FINAL DRAFT September 3, 1993 CHARTER ADVISORY COMMITTEE ON AFFIRMATIVE ACTION The Advisory Committee on Affirmative Action is chartered by and reports to the Senior Management Council (SMC). A. The Committee explores ways to increase the repre- 1. 2. How does the representa tion by minorities and women in the Board's workforce and especially at its senior levels compare to their representation nationally; how does the Board compare to other similar organizations? Efficacy of Past Programs and Impediments to the Progress: How effective have Board programs been? What are the characteristics of successful and unsuccessful programs? What are the impediments to making progress? Can techniques that have been successful for one division be employed by other 2 II. B. C. 3. Peer Efforts: What techniques have been used by peer organizations (public and private sector), how The Committee will produce a report that analyzes the Responsibilities, Reporting Relationships, and Membership The Advisory Committee on Affirmative Action is a research and consultative group. The Committee reports its collective findings to the Senior Management Council, which in turn will advise the Administrative Governor, the Equal Employment Opportunity (EEO) program, and the Division of Human Resources Management (HRM) of the Committee's work and any recommended actions. The Committee consists of an officer appointed by each - 3 requirements for the Committee to determine whether it should be continued. III. Resources Available to the Committee The Staff Director for Management will provide funds as Response 1.f. EEO Policy and Goal Analysis Board of Governors of the Federal Reserve System Affirmative Employment Program Plan for Minorities and Women Calendar Year 1992 Total Employment During the reporting period January 1, 1992 to December 31, 1992, total permanent employment increased by 50. All categories of employment increased, except for American Indian/Alaskan Native employment. The representation of females increased by 22, African-Americans increased by 4, Hispanics by 5, and Asians by 7. However, the percent representation of blacks and females decreased slightly. The following analysis of the Board's permanent work force by Professional, Administrative and Technical categories, by major occupations, and by grade groupings is based on data included in attached Appendix I and will note changes in the Board's work force profile. The analysis of changes in the Board's workforce is limited to the PATCOB Professional, Administrative, and Technical categories. The Professional and Administrative categories have the most potential for career advancement by minorities and women into mid and senior level management positions. The Technical category has potential for advancement to the lower mid-level grades. Generally the analysis will be limited to changes in the percent representation of EEO groups in the PATCOB categories. Numerical changes are discussed when the actual numbers of employees indicate progress in making increased |