OP AFFIRMATIVE ACTION PLAN FOR EQUAL EMPLOYMENT OPPORTUNITY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00679A000300060029-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 14, 2016
• Document Release Date: April 15, 2003
• Sequence Number: 29
• Publication Date: July 16, 1975
• Content Type: MEMO

Approved E- Release 2003/05/21 : CIA-RDP80-00 ,Z9A000300060029-8
16 July 1075
OFFICE OF PERSONNEL 14EMORANDUM NO. 20-61?.8
SUBJECT: OP Affirmative Action Plan for Equal Employment Opportunity
This Plan is the Office of Personnel's portion of the Administration
Directorate's Affirmative Action Plan for Equal Employment Opportunity.
The Plan outlines the action to be taken by the MP Career Sub-Group in
insuring an effective Affirmative Action Plan within the Sub-Group.
OBJECTIVE 1 - Increase and sharpen efforts of the Career
Sub-Group to reach and attract job candi- 111
1. The Personnel Career Sub-Group will prepare periodic
reports for the DDA on efforts to obtain and review applications from
qualified minority members. Through normal methods and procedures will
hire as many qualified individuals as ceiling and personnel strength will
permit.
2. Request current members of the MP Career Sub-Group to
encourage friends and acquaintances from minority groups to apply for
employment in the MP Career Sub-Group.
3. Periodically monitor hiring requirements within the NIP
Career Sub-Group for the purpose of increasing the hiring of minority
group members for employment in the Sub-Group and submit reports to the
DDA.
I+. Review the records of all professional black applicants,
GS-07 and above, who are both accepted and rejected for employment within
the Directorate to determine the reasons therefor in order to determine
productive techniques to increase our number of black professionals.
Approved For Release 2003/05/21 : CIA-RDP80-00679A000300060029-8
 Approved For Rele sse 2003/05/21 : CIA-RDP80-00679A000300060029-8
ADMINISTRATIVE - INTERNAL USE ONLY
OBJECTIVE 2 - To utilize fully the present empLoyee skills.
1. The MP Career Sub-Group will continuously review the
skills and utilization of its minority members up through GS-07 for the
purpose of uncovering under-utilized or non-utilized skills and cor-
recting the situation by reassignments to more demanding positions or by
insuring that under-utilized employees are given the opportunity to employ
their skills in more demanding jobs. Periodic reports will be submitted
to the DDA.
2. The Career Sub-Group will review qualifications require-
ments of Personnel positions GS-07 through GS-09 to insure that they are
not unrealistically high and that they do not screen out lower level
employees capable of performing the functions of the positions. A periodic
report will be submitted to the DDA.
3. The Career Sub-Group will review and analyze operational
needs for the purpose of restructuring jobs and establishing entry levels
and trainee positions to facilitate movement to various positions within
the Career Sub-Group.
4. The MP Career Sub-Group, through its competitive evalu-
ation exercises, will insure that all women are given equal consideration
for promotion, ranking, assignments, and training.
5. The MP Career Sub-Group, through its competitive evalu-
ation exercises, will insure that all black Careerists are given equal
consideration for promotion, ranking, assignments, and training.
OBJECTIVE 3 - To provide opportunities for employees to
enhance their skills, perform at their highest
potential, and advance in accordance with
their abilities in light of available oppor-
tunities.
1. The MP Career Sub-Group will encourage employee,,, to
enroll in the Agency Off-Campus Program and will designate officers to com-
plete one or more career counseling courses. A periodic report will be
submitted to the DDA.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2003/05/21 : CIA-RDP80-00679A000300060029-8
 Approved For Release 2003/05/21 : CIA-RDP80-00679A000300060029-8
ADMINISTRATIVE - INTERNAL USE ONLY
2. The MP Career Sub-Group will send selected employees
(insuring that consideration is given to minority groups) to as many
intra-Agency training courses as workload will permit.
3. The Career Sub-Group, through its career counseling
mechanism, will provide advice and guidance to its career employees con-
cerning the competitive evaluation procedures, selection for promotion,
for assignment, for training and other opportunities for career develop-
ment.
4. The MP Career Sub-Group will attempt to have a
balanced representation attending such Agency programs as the Management
Seminar and the Midcareer Course. Careful consideration will be given
to members of minority groups.
OBJECTIVE 4 - To provide training, advice, incentives, and
performance evaluation to insure EEO progrm
understanding and support by supervisors.
The MP Career Sub-Group will insure that suitable training is
provided to all newly appointed supervisors at all levels to insure an
understanding of and sensitivity to the goals of EEO.
OBJECTIVE 5 - To provide a, system for internal program eval-
uation and periodic progress reports to the
DDA.
The MP Career Sub-Group will submit periodic reports to the
DDA on the progress of the EEO activities within the Sub-Group.
OBJECTIVE 6 - To provide for prompt, fair and impartial
processing of complaints of discrimination
and equal employment opportunity counseling.
1. The Head of the Career Sub-Group will insure that employees
are able to use the Directorate and/or Agency EEO complaint system without
fear of reprisal.
2. The Head of the Career Sub-Group will insure that EEO
counseling, which attempts to settle a discrimination complaint informally,
Approved For Release 2003/05/21 : CIA-RDP80-00679A000300060029-8
 Approved Four Release 2003/05/21 : CIA-RDP80-00679A000300060029-8
ADMINISTRATIVE - INTERNAL USE ONLY
will be conducted in 21 calendar days from the date the complaint is made
to an EEO Counselor, unless the complainant agrees to extend the time.
3. The Head of the Career Sub-Group will insure that
on-site investigation of any formal complaint of discrimination within
the Office commences within five days of receipt.
STAT
Director of Perso nel
Approved For Release 2003/05/21 : CIA-RDP80-00679A000300060029-8