12978 Federal Register / Vol. 60, No. 46 / Thursday, March 9, 1995 / Notices

OMB Number: 1219–0041

Frequency: On occasion

Affected Public: Business or other forprofit

Number of Respondents: 200

Estimated Time per Respondent: 30

minutes

Total Burden Hours: 100

Description: Requires coal mine

operators to develop programs to

prevent persons from carrying

smoking materials, matches, or

lighters underground and to prevent

smoking in hazardous areas, such as

in or around oil houses, explosives,

magazines, etc. Mine operators are

further required to submit the

programs to MSHA for approval.

Type of Review: Extension

Agency: Mine Safety and Health

Administration

Title: Certificate of Training

OMB Number: 1219–0070

Agency Number: MSHA Form 5000–23

Frequency: On occasion

Affected Public: Business or other forprofit

Number of Respondents: 28,610

Estimated Time per Respondent: 1.84

hours

Total Burden Hours: 52,642

Description: The Mine Safety Health

Administration (MSHA) Form 5000–

23 is a mandatory form used to record

training received by miners. The form

provides the mine operator with a

recordkeeping form, the miner with a

certificate of training, and MSHA a

monitoring tool for determining

compliance requirement.

Kenneth A. Mills,

Departmental Clearance Officer.

[FR Doc. 95–5778 Filed 3–8–95; 8:45 am]

BILLING CODE 4510–27–M

Glass Ceiling Commission; Criteria

and Application Process for the

National Award for Diversity and

Excellence in American Executive

Management

SUMMARY: The Glass Ceiling

Commission is announcing the

procedure for applying for the Frances

Perkins/Elizabeth Hanford Dole

National Award for Diversity and

Excellence in American Executive

Management. The award is an annual

Presidential award to recognize a United

States business for excellence in

promoting a more diverse skilled work

force at the management and

decisionmaking levels in business.

DATES: Applications are due by April

30, 1995.

ADDRESSES: Applications should be sent

to: The Glass Ceiling Commission,

Perkins-Dole Award, U.S. Department of

Labor, 200 Constitution Avenue, N.W.,

Room C–2313, Washington, DC 20210.

FOR FURTHER INFORMATION CONTACT:

Rene ́ A. Redwood, Executive Director,

The Glass Ceiling Commission, U.S.

Department of Labor, 200 Constitution

Avenue, NW., Room C–2313,

Washington, DC 20210. Telephone (202)

219–7342.

Background

The Frances Perkins/Elizabeth

Hanford Dole National Award for

Diversity and Excellence in American

Executive Management was established

pursuant to Public Law 102–166, The

Glass Ceiling Act of 1991. The glass

ceiling is defined as those artificial

barriers based on attitudinal or

organizational bias that prevent

qualified minorities and women from

advancing in their organizations into

management and decisionmaking

positions.

Purpose

The Frances Perkins/Elizabeth

Hanford Dole National Award for

Diversity and Excellence in American

Executive Management is an annual

Presidential award to recognize a United

States business for excellence in

promoting a more diverse skilled work

force at the management and

decisionmaking levels in business.

Business Defined

For the purposes of this award,

business includes:

1. Corporation including nonprofit

corporations;

2. Partnerships;

3. Professional association;

4. Labor organization;

5. Business entity similar to any entity

described in 1 through 4;

6. An education referral program, a

training program, such as an

apprenticeship or management training

program or similar program; and

7. Joint program formed by a

combination of any entities described in

1 through 6.

Evaluation Criteria

The business must demonstrate that it

has made substantial effort and progress

to promote the opportunities and

developmental experiences of

minorities and women in order to foster

advancement to management and

decisionmaking positions within the

business, including the elimination of

artificial barriers to the advancement of

minorities and women, and deserves

special recognition as a consequence.

Demonstration of substantial effort in

promoting work force diversity

initiatives must include a formal

process that is quantifiable and

emulatable and must be designed to:

—Create a work environment where all

employees are able to achieve their

full potential within the organization;

—Eliminate barriers to the advancement

of minorities and women;

—Share information on successful

diversity management and its benefits

In addition, the business must

provide its definition of what

constitutes senior management and a

detailed demographic breakout of the

total number of women and men within

each management level by race and

ethnicity.

The policies, programs, achievements,

of each applicant will be evaluated in

the following areas.

Leadership

The CEO and senior executives must

demonstrate personal involvement and

leadership in developing and

maintaining an environment for

diversity management excellence. The

applicant must describe how the

requirements for such excellence are

communicated and reinforced for all

managers and supervisors and

integrated into day-to-day leadership,

management and supervision. Key

methods of evaluating and improving

the effectiveness and accountability of

such leadership and involvement

should be addressed. The result of

effective leadership should also be

discussed.

Recruitment, Selection, and Retention

Practices

The applicant must demonstrate how

the practices for filing management and

decisionmaking positions take into

consideration the diversity of the

candidate pool for such positions. The

applicant must describe the human

resource recruitment practices as related

to monitoring search firm referrals;

word-of-mouth recruitment; designation

of high potential employees and other

strategies for recruiting. The selection

procedures, including identification and

selection of high potential employees

must be described. The applicant must

also describe successful results of

recruitment and selection of a well

diversified candidate pool for

management and decisionmaking

positions. Practices for retaining

minorities and women must also be

discussed.

Development Practices

The applicant must describe: the

mechanisms for selecting employees for

developmental experiences; the kinds of

developmental practices provided, e.g.,
Federal Register / Vol. 60, No. 46 / Thursday, March 9, 1995 / Notices 12979

on-site and off-site training, rotational

assignments, special projects, etc.; the

extent to which the nature of the

developmental opportunities reflect the

race, ethnicity and sex characteristics of

the total management candidate pool;

the role of relocations and overseas

assignments in advancement and the

extent to which diversification of such

assignments is assured; and to what

extent and how this is monitored.

Successful Initiatives

In addition to the elements above, the

applicant must describe how all other

factors are combined to create a

complete initiative which has resulted

in a diverse management work force for

both minorities and women. These

initiatives may include, for example,

family friendly workplace policies,

antiharassment, training or prevention,

anti-discrimination procedures, pay

equity evaluations and adjustments and

the like. The applicant must discuss the

innovative aspects of the initiative, the

key factors of success and what makes

this initiatives worthy of special

recognition.

Other Evaluation Considerations

There must be no indications based

on recent or current EEO Compliance

reviews, complaint investigations or

other federal enforcement activity of

substantial noncompliance by the

applicant with any civil rights laws.

Considerations shall be given to

whether or not businesses that have

been cited for specific EEO violations,

such as unlawful discrimination, sexual

harassment, etc., have been required to

take corrective actions during the period

for which the business is being

considered for this award.

Evaluation Process

Applicants will be ranked based on

the criteria outlined above. An on-site

tour to each business ranked in the top

five will be made and interviews with

selected officials and other employees

may also be conducted.

The Commission shall select the

Perkins-Dole awardee from businesses

ranked in the top three. Recognition

may also be given for successful efforts

in eliminating the glass ceiling for

businesses ranked from two to five.

Publicity

A business that received this award

may publicize the receipt of the award

and use the award in advertising, if the

business agrees to help other United

States businesses improve with respect

to the promotion of opportunities and

developmental experiences of

minorities and women to management

and decisionmaking positions.

Application Procedures

Businesses wishing to be considered

for the Frances Perkins/Elizabeth

Hanford Dole National Award for

Diversity and Excellence in American

Executive Management shall submit a

written application to the Glass Ceiling

Commission. The application shall be in

the form of a letter and shall include

information that demonstrates that the

business has made substantial effort and

progress to promote the opportunities

and developmental experiences of

minorities and women to foster their

advancement into senior management

positions and deserves special

recognition as a consequence.

The letter shall specifically address

the following areas: (See Evaluation

Criteria)

Leadership

Recruitment, Selection and Retention

Developmental Practices

Successful Initiatives

The application should also include

statistical information relative to the

business work force profile for middle

and upper management race, ethnicity

and gender for at least the period

covered by the initiative, but no less

than five years. This information will be

held in strict confidence.

The application package should be no

more than 40 pages, including exhibits.

Send one original and four copies. The

cover sheet should contain the

following information:

1. Name of the organization.

2. Number of establishments.

3. Number of employees in each

establishment.

4. Address, telephone and fax

number.

5. Name of highest ranking official.

6. Name, address, telephone and fax

number of contact person.

The letter and other material should

be sent to: The Glass Ceiling

Commission, Perkins-Dole Award, U.S.

Department of Labor, 200 Constitution

Avenue NW., Room C2313, Washington,

DC 20210.

Applications should be received no

later than April 30, 1995.

Signed at Washington, DC, this 3rd day of

March, 1995.

Rene ́ A. Redwood,

Executive Director, Glass Ceiling Commission.

[FR Doc. 95–5779 Filed 3–8–95; 8:45 am]

BILLING CODE 4510–23–M

Occupational Safety and Health

Administration

Maritime Advisory Committee for

Occupational Safety and Health:

Appointment of Members

AGENCY: Occupational Safety and Health

Administration (OSHA), U.S.

Department of Labor.

ACTION: Notice of appointment of

members to the Maritime Advisory

Committee for Occupational Safety and

Health (MACOSH).

SUMMARY: The Secretary of Labor has

established an advisory committee to

advise the Assistant Secretary for the

Occupational Safety and Health

Administration (OSHA) on issues

relating to the delivery of occupational

safety and health programs, policies,

and standards in the maritime

industries of the United States. The

committee will provide a collective

expertise not otherwise available to the

Secretary to address the complex and

sensitive issues involved. Committee

members have been appointed from

government agencies, the shipbuilding

industries and longshoring, labor and

professional associations.

ADDRESSES: Any written comments in

response to this notice should be sent to

the following address: OSHA, Office of

Maritime Standards, Room N–3621, 200

Constitution Avenue NW., Washington,

DC 20210. Phone (202) 219–7234, fax

(202) 219–7477.

FOR FURTHER INFORMATION CONTACT:

Mr. Larry Liberatore, Office of Maritime

Standards, OSHA, (202) 219–7234.

SUPPLEMENTARY INFORMATION: MACOSH

is intended to address the concerns of

the entire maritime community,

focusing on the shipyard and marine

cargo (longshoring) handling industries.

This committee will continue the

efforts of the previously chartered

Shipyard Employment Standards

Advisory Committee as well as provide

a more focused forum for ongoing

discussions with the marine cargo

handling community. MACOSH is

consistent with the President’s initiative

to make the U.S. shipyard industry

competitive in the worldwide

community. Furthermore, MACOSH

will be able to focus on the resolution

of controversial issues, particularly

those with international implications,

that impact the longshoring and

shipyard communities. The specific

objectives of this committee are to make

recommendations on issues related to:

(1) Reducing injuries and illnesses in

the maritime industries, (2) expanding

OSHA’s outreach and training programs

through the use of innovative