ADM 1090. 4A

Complaints.

9. Any GSA employee or applicant for employment by GSA who believes he has been discriminated against because of race, color, religion, sex, or national origin may file a complaint without fear of reprisal, interference, coercion, restraint, or discrimination. The complainant may be accompanied, represented, and advised by a representative of his own choosing, or a complaint may be filed by an organization on behalf of a complainant, with his consent. Complaints alleging discrimination because of marital status, political affiliation, age, or physical handicap may be filed under the regular GSA grievance procedure contained in the GSA Administrative Manual, 3-114 thru 3-129. 19 (DOA 5410. 1).

10. Precomplaint processing. Any aggrieved GSA employee who believes he has been discriminated against for reasons of race, color, religion, sex, or national origin must consult with an EEO counselor, preferably the one assigned to his unit or area of employment. Aggrieved applicants for employment must consult with the EEO Officer in the Central Office or regional office, as appropriate. In those instances where the aggrieved applicant is applying for employment in a city or town removed from the headquarters city of the Central Office or regional office, he may consult with the appropriate EEO counselor in that city or town. The counselor or officer shall make whatever inquiry he believes necessary, seek a solution on an informal basis, and counsel the aggrieved person concerning the merits of the matter. Also, he shall advise the aggrieved person of his right to file a complaint of discrimination with the Central Office or regional EEO Officer, if the matter has not been resolved to his satisfaction, and of the time limits governing the acceptance of such complaint.

11. Other GSA issuances pertaining to equal employment opportunity. The HB, GSA Equal Employment Opportunity Program (OAD P 3830. 4) is being revised and will be reissued in the ADM 1090 series. It will provide updated procedural guidance related to GSA employment, including the affirmative action and preventive aspects of the GSA Equal Employment Opportunity Program, pre complaint counseling, complaint handling, and provisions for a feedback system to assess performance. It will also provide a detailed statement of responsibilities for the various segments of the GSA EEO Program.

PAR 9

77-247 O - 72 - 22

Chairman, U.S. Civil Service Commission,
Washington, D.C.

DEAR MR. CHAIRMAN: The Civil Rights Oversight Subcommittee is interested in the problems of minority employment in the Federal Government. To assist us with a current investigation of the employment opportunities for Spanish-surnamed and Spanish-speaking individuals in the Federal Government, we would greatly appreciate your supplying us with answers to the enclosed questions.

I hope that you will be able to supply the Subcommittee with the information requested herein at your earliest convenience. Thank you for your assistance.

Sincerely,

Enclosure.

DON EDWARDS,
Chairman.

QUESTIONS ON FEDERAL EMPLOYMENT OF THE SPANISH-SURNAMED

1. After comparing the number of Spanish-surnamed individuals entering the Federal Service with the Spanish-surnamed individuals leaving the Federal Service in a given year, what has been the "net gain" of Spanish-surnamed individuals for each of the last five years?

2. Please furnish the Subcommittee with statistics as to the percentage of Spanish-surnamed individuals in the GS-10 and below grade classifications, GS-11 -15, GS-16 -18, and executive schedule classifications for each of the years for which information was given in Question No. 1.

3. According to an undated "Report on President's Sixteen-Point Program for Spanish-Speaking Americans," the Civil Service Commission has "studied physical-height requirements for law enforcement positions to eliminate unnecessary barriers to the employment of Spanish-surnamed Americans." (Emphasis added) What are the results of this study and what specific actions have been undertaken to implement the results?

4. Within the Civil Service Commission what is the present grade breakdown of Spanish-surnamed Americans? Please provide this breakdown for each of the last five years.

5. How many Federal agencies are engaged in recruitment of employees at universities composed of more than 10 percent Spanish-speaking students? Have recruiting procedures been altered to encourage more applications by Spanish-surnamed individuals? How many Spanish-surnamed employees are involved in recruiting and personnel functions for the Federal Government?

6. What are the criteria for classification of a position as requiring bilingual capability? How many Federal Government positions have been so classified? Please provide the Subcommittee with the number of bilingual positions in GS levels 1-10, 11-15, 16-18, and executive schedule classifications in each of the Federal agencies.

7. Has there been a systematic review of all Federal Government positions to determine whether a bilingual capability classification is warranted? If so, will such reviews be made periodically?

8. Are there any positions in the Federal Government for which a speaking and reading knowledge of English is not a primary requirement? Are there programs to provide English-language instruction for Spanish-speaking candidates after employment?

9. In the "Report on President's Sixteen-Point Program for Spanish-Speaking Americans" you report on a study of new Federal Service Entrance Examination measurement techniques designed to place less emphasis on test scores for the purpose of selection for Federal employment. What are the results of this study? Are the new measurement techniques, in your opinion, sufficient to overcome the test-taking handicaps suffered by the Spanish-speaking?

10. Establishment of contact with Spanish-speaking community organizations to inform them of Federal job opportunities is an action reported by the Civil Service Commission in implementation of the President's Sixteen-Point Program for Spanish-Speaking Americans. Does each Federal agency inform the community groups of vacancies in the particular agency? Please provide the Subcommittee with a list of the community organizations with whom you have been In contact and assess the impact of this program on the employment of Spanishspeaking personnel.

This is in reply to your letter of February 15, 1972, in which you ask for information on employment opportunities for Spanish-surnamed and Spanish-speaking individuals in the Federal Government.

The questions you raised are answered in the attachment to this letter.
While we have replied fully to the specific questions you raised, our
response, however, does not in any way reflect the full range of activity
undertaken in furtherance of equal employment opportunity for Spanish-
surnamed Americans. In connection with the Sixteen-Point Program,
announced in November 1970 by the White House, we have issued extensive
guidance to Federal agencies and have called on them for action to
assure equal opportunities for this group of Americans. We have been
working closely with agencies at headquarters and field levels in all
the areas covered by the Sixteen-Point Program and we believe that our
efforts are being met with success as reflected in the recent increase
in Spanish-surnamed employment in the Federal Government.

Sincerely,

Palut Hampton

Robert E. Hampton
Chairman

Enclosure

QUESTION 1

After comparing the number of Spanish-surnamed individuals entering the Federal service with the Spanish-surnamed individuals leaving the Federal service in a given year, what has been the "net gain" of Spanish-surnamed individuals for each of the last five years?

ANSWER

Data on accessions and separations by minority groups are not available. The figures in the following table are headcounts of employees as of the survey date shown.

Total change in Spanish-surnamed employment from Nov. 30, 1967 to May 31, 1971: increase of 6,594.

Total change in overall Employment, same period: decrease of 43,815.