of Personnel 

Vr. Warren B. irons 

ncecutive Director 

U. S. Civil Service Commission 

Washington 25, D. C. 
'OCT 28 1963 

Dear Mr. Scott: 

This is a follow-up to tho conversations betuecn you and members 

of my staff in which you indicated that additional inforaation 

concerning tho placement of worm otad be helpful to the Commission 

in makina a report to the Ulaito Rouse. 

There is attached a list of positions, GS-14 and 15, held by 

women employees in the Treasury tpartment. Whenever an asterisk 

precedes the position title, it signifioo that the woman vho occupies 

the position has been placed in it subsequent to Deceniber 15, 1961, 

and that it is the first time the position has been held by a von 

at this level. 

Sincerely yours, 

(Sigma) A. 11. Lat,haz, 

Amos N. Latham, Jr. 

Director of Personnel 

Kr. John F. Scott, Chief 

Employment Systems and 

Prncticeo Section 

Bureau of Proarams and Standards 

U. S. Civil Service Commission 

Washington, D. C. 

Attachment 
OFFICI1 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the Secretary 

Office of the General Counsel 

Dureau of Engraving and Printing 

Internal Revenue Service 

Ilow York ReGional Office 

Internal Revenue Service 

Interaal Revenue Service 

Interiml Revenue Service 

Internal Revenue Service 

4 

TITLE MD CP.Aln 

*Assistant Director, Office of Domestic 

Gold and Silver Operations, CZ-15 

Fiscal Economist (Public Debt • td:anagement), GS•15(2) 

* Fiscal Analyst (Special Asnistant to 

Fiscal Assistant Secretary), GS-15 

*Assistant to the Director of 

Personnel, GS-15 

*Administrative Officer, GS-14 

*Ifismagement Analyst, G3-14 

*Fiscal Economist (Tax), GS45 

*International Economist, GS-14 

Attorney:Advicar (General), GS44(3) 

Assistant Personnel Officer, GS-14 

*Internal Revenue Agent (Appellate), 

Technical Advisor, 013-14 

*Assistant Director, Refund Litigation 

Divi3ionp Gs-15 

*Executive Officer, Office of Assistant 

• Commissioner (Administration), CS-15 

. Executive Officer, Office of Assistant 

CoLTaissioner for Planning and Research, 

Research Division, G$-15 

Executive Officer, Chief of Analytical 

Services Staff, Office of Assistant 

Cormissioner for Compliance, Collection 

Division, GS4.3 
LE AND GrATZ orTIcE 

Executive Officer, Office of Assistant

Internal Revenue Service Comossioner Data Processing, Operations 

Divioion, GS-15 

Supervisory Digital C071ruter, Systems Internal Revenue Service 'Analysis, Office of AnDistarrt 

Colmissioner for Data Processing, 

Systems Division, GS-1.4 

Supervisor, Internal Rovenue Acent,

Internal Revenue Service Office of Assistant Commissioner 

(Technical), Ttal: Rulings Division, 

GO-14 

Bead, Legal Staff, GS-14

Bureau of the Pdblio Debt 

Chicago Office 

Assistant Chief, Check Claims

Office of the Treasurer, V. S. 

Division, GE1.3.4 

*Cupervisory Electronics Engineer, OS-14

U. S. Coast Guard