1993 AFFIRMATIVE ACTION PLAN (AAP) 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 disability. • 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 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 President will be sent to all employees concerning the EEO Policy awareness will be reviewed and emphasized during management and employee training sessions. 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. 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. 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 Bank representatives will attend local college minority job fairs and participate in local college internship programs in accordance with the Bank's staffing needs. The Personnel Department 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 continue to 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 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 continue to inform and sensitize managers about the Americans with Disabilities Act (ADA). The Building Department management will continue to implement structural changes identified in the 1992 ADA compliance survey of the Cleveland building. Sexual Harassment Awareness Training The Personnel Department will conduct training sessions on sexual harassment awareness 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 take special note 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 division will comduct a district-wide training needs assessment and distribute a training calendar quarterly. The Training Coordinator will advise Bank management on specialized departmental training iniatives and will assist Bank employees in evaluation of career development needs and course selections. All training statistics will be maintained on Registrar, an record-keeping program. Management Succession Plan automated Bank management will update a Management Succession Plan biannually. Minority Vendor Program 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. |