Affirmative Action Activity Goals Retention of Minorities/Females The Personnel department will continue to track the reasons that minorities and females (and all other employees) leave the Bank through an exit interview process so that any potential patterns may be identified. During Minority Focus Group meetings, we will obtain input from present employees on their job satisfaction and suggestions for retaining employees. Management will research and discuss the possibility of an internal mentor program. Distribution of Quarterly EEO Reports The Personnel Department will continue to compile and distribute quarterly reports which display the staffing status of each department to Senior Officers. The Personnel department will encourage the Senior Officers to review and discuss this information with Officers, Managers and Supervisors in their areas. Through the review of these reports, we will identify departments where minorities or females are under-utilized. The Personnel department will assist the departments in meeting their Affirmative Action needs. Maintain Visibility at Educational Institutions The Bank representatives will attend local college minority job fairs and participate in local college internship programs in accordance with the Bank's staffing needs. We will attend career days/job fairs and participate in internship programs at local high schools with high minority populations. The Bank will also develop new ideas outside of the employment area that will maintain visibility with female and minority students. Recruitment of Hispanics/Asians The Bank will explore new vehicles to recruit Hispanics, Asians and other minorities. The Personnel department will contact local agencies and obtain referrals from present employees. Participation in Minority Organizations The Bank will continue its involvement in many minority organizations which are described in the Affirmative Action activities section of this AAP. Complaint Vehicles The Bank will continue the Ombuds Program, EEO Deputy Program and the Harassment Counselor Program which are described in the Affirmative Action activity section of this AAP. Americans with Disabilities Act The Bank will inform and sensitize managers about the Americans with Disabilities Act (ADA). The Building department management will continue the survey of building changes in compliance with ADA. During 1992, they will work on the engineering for a revised entrance, a lift for the stairwell and renovation of the rest room facilities. Sexual Harassment Training The Personnel department will conduct training sessions on sexual harassment for employees. Manager Assimilation Program The Training division will continue to promote the importance of Manager/Supervisor Assimilation Program core courses and recognize participants who complete the program. Promotion of Minorities/Females The Personnel department will continue to maintain a list of employees who have completed the Manager/Supervisor Assimilation Training Program. If applicable (Supervisory/Managerial) openings occur, candidates from that list will be considered. In order to strive toward Affirmative Action goals, management will especially be aware of minorities and females on this list with high promotional potential. The Bank will continue to register high-potential Professionals in the training program. Training and Development The training area will complete a district-wide_training_needs assessment and distribute a training calendar quarterly. The Training Coordinator will advise Bank management on specialized departmental training and will assist Bank employees in evaluation of career development needs and course selection. All training statistics will be maintained on "Registrar," a software package. Management Succession Plan Bank management will update a Management Succession Plan biannually. The Fourth District will remain in full compliance with its Small Business and Socially and Economically Disadvantaged Small Business Acquisition Guidelines in 1992. Compliance with these guidelines and sustained efforts in locating qualified companies will continue to enhance the Bank's ability to increase its commitments to this business community. It is the District's objective to increase commitments to small disadvantaged companies by a minimum of 10 percent, to $255,039, within the Small Business Set-aside, in 1992 over the 1991 goal. Opportunities for small disadvantaged businesses will continue to be explored for all sizes of acquisitions. The Cleveland, Cincinnati, and Columbus Offices will be participating in the second statewide (Ohio) Minority Vendor Fair. The Pittsburgh Office will be participating in its local Minority Vendor Fair. Opportunities for the use of sheltered workshops will continue to be explored in 1992. Affirmative Action Statistical Goals The goals established for 1992 were based on the most recent (1989) labor market statistics available from the Washington EEOC through the Board of Governors. Separate data was not available for Officers and Managers; therefore, the goals for Officers and Managers were combined. In instances where goals are lower than actual percentages, the District's objective will be to maintain present status. The format of the goals represent the District's environment in percentages instead of actual numbers of employees. Utilizing percentages eliminates the need to estimate the future total number of employees by job categories and enables the District to establish more accurate goals. Goals were established for minority and female categories for 1992. The total Fourth District goals are also outlined. These figures were calculated by weighting each office's goals according to the percentage of employees in the job categories employed at each office, compared to the total number of employees in the Fourth District in the job category. In order to achieve these goals, the Fourth District will actively seek qualified minorities and females to fill positions as hiring or promotional opportunities occur. The progress of the goals and accomplishments will be formally reviewed on a quarterly and annual basis. |
