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10.

11.

quickly as possible, but a check cannot be guaranteed by the
time of registration.
Expenses must be approved within the calendar year in which
the expense occurred except in unusual circumstances. When
required expenses are incurred during one calendar year, and
the course or examination is completed in the next calendar
year, employees will be reimbursed for expenses that
occurred in the previous calendar year.
Courses must be satisfactorily completed (see
"Definitions"). A grade report or other certification of
completion must be submitted to the Training and Development
Section in the Division of Human Resources Management within
one month of receipt. Employees who fail to submit
verification of satisfactory completion at the end of each
grading period, or who do not complete the course (s), must
reimburse the Board for all course expenses for that grading
period. Such employees must make arrangements for
reimbursement with the office of the Controller within one
week. If the employee fails to contact the office of the
Controller regarding arrangements for reimbursement within
two weeks after initial notification, payroll deductions
will be taken. If the employee makes arrangements but fails
to pay, payroll deductions will be taken.
Employees who separate from the Board before completing
course, or within one year after completing a course or
receiving professional certification, must reimburse the
Board for all the course expenses and/or examination fees
for that grading period. Board employees transferring to
positions in the Federal Reserve Banks are exempted.
The Board makes no representations that completion of course
work will result in a salary increase, promotion, transfer,
or any other personnel action. Such actions are based upon
job performance.
Requests for exceptions to any section of this policy must
be made in writing to the Training and Development Section
of the Division of Human Resources Management, and must be
signed by the employee's supervisor and division director or
the director's designee. Requests for exceptions will be
considered in light of the needs of and benefit to the
Board.

12.

13.

14.

APPEALS PROCESS

Employees may appeal decisions made under this policy by following the procedures outlined in Adjusting work-related Problems.

U.S. HOUSE OF REPRESENTATIVES
COMMITTEE ON BANKING, FINANCE AND URBAN AFFAIRS

NO GONZALEZ Tous CWMAN
STINOL NAL NORTH CAROLI
O ALCL NEW YORK
BRUCE VENTO.

MESOTA
CHARLES E SCHUMER NEW YORK
LAANEY PARK MASSACHUSETTS
AM L LAVORSIU, ES VAIA
JOSER LENOV MASSACHUSETTS
ROYO RALL NEW YOR
WDS MAUME MARTLARO
MAUNG WATERS. CAUFORIA
WARRY WROCCO. DANO
KLL ORTON UTA
JU LACCHUS FLONOA
WERDERT C KLEIN NEW JERSEY
CAROLYN MALONEY NEW YORK
PUTER DEUTSCH ROROA
LES V GUTIERREZ NOUS
SOSSY L USM LUNOS
LUCILI NOVRAL ALLARO. CALIFORNIA
THOMAS BARRETT WISCONSIN
ELIZABETH PURSE OREGON
W DLA M VELAZOUL NEW YORK
ALDEATR WYNN MARYLAND
CLIO RIELDS. LOUISIANA
MELVIN WATT NORTH CAMOUNA
MAURCE MINOXY, NEW YORK
CALVIN DOOLEY CAUPOMNIA
RON CUM PENNSYLVAMA
INC NGONUT, OMO

JAMOS A LACN, IOWA
BILL MCCOLLUM HONDA
MANGE KOUKEMA NEW JERSEY
DOUG BEREUTER NEBMASKA
THOMAS MOGE. PENNSYLVANIA
TOOY ROTH, WSCONSIN
ALFRED A MCCAROLESS CALIFORNIA
RICHARD MILER LOUISLAM
JIM NUSSLL OWA
CRG THOMAS WYOMING
SAM JOHNSON, TEUS
DEBO TYCE OMO
JOM UNDER GEORGIA
JOR KNOLLENBERG, MICHIGAN
RICK WO NEW YORK
MOO GRAMS, MINNESOTA
SPENCEA MACHUS . ALALAMA
MIKI MUFFINGTON CALIFORNIA
MICHAEL CASTLL DELAWARE
PETER KING, NEW YORK

ONE HUNDRED THIRD CONGRESS

2129 RAYBURN HOUSE OFFICE BUILDING

WASHINGTON, DC 20515-8050

August 3, 1993

DEARRO LANOURS VEAMONT

(202) 221-4207

The Honorable Alan Greenspan
Chairman
Board of Governors of the

Federal Reserve System
Constitution Avenue and 20th Street, N.W.
Washington, D.C. 20551

Dear Chairman Greenspan:

Last year, the Committee requested and you provided information regarding equal employment opportunity at the Federal Reserve. As part of our continuing oversight under Rule X of the House of Representatives of the operation and activities of the agencies and departments subject to the Committee's legislative jurisdiction, the Committee on Banking, Finance and Urban Affairs requests updated answers to the following questions;

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a.

Provide current staffing statistics for the Federal Reserve showing the number and percentage of employees for each pay grade, by race, sex, and disability, as of December 31, 1992. Include a separate breakdown for race and sex of the ten highest paid employees, the top ten percent highest paid employees and the ten percent lowest paid employees.

b. Provide a description of the responsibilities and qualifications for each job category represented at the Federal Reserve. For each pay grade, please provide staffing statistics by job category.

c. If the personnel or structure in the office which administers your equal employment opportunity programs has changed since your July 1992 response, please describe the current structure and personnel composition of this office.

d. Describe and attach copies of all current policies and procedures regarding equal employment opportunity. What goals does the Federal Reserve have for 1994?

e.

Please provide an evaluation of the process by which the Federal

Page 2, Chairman Greenspan

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

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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 Federal Reserve 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:

Describe in detail your complaini resolution process.

b. How many complaints, claims, notices, allegations or charges, informal or formal, were filed for calendar year 1992?

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.

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Sincerely,

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Henry B. Gonzalez
Chairman

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Committee on Banking, Finance

& Urban Affairs

The Honorable Henry B. Gonzalez
Chairman
Committee on Banking, Finance and

Urban Affairs
House of Representatives
Washington, D.c. 20515
Dear Mr. Chairman:

Pursuant to your request for updated information regarding staffing and equal employment data for the Federal Reserve Board, I am forwarding materials compiled by Board staff after consultation with your staff. I hope this information is helpful.

sincerely,

All pluggen

Enclosures

1.a.

Provide current staffing statistics for the Federal Reserve showing the number and percentage of employees for each pay grade, by race, sex, and disability, as of December 31, 1992. Include a separate breakdown for race and sex of the ten highest paid employees, the top ten percent highest paid employees and the ten percent lowest paid employees.

b.

Provide a description of the responsibilities and qualifications for each job category represented at the Federal Reserve. For each pay grade, please provide staffing statistics by job category.

If the personnel or structure in the office which administers your equal employment opportunity programs has changed since your July 1992 response, please describe the current structure and personnel composition of this office.

d.

Describe and attach copies of all current policies and procedures regarding equal employment opportunity. What goals does the Federal Reserve have for 1994?

e.

Please provide an evaluation of the process by which the Federal Reserve sets its minority and women hiring and advancement goals.

f.

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

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