Page 2, President Jordan

f. Please analyze the impact of your equal opportunity employment policies and goals in relation to the bank's actual employee statistics. Describe in what ways these goals and policies may be adjusted to encourage greater minority and women hiring and advancement.

a. Describe in detail any formal or informal policies on cash awards, merit awards, bonuses, geographical differentials, travel reimbursements, membership dues in private clubs and associations and any other compensation or benefits programs. List the criteria that are used for eligibility for each program.

b. Provide separately for each category of compensation a list by pay grade, any cash awards, merit awards or any other bonuses paid in 1992. Include in this list a breakdown for minority and women employees.

c. Please provide information on the compensation and benefit expenses for the bank for FY 1992. What are the anticipated compensation and benefit expenditures for FY 1993?

3. With respect to complaints based on any applicable equal employment opportunity or pertinent civil rights laws, and your complaint resolution process:

a.

b.

Describe in detail your complaint resolution process.

How many complaints, claims, notices, allegations or charges,

informal or formal, were filed for calendar year 1992?

C.

For each category listed in b. above, please give a breakdown of the grounds alleged for discrimination by category, whether race, religion, sex, national origin, or age, and the status or resolution of the complaint.

Thank you for your attention to and consideration of this matter. I would appreciate a response by September 10, 1993. If you have any questions please do not hesitate to contact Michele McMahon of my staff at (202) 225-4247.

HBG:mm

Sincerely,

Henry B. Gonzalez
Chairman

This letter is in response to your letter of August 3, 1993, requesting information on the equal employment opportunities of the Federal Reserve Bank of Cleveland.

The enclosed information is presented in three sections, corresponding to your specific questions.

Section 1 addresses the internal structure of the Federal Reserve Bank of Cleveland and is provided as follows:

Attachment

1.a.1

1.a.2

1.c.1

1.c.2

Description

Staffing statistics for the Bank, showing number and percentage of employees for each pay grade by race, sex, and age, as of December 31, 1992.

Statistics on the ten highest paid employees, the top ten percent highest paid employees and the ten percent lowest paid employees, by race and sex currently employed by the Bank.

It is the Bank's understanding that, as the response to question 1.a provides EEO statistics by pay grade, it is not necessary to provide descriptions of responsibilities and qualifications.

Organizational chart of the Bank's personnel function.

Organizational chart of the Bank's EEO Officers and
Deputies.

FEDERAL RESERVE BANK OF CLEVELAND

Chairman Gonzalez
September 9, 1993
Page 2

1.d.1

1.d.2

1.d.3

1.d.4

1.e.1

1.f.1

1.f.2

Descriptions of the current policies and procedures regarding equal employment opportunity from the Federal Reserve Administrative Manual (Statements 2-020, 2-021, 2-022, and 2-023).

Descriptions of the current policies and procedures regarding equal employment opportunity from the Federal Reserve Bank of Cleveland's Personnel Policies and Practices Manual (Subjects 205, 206, and 604).

Descriptions of the current policies and procedures
regarding equal employment opportunity from the
Federal Reserve Bank of Cleveland's Management Policies
and Practices (Subjects 6070A, 6070B, and 6070C).

Annual letter from the President regarding Equal
Employment Opportunities.

As the Federal Reserve Bank of Cleveland operates on a
calendar fiscal year, 1994 Affirmative Action Goals have
not been established as of this date.

The description of the process by which the Bank sets its minority and women hiring and advancement goals.

Analysis of the Bank's Affirmative Action Statistical Goals for 1993 and actual statistics as of December 31, 1992.

Description of the Affirmative Action Activity to encourage greater minority and women hiring and advancement.

Section 2 addresses the Federal Reserve Bank of Cleveland's compensation and benefit programs and is provided as follows:

With regard to question 2.a, policy on cash awards, merit awards, bonuses, geographical differentials, travel reimbursements, membership dues in private clubs and associations and any other compensation or benefits programs are established by the Board of Governors of the Federal Reserve System. This information will be

FEDERAL RESERVE BANK OF CLEVELAND.

Chairman Gonzalez
September 9, 1993
Page 3

2.b.1

2.c.1

1992 awards and bonuses for each pay grade including a breakdown for minority and women employees.

Compensation and benefit expenses for the Bank in 1992 and estimated expenses for 1993. Please note, a portion of the increase in the 1993 benefit expense is due to FAS 106.

Section 3 addresses information regarding complaints based on applicable equal employment opportunity and pertinent civil rights laws at the Federal Reserve Bank of Cleveland and is provided as follows:

Attachment

3.a.1

3.b/c.1

3.b/c.2

Description

A description of the Federal Reserve Bank of Cleveland's
EEO Process for Resolution of Problems.

A list of informal EEO discrimination claims and informal harassment claims including grounds alleged.

A list of formal EEO discrimination claims and formal harassment claims including grounds alleged.

I believe the enclosed information provides you and your staff with the level of detail you requested. I am also enclosing a copy of the Bank's 1993 Affirmative Action Report, which more fully describes the Federal Reserve Bank of Cleveland's commitment to affirmative action.

Percent of District employees at each grade level. All other percentages are based on the total number of
employees per grade.

** The Bank is not required nor does it keep complete statistical information on the disabilities of all its employees.