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The Philadelphia Academy High School Program

(Business Experience Educational Program, "BEEP")

Junior and Senior minority students from participating high schools are accepted for co-op work assignments at the Bank. These students are placed in various departments to gain meaningful work experience and job skills that would help them obtain employment. Participating students are considered for employment at the Bank upon successful completion of their work assignment. We currently have a Vice President on our staff who started at the Bank as a student from this program.

Black Executive Exchange Program (National Urban League)

The Bank sends minority staff members upon requests from Black educational institutions to: 1) serve as guest lecturers, 2) to supplement classroom instructions, 3) to provide role identification.

Minority Resource Council

This in-house Council consists of minority managerial/professional employees who assist and support the Bank's recruitment programs. These employees provide input to help identify minority recruitment sources and contacts for the Bank. They also may accompany Bank recruiters to selected colleges.

Recruitment for Minorities and Females

The Bank continues to seek qualified minorities and women for openings in all levels and operations in the Bank. Special emphasis is placed on candidates for managerial/professional positions. To achieve this objective, recruitment will be ongoing at colleges, employment agencies, professional trade associations, and other community service

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American Economics Association (AEA)
(Federal Reserve System Ph.D. Fellowship for Minority Students)

The Bank provides financial support to this program which seeks to increase the representation of minorities at the Ph.D. level in the economics profession.

Environmental Factors

Maintaining and improving the Bank's minority and female population over the next few years will be particularly challenging due to environmental factors such as consolidation of several Federal Reserve System activities and the forecasted reduction in volumes in several other areas. In this environment we expect to experience declining staffing levels.

During 1992 and 1993, we will expand our efforts to provide continued progress for minorities and women by effectively utilizing the programs mentioned earlier, encouraging more employee referrals, seeking new sources of hiring, and providing further training and development opportunities. We believe these efforts will help us to reach our affirmative action goals and continue to move minorities and women into the upper ranks of our organization.

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FEDERAL RESERVE BANK OF PHILADELPHIA

ATTACHMENTS

Some of following data analyses provided in response to your questions regarding equal employment opportunities and minority and women contracting make reference to our pay grade structure, a brief explanation of which is given below:

Grades (listed from low to high for each grouping)

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a. Staffing statistics are provided showing the number and percentages of employees for each pay grade by race, sex and age. We do not capture employee statistics by disability. (See Exhibits Al through A3)

Reports have been provided showing the breakdown for race and sex, the ten highest paid employees, the ten percent highest paid employees and the lowest ten percent paid employees. NOTE: For purposes of these statistics we have used full-time employees' annual salaries.

(See Exhibits A4 through A6)

b. The Vice President of Human Resources is the designated EEO Officer who reports to the President and First Vice President for establishing the Bank's EEO/Affirmative Action policy.

Our policies and procedures regarding equal employment opportunities are as stated in the enclosed copy of the Bank's Equal Employment Opportunity and Affirmative Action Program. (See Exhibit B)

C.

B. Part Two

1. Response to Question number 2

a. The Bank's EEO complaint resolution process is as
described in the enclosed EEO/Affirmative Action Program
booklet. (page 5 of Exhibit B)
b. There were five complaints based on equal employment
opportunity or pertinent civil rights laws filed during

c. Breakdown of the complaints by grounds alleged for discrimination and status

resolution of the complaint, appear below.

or

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1. Response to Question number 3

Answers to a, b, and c, can be found in the enclosed memorandum, dated July 15, 1992, addressed to J. Katz from R. Wetz.

FRB PHILADELPHIA DATA AS OF DECEMBER 31, 1991 ****RESTRICTED FR-3****

Exhibit A1

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TOT 20-30

881

314

567

35.64%

64.36%

497

56.41%

12

136

9

157

13

319

8

227

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