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• Encouraging qualified minorities and women to seek

training and to apply for vacancies and transfer opportunities in areas where they are underrepresented.

Knowing the affirmative action goals for his/her area and the composition of his/her workforce.

Reviewing job descriptions and qualifications to assure job-relatedness.

• Knowing the barriers identified in the affirmative

action plan and working to eliminate them through the special actions whenever possible.

Discovering why there are not enough qualified applicants for jobs in his/her unit who are members of underrepresented groups. Suggesting ways to correct this problem.

• Demonstrating to subordinates his/her commitment to

EEO and affirmative action through leadership and positive actions. Ensuring that staff who have hiring, training or promotion responsibilities are aware of and comply with EEO and affirmative action policies.

Publicizing EEO policies and affirmative action efforts and successes in agency or office memos, newsletters, and general employee publications.

SPECIAL EMPLOYMENT
PROGRAMS

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The special emphasis programs were established to assist particular groups of people to be employed and to advance within federal agencies. The two programs specifically required by regulations and administered by Customs EEO Offices are the Hispanic Employment Program (HEP) and the Federal Women's Program (FWP).

Hispanic Employment Program

President Nixon established the Hispanic Employment Program in 1970 to broaden federal job opportunities for Hispanic Americans (persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race). Historically, they have been underrepresented in the federal workforce.

The program has three main objectives:

• To assure that Hispanics have an equal opportunity to

compete in all aspects of federal employment.

• To create an awareness of the need to improve em

ployment of Hispanics at all organizational levels and to overcome any identified underrepresentation of them.

• To advise management on the unique problems and

special concerns of Hispanics relative to federal employment.

The Hispanic Employment Program Manager advises management and other agency officials on how to implement the Hispanic Employment Program. There is a program manager in the Headquarters office and one in each region.

Managers and supervisors bear primary responsibility for implementing the Hispanic Employment Program. They must take active steps to accomplish the program's objectives by:

• Establishing and maintaining cooperative working

relationships with the program managers.

• Demonstrating commitment to the program by provid

ing necessary support and resources.

• Identifying areas of underrepresentation of Hispanics

in their organizational units, barriers to employment and advancement of Hispanics, and affirmative action efforts which have been developed to eliminate those problems.

• Striving to accomplish Customs affirmative action

goals established for Hispanics.

• Routinely monitoring the status and progress of His

panics within their organizational units, and taking special actions to eliminate any impediments to EEO.

Federal Women's Program

The Federal Women's Program was established in 1967 by Executive Order 11375 (see Appendix III) to improve employment and advancement opportunities for women in the federal government. It addresses the underrepresentation of women, especially in higher grade levels and in certain job categories, and their employment concerns. Although it is specifically designed for women, the program does not advocate special treatment of them.

Every manager and supervisor is responsible for executing EEO programs, including the Federal Women's Program. They are assisted in achieving program goals by a Federal Women's Program Manager in the Servicewide EEO Office and in each region. Each manager and supervisor must:

• Consider and employ qualified women applicants for

all job openings and employ them.

• Achieve a trained and upwardly mobile female

workforce.

• Utilize women's skills and develop their managerial

potential.

• Respond to career-related concerns, such as child

care, flexible schedules and part-time employment.

• Allow volunteer Federal Women's Program commit

tee members sufficient time from their primary duties to devote to program development and implementation.

• Attend and/or participate in special program activities.

• Encourage and support employee participation in pro

gram activities.

Other Special Employment Programs

Several other special programs are administered by the
Office of Human Resources in conjunction with the
Equal Opportunity Office. They are:

Federal Equal Opportunity Employment Program (FEORP)—This is an affirmative recruitment program required by the Civil Service Reform Act of 1978 to increase the number of minority and female applicants for federal positions where underrepresentation exists.

Selective Placement for the Handicapped ProgramThis program is concerned with hiring, placing and advancing persons with handicapping conditions to ensure their full and fair consideration.

Disabled Veterans Readjustment Program—This program is intended to improve employment and advancement opportunities for qualified disabled veterans.

Career Development (CADE) Program—This program is designed to provide greater advancement opportunities to employees who:

• Are underutilized in their present jobs.

• Have the potential to advance but do not possess the

qualifications.

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