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[[underlined]] Equal Opportunity Training and Education. [[/underlined]]  In early February 1980, the Office of Equal Opportunity initiated a series of 2-day EO Training sessions which were mandatory for all executives, managers and supervisors.  Aimed at providing both the legal bases for equal opportunity and the processes involved in operating a successful affirmative action program, the sessions served as a foundation upon which to establish a new affirmative employment program.  To date, approximately 270 persons, including members of the Secretary's Executive Committee and the heads of all major bureaus and offices, have completed this training.  This training program will continue into the new fiscal year.

During the year, designated personnel such as EO officers and Counselors have taken orientation and training courses to help them perform their full range of EO duties.

[[underlined]] Performance Appraisal System. [[/underlined]]  Guidelines have been established whereby supervisors and managers will be evaluated on their performance in furthering equal employment opportunity and affirmative action.  At present, performance standards for the current reporting period have been established for Smithsonian supervisory and management personnel in grades 13 and above.

[[underlined]] Affirmative Action, Phases I and II. [[/underlined]]  In December 1979, the Equal Employment Opportunity Commission (EEOC) issued guidelines for affirmative action program planning.  These instructions, significantly different from what had been previously required by the Civil Service Commission, designated FY 1980 (extended through April 1981) as a transition year for the Federal affirmative action process.  Following receipt of these guidelines, the Office of Equal Opportunity conducted a work force analysis, by