OPPORTUNITY 10-POINT PLAN
The purpose of this directive is
to affirm the Agency's resolution to provide Equal Employment Opportunity (EEO)
within the workplace and to ensure that all employees are aware of my personal
dedication to this objective.
The Agency's strategy for carrying out this obligation will be described in
several program plans, including:
- Affirmative Action Plan
- Federal Equal Opportunity Recruitment
- Affirmative Employment Program
for Individuals with Disabilities
- Disabled Veterans Affirmative
These program plans are designed
to fulfill the Agency's goal to increase the representation of minorities, women,
and people with disabilities, including disabled veterans (Target Groups). Copies
of the plans will be available from the Office of Civil Rights.
On May 26, 1993, I signed new policy statements (copies attached) which articulate
my commitment to the vigorous pursuit and enforcement of EEO and rules against
sexual harassment. I expect every Office and Bureau of the Agency to function
in a manner that is fair and free of harassment of any kind. Performance assessments
and any resulting rewards to managers and supervisors must clearly reflect their
active allegiance to the implementation of these policies within their units.
EEO is a goal which is vital to our success as an Agency and our progress as
a nation. My plan is to expand the total number of Target Groups within the
work force of this Agency and to encourage contractors and grant recipients
to do the same.
The following EEO 10-point Program Plan is intended to ensure that there is
steady progress toward increasing diversity in our work force:
1. Affirmative Action Committee: An Affirmative Action Committee will be formed,
within the Agency, to monitor each Agency element's progress under these initiatives
and determine additional steps to be taken to increase the quality and improve
the distribution of the Target Groups within our work force. The results will
be reported to me semi-annually through the Office of Civil Rights. The Office
of Civil Rights will provide administrative support to the task force committee.
2. Accountability: Managers and supervisors are personally accountable for achievements
in equal opportunity. Specific affirmative action objectives will be included
in their annual performance plans and results achieved will be one of the factors
in the evaluation of managerial effectiveness. These annual performance plans
must require a combination of eight hours annually of EEO-related actives, which
may consist of:
3. Training and Development: Managers
and supervisors should use mechanisms, such as the Office of Civil Rights Mentoring
Program and Individual Development Plans, to assist the Target Groups in identifying
and attaining career training and developmental experiences. High potential employees,
including members of Target Groups, should be encouraged to explore and pursue
management training to prepare them to compete for management positions. Developmental
assignments with other agencies, which have programs similar to those of USIA,
should be used to provide employees additional worthwhile work experience.
- short workshops on landmark decisions
that affect federal employment
- EEO training, conferences, or
- recruitment visit to minority
campuses and/or participation in career day program activities designed to
acquaint affirmative action Target Groups with USIA career opportunities.
4. Resolution of EEO Complaints: I anticipate full cooperation of all individuals
in the swift and efficient processing and resolution of EEO complaints. That means
vigorous support of the EEO Counselor as well as constructive participation on
all investigations and settlements. The Office of Civil Rights will reduce the
average completion time for USIA's processing of discrimination charges, consistent
with the standards of the Equal Employment Opportunity Commission.
5. Family Concerns: Child care, parental care, two income families, and other
family concerns are important issues to be addressed with sensitivity. Managers
should explore ways to confront these issues, i.e., initiating cooperative efforts
with other employees, expanding the use of job-sharing, flextime and maxiflex
scheduling, and identifying existing referral services to deal with these needs.
6. Reasonable Accommodation: USIA will make reasonable accommodation to the known
physical or mental limitations of an applicant or employee who is a qualified
individual with a disability unless the Agency can demonstrate that the accommodation
would impose an undue hardship on the operations of its program.
7. Increase Hiring of Target Groups: Working with the Office of Civil Rights and
their personnel office, managers and supervisors must assist in identifying recruitment
sources that have the potential to add Target Group individuals to the pool of
candidates for their position vacancies. Additionally, all Agency elements should
make full use of special appointing authorities, which cover:
In addition, I am directing the Office
of Civil Rights and the Office of Personnel to explore the possibility of implementing
the Senior Executive Candidate Development Program. Recruitment for this program
would include special outreach to women, minorities, and people with disabilities.
- hiring people with disabilities
and disabled veterans
- intern programs
- cooperative education
- Worker Trainee Opportunity Programs
- other programs that enhance
the employability of minorities and the disadvantaged.
8. Promotion: All Agency Elements should have an Upward Mobility Program plan.
These programs should be monitored to determine if they are being utilized and
whether changes are needed.
9. Specific skills: Certain areas within USIA are consistently searching for people
with specific skills such as foreign language proficiency. These needs should
be identified and the Target Groups should be included in the effort to fill in
these specialized areas.
10. EEO Accomplishments Awards: The Agency's Incentive Awards Program provides
a number of ways to recognize the EEO accomplishments of employees and managers:
the Award for Achievement in Equal Employment Opportunity, the Executive Service
Awards, and the Meritorious Service Awards may be given for achievement in EEO.
Office and Bureau Managers are
encouraged to exercise their authority to grant the Exceptional Service Award
to employees within their areas who make notable contributions to the furtherance
of their EEO plans and to recommend their employees for other appropriate EEO
awards. In addition, I am hereby charging the Associate Director of Management,
in consultation with the Director of the Office of Civil Rights, to solicit nominations
for awards for EEO accomplishments at the same time that other nominations are
In addition, we expect USIA contractors and grantees to manage their respective
EEO programs in line with the objectives expressed in this EEO 10-point Plan.
Managers should consider the EEO plan implementation in evaluating a contractor's
management performance under USIA contracts. Together, we can successfully execute
The EEO 10-point Plan is a guideline which will move this Agency in the
right direction. It is meant to be a stimulus, not a limitation. Working together,
we can achieve a high level of achievement and become a model Agency in the Federal
March 24, 1994