AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN FISCAL YEARS 1991-1992 The Affirmative Action Plan for Fiscal Years 1991-1992 is issued pursuant to the requirements of 29 C.F.R., Part 1613. This plan covers 765,488 employees within the United States Postal Service area. Nothing herein is intended to require unlawful discrimination on account of race, color, religion, sex, national origin, age (40+), mental or physical handicap. In addition, I certify that the qualifications of all staff officials, full-time and/or part-time, concerned with administration of the U.S. Postal Service AA/EEO Program, including all equal employment officers, the AA/EEO Programs Coordinators, the Women's Program Coordinators/Representatives, and the Hispanic Program Coordinators/ Representatives, have been reviewed by competent authority and the incumbents meet the appropriate standards for these positions. Further, I endorse and am committed to supporting the Postal Service's Affirmative Action/Equal Employment Opportunity and Sexual Harassment Policy Statements, which are included as part of this plan. Ortly-For Anthony M. Frank 475 L'Enfant Plaza West, SW September 20, 1990 EEOC FORM 566 AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN EEO POLICY STATEMENT 1 UNITED STATES It is the policy of the United States Postal Service to provide equal employment opportunity for everyone, without regard to race, color, religion, sex, age (40 and above), national origin, and physical or mental handicap. This policy applies to all employment matters, including but not limited to, recruitment, hiring, assignments, promotions, transfers, benefits, and discipline. The Postal Service is unequivocal in its opposition to all forms of discrimination and will not tolerate individuals who consider illegal discriminatory factors as a basis for postal employment decisions or related practices. The Postal Service recognizes the need to address complaints that arise from alleged discriminatory practices and maintains a process for counseling, investigating, and attempting to resolve such complaints. The Postal Service considers affirmative action an essential element of its equal employment opportunity efforts as well as an important business objective. The Postal Service maintains special emphasis programs and other affirmative action activities to eliminate any barriers to equal employment opportunity and to ensure that women and minorities are able to compete at all levels of the organization. All executives, managers, and supervisors in the Postal Service share in the responsibility for the successful implementation of the Postal Service's Affirmative Action/ Equal Employment Opportunity Program. EEOC FORM 566 DELEGATION OF AUTHORITY AND ORGANIZATION RESOURCES The U.S. Postal Service is comprised of Headquarters (including Headquarters related field units and the Inspection Service), five regions, and 73 Field Divisions. The divisions consist of various other smaller organizational groups, such as Management Sectional Centers (MSCs), Bulk Mail Centers (BMCs), Airport Mail Facilities (AMFs), and post offices. The "EEO Officer for the U.S. Postal Service AA/EEO Program is the Postmaster General. The Senior Assistant Postmaster General, Human Resources Group, is the principal official in charge of the AA/EEO Program for the U.S. Postal Service and serves as the "Director of Equal Employment Opportunity." The Assistant Postmaster General, Employee Relations Department, has responsibility for the AA/EEO Program nationally, including all Special Emphasis Programs and oversees the development of the Headquarters Affirmative Action Plan. The Executive Director, Office of Equal Employment Opportunity, Employee Relations Department, has the responsibility for developing AA/EEO policies and procedures for national application, monitoring their effectiveness, and providing daily management direction of the national AA/EEO and Special Emphasis programs. The Chief Postal Inspector is responsible for developing AA/EEO Programs and MultiYear Affirmative Action Plans in the Inspection Service. At the regional level, the Regional Postmasters General are responsible for overseeing the AA/EEO Program in their regions. The Regional Director, Human Resources, is responsible for developing AA/EEO Programs and Affirmative Action Plans. The regional office is staffed with an Employee Relations Program Analyst Principal, Affirmative Action Dominance. This person is well versed in the AA/EEO Program and provides guidance and direction to field coordinators and serves as an expert consultant to the region in these matters. At the division level, each respective General Manager/Postmaster serves as the EEO Officer and is responsible for the administration of an effective AA/EEO Program. In addition, there is provided at the division level a full-time AA/EEO Programs Coordinator position devoted to the implementation and monitoring of the affirmative action program. These coordinators report directly to an executive of the installation (Field Director, Human Resources). Each field installation head is the EEO Officer for their respective facility(ies) and is supported in the overall AA/EEO effort by qualified AA/EEO personnel. It is the fundamental responsibility of all Postal Service managers and supervisors to carry out EEO policy and implement the affirmative action programs. These managers and supervisors are vital to the success of these programs and they set the pace and tone for their reporting units. Supervisory and managerial training courses include an overview of the Postal Service's equal employment opportunity program. Additionally, supervisory and managerial personnel have an EEO performance element as part of their merit evaluation, thus, putting more accountability into the system. The National Office of EEO consists of two divisions, the Affirmative Action Division and the Employee Appeals Division, each headed by an executive reporting directly to the Executive Director, Office of EEO. The Executive Director provides the Postal Service Board of Governors and senior management reports on all AA/EEO activity. In addition, the Executive Director attends the Executive Resources discussions on a regularly scheduled basis throughout the year. These particular meetings are attended by the top management officials of the Postal Service. The Executive Director also attends and participates in regularly scheduled meetings of the Regional Directors, Human Resources. The Special Emphasis Hispanic and Women's Program functions are under the Affirmative Action Division. The Program Managers for these programs devote fulltime effort to their respective programs and work very closely with the field AA/EEO personnel, providing technical guidance and direction when necessary. The Affirmative Action Division has the responsibility for the Affirmative Action 1. 2. 3. 4. 5. Establishes AA/EEO policies, programs, and procedures, including policies, and procedures relating to the Hispanic Program and the Women's Program. Establishes AA/EEO training policies and programs. Establishes and monitors U.S. Postal Service affirmative action plans. Provides policy interpretation and program guidance on affirmative action matters to the regions and divisions through the Assistant Postmaster General, Employee Relations Department. Assists in the analysis, assessment, and implementation of placement, 6. Develops short and long range goals to meet affirmative action Any specific problem areas are identified in the Problem/Barrier identification section. FY 91-92 HEADQUARTERS GROUPS FOR AFFIRMATIVE ACTION PLANS EXECUTIVE OFFICES: POSTMASTER GENERAL DEPUTY POSTMASTER GENERAL ASSOCIATE POSTMASTER GENERAL CONSUMER AFFAIRS DEPARTMENT TECHNOLOGY RESOURCE DEPARTMENT ASSOCIATE POSTMASTER GENERAL INTERNATIONAL POSTAL AFFAIRS JUDICIAL OFFICER DEPARTMENT GOVERNMENT RELATIONS DEPARTMENT PLANNING DEPARTMENT AUTOMATION IMPLEMENTATION MANAGEMENT DEPARTMENT INSPECTION SERVICE GENERAL COUNSEL-LAW DEPARTMENT FINANCE GROUP RATES AND CLASSIFICATION DEPARTMENT DEPARTMENT OF THE CONTROLLER OFFICE OF THE TREASURER OPERATIONS SUPPORT GROUP OPERATIONS SYSTEMS AND PERFORMANCE DEPARTMENT DELIVERY, IMPLEMENTATION AND TRANSPORTATION DEPARTMENT HUMAN RESOURCES GROUP EMPLOYEE RELATIONS DEPARTMENT LABOR RELATIONS DEPARTMENT TRAINING AND DEVELOPMENT DEPARTMENT MARKETING AND CUSTOMER SERVICES GROUP MARKETING DEPARTMENT PHILATELIC AND RETAIL SERVICES DEPARTMENT ADMINISTRATIVE SERVICES GROUP FACILITIES DEPARTMENT PROCUREMENT AND SUPPLY DEPARTMENT INFORMATION RESOURCE MANAGEMENT DEPARTMENT |