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The Honorable Henry B. Gonzales
I will be happy to discuss this material with you or your staff in more detail should you desire to do so. Additionally, our Senior Vice President and General Counsel William McDonough is available to discuss the plans, and may be reached at 617-973-3528.
RESPONSES TO QUESTIONS
1. with respect to the internal structure of the Federal Reserve Bank of Boston:
a. Provide current staffing statistics for the bank showing the number and percentage of employees for each pay grade, by race, sex, disability and age, as of December 31, 1991. Include a separate breakdown for race and sex of the ten highest paid employees and the lovest ten percent paid employees.
The Federal Reserve Bank of Boston uses a Grade 1-16 structure for non-officer staff. Grades i through 7 include most service and clerical employees. Grades 8 through 11 include entry level professional and many technical and trades employees. Grades 12-16 include staff managers and experienced professional and technical employees. There are 57 officers at the Bank. All statistical information that you requested is provided in Attachments 1-5.
b. Describe the current personnel and structure of the office which administers your equal opportunity programs. What is the current reporting structure to your office?
Senior Vice President and General Counsel William N. McDonough who reports directly to the President of the Bank has been designated EEO Officer. Vice President of Personnel Mary E. Fothergill who reports to Mr. McDonough has been designated as EEO Coordinator.
c. Describe and attach copies of all current policies and procedures regarding equal employment opportunity. What goals does the bank have for 1992-1993?
The enclosed Affirmative Action Plans detail the Bank's current policies and procedures regarding equal employment opportunity and 1992 Affirmative Action goals. (AA Plan 1991, see pp.1-9; AA Plan 1992, see pp. 4-7 and 9-13.)
The Bank begins the formulation of its 1993 goals in late 1992. Many areas throughout the Bank participate in this formulation resulting in a comprehensive AA plan. The plan is finalized in the first quarter of the year covered by the plan. We will supply a copy of our 1993 AA Plan when it is finalized in early 1993.
As part of its EEO efforts, the Bank aggressively seeks females and minorities to fill open positions and continually strives to promote females and minorities to
Response to Questions, p.2
The total number of new hires for 1990 & 1991 are set forth below:
TOTAL NUMBER OF HIRES
The Bank seeks to develop a "pipeline" effect by hiring most professional employees in the mid-level range. Many females and minorities are hired into these grades (8-11), given training and promotions, and develop into outstanding, dedicated employees. In the last two years the Bank has hired 18 minorities and 36 females in this category. They represent a total of 26 percent and 55 percent respectively of total hires in this category. The Bank does limited hiring in the senior staff category grades (12-16) but in the past two years, the Bank has hired seven minorities representing 16 percent of total employees hired in this grade range and 14 females representing 37 percent of total employees hired in this grade range.
As part of its recruitment efforts, the Bank hires twelve minority college students each summer to work as interns throughout the Bank. (See AA Plan 1991, p.13; AA Plan 1992, p.18.) This very successful program has greatly assisted the Bank in its effort to attract professional minority employees. In the last few years, four former interns have been hired for regular professional positions. Several others have received offers for employment but have decided to pursue careers in other areas of the country.
Moreover, the Bank seeks to increase minority and female representation in higher levels by aggressively promoting minorities and females in these categories. of all employees promoted in the grades (12-16) category, fourteen percent have been minorities and 49 percent have been females. These percentages are above the current representation of these groups in this category. of all employees promoted in the grades (8-11) category, 25 percent have been minorities and 65 percent have been females.
Each year the Bank examines its minority and female representation against total area representation of these groups. The Bank consistently exceeds area representation in managerial and professional positions for minorities and approximates the area's female representation in these
Response to Questions, p.3
Turnover data is continually reviewed to determine the reasons why professional minorities and females leave the Bank. We have found that in general most people leave to move to another area rather than to work for another company in the Boston area.
High priority is placed on the training and development of all our employees. We place a high degree of emphasis on the development of females and minorities through our tuition reimbursement and management development programs. In the past two years, approximately one third of the employees receiving tuition reimbursement have been minorities and over 50 percent have been females. Furthermore, seven minorities representing 16 percent of total participants have received training under the auspices of the management development program. Eighteen females representing 42 percent of total participants have been involved in this program. (See AA Plan 1991, pp. 10-11; AA Plan 1992 pp. 15-16.)
The Bank has many outstanding internal training programs and several of these programs feature EEO training. As detailed in the AA Plans, (See AA Plan 1991, p. 11; AA Plan 1992, p. 15) many minorities and females participate in in-house training programs including supervisory training, presentation skills, service quality courses and other related programs. All supervisory training includes EEO, sexual harassment and Americans with Disabilities Act (ADA) training. The Training Unit of the Personnel Department presents these topics in class to stress the Bank's commitment as well as their importance.
Our organization has a long and distinguished tradition of working with individuals with disabilities. Long before the ADA became law, the Bank was committed to providing equal opportunity to people with disabilities as well as establishing programs that work with agencies who assist people with disabilities. Each year we establish a goal to hire at least five people with disabilities and each year we have exceeded this goal and have hired very talented individuals. The positions filled vary throughout the Bank. They include clerical, and trades positions as well as professional positions such as trainers, economists, auditors and many other professional and managerial positions.
While we do not keep statistics of employees who become disabled after they are hired, our practice is to make accommodations so that employees with disabilities are able
Response to Questions, p.4
moved people into other positions, altered duties, given leaves for rehabilitation, made equipment modifications and taken several other actions to accommodate employees with disabilities.
As detailed in the Affirmative Action Plan, (See AA Plan 1991, pp. 16-17; AA Plan 1992 pp. 21-22), the Bank works with several agencies that assist individuals with disabilities. The Bank employs these agencies to do on-site and off-site work. In some instances, several clients of the agency are employed here under the supervision of an agency supervisor.
The Bank has received several awards for its assistance to agencies working with people with disabilities. These include: a certificate of Merit Award from the Governor's Commission on Employment of the Handicapped; "Employer of the Year" by the Commonwealth of Massachusetts Executive office of Human Services Department of Mental Retardation; and the Corporate Partnership Award by Center House, an agency working with mentally disabled people.
In the past year, we have diligently worked to ensure that all components of the Americans with Disabilities Act are understood by supervisory and managerial staff. We have also ensured that facilities are totally accessible to people with disabilities. All supervisory and managerial staff are required to attend training sessions explaining the legal aspects of the ADA as well as other issues involved with working with employees with disabilities. The building has undergone extensive audits to reveal any areas that could present barriers to people with disabilities. Enhancements to the building have been made as a result of the audit.
In addition to many EEO programs, the Bank is very committed to playing an active role in many programs that serve the needs of the community. The AA Plans describe in detail the various programs the Bank has implemented or in which it has participated.
For many years the Bank has participated in two jobs programs that assist inner city high school students. During the school year, the Bank hires several students to work in its After School Jobs Program. In the summer, the Bank hires many high school students as part of Boston's Summer Jobs Program. In both cases, the Bank receives valuable assistance from inner city students who receive training and work experience. Each year the Bank hires