FEDERAL RESERVE BANK OF CLEVELAND 1991 CONTRACT VALUE The Bank entered into 395 contracts with socially and economically disadvantaged small businesses in 1991 with a total value of $456,767.04. Also in 1991, the Bank entered into 3,360 contracts with small (non-minority) businesses. These contracts had a total value of $14,596,835.37. Each of the contracts in these two groups were executed in 1992 and were of various durations. As the Bank does not have a policy to provide preference to woman-owned businesses or socially or economically disadvantaged businesses not classified as small, it does not collect separate data on such businesses. The total numbers and values of contracts shown in this paragraph include both woman-owned and non-women-owned businesses. The attached table, referenced as Appendix A, lists the Federal Reserve Bank of Cleveland's 1991 expenditures by commodity with socially and economically disadvantaged small businesses. During 1991 the Bank did not enter into agreements with socially and economically disadvantaged small businesses for financial services, investment banking, underwriting, accounting, legal services, asset management, or asset disposition. 1992 AFFIRMATIVE ACTION PLAN Equal Employment Opportunity Policy It is the policy of the Federal Reserve Bank of Cleveland: To provide equal employment opportunities for qualified persons regardless of race, creed, color, national origin, age, sex or handicap. To promote the full realization of equal employment opportunities through positive, continuing programs. To provide applicants and employees with a means of communicating alleged acts of discrimination to management. Responsibility for ensuring compliance and continued implementation of this policy is assigned to the Senior Officer in charge of Personnel at the Main Office and to the Senior Officers in charge of the Branches. In addition, an Equal Employment Opportunity Officer is assigned with responsibility for evaluating the progress of programs designed to accomplish the objectives of this policy and for reviewing alleged acts of discrimination. Responsibility for Policy Implementation Senior Bank management reviews and approves the Affirmative Action Personnel Officers and EEO Officers implement the Affirmative Action Plan and EEO programs; Personnel Officers provide assistance to Department Officers in accomplishing Bank objectives. Bank Officers and Managers select, promote and train personnel, to accomplish the Bank's Affirmative Action goals. • EEO Officers evaluate the effectiveness of the Bank's Affirmative Action Plan and oversee investigation into alleged acts of discrimination. EEO Deputies assist the EEO Officer in the investigation of alleged acts of discrimination against employees. Responsibility for Policy Dissemination The Bank's Equal Employment Opportunity Policy will be included in the A letter from the First Vice President will be sent to all employees The EEO Policy will be reviewed in all new employee orientation sessions. At least one meeting will be conducted annually for management personnel on EEO awareness. At least one article related to Equal Employment Opportunity and Affirmative Action efforts will be included in employee publications each year. Employee newsletters will include the EEO legend. Equal Employment Opportunity notices and bulletins will be displayed in prominent locations. All newspaper and magazine advertisements, recruitment literature and job postings will include the statement that the Bank is an equal opportunity employer. • The EEO policy will be reaffirmed in writing at least once a year to all employment sources, which includes applicable college and high school placement directors, permanent and temporary agencies and social agencies. • A clause on Equal Employment Opportunity will be included on applicable purchase orders. |