HENRY 8. GONZALEZ TEXAS. CHAIRMAN STEPHEN L MEAL NORTH CAROLINA CHARLES & SCHUMER NEW YORK JOSEPH KENNEDY & MASSACHUSETTS KWBSI MFUME, MARYLAND MAXINE WATERS, CALIFORNIA LARRY LAROCCO, IDAHO BILL ORTOR UTAM JIM BACCHUS FLORIDA HERBERT C. KLEIN, NEW JERSEY CAROLYN 8 MALONEY, NEW YORK LUES Y GUTIERREZ, ILLINOIS LUCILLE ROYBAL ALLARD, CALIFORNIA MYDIAN VELAZQUEZ, NEW YORK CLEO FIELDS, LOUISIANA MELVIN WATT, NORTH CAROLINA CALVIN M DOOLEY, CALIFORNIA U.S. HOUSE OF REPRESENTATIVES ONE HUNDRED THIRD CONGRESS 2129 RAYBURN HOUSE OFFICE BUILDING August 3, 1993 JAMES A LEACH, IOWA BILL MCCOLLUM. FLORIDA MARGE ROUKEMA, NEW JERSEY DOUG BEREUTER, NEBRASKA THOMAS RIDGE PENNSYLVANIA TOBY ROTH WISCONSIN ALFRED A MCCANDLESS CALIFORNIA JIM NUSSLE IOWA BERNARD SANDERS. VERMONT Mr. Alfred J. Broaddus, Jr. President Federal Reserve Bank of Richmond 701 East Byrd Street Richmond, Virginia 23219 Dear President Broaddus: Last year, the Committee requested and you provided information regarding equal employment opportunity at the Federal Reserve Bank of Richmond. As part of our continuing oversight under Rule X of the House of Representatives of the operation and activities of the agencies and departments subject to the Committee's legislative jurisdiction, the Committee on Banking, Finance and Urban Affairs requests updated answers to the following questions; 1. With respect to the internal structure of the Federal Reserve Bank of Richmond: a. Provide current staffing statistics for the bank showing the number and percentage of employees for each pay grade, by race, sex, and disability, as of December 31, 1992. Include a separate breakdown for race and sex of the ten highest paid employees, the top ten percent highest paid employees and the ten percent lowest paid employees. b. Provide a description of the responsibilities and qualifications for each job category represented at the bank. For each pay grade, please provide staffing statistics by job category. C. If the personnel or structure in the office which administers your equal employment opportunity programs has changed since your July 1992 response, please describe the current structure and personnel composition of this office. d. Describe and attach copies of all current policies and procedures regarding equal employment opportunity. What goals does the bank have for 1994? c. Please provide an evaluation of the process by which the bank sets its Page 2, President Broaddus f. Please analyze the impact of your equal opportunity employment policies and goals in relation to the bank's actual employee statistics. Describe in what ways these goals and policies may be adjusted to encourage greater minority and women hiring and advancement. a. Describe in detail any formal or informal policies on cash awards, merit awards, bonuses, geographical differentials, travel reimbursements, membership dues in private clubs and associations and any other compensation or benefits programs. List the criteria that are used for eligibility for each program. b. Provide separately for each category of compensation a list by pay grade, any cash awards, merit awards or any other bonuses paid in 1992. Include in this list a breakdown for minority and women employees. C. Please provide information on the compensation and benefit expenses for the bank for FY 1992. What are the anticipated compensation and benefit expenditures for FY 1993? 3. With respect to complaints based on any applicable equal employment opportunity or pertinent civil rights laws, and your complaint resolution process: a. b. Describe in detail your complaint resolution process. How many complaints, claims, notices, allegations or charges, informal or formal, were filed for calendar year 1992? C. For each category listed in b. above, please give a breakdown of the grounds alleged for discrimination by category, whether race, religion, sex, national origin, or age, and the status or resolution of the complaint. Thank you for your attention to and consideration of this matter. I would appreciate a response by September 10, 1993. If you have any questions please do not hesitate to contact Michele McMahon of my staff at (202) 225-4247. Sincerely, Ламу близевсь Henry B. Gonzalez Chairman HBG:mm Federal Reserve BanK OF RICHMOND POST OFFICE Box 27622 RICHMOND, VIRGINIA 23261 (804) 697-8000 September 8, 1993 The Hon. Henry B. Gonzalez, Chairman Dear Mr. Chairman: I enclose updated information you requested on August 3 regarding employment, compensation, and benefit programs at the Federal Reserve Bank of Richmond. Attachment I shows staffing statistics for December 31, 1992, distributed by race and sex within each pay grade. Our salary structure is based on three job plans: managerial, professional, and administrative (MPA 71-78); technical and clerical (T&C 51-59); and craft (C 31-38). For reporting purposes, however, we have converted these grades to a 1-16 grade structure so that the information we provide will be consistent with information available from the Board of Governors and other Federal Reserve Banks. Attachment II shows the race and sex of the Bank's ten highest paid employees. Attachment III shows the same information for the top ten percent highest paid employees, and Attachment IV shows that information for the lowest ten percent. Attachment V represents the distribution by race, sex, and grade of those employees having disabilities known to the Bank's Personnel Department. The Bank's Senior Vice President and General Counsel continues to serve as the Bank's Equal Employment Opportunity Officer and is directly responsible to both the President and to the First Vice President for administration of the equal employment opportunity program and is supported by the Personnel Department in discharging this responsibility. Our organization and staff responsibilities are described on pages 5 through 7 of the Bank's affirmative action program. A copy of the program is enclosed. Staff members assigned equal employment opportunity responsibility throughout the District are identified in a letter from me to all officers and managers. I have attached a copy of that The Hon. Henry B. Gonzalez - 2 Federal Reserve Bank The Bank's affirmative action program contains our current procedures and, on page 1, a statement of policy. It is the Bank's policy to provide equal opportunity to all persons without regard to race, color, religion, sex, national origin, age, or disability, to employ women and minorities fully and effectively at all levels, and to prohibit sexual harassment. This policy is also included in our personnel manual and staff handbook and is distributed annually to all employees and to new employees during orientation. We have not enclosed the personnel manual or staff handbook, which duplicates information in the affirmative action program, or included policies, procedures, and communications of individual offices, departments, or other components of the Bank. Each year, we consult senior Bank management about opportunities to recruit, hire, and promote qualified females and minorities. Projections are submitted of anticipated changes for the next two years in female and minority representation at the official level and in critical non-official grade categories for professional, supervisory, and management positions. Probable changes in the composition of the Bank's workforce during 1993 and 1994 for grades that are equivalent to grades 11-13 and 14-16 and for officers are included on pages 23 through 26 of the affirmative action program. We have also included for your information a summary of the Bank's initiatives and accomplishments with respect to equal opportunity and affirmative action during 1992 and information outlining career development and training activities offered to the staff last year (Attachment VI). With regard to compensation and benefit programs, attachments VII and VIII show cash awards and incentive bonuses paid by the Bank in 1992. Attachment IX provides information on the compensation and benefit expenses for the Bank for calendar year 1992 and estimated compensation and benefit expenditures for calendar year 1993. The Bank's complaint procedure is described in Appendix B of the enclosed affirmative action program. During 1992, five formal charges were filed against the Bank with the Equal Employment Opportunity Commission or state and local enforcement agencies, and five complaints were brought informally to the attention of employee relations coordinators or others within the Bank's internal complaint resolution process. The Hon. Henry B. Gonzalez - 3 Federal Reserve Bank Four of the formal charges filed with enforcement agencies during 1992 were based on race, and the fifth one was based on race and national origin. The EEOC terminated two proceedings, including the one involving national origin, by permitting the complainants to withdraw their charges against the Bank. The remaining three charges are still under review by the agencies. Four informal complaints, based on sex, were resolved through the Bank's internal complaint resolution procedures, and the fifth informal complaint, based on race and sex, was resolved by agreement with the complainant. Sincerely yours, ཅན Je ted Bradley Jr. J. Alfred Broaddus, Jr. Enclosures |
