Federal Register / Vol. 58, No. 33 / Monday, February 22, 1993 / Rules and Regulations (6) Within 15 calendar days after receipt of the recommended decision of the administrative law judge, the complainant may file exceptions to the recommended decision with the EEO Programs Officer. On behalf of the Board, the EEO Programs Officer may, within 15 calendar days after receipt of the recommended decision of the administrative law judge, take exception to the recommended decision of the administrative law judge and Small notify the complainant in writing of the Board's exception. Thereafter, the complainant shall have 10 calendar days to file reply exceptions with the EEO Programs Officer. The EEO Programs Officer shall retain copies of the exceptions and replies to the Board's exception for consideration by the Board. After the expiration of the time to reply, the recommended decision shall be ripe for a decision under paragraph (k) of this section. (k) Decision. (1) The EEO Programs Officer shall notify the Board of Governors when a complaint is ripe for decision under this paragraph (k). At the request of any member of the Board of Governors made within 7 calendar days of such notice, the Board of Governors shall make the decision on the complaint. If no such request is made, the Administrative Governor, or the Staff Director for Management if he or she is delegated the authority to do so under $268.103(a)(2) of this part, shall make the decision or the complaint. The decision shall be made based on information in the investigative record and, if a hearing is held, on the hearing record. The decision shall be made within 60 days of the receipt by the EEO Programs Officer of the notice of appeal and investigative record pursuant to paragraph (h)(1) of this section or 60 days following the end of the period for filing reply exceptions set forth in paragraph (j)(6) of this section, whichever is applicable. If the decisionmaker under this paragraph (k) determines that additional information is needed from any party, the decisionmaker shall request the information and provide the other party or parties an opportunity to respond to that information. The decision-maker shall have 60 days from receipt of the additional information to render the decision on the appeal. The decisionmaker shall transmit the decision by letter to all parties. The decision shall set forth the findings, any remedial actions required, and the reasons for the decision. If the decision is based on a hearing record, the decision-maker shall consider the recommended decision of the administrative law judge and render . a final decision based on the entire (2) The Board shall take any action (i) The manner in which compliance with the provisions of the decision has been achieved; (ii) The reasons eny action required by the final Board decision has not been taken; and (iii) The steps being taken to ensure full compliance. (3) The decision-maker may retain By order of the Board of Governors of the [FR Doc. 93-3753 Filed 2-19-93; 8:45 am) DEPARTMENT OF HEALTH AND Food and Drug Administration [Docket No. 88C-0336] Listing of Color Additives for Coloring Contact Lenses; Poly(hydroxyethyl Methacrylate)-C.. Reactive Red 180 Copolymer 9539 ADDRESSES: Submit written objections to the Dockets Management Branch (HFA305), Food and Drug Administration, rm. 1-23, 12420 Parklawn Dr., Rockville, MD 20857. FOR FURTHER INFORMATION CONTACT: Mitchell Cheeseman, Center for Food Safety and Applied Nutrition (HFS216), Food and Drug Administration, 200 C St. SW., Washington, DC 20204, 202-254-9511. SUPPLEMENTARY INFORMATION: In a notice published in the Federal Register of October 25, 1988 (53 FR 43042), FDA announced that a color additive petition (CAP 8C0212) had been filed by Ciba Vision Corp., P.O. Box 105069, Atlanta, GA 30348. proposing that 21 CFR part 73 of the II. Applicability of the Act With the passage of the Medical Device Amendments of 1976 (Pub. L. 94-295), Congress mandated the listing of color additives for us3 in medical devices when the color additive comes in direct contact with the body for a significant period of time (21 U.S.C AGENCY: Food and Drug Administration, 376(a)). The use of the ACTION: Final rule. SUMMARY: The Food and Drug Administration (FDA) is amending the color additive regulations to provide for the safe use of the reaction product formed by chemically bonding the dye C.I. Reactive Red 180 [5(benzoylamino)-4-hydroxy-3-((1-sulfo-6((2-(sulfooxy)ethyl)sulfonyl)-2naphthalenyl)azo)-2,7 naphthalenedisulfonic acid, tetrasodium salt) (CAS Reg. No. 98114-32-0) and poly(hydroxyethyl methacrylate) lens material for coloring contact lenses. This action is in response to a petition filed by Ciba Vision Corp. DATES: Effective March 25, 1993, except as to any provisions that may be stayed by the filing of proper objections; written objections by March 24, 1993. poly(hydroxyethyl methacrylate)-C.I. Reactive Red 180 copolymer as a color additive in contact lenses is subject to this listing requirement. The color additive is added to contact lenses in such a way that at least some of the color additive will come in contact with the eye when the lenses are worn. In addition, the lenses are intended to be placed on the eye for several hours a day, each day, for 1 year or more. Thus, the color additive will be in direct contact with the body for a significant period of time. Consequently, the use of the color additive currently before the agency is subject to the statutory listing requirement. III. Identity The color additive is the reaction product of the reactive dye C.I. Reactive Red 180 [5-(benzoylamino)-4-hydroxy-3 1994 Goals To date, the Equal Employment Opportunity Commission (EEOC) has not sent guidelines on establishing multi-year goals. As indicated last year, the goals established in the last multi-year affirmative employment plan were extended one year by the EEOC. A copy of the plan follows this section. However, the comparison of the Board's 1992 year-end employment against the relevant 1990 civilian labor is completed. Employment categories with manifest imbalance, conspicuous absence, and concentration were identified. The EEO Programs Office staff is in the processing of developing recommendations to senior management that will be based on the above analysis, anticipated vacancies, and availability in the relevant markets. Unless we receive guidance from the EEOC expeditiously, the EEO Programs Officer will forward the analysis and recommendations to senior management. The senior management committee is currently developing a plan of action. The plan will include activities intended to result in increases in minority hiring and greater progress in the advancement of minorities and women to senior level grades and senior levels of the official staff. The recommendations will be reviewed and acted upon by Board Members. 73-209 O 93 - 18 Response 1.e. Description of Goal Setting Process Work Force Analysis The Board follows the process contained in the guidance developed by the Equal Employment Opportunity Commission in the 1992 Management Directive 714 in developing minority and female hiring and advancement goals. The Federal Reserve Board's work force is analyzed by РАТСОВ groupings (Professional, Administrative, Technical, Clerical, Other and Blue Collar), pay plan, populous job families, and by grades using year end data. The purpose of the analysis is to determine the desired representation, the barriers to establishing and maintaining a workforce that is diverse and balanced at all categories and levels, and programs and activities that can overcome real or perceived barriers to employment. The Board's year end employment data is compared to the most current relevant civilian labor force representation to identify the EEO categories that have a conspicuous absence, a manifest imbalance, or a high concentration. Hiring goals and activities are based on the results of the work force analysis, planned vacancies, and availability of candidates in the relevant labor market. Training and Development The Board monitors and evaluates the training and development activities, quantitatively and qualitatively, Boardwide, by division, and employment categories to determine the extent and level of minority and female participation. Explicit consideration is given to minorities and women in the Board's Management Succession Program. Identification is made of minority and female employees who demonstrate the potential to succeed to senior level grades and officer positions. Directors are responsible for determining development plans for the identified individuals. Recruitment Recruitment activities are developed by the Division of Human Resources Management with the division(s) responsible for the approved goal. The EEO Programs Office identifies recuitment sources and networks with indviduals from the identified sources. Complaint Processing if Discrimination complaints are reviewed to determine changes to procedures and policies or other actions are needed to remove barriers to employment, advancement, and training. The EEO Programs Officer develops the recommended goals Response 1.f. To analyze the impact of Board policies and goals, the Annual Affirmative Employment Accomplishment Report for calendar year 1992 is enclosed. The data show changes in the Board's permanent work force by Professional, Administrative and Technical categories, by major occupations, and by grade groupings. In order to encourage greater hiring and advancement of women and minorities, the Board is establishing an internal "Advisory Committee on Affirmative Action" made up of officers appointed by each division director. The committee, which is being chartered at the initiative of the Board, will be charged with analyzing the current situation and providing concrete recommendations to improve representation of minorities and women in the Board's workforce, especially at the senior levels. Specifically, the Committee will assess the Board's em, oyment situation compared to similar organizations, analyze the effectiveness of past programs and identify characteristics of successful and unsuccessful programs, and make specific proposals for action. The Committee will be asked to report its preliminary findings by February, 1994, and it's recommendations will be considered by the Board's Human Resources Division, senior management, EEO Office, and the Administrative Governor. |