THE FEDERAL WOMEN'S PROGRAM OF THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP12-00651R000100130021-1
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 27, 2016
• Document Release Date: August 26, 2013
• Sequence Number: 21
• Publication Date: August 1, 1979
• Content Type: MEMO

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Curpose
Central Intelligence Agency
Office of Equal Employment Opportunity
August 1979
The Federal Women's Program
of the
Central Intelligence Agency
The purpose of the Federal Women's Program (FWP) is
to improve employment and advancement opportunities for
women in CIA.
Goal
The overall goal of the CIA Federal Women's PrOgram
is to have women represented in all parts of the Agency,
vertically throughout all grades and horizontally throughout
all components, professions and job categories, including
management. In order to reach this goal, the CIA FWP Plan
will include provisions to assure that CIA implements the
following:
Recruit and hire qualified women.
Utilize effectively the female workforce:
a. Place women in jobs which offer advancement
in line with their abilities.
b.
Promote the concept of upward mobility_
Ensure that women receive equal opportunities for
development and advancement.
Monitor Agency regulations, policies and practices
for adverse impact on women.
Identify and eliminate barriers which impede the
progress of women.
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Develop affirmative actions to improve the status
of women, assess actions taken and organizations'
efforts.
Assess and evaluate the status and progress of women.
Train supervisors and managers to recognize the issues
which impact on the employment of women.
Provide a means for women to voice their concerns.
Counsel women on career planning.
Provide resources, support and training to enable
women to develop themselves and to achieve their
potential.
Inform employees on the goals of its Federal Women's
Program.
,-5tructure
The Federal Women's Program, managed by the Federal
Women's Program Manager, is a part of the Agency's Equal
Employment Opportunity Program under the stewardship of the
Director of Equal Employment Opportunity.
Each Directorate will have an FWP Officer (FWPO), either
Lull or part-time, under the direction of the directorate EEO
Officer to carry out Agency and directorate plans and goals.
Directorates may designate component FWPOs where size of the
component or geographic location indicates.
Responsibility
. Managers
(1) The Federal Women's Program is a management program
and the primary legal responsibility for implementation
rests with the Director of Central Intelligence and Agency
managers at every level
b. Federal Women's Program Manager
The Federal Women's Program Manager is a member
of the management structure and is responsible for advising
DCI and Agency managers; community interaction; for
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identifying barriers and devising actions which managers and
supervisors can implement; for providing guidance to FWP
Officers; for assessing Directorate progress toward Agency
goals.
c. Federal Women's Program Officers
The Federal Women's Program Officer is responsible
to the Directorate head for carrying out Agency and Directorate
programs and plans. The FWPO is responsible to the FWP
Manager in conduct of Agency goals in the same manner that
EEO Officers are responsible to the Director EEO.
APPROVED:
Deputy Director
of Central Intelligence
3
Date
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Federal Women's Program
BACKGROUND
Excerpt from Putting Women in Their Place, Office of
Personnel Management, Federal Women's Program, 1979.
What do the
statutes and
regulations say
about the FWP?
In October 1967, Executive Order
11375 added sex to other prohibited
forms of discrimination in the Federal
Government. The Civil Service Commission
responded to this new order by establishing
the Federal Women's Program. In August
1969, Executive Order 11478 integrated
the Federal Women's Program into the
overall Equal Employment Opportunity
Program and placed the FWP under the
stewardship of agency Directors of
Equal Employment Opportunity.
In March 1972, Public Law 92261,
the Equal Employment Opportunity Act of
1972, brought Federal employees and
agencies under the equal employment
opportunity provisions of the Civil
Rights Act of 1964 and gave the Civil
Service Commission (now the Office of
Personnel Management) additional
enforcement powers to insure that all
personnel actions in Government are
free from discrimination.
OPM regulations implementing
Public Law 92-261 require that Federal
agencies designate a Federal Women's
Program Manager to advise the Director
of EEO on matters affecting the employment
and advancement of women.
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Public Law 92-261 requires that
Federal agencies allocate sufficient
resources to their FWP to insure a
results-oriented EEO program at headquarters
and field levels. Resources include
personnel, funds, and necessary equipment
and space allocations.
All cabinet departments and
independent agencies must designate
full-time FWP Managers. Other agencies
and field installations should designate
full-time FWP Managers whenever two or
more of the following circumstances are
found:
Women are substantially under-
represented at higher grade
levels.
o Few or no women are represented
in a large number of agency
occupations.
o There is a significant number
of discrimination complaints
based on sex.
o There is a high incidence of
precomplaint counseling due to
potential complaints based on
sex discrimination.
o There is limited movement of women
from clerical and other support
positions to professional positions.
o There is a large and continuing
gap between the average grades of
men and women.
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Even if circumstances do not
warrant designation of a full-time
permanent FWP position, agencies and
field installations should designate
employees to carry out FWP responsibilities.
In the past, agencies have assigned
employees 20 percent or more of their
time to work on the Federal Women's
Program, while the employees remained
permanently assigned in a regular
position. Our experience has shown,
however, that trying to balance the two
work assignments can detract significantly
from a person's ability to direct a
viable Federal Women's Program. Consequently,
OPM now encourages agencies to meet
their FWP resonsibilities through two
other options: (1) Full-time details
of employees to the FWP position, for
minimum 1-year assignments, or (2)
establishment of part-time permanent
FWP positions.
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