SECRET ‘ SECURIT? INP CRMATION b?- ba Gast UELPECT 65 THIS PEOSLO'S FEUTOPMANE TS ON PREGERE JUD MOST NOTECEABLY GOGU UR GUIS TAND IMG? Sintere fa Tan be dw. Commiet Oh THES PERSON'S ABILIT# 79 RANDLE GREATER RESPONSIBILITIES NOW OR FN THE FUTURE, here: gente sorsve. gui and 35. 8of ¢ 3 MERE GTHER DUTIES WHICH SES7ER SULT THES PERSOM'S QUALIFICATIONS? (Recommend appropriate resesiqoment, It Hossiote.t He, areca atateabatnnttrtnte ee I SR tt EAA SOARS SSR 16, @est PHSIMING OH ROTATION 09 Oils RECOMMERG FOR THIS PERSON? Oro LECH a POPRONGG, pre! sanrneauerarananste darren tah cetera eter ee mee A eS gE onan ne , LPe EF PLEFOSMANCE DURING REPOAT FeerOD HAS BEEN UNSATISFACTORY, THERE 1$ ATFACHECO COPY OF MEMORANGUM HOTOFTING TRIS PEOSLa UF UNSATISFACTORY PERPGa esa SL. : i sree mereeresem Anema nee erate ttt erence ereenen eee ee 18, FAIS FLSLOMMEL EVALUATION REPLAT wey BEEN DISCUSSED METH THE PLASON EVALUATEO. ADDITIONAL COMMENTS. [HCLUOENG ChM@einy CH iffMs 7, &@ and 9, aaf teCemw BELOM UNDER Ife 26, OATE 19. § ASE REVIEWED THE ABOVE REFSO7. tCommente, If ony, ore shoan in Dba 3 Dare SIGNATURL OF REVIT RIG OFFICE AL uw tif macessary, May Be zantinued on ravarea ide of cover sheot.! 20. CGwepers: i SECRET an ar
14-00000 Froloyee o.: 996198 “Telations among employees who Aiffer in race, sex, or culture. eed COME LURGTIAL (‘hen fille? in) oe TAPPING REPORT | MAPAGEMEIT FOR EOMALITY OF CPPARTEINITY CAFO) Student: fee MH. Wigren 7 Mates: 12-14 Sept 1977 NfFlice: . DDO/CI Service “egipnation: p COURSE NPCOUEPT LOM The course is designed esnoecially for neootn in manaverial an supervisory positions. It is Kased unon the assumntion that the Avency’s ability to promote full utilization of all emnloyees repgard- less of race, color, sex, relinion, nationa) orivin, or ape, depends mon the awareness and behavior of manarerial/supervisory personnel. They have a critical role in mating the decisions necessary to climi- nate real or annarent discrimination and to nromote productive work n fact manarerial awareness and decisions Aave a preat impact on the recommendations and efforts of FLO, EF’ P, Upward “Nohility and other ‘employees concerned with compliance and affirmative action. ORTFOTIVES Through lectures, readings, files, groun discussion, workshon exercises, and case studies, each sunervisor, at the conclusion of the course, should ho able to: | 1} Identify some of the more nrominent patterns of dis- crimination and descrihe their imsact upon siumervisory processes; 2) Wave had the obnortunity or been able to critically evaluate his or her own attitudes towards eauality of onportunity: 3) Retter contribute to the effective utilization of all employees hy heine auvare of and sensitive to several creditable annroaches to manarcement behavior and actions; 4) [Explain the historical backeround which gave rise to today's Equal Emptayment. Orcortunity Proprams; 5) Articulate the Arency'’s:- progress in Equal Employment Opportunity Prosrams, 6) Nescrike what efforts the Apency is makine to be fair to all emmloyens, including describing such proprams as the Upward “ohiliry Prosram, Federal Vomen's Program and the lispanic froeran: 7) Re responsive to the complaint process antl know what he or she, as a sunervisor, should do when faced with a comnlaint from an employer; and ) Articulate the sipnificance and imnortance of major lecislation, executive orders and intarral CIA policies which affect the management of Fauality Onnortunity Programs. COME LOPNTIAL (when filled in)
me a CONF IDRUTTAL (“hen filled inj} . \ ACHITFVEMENT Recann : a ' This is a certificate of attenlance only, No attempe . was made to evaluate student achievement in this course. : FOR TUF MIRECTOR OF TRAINING: - \ : : . : oO  RBSER tory ‘ Qo oe oe . Course Coordinator ~ Yate ; ; a . ; oo fe ao | ot i 2 CONF TORO PP TAL (When filled in)