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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).

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A. The Committee explores ways to increase the repre-
sentation of minorities and women in the Board's
workforce, especially at the senior levels. The
Committee will address the following questions:
Assessment of Situation:

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

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II.

B.

C.

3.

Peer Efforts:

What techniques have been used by

peer organizations (public and private sector), how
successful have they been, and can they be applied
to the Board?

The Committee will produce a report that analyzes the
current situation and provides concrete recommendations
to improve the representation of minorities and women
in the Board's workforce and especially at the senior
levels. The report should also address whether exist-
ing Boardwide programs to increase the representation
of minorities and women should be continued or discon-
tinued. The SMC expects the Committee to report its
preliminary findings no later than February 1994.
The Committee Chair will be selected by the SMC from
among the Committee members.

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

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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
may be necessary for consulting support.
The EEO program
and HRM will provide the Committee with information on past
Boardwide programs. The Division of Information Resources
Management will provide the secretarial and clerical sup-
port that may be required by the Committee.

Response 1.f.

EEO Policy and Goal Analysis

Board of Governors of the Federal Reserve System

Affirmative Employment Program Plan for Minorities and Women
Annual Affirmative Employment Accomplishment Report
Summary Work Force Analysis

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.

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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

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