Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample (Page 6 of 54) in pdf

VA MEDICAL CENTER

POLICY MEMORANDUM 00-028

BRONX, NEW YORK 10468

September 9, 2003

H. Federal Women’s Program (FWP) Manager and FWP Committee - The FWP Manager is appointed

by the Medical Center Director with the following responsibilities:

1) Serves as the central point of contact within the medical center to promote understanding of the

FWP.

2) Coordinates agency and medical center policy and activities that are related to equal employment

opportunity for women.

3) Evaluates adequacy of the Medical Center EEO Program, making recommendations for

improvement.

4) Serves as the medical center representative to consult and confer with public and private groups

and individuals concerned with the improvement of employment opportunities for women.

A FWP Committee or task force may be constituted on an as-needed basis to assist the FWP Manager.

The responsibilities of the FWP Manager and FWP function are further delineated in Attachment “D”.

Hispanic Employment Program (HEP) Manager - The HEP Manager is appointed by the Medical

Center Director to oversee the special concerns of Hispanics and to assure that specific actions are taken to

provide equal opportunity in all aspects of the total EEO Program.

1) Serves as the principal point of contact between the VAMC and the Hispanic Community on

employment matters.

2) Advises management on issues and problems relative to Hispanics at this medical center.

3) Identifies existing and potential barriers to equal opportunity for Hispanics.

4) Assists in the development, evaluation and monitoring of affirmative action plan items, with

emphasis on positive plans of action designated to promote equal opportunity in employment for

Hispanics. The responsibilities of the HEP Manager are further delineated in Attachment “E”.

Persons with Disabilities/Disabled and Vietnam Era Veterans Program (PDP) Manager is appointed

by the Medical Center Director to coordinate and monitor a pro-active Persons with Disabilities/Disabled/

Vietnam Era Program pursuant to Section 501 of the Rehabilitation Act of 1973 as amended and Section 403

of the Vietnam Era Veterans Re-adjustment Assistance Act of 1974. The Medical Center Director will

appoint, as needed, a committee that will act in an advisory capacity to top management on issues or

problems related to this program. The responsibilities of the PDP are delineated in Attachment “F”.

K. Federal Equal Opportunity Recruitment Program (FEORP) - A requisite part of the Affirmative

Employment Program is to improve the representation of minorities and females and establish the

development of broad applicant pools for hard-to-fill, underrepresented, non-traditional occupations and

higher level positions. The Medical Center’s Human Resources Management Program will coordinate

special outreach recruitment efforts, i.e., distribute vacancy announcements to organizations with minority

and female clientele. A supplemental FEORP Program Plan has been developed and implemented to meet

the requirements of FPM 720-2.

L. All employees are required to support the EEO Program in the performance of official duties, to

assure equal respect, equal treatment and equal service for all persons without regard to race, sex, religion,

national origin, age or disability.

. Evaluating Supervisory Performance in EEO - Program Chiefs, Managers and Supervisors will be

held fully accountable for the promotion of and adherence to the principles and programs enunciated by this

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