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Descriptions of EEO Job Categories..

Primary Metropolitan Statistical Area Analysis......

1993 Bankwide Affirmative Action Staffing Goals/Projections...

SECTION III

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AFFIRMATIVE ACTION PROGRAMS - 1992 PERFORMANCE AND 1993 GOALS

Training and Education........

Skills Development Center.

Internship Program........

College Recruitment....

Minority Advertising and Minority Agencies.

Greater Boston YMCA Black Achievers and Linkage Program

Affirmative Action for People with Disabilities......

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APPENDIX B

..36-39

1993 AFFIRMATIVE ACTION PLAN

The Federal Reserve Bank of Boston, an equal opportunity employer, is committed to providing employees and applicants for employment equal opportunity regardless of race, color, religion, sex, age, national origin, disability or sexual orientation. All personnel policies and practices have been developed and are administered in conjunction with these principles. The Bank is also committed to community service through its participation in many programs serving the needs of the community.

As part of its affirmative action efforts, the Bank annually establishes staffing goals and participates in various programs supporting its commitment to equal employment opportunity and community service. These goals and programs are documented in the Bank's annual Affirmative Action Plan.

Responsibility for monitoring the Affirmative Action Plan rests with the Bank's EEO Officer, Senior Vice President William N. McDonough and the EEO Coordinator, Vice President Mary E. Fothergill. Under the direction of First Vice President Cathy E. Minehan, senior vice presidents are responsible for the achievement of the affirmative action goals within their respective groups and for reporting progress to the EEO Officer. All other officers, managers, and supervisory personnel are responsible within their areas of administration for the accomplishment of the Bank's affirmative action objectives.

The Personnel Department provides support to these efforts through recruitment and other programs such as supervisory training, staff development and career counseling. The Public and Community Affairs Department assists in supporting community related projects and the General Services Department oversees the Minority Vendor Program.

The following report is the Bank's 1993 Affirmative Action Plan as approved by the Board of Directors. This plan reflects the Bank's ongoing commitment to equal opportunity and community service. I am confident that with your cooperation and support, we will continue our success and progress in our affirmative action efforts.

B.F. Syron

RICHARD F. SYRON

1992: THE YEAR IN REVIEW

The past twelve months have been a significant period in the Bank's affirmative action history. Many initiatives were begun and others continued this year, and we are proud to report that all established affirmative action goals for 1992 were either met or exceeded.

One of our long standing goals is to increase the number of females and minorities in higher-grade categories. In 1992, the total number of females and minorities in each category for which goals were set showed increases from 1991. Some of these increases were significant while others were modest. However, while the total number of employees in the grade 8 and above groups decreased by seven in 1992, the total number of minorities in these groups increased by eight.

The Bank aggressively recruited minorities for higher-graded positions. Twelve people hired in the grades 8-16 range were minorities, representing 32% of total hires in this group. The Bank actively promoted minorities in these grades: 22% of all promotions in grades 8-16 were minorities.

The Bank's Affirmative Action Internship Program was a particular highlight of 1992. Fourteen minorities participated in the program and each person made a valuable contribution to the work of the Bank. Four former interns, including three from the 1992 program, now hold full-time positions with the Bank. One other has remained on staff as a part-time employee. Also, Perspectives, a publication featuring the internship program, was introduced and received many accolades.

Besides achievements in numerical goals, the Bank posted high marks in several new and continuing programs in 1992. The Americans with Disabilities Act (ADA) was enacted and the Bank was pro-active in its response to this new legislation. Many building improvements were made to ensure accessibility by people with disabilities. Hundreds of Bank employees received training in the ADA to better understand the new legislation. Many employees also attended AIDS Awareness seminars. These classes were very well received and proved to be valuable for the entire Bank population.

The Bank also introduced an Employee Representative Program that will give employees additional avenues of access to discuss issues of unfairness, harassment or discrimination. Seven Bank employees have been appointed Employee Representatives and will have direct access to the First Vice President. In addition, the Bank significantly strengthened its Anti-Harassment Policy and offered a sexual harassment training program to all Bank employees.

The Bank continued its long list of partnerships and involvements with community groups. The Research Department published a detailed study of home mortgage lending activity in the Boston area. Also, the Bank added a third school, the Oliver Wendell Holmes Elementary School, to its school partnership program.

The Bank's highly successful Minority Vendor Program recorded an exceptional year. Total purchases exceeded $2 million. It should be noted that this level of purchases was possible due to certain key contracts. We may not be able to repeat this achievement in 1993. However, the Purchasing Unit will continue its diligent efforts regarding the Minority Vendor Program.

These programs as well as a host of others are detailed in this Affirmative Action Plan. In addition, the goals for 1993 are detailed in this Plan.

RESPONSIBILITY FOR IMPLEMENTATION OF POLICY

The Board of Directors will oversee the implementation of the Bank's Equal
Employment Opportunity Program.

The President will delegate responsibility for the implementation of the Bank's Equal
Employment Opportunity Policy to the EEO Officer.

The EEO Officer, with the assistance of the EEO Coordinator, will develop,
coordinate, and monitor the implementation of the Bank's Equal Employment
Opportunity/Affirmative Action Program.

The Planning and Control Committee will review and approve the Affirmative Action
Plan prior to presentation to the Board of Directors.

The First Vice President will review EEO achievement as a part of her annual report to the Board of Directors.

Senior vice presidents will be responsible for EEO/AA objectives within their
respective groups. The First Vice President will be responsible for EEO/AA
objectives within those departments not reporting to a senior vice president. All
officers will be responsible for EEO/AA objectives within their areas of administration.
Each officer has the overall responsibility, within his/her area of administration, for the
accomplishment of the Bank's affirmative action goals and objectives. Managers,
section heads and supervisors are responsible for fulfilling the Bank's commitment to
equal employment opportunity. The effectiveness with which each person achieves
the objectives of the Bank's Equal Opportunity Policy will be a determining factor in
the evaluation of his/her job performance.

The implementation of special programs (e.g., special recruiting, minority vendor,
and skills development efforts) will be the responsibility of the EEO Coordinator or
the individual(s) designated.

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