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EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN _AAP_

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					EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP)

                              for


                     Texas Forest Service

                     A Component of the

                Texas A&M University System

              January 1, 2010 – December 31, 2010




         PART I: AAP FOR MINORITIES AND WOMEN


           PART II: AAP FOR COVERED VETERANS
             AND PERSONS WITH DISABILITIES
             CONFIDENTIAL TRADE SECRET MATERIALS

(Not for distribution except on a need-to-know basis within Texas Forest Service)

This AAP contains confidential information which is subject to the provisions of
18 U.S.C. 1905. Chrysler Corp. v. Brown, 441 U.S. 281, 19 FEP 475 (1979).
Copies of this AAP and all related appendices, documents, and support data are
made available on loan to the U.S. Government upon the request of said
Government on the condition that the Government hold them totally confidential
and not release copies to any persons whatsoever. This AAP and its Exhibits and
all its supporting documents contain much confidential information which may
reveal, directly or indirectly, Texas Forest Service's plans for business or
geographical expansion or contraction. Texas Forest Service considers this AAP
to be exempt from disclosure, reproduction, and distribution under the Freedom of
Information Act upon the grounds, among others, that such material constitutes
(1) personnel files, the disclosure of which would constitute a clearly unwarranted
invasion of personal privacy, which are exempt from disclosure under 5 U.S.C.
552(b)(6); (2) confidential, commercial, or financial information, which is exempt
from disclosure under 5 U.S.C. 552(b)(4); (3) investigatory records compiled for
law enforcement purposes, the production of which would constitute an
unwarranted invasion of personal privacy, which are exempt from disclosure
under 5 U.S.C. 552(b)(7)(C); and (4) matters specifically exempted from
disclosure by statute, which are exempt from disclosure under 5 U.S.C. 552(b)(3).
Notice is hereby given of a request pursuant to Title 41 Code of Federal
Regulations, Part 60-60.4(d) that portions of this AAP be kept confidential.

Texas Forest Service wishes to make it clear that it does not consent to the release
of any information whatsoever contained in this AAP under the Freedom of
Information Act or otherwise. If the U.S. Government, or any agency or
subdivision thereof, is considering breaching the conditions under which this
AAP was loaned to such Government, or is considering a request for release of
this AAP under the Freedom of Information Act, a request is hereby made that the
Government immediately notify the Director of the Texas Forest Service of any
and all Freedom of Information Act requests received by the Government or any
other contemplated release of this AAP by the Government which relates to
information obtained by the Government from the Agency. We further request
that everyone who has any contact with this AAP or its supporting data treat such
information as totally confidential and that such information not be released to
any person whatsoever. Retention or disclosure of information relating to
identifiable individuals may also violate the Privacy Act of 1974.




                                         2
                                            TEXAS FOREST SERVICE AAP

                                                   TABLE OF CONTENTS

                                                         PARTS I AND II


   Applicable Affirmative Action Laws and Regulations ............................................................... 5
   Protected Groups ......................................................................................................................... 5
   Program Terminology ................................................................................................................. 6
   Reliance on EEOC’s Guidelines ................................................................................................. 6
   Reporting Period ......................................................................................................................... 6
PART I: AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN ................. 8
   Table of Contents ........................................................................................................................ 9
   Chapter 1: Organizational Profile ............................................................................................. 10
   Chapter 2: Job Group Analysis ................................................................................................. 11
   Chapter 3: Placement of Incumbents in Job Groups ................................................................. 12
   Chapter 4: Determining Availability ........................................................................................ 13
   Chapter 5: Comparing Incumbency to Availability .................................................................. 14
   Chapter 6: Placement Goals ...................................................................................................... 15
   Chapter 7: Designation of Responsibility ................................................................................. 16
   Chapter 8: Identification of Problem Areas .............................................................................. 19
   Chapter 9: Action-Oriented Programs ...................................................................................... 21
   Chapter 10: Internal Audit and Reporting ................................................................................ 23
PART II: AFFIRMATIVE ACTION PLAN FOR COVERED VETERANS AND
PERSONS WITH DISABILITIES............................................................................................ 26
   Table of Contents ...................................................................................................................... 27
   Chapter A: Policy Statement ..................................................................................................... 28
   Chapter B: Review of Personnel Processes .............................................................................. 29
   Chapter C: Physical and Mental Qualifications ........................................................................ 30
   Chapter D: Reasonable Accommodation to Physical and Mental Limitations......................... 31
   Chapter E: Harassment ............................................................................................................. 33
   Chapter F: Outreach, Positive Recruitment, and External Policy Dissemination..................... 34
   Chapter G: Internal Policy Dissemination ................................................................................ 35
   Chapter H: Audit and Reporting System .................................................................................. 36
   Chapter I: Responsibility for Implementation .......................................................................... 37
   Chapter J: Training ................................................................................................................... 40
   Chapter K: Compensation ......................................................................................................... 41




                                                                      3
                           INTRODUCTION TO PARTS I AND II


Texas Forest Service is a federal government supply and service contractor subject to the
affirmative action requirements of Executive Order 11246, the Rehabilitation Act of 1973 as
amended, and the Vietnam Veterans' Readjustment Assistance Act of 1974, Section 4212 as it
has federal contracts. Because Texas Forest Service has $50,000 or more in annual contracts with
the federal government and employs 50 or more employees, we are required to prepare annual
written Affirmative Action Plans (AAP's) for minorities and women, for covered veterans, and
for persons with disabilities for our institutions. Failure to comply with these laws and their
implementing regulations, which are enforced by the Office of Federal Contract Compliance
Programs (OFCCP), can result in debarment of the Agency from future contracts and
subcontracts.

This Affirmative Action Plan is for the Texas Forest Service.

As stipulated in federal regulations, a prerequisite to the development of a satisfactory
Affirmative Action Plan is the evaluation of opportunities for the utilization of protected group
members, as well as an identification and analysis of problem areas inherent in their
employment. Also, where a statistical analysis of the employee workforce reveals a numeric
under-representation of minorities or women, greater than would reasonably be expected by their
availability, an adequate AAP details specific affirmative action steps to guarantee equal
employment opportunity. These steps are keyed to the problems and needs of protected group
members. For minorities and women, such steps include the development of hiring and
promotion goals and timetables to rectify under-representation where found. It is toward this end
that the following AAP of the Texas Forest Service was developed.




                                                4
                    Applicable Affirmative Action Laws and Regulations

Texas Forest Service's AAP for minorities and women (Part I) has been prepared according to
Executive Order No. 11246, as amended, and Title 41, Code of Federal Regulations, Part 60-1
(Equal Employment Opportunity Duties of Government Contractors), Part 60-2 (Affirmative
Action Programs of Government Non-Construction Contractors; also known as "Revised Order
No. 4"), and Part 60-20 (Sex Discrimination Guidelines for Government Contractors). Texas
Forest Service has developed separately an Affirmative Action Plan for covered veterans and
persons with disabilities (Part II) prepared in accordance with the Rehabilitation Act of 1973,
Section 503, as amended and Title 41, Code of Federal Regulations, Part 60-741 (Affirmative
Action Program for Handicapped Persons), the Vietnam Era Veterans' Readjustment Assistance
Act of 1974, Section 4212, as amended, and Title 41 Code of Federal Regulations, Part 60-250
(Affirmative Action Program for Disabled Veterans and Veterans of the Vietnam Era).

                                        Protected Groups

Coverage under affirmative action laws and regulations applies to:

       Women and minorities who are recognized as belonging to or identifying with the
       following race or ethnic groups: Blacks/African Americans, Hispanics/Latinos,
       Asians/Pacific Islanders, and American Indians/Alaskan Natives.

       Disabled veterans: veterans entitled to compensation for a disability rated at 30 percent or
       more, or rated at 10 or 20 percent in the case of a veteran who has been determined under
       section 3106 of Title 38 to have a serious employment disability, or a person who was
       discharged or released from active duty because of a service-connected disability.

       Recently separated veterans: any veteran currently within three-years of discharge or
       release from active duty.

       Veterans who received an “Armed Forces Medal.”

       An individual with a disability: a person who has a physical or mental impairment that
       substantially limits one or more of his/her major life activities; (2) has a record of such
       impairment, or (3) is regarded as having such an impairment.




                                                 5
                                     Program Terminology

The terms "utilization analysis," “under-representation," "deficiency," and "problem area,"
appearing in this AAP, are terms Texas Forest Service is required by government regulations to
use. The criteria used in relation to these terms are those specified by the government. These
terms have no independent legal or factual significance whatsoever. Although Texas Forest
Service will use the terms in total good faith in connection with its AAP, such use does not
necessarily signify that the Agency agrees that these terms are properly applied to any particular
factual situation and is not an admission of non-compliance with EEO laws, regulations, and
objectives.

The utilization analysis contained herein is required by Government regulations to be based on
certain statistical comparisons. Geographic areas and sources of statistics used herein for these
comparisons were used in compliance with Government regulations, as interpreted by
Government representatives. The use of certain geographic areas and sources of statistics does
not indicate Texas Forest Service's agreement that the geographic areas are appropriate in all
instances of use or that the sources of statistics are the most relevant. The use of such geographic
areas and statistics may have no significance outside the context of this AAP. Such statistics and
geographic areas will be used, however, in total good faith with respect to this AAP.

The grouping of job titles into a given job group does not suggest that the Texas Forest Service
believes the jobs so grouped are of comparable worth.

Whenever the term "goal" is used, it is expressly intended that it "should not be used to
discriminate against any applicant or employee because of race, color, religion, sex, or national
origin," as stated in Title 41 Code of Federal Regulations, Part 60-2.30.

This AAP is not intended to create any contractual or other rights in any person or entity.

                                Reliance on EEOC’s Guidelines

Although the Texas Forest Service does not believe any violation of Title VII of the Civil Rights
Act exists, it has developed this AAP in accordance with and in reliance upon the EEOC's
Guidelines on Affirmative Action, Title 29 Code of Federal Regulations, and Part 1608.

                                        Reporting Period

This AAP is designed to cover the following reporting period: 01/01/2009 – 12/31/2009.




                                                 6
                    STATEMENT OF PURPOSE FOR PARTS I AND II

This AAP has been designed to bring women and men, members of minority groups, covered
veterans, and persons with disabilities into all levels and segments of Texas Forest Service's
workforce in proportion to their representation in the qualified relevant labor market.

The AAP, therefore, is a detailed, results-oriented set of procedures which, when carried out,
results in full compliance with equal employment opportunity requirements through full
utilization and equal treatment of all people.

The manner in which this is to be accomplished becomes technical and somewhat complicated.
There are several reasons for this. First, Texas Forest Service is subject to and must address a
variety of State and Federal laws and guidelines dealing with equal employment opportunity and
affirmative action. These guidelines and requirements are in themselves somewhat technical and
complex. In addition, relevant court decisions, which are often useful in interpreting, but some-
times conflicting with these requirements and guidelines, must be taken into account when
developing and implementing the AAP. Furthermore, in determining Texas Forest Service's
current equal employment opportunity and affirmative action position and its desired future
achievements, numbers, percentages, statistics, and numerous calculations and computations
must come into play.

The technical, legal, and mathematical aspects of the AAP, however, all have one common
purpose—to allow us to properly identify three key concepts:

            1.     Where we stand now,

            2.     Where we must go,

            3.     How best to get there.

These three concepts are the Affirmative Action Plan.




                                                7
               TEXAS FOREST SERVICE AAP

                    A Component of the


              TEXAS A&M UNIVERSITY SYSTEM




PART I: AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN




                   01/01/2010 – 12/31/2010




                             8
                              PART I

                AAP FOR MINORITIES AND WOMEN

                       TABLE OF CONTENTS

CHAPTER 1:       ORGANIZATIONAL PROFILE
                 41 C.F.R. § 60-2.11

CHAPTER 2:       JOB GROUP ANALYSIS
                 41 C.F.R. § 60-2.12

CHAPTER 3:       PLACEMENT OF INCUMBENTS IN JOB GROUPS
                 41 C.F.R. § 60-2.13

CHAPTER 4:       DETERMINING AVAILABILITY
                 41 C.F.R. § 60-2.14

CHAPTER 5:       COMPARING INCUMBENCY TO AVAILABILITY
                 41 C.F.R. § 60-2.15

CHAPTER 6:       PLACEMENT GOALS
                 41 C.F.R. § 60-2.16

ADDITIONAL REQUIRED ELEMENTS OF AFFIRMATIVE ACTION PROGRAMS

CHAPTER 7:       DESIGNATION OF RESPONSIBILITY
                 41 C.F.R. § 60-2.17(a)

CHAPTER 8:       IDENTIFICATION OF PROBLEM AREAS
                 41 C.F.R. § 60-2.17(b)

CHAPTER 9:       ACTION-ORIENTED PROGRAMS
                 41 C.F.R. § 60-2.17(c)

CHAPTER 10:      INTERNAL AUDIT AND REPORTING SYSTEM
                 41 C.F.R. § 60-2.17(d)




                                 9
                       PART I: AAP FOR MINORITIES AND WOMEN

                        CHAPTER 1: ORGANIZATIONAL PROFILE
                                   41 C.F.R. § 60-2.11


Workforce Analysis/Lines of Progression

Texas Forest Service conducted a workforce analysis to identify employees by sex and
race/ethnicity in each job title. The data was collected from payroll records dated 12/31/08.

Job titles are listed by organizational unit. Job titles are listed from lowest to highest paid. The
list includes all job titles, including departmental supervision, exempt, and nonexempt titles.

For each job title, the lower threshold of the salary range is provided, as well as the EEO
Category to which the title is assigned. For each job title, Texas Forest Service identified the
total number of employees, the number of male and female employees, the total number of
minority employees, the male and female minority employees, the total number of White, Black,
Hispanic, Asian or Pacific Islander, American Indian or Alaskan Native employees, and the male
and female employees within each of these race/ethnic groups.

Texas Forest Service carefully analyzed the workforce analysis to identify problem areas needing
correction, such as concentrations or segregation of minorities or women by organizational unit,
job, pay, or EEO Category. Problems, if any, are identified in Chapter 8: Identification of
Problem Areas; programs to correct the identified problems are identified in Chapter 9: Action-
Oriented Programs.

Lines of Progression

Developed in conjunction with the workforce analysis is information on Texas Forest Service’s
lines of progression. Lines of progression (career ladders/career paths) identify the job titles
through which an employee can move to the top of a line. For each line of progression,
applicable departments are identified. These are the departments which employ persons in the
job titles in the specified line of progression. Some lines of progression are limited to only one
department, while others are found throughout several departments.

The lines of progression provide useful information regarding patterns of vertical and horizontal
movement throughout our workforce. These patterns will be evaluated to ascertain whether they
provide to our employees the optimum career mobility and opportunities for advancement.

See the Workforce Analysis/Lines of Progression for the results per organizational unit.




                                                  10
                      PART I: AAP FOR MINORITIES AND WOMEN

                            CHAPTER 2: JOB GROUP ANALYSIS
                                   41 C.F.R. § 60-2.12

Although the workforce analysis was conducted individually for every job title, after it was
completed, job titles were grouped for the comparison of incumbency to availability and for
setting goals. There were several reasons for grouping jobs.

Many job titles are so similar in content that handling them individually in the AAP is not
necessary. Grouping together these very similar titles is appropriate for the comparison of
incumbency to availability. For many job titles, the availability data that can be collected is
limited, and the same data must be used for several related jobs. Therefore, grouping these
related titles together is logical. Also, many job titles have so few incumbents in them that
identifying disparities between incumbency and availability by job title is meaningless—as
problem areas would be identified in terms of fractions of people. By grouping several similar
titles and increasing the number of employees involved, a meaningful comparison can be
conducted; any identified problem areas are more likely to be in terms of whole people.
Consequently, goals established to correct problem areas are also more likely to be in terms of
whole people.

The three reasons for grouping job titles all discuss "similar" or "related" jobs. That is the most
critical guideline in creating job groups. Above all, the job titles placed into a job group must be
more similar or related to each other than the job titles in other job groups.

Job groups should have enough incumbents to permit meaningful comparisons of incumbency to
availability and goal setting. Ideally, if a job group is identified as containing a problem area, it
should be large enough that a goal of a least one whole person can be established. No minimum
size has been established for this purpose, however, since it is dependent not only on the size of
the job group, but also on the size of the availability percentage and the number of minorities or
women already employed in the job group.

It may not be possible for a smaller contractor's job groups to meet the guideline of not crossing
EEO categories. While there are usually two or more job groups within each EEO category, for
smaller contractors some or all of their job groups may correspond to EEO categories.

Texas Forest Service did not combine job titles with different content, wages, or opportunities if
doing so would have obscured problem areas (e.g., job groups which combine jobs in which
minorities or women are concentrated with jobs in which they are underrepresented).




                                                 11
                      PART I: AAP FOR MINORITIES AND WOMEN

            CHAPTER 3: PLACEMENT OF INCUMBENTS IN JOB GROUPS
                             41 C.F.R. § 60-2.13

Each job group appears on a Job Group Report with a job group name and number. The report
lists each job title in the job group. For each job title, the worksheet provides the following
information: EEO reporting category, pay grade, job title, employee headcounts for each job
title, and overall percentages by sex and race/ethnicity as of 12/31/09.

See the Job Group Analysis for the listing of the job titles and the associated race and gender
headcounts per job group.




                                                12
                      PART I: AAP FOR MINORITIES AND WOMEN

                      CHAPTER 4: DETERMINING AVAILABILITY
                                  41 C.F.R. § 60-2.14

"Availability" is an estimate of the proportion of each sex and race/ethnic group available and
qualified for employment at Texas Forest Service for a given job group in the relevant labor
market during the life of the AAP. Availability indicates the approximate level at which each
race/ethnic and sex group could reasonably be expected to be represented in a job group if Texas
Forest Service's employment decisions are being made without regard to sex, race, or ethnic
origin. Availability estimates, therefore, are a way of translating equal employment opportunity
into concrete numerical terms. Correct comparisons of incumbency to availability, worthwhile
and attainable goals, and real increases in employment for problem groups depend on competent
and accurate availability analyses. With valid availability data, we can compare the percentages
of those who could reasonably be expected to be employed versus our current employment (from
the workforce analysis), identify problem areas or areas of deficiency, and establish goals to
correct the problems.

                       Steps in Comparison of Incumbency to Availability

Identify Availability Factors

The following availability factors are required of federal government contractors for
consideration when developing availability estimates for each job group:

   1. External Factor: The external requisite skills data comes from the 2000 Census of
      Population.

           a. Local labor area: See the Zip Code Analysis report for the counties included in the
              local labor area.
Note: Zip code analysis results only apply to job groups where populated census data is
available.
           b. Reasonable labor area: National

   2. Internal Factor: The percentage of minorities or women among those promotable,
      transferable, and trainable within the contractor’s organization.

Assign Internal and External Factor Weights: Weights were assigned to each factor for each job
group. A combination of historical data and experience were used to determine the weights.
Weights were never assigned in an effort to hide or reduce problem areas. See the Internal
Availability Analysis for more detail.

Identify Final Availability: Weights were multiplied by the component-specific data to produce
weighted data for each component. Weighted data for each component was summed. This
produced a final availability estimate for each sex and race/ethnic group, as well as for minorities
in the aggregate. See the Availability Analysis for the availability breakdown for each job group.



                                                13
                     PART I: AAP FOR MINORITIES AND WOMEN

            CHAPTER 5: COMPARING INCUMBENCY TO AVAILABILITY
                             41 C.F.R. § 60-2.15

Once final availability estimates were made for each job group, Texas Forest Service compared
the percentage of incumbents in each job group to their corresponding availability. A comparison
was made between the percentage employed as of 12/31/09 and that group's final availability.

See the Comparison of Incumbency to Availability and Placement Goals for the results per job
group.




                                              14
                      PART I: AAP FOR MINORITIES AND WOMEN

                             CHAPTER 6: PLACEMENT GOALS
                                   41 C.F.R. § 60-2.16

Texas Forest Service has established a percentage annual placement goal whenever it found that
minority or female representation within a job group was less than would reasonably be expected
given their availability. In each case, the goal was set at the availability figure derived for women
and/or minorities, as appropriate for that job group. These goals take into account the availability
of basically qualified persons in the relevant labor area. They also take into account anticipated
employment opportunities with our organization. Texas Forest Service believes these goals are
attainable. These goals will be reached primarily through recruiting and advertising to increase
the pool of qualified minority and female applicants and through implementation of our action-
oriented programs (see Chapter 9). Selections will occur only from among qualified applicants.
Goals do not require the hiring of persons when there are no vacancies or the hiring of a person
who is less likely to do well on the job ("less qualified") over a person more likely to do well on
the job ("better qualified"), under valid selection procedures. Goals do not require that Texas
Forest Service hire a specified number of minorities or women.

Goals are not rigid and inflexible quotas which must be met, but are instead targets reasonably
attainable by means of applying every good faith effort to make all aspects of the entire AAP
work. A goal is a guidepost against which Texas Forest Service, a community group, or a
compliance agency can measure progress in remedying identified deficiencies in Texas Forest
Service's workforce. By setting realistic goals, based on expected vacancies and anticipated
availability of skills within the relevant labor area, and using a job-related selection system,
Texas Forest Service should be able to meet the goals, assuming we conduct effective
recruitment and advertising efforts to ensure an adequate pool of qualified minority and/or
female qualified applicants from which to make selections.

In establishing goals, Texas Forest Service considered the results which could reasonably be
expected from putting forth every good faith effort to make our overall AAP work. We involved
the human resources staff in the goal-setting process. Goals were not established that would
exclude any sex or race/ethnic group.

See the Comparison of Incumbency to Availability and Placement Goals report for each job
group and the Goals Progress Report for progress made since the previous AAP.




                                                 15
                    PART I: AAP FOR MINORITIES AND WOMEN

                 CHAPTER 7: DESIGNATION OF RESPONSIBILITY
                             41 C.F.R. § 60-2.17(a)

A.     Responsibility for Implementation

       1. The Director of the Texas Forest Service assumes ultimate responsibility for the
          success of the Affirmative Action Program.

       2. The Director has delegated specific authority and responsibility for affirmative
          action to the Human Resources Department Head.

               a. The Texas Forest Service’s affirmative action procedures are designed to
                  achieve accountability through a centralized responsibility. These
                  procedures make affirmative action considerations an integral part of the
                  regular process of employee selection, retention, and advancement. The
                  Human Resources Office will record efforts to identify progress in the
                  employment and retention of minorities. A record of such applicant data
                  will be maintained in the Human Resources Office.

B.   Designated Official

     The Human Resources Department Head for the Texas Forest Services, who reports to
     the Associate Director for Finance and Administration has overall responsibility for all
     phases of the equal employment programs. However, making sure our organization
     meets our EEO/AAP obligations is the combined responsibility of all members of
     administration and supervisory personnel.

     The Human Resources Department Head will monitor the affirmative action program
     and investigate charges of discrimination filed by agency employees.

     The Human Resources Department Head develops and implements internal audit and
     reporting systems designed to:

      1. Periodically measure the effectiveness of the agency’s affirmative action efforts;

      2. Identify areas that appear to require special attention;

      3. Determine the degree to which women and minorities’ placement goals are being
         achieved;

      4. Analyze and evaluate applicant flow data and other employment activities and
         practices. Develop methods and strategies for increasing women and minority
         employment.




                                              16
C.      Managers and Supervisors

It is the responsibility of each individual who performs in a managerial or supervisory role to
apply the principle of equality in all personnel actions. Each manager/supervisor of the Texas
Forest Service is individually responsible for ensuring that all personnel in areas under their
control are familiar with the Affirmative Action Program. In areas of under-representation, the
responsible administrative officer will coordinate the efforts of supervisors reporting to the
officer in reaching established affirmative action goals. In addition, it is the responsibility of
each manager and supervisor to take action to prevent: 1) harassment of employees placed
through “affirmative action efforts;” 2) retaliation against employees who avail themselves of the
complaint and appeal procedure; or 3) retaliation against employees who file a complaint with a
federal, state or local compliance agency.


D.      Administration’s responsibilities include, but are not limited to the following:

     a. Assisting in the identification of problem areas and the establishment of local and unit
        goals and objectives.

     b. Being actively involved with local minority organizations, women’s organizations,
        community action groups, and community service programs designed to promote equal
        employment opportunity.

     c. Participating actively in periodic audits of training programs, and of hiring and
        promotion patterns, in order to remove barriers to the fulfillment of goals and objectives.

     d. Holding regular discussions with local administrators, supervisors and employees to be
        certain our organization’s policies are being followed.

     e. Reviewing the qualifications of all employees to ensure that minorities and women are
        given full opportunities for transfers and promotions.

     f. Conducting and/or supporting career counseling for all employees.

     g. Participating in the periodic audit of each location within the facility to ensure
        compliance in areas such as:

            1) The proper display of approved posters;

            2) Ensuring that all facilities, including Texas Forest Service housing, which our
               organization might maintain for the use and benefit of our employees, are in fact
               desegregated, both in policy and in use. Additional assurance will continue to be
               made that facilities such as lockers and restrooms are comparable for both sexes;

            3) Making sure that minority and female employees are afforded full employment



                                                 17
           opportunity and are encouraged to participate in all the Texas Forest Service
           sponsored educational, training, recreational and social activities.

h. Being aware that administration’s work performance is being evaluated on the basis of a
   variety of criteria which includes their equal employment opportunity efforts and results.

i. Selecting a proper course of action to preclude any harassment of employees who are
   placed or promoted through affirmative action efforts.




                                           18
                      PART I: AAP FOR MINORITIES AND WOMEN

                 CHAPTER 8: IDENTIFICATION OF PROBLEM AREAS
                               41 C.F.R. § 60-2.17(b)

                                           Terminology

       The phrases “comparison of incumbency to availability,” and “problem area”
       appearing in this chapter are terms Texas Forest Service is required by
       government regulations to use. The criteria used in relation to these terms are
       those specified by the government. These terms have no independent legal or
       factual significance. Although Texas Forest Service will use the terms in good
       faith in connection with its AAP, such use does not necessarily signify the
       Agency agrees that these terms are properly applied to any particular factual
       situation and is not an admission of non-compliance with EEO laws,
       regulations, and objectives. Whenever the term “goal” is used, it is expressly
       intended that it “should not be used to discriminate against any applicant or
       employee because of race, color, religion, sex, or national origin,” as stated in
       Title 41 Code of Federal Regulations, Part 60-2.16(e).

Based on analyses of each job group, areas of concern have been identified and are discussed
below. In addition to comparing incumbency to availability within job groups, Texas Forest
Service has conducted studies to identify problem areas in each of its selection procedures (i.e.,
hires, promotions, and terminations) as well as by organizational unit. Texas Forest Service will
continue to monitor and update these studies during each AAP year. In each case where potential
problem areas have been identified, affirmative actions, as appropriate, will be taken consistent
with any of the action-oriented programs described in Chapter 9 of this AAP.

Goals are established within each of the job groups at no less than the current availability data
for the job group.

41 C.F.R. § 60-2.17(b)(1): Workforce by Organizational Unit and Job Group

An analysis of minority and female distribution within each organizational unit was
accomplished by a thorough investigation of the Workforce analysis.

   An analysis of minority and female utilization within each job group was accomplished by a
   thorough investigation of the Comparison of Incumbency to Availability report.

41 C.F.R. § 60-2.17(b)(2): Personnel Activity

Applicant flow, hires, promotions, and terminations were analyzed by job group. An analysis of
selection disparities in personnel activity between men/women and whites/minorities was
accomplished by a thorough examination of transaction data. See the Summary of Personnel
Transactions Report for each job group.




                                                 19
41 C.F.R. § 60-2.17(b)(3): Compensation Systems

Compensation analyses were conducted by comparing the salaries for men v. women, and whites
v. minorities in each job title.




                                            20
                      PART I: AAP FOR MINORITIES AND WOMEN

                     CHAPTER 9: ACTION-ORIENTED PROGRAMS
                                41 C.F.R. § 60-2.17(c)


The Texas Forest Service has taken, and will continue to take, the following actions in order to
implement programs that will be practical and effective in the correction of problems, where
necessary, and in the advancement of our EEO objectives. These performance-oriented
programs are designed to eliminate discriminatory barriers and achieve goals within the specified
time-tables. The Affirmative Action Officer is charged with the responsibility of monitoring the
following actions. The Affirmative Action Officer will also confirm that our organization is
taking and will continue to take the following actions:

The Texas Forest Service’s Action Oriented Programs:

1. Conduct a detailed review of position descriptions to ensure that they actually reflect position
   functions and are consistent for the same position from one location to another.

2. The Texas Forest Service reevaluates worker specifications throughout the organization.
   Special attention is given to academic, experience and skill requirements to ensure that the
   requirements in themselves do not constitute inadvertent discrimination.

3. Job descriptions and position specifications are made available to the appropriate members of
   administration involved in the recruiting, screening and promotion processes. Copies are
   available to recruitment sources when necessary.

4. Evaluation of the total selection process is made to ensure freedom from bias and aid in the
   attainment of AAP goals and objectives. Personnel involved in the recruitment, disciplinary
   and other related processes are carefully selected and trained to ensure elimination of bias in
   all personnel actions.

5. The Texas Forest Service will continue to observe the OFCCP Uniform Guidelines on
   Employment Selection Procedures especially as they apply to tests. The Texas Forest Service
   is also aware that selection techniques other than tests may also be improperly used so as to
   have the effects of discrimination against protected group members. Every good faith effort
   will be made to evaluate such techniques and eliminate them if they are not objectively valid.

6. The Texas Forest Service will continue to seek out those individuals qualified to perform our
   jobs from among minority and female applicants. This activity fosters our commitment to
   maintain and/or augment the protected group participants in our workforce. Our organization
   will continue to seek out women and minorities in both the exempt and nonexempt areas of
   employment and advancement of these protected groups; by conducting formal briefing
   sessions on Texas Forest Service premises with representatives of protected group
   employment advocacy groups where possible; and encouraging female and minority
   employees to refer applicants, in addition to the increased use of the state employment office.



                                                21
7. Minority and female employees are given equal opportunity for promotion through such
   actions as the posting of job openings, and the active encouragement of minorities and
   females to seek out job advancement.

8. The Texas Forest Service will continue to actively encourage all employees to participate in
   desegregated Texas Forest Service-sponsored social and recreational activities.

9. English as a Second Language (ESL) programs are encouraged for minorities whose primary
   language is not English. Our organization will assist individuals in finding these ESL
   programs at local community colleges or with adult education efforts at secondary schools, in
   order to enhance their employment and promotion possibilities. In addition our organization
   makes an attempt to provide sign language assistance when applicable.

10. Provision of a well-defined line of career progression is being developed within a number of
    organizational units, in order to enhance the promotion of females and minorities.

11. Minorities and females are depicted in Texas Forest Service brochures and newsletters in
    order to promote the participation of protected group members.

12. All training programs are readily available to minorities and females within our
    organization, in many areas of our organization’s workforce. All programs are equitable in
    availability to both females and minorities.




                                               22
                    PART I: AAP FOR MINORITIES AND WOMEN

               CHAPTER 10: INTERNAL AUDIT AND REPORTING
                            41 C.F.R. § 60-2.17(d)


A.   Procedures

     1. Annual Reporting Period

        Each year a set of work force reports is produced based on the payroll closest to the
        annual reporting period. This provides a complete picture of the entire work force for
        the purpose of evaluating utilization, establishing goals, and making year-to-year
        comparisons.

     2. Report Generation

        Personnel data files are used to produce a listing of all employees by race and sex
        within their major organizational unit, job group, and EEO category. Those
        employees with split appointments are counted in their area of principal involvement
        or ADLOC (administrative location).

        These files are updated through budget/personnel actions (Form 500), an annual
        Employee Information Survey, or upon employee notification of data changes.

        These files provide data for production of the work force reports, including utilization
        analysis and the EEO report.

B.   Data Sources

     1. Personnel Information System

        The work force analysis report is generated by the Texas A&M University System
        upon request from the Human Resources Department Head.. The reports are
        reviewed to assess the staff complement of the Texas Forest Service and to determine
        if any adverse impact among job groups and/or classes exists. Should the report
        reveal that adverse impact exists within the Texas Forest Service job groups, the
        Director is responsible for taking positive action to remedy the situation.

        The personnel data files are a means to systematize current data on all employees of
        the Texas Forest Service.




                                             23
C.   Other Analysis

     Texas Forest Service office locations that practice employment procedures such as hiring,
     promoting, terminating, etc., shall be reviewed periodically for consistency and for
     equality of application to all employees.

     1.   Annual Progress Reports

          The Human Resource Department Head is responsible for conducting a review of
          agency organizational progress report to identify effective, ineffective and new
          measures plus problematic areas. This report will be submitted to the Director on an
          annual basis.

     2.   Desegregated Facilities and Available Equal Employment Information

             a. Periodic audits by the Human Resource Department Head and other staff
                members of the Finance and Administration Division will be conducted to
                ensure that equal employment opportunity posters are properly displayed; that
                all facilities remain desegregated, both in policy and in use; and that female
                and minority employees are afforded a full opportunity to participate in Texas
                Forest Service sponsored educational, training, recreational, and social
                activities.

             b. The Human Resource Department Head will take necessary steps to ensure
                that the Affirmative Action Plan is made known to all employees within the
                Texas Forest Service and that suppliers and subcontractors to the Texas Forest
                Service are aware of agency commitment to affirmative action.

D.   Adverse Impact

     1. Texas Forest Service utilizes The Texas A&M University System program and
        charts and the on-line application system of the Agriculture Programs to track
        applicant data flow. The manager/supervisor responsible for interviewing applicants
        for a vacant position is required to complete the applicant flow chart on-line, which
        provides a space for reason for non-acceptance. The form is available on-line to the
        Human Resource Office for review and filing. The Human Resource Department
        Head will review this procedure periodically to ensure that women and minorities are
        not discriminated against during the hiring period.

     2. The Human Resource Department Head will periodically review job specifications
        submitted by supervisors to be used for employment screening. The specifications
        will be studied to ensure that they are not discriminatory as to race, color, sex,
        religion, age, physical or mental disability or veteran status. Those specifications
        found to be discriminatory will be rejected and deleted from the notice of vacancy.

     3. The Human Resource Department Head reviews periodically and at least semi-



                                             24
annually statistical reports by EEO categories listing the numbers of applicants, new
hires, transfers, promotions and terminations. These reports will state the number of
applicants and the number of employees, by sex and race, who have been hired,
transferred, promoted or terminated. The reports will be analyzed to determine if
there is an adverse impact on women and/or minorities.




                                    25
                TEXAS FOREST SERVICE AAP

                     The Component of the

              TEXAS A&M UNIVERSITY SYSTEM




PART II: AFFIRMATIVE ACTION PLAN FOR COVERED VETERANS AND
                 PERSONS WITH DISABILITIES




                              FOR




               January 1, 2010 – December 31, 2010




                               26
                            PART II
      AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                           TABLE OF CONTENTS

CHAPTER A:     POLICY STATEMENT
               41. C.F.R. §§ 60-250.44(a); 60-300.44(a); 60-741.44(a)

CHAPTER B:     REVIEW OF PERSONNEL PROCESSES
               41.C.F.R. §§ 60-250.44(b); 60-300.44(b);60-741.44(b)

CHAPTER C:     PHYSICAL AND MENTAL QUALIFICATIONS
               41.C.F.R. §§ 60-250.44(c); 60-300.44(c); 60-741.44(c)

CHAPTER D:     REASONABLE ACCOMMODATION TO PHYSICAL AND MENTAL
               LIMITATIONS
               41.C.F.R §§ 60-250.44(d); 60-300.44(d); 60-741.44(d)

CHAPTER E:     HARASSMENT
               41.C.F.R §§ 60-250.44(e); 60-300.44(e); 60-741.44(e)

CHAPTER F:     OUTREACH, POSITIVE RECRUITMENT, AND EXTERNAL POLICY
               DISSEMINATION
               41.C.F.R. §§ 60-250.44(f); 60-300.44(f); 60-741.44(f)

CHAPTER G:     INTERNAL POLICY DISSEMINATION
               41.C.F.R. §§ 60-250.44(g); 60-300.44(g); 60-741.44(g)

CHAPTER H:     AUDIT AND REPORTING SYSTEM
               41.C.F.R. §§ 60-250.44(h); 60-300.44(h); 60-741.44(h)

CHAPTER I:     RESPONSIBILITY FOR IMPLEMENTATION
               41.C.F.R. §§ 60-250.44(i); 60-300.44(i); 60-741.44(i)

CHAPTER J:     TRAINING
               41.C.F.R. §§ 60-250.44(j); 60-300.44(j);60-741.44(j)

CHAPTER K:     COMPENSATION
               41.C.F.R. §§ 60-250.21(i); 60-300.21(i); 60-741.21(i)




                                       27
  PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                            CHAPTER A: POLICY STATEMENT
                                 41 C.F.R. § 60-741.6(a)

It is the policy of the Texas Forest Service and my personal commitment that equal employment
opportunity be provided in the employment and advancement of COVERED VETERANS and
persons with disabilities at all levels of employment, including the executive level. The Texas
Forest Service does not and will not discriminate against any applicant or employee because he
or she is a special disabled veteran, veteran of the Vietnam era, or because of a physical or
mental disability in regard to any position for which the applicant or employee is qualified. In
addition, the Texas Forest Service is committed to a policy of taking affirmative action to
employ and advance in employment qualified COVERED VETERANS and individuals with
disabilities. Such affirmative action shall apply to all employment practices, including, but not
limited to hiring, upgrading, demotion or transfer, recruitment, recruitment advertising, layoff or
termination, rates of pay or other forms of compensation, and selection for training, including
apprenticeship and on-the-job training. Decisions related to personnel policies and practices shall
be made on the basis of an individual's capacity to perform a particular job and the feasibility of
any necessary job accommodation. The Texas Forest Service will make every effort to provide
reasonable accommodations to any physical and mental limitations of individuals with
disabilities and to special disabled veterans.

Our obligations in this area stem from not only adherence to all state and federal regulations, but
also from our commitment as an employer in this community to provide job opportunities to
COVERED VETERANS and persons with disabilities.



__________________________________
Director




                                                28
  PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                CHAPTER B: REVIEW OF PERSONNEL PROCESSES
                 41.C.F.R. §§ 60-250.44(b); 60-300.44(b); 60-741.44(b)

Review of Policies, Practices and Procedures

      a. Selection procedures for employment, promotion, and training shall be reviewed to
         ensure careful, thorough, and systematic consideration of the qualifications of known
         disabled applicants and employees.

      b. The following actions will be taken to ensure systematic consideration of disabled
         applicants and employees as well as veterans of the Vietnam Era.

          1. Applicants and employees are provided the opportunity to self-identify if they
             desire to partake of this program.

          2. Applicants who submit unsolicited resumes or vitae will be provided an
             application or other suitable form to identify themselves either at the time they are
             formally considered for a particular vacancy or the first time additional
             information is requested.

          3. Disabled individuals or covered veterans are encouraged to apply in order that
             they may be properly considered for promotion, training, and other benefits of
             employment.

          4. In each case where a covered employee or applicant is rejected for employment,
             promotion, or training, a statement of the reason shall be maintained. The
             statement shall include a comparison of the qualifications of the “covered
             applicant or employee” to those of the person(s) selected as well as a description
             of the accommodation considered. The Job Applicant Flow Chart or on-line
             record is used to accomplish this task.

          5. Where covered applicants or employees are selected for hire, promotion, or
             training, and any resulting accommodation are undertaken, a brief description of
             the accommodation is to be entered on the application.




                                               29
  PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

            CHAPTER C: PHYSICAL AND MENTAL QUALIFICATIONS
                41.C.F.R. §§ 60-250.44(c); 60-300.44(c); 60-741.44(c)


Proper Consideration of Qualifications.

      a.    Wherever physical or mental qualification requirements are applied in such a
            manner that they tend to question qualified disabled veterans or disabled
            individuals on the basis of institutional necessity and safe performance of the
            job, the burden of proof to demonstrate the necessity of these requirements
            rests with the employer. However, nothing in the federal regulations prohibits
            the employer from requiring a comprehensive medical examination at the
            employer’s expense prior to employment of the applicant, provided that the
            results are used only in accordance with the selection for employment. Results
            of the examination shall be kept confidential except that supervisors and
            managers, as well as medical and other such personnel who need the
            information for purposes related to employment, may be informed.

       b.   Military records will not be used by the Texas Forest Service to discriminate
            against any veterans.




                                             30
     PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

     CHAPTER D: REASONABLE ACCOMMODATION TO PHYSICAL AND MENTAL
                                  LIMITATIONS
                 41.C.F.R §§ 60-250.44(d); 60-300.44(d); 60-741.44(d)

1.        General Accommodations

     The Texas Forest Service attempts to make reasonable accommodation to the physical and
     mental limitations of individuals with disabilities and disabled veterans.
     These accommodations are made for both employees and applicants with disabilities when so
     doing does not impose undue hardship on the conduct of our organization’s business. When
     an employee is unable to perform the essential duties of a specific position because of a
     mental or physical disability, an attempt will be made to allow the employee to
     continue to work through a reasonable accommodation.

     In determining the extent of the Texas Forest Service’s accommodation obligations, the
     following factors, among others, are considered:

     1. “Business necessity”: includes reasonable consideration of production levels, safety to
        others and to the individuals with the limitation, and efficiency in the operation of the
        Texas Forest Service business.

     2. Financial cost and expenses.

2.      Individual Accommodations

     The Texas Forest Service continues to communicate with employees and applicants who are
     in need of accommodations, furthermore the Texas Forest Service may accommodate
     employees and/or applicants with limitations by the following means:

     1. Work schedule modifications

     2. Equipment modifications

     3. Job task modifications or reassignment

     4. Alteration of physical setting

     5. Provision of job aids

     6. Removal of architecture barriers

     7. Procurement of interpreter services for the hearing and/or visually impaired

     8. Reserved parking areas for disabled drivers.



                                                  31
9. The Texas Forest Service’s Human Resources Department Head engages in the interactive
   process for resolving American with Disabilities Act accommodation-related problems
   when an agreement on specific accommodations cannot be reached. .




                                         32
  PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                              CHAPTER E: HARASSMENT
                    41.C.F.R. §§ 60-250.44(e); 60-300.44(e); 60-741.44(e)

Texas Forest Service has developed and implemented a set of procedures to ensure that its
employees who are disabled or Vietnam Era Veterans are not harassed due to those conditions.




                                              33
     PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

 CHAPTER F: OUTREACH, POSITIVE RECRUITMENT, AND EXTERNAL POLICY
                              DISSEMINATION
               41.C.F.R. §§ 60-250.44(f); 60-00.44(f); 60-741.44(f)


A.      External Dissemination/Recruiting

        1. Employees will be advised of the Texas Forest Service’s obligation to engage in
           affirmative action efforts to employ disabled individuals, disabled veterans and
           veterans of the Vietnam Era. This shall be done through employee publications and
           other appropriate employee-oriented communications.

        2. All classified positions will continue to be listed with the local office of the Texas
           Workforce Commission and when appropriate, classified positions will be listed with
           local newspapers unless the positions are to be filled through promotion or transfer.

B.      Reporting Systems

        In order to measure the effectiveness of this program, the number of persons, including
        disabled veterans, veterans of the Vietnam Era (non-disabled) and disabled individuals
        (other than disabled veterans) hired during the period covered, as well as information on
        promotions and accommodations, will be maintained and monitored by the Human
        Resources Department Head’s Office.




                                                34
 PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                CHAPTER G: INTERNAL POLICY DISSEMINATION
                 41.C.F.R. §§ 60-250.44(g); 60-300.44(g); 60-741.44(g)

1. INTERNAL DISTRIBUTION

  The Texas Forest Service’s Affirmative Action Policy is available to all employees by the
  following process:

  a. Annual Memorandum: Each year the Director will send a memorandum reaffirming the
     AA/EEO Policy Statement to all employees and will continue to include the policy in our
     organization’s policy manual. All appropriate publications produced by the Texas Forest
     Service will have information for individuals with disabilities. This information is
     provided so that individuals with disabilities may contact us to make arrangements for
     access assistance.

  b. Affirmative Action Program: The Texas Forest Service’s Affirmative Action Program
     will continue to be revised annually and distributed by Affirmative Action Officer to all
     administration offices. The Equal Employment Opportunity Policy and federally required
     Equal Employment Opportunity posters, affirming our nondiscrimination policy, are
     posted on bulletin boards in pubic locations and in work areas.


 c. Administration Training: The Texas Forest Service’s AA/EEO Policy regarding
    individuals with disabilities, special disabled veterans and veterans of the Vietnam era is
    communicated in special meetings with supervisory personnel to explain the intent of the
    policy. It is the Director’s official policy that all administrators and supervisors are
    required to become familiar with their individual responsibility for effective
    implementation of the contents of the Affirmative Action Plan.




                                              35
     PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                    CHAPTER H: AUDIT AND REPORTING SYSTEM
                    41.C.F.R. §§ 60-250.44(h); 60-300.44(h); 60-741.44(h)


Texas Forest Service has developed and currently implements an audit and reporting system that
addresses the following:

1)      Measures the effectiveness of Texas Forest Service’s overall Affirmative Action Program
        and whether the Agency is in compliance with specific obligations.

2)      Indicates the need for remedial action.

3)      Measures the degree to which Texas Forest Service’s objectives are being met.

4)      Whether there are any undue hurdles for individuals with disabilities and Vietnam Era
        Veterans regarding Agency sponsored educational, training, recreational, and social
        activities.




                                                  36
     PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                CHAPTER I: RESPONSIBILITY FOR IMPLEMENTATION
                   41.C.F.R. §§ 60-250.44(i); 60-300.44(i); 60-741.44(i)

A.       Responsibility for Implementation

         1. The Director of the Texas Forest Service assumes ultimate responsibility for the
            success of the Affirmative Action Program.

         2.   The Director has delegated specific authority and responsibility for affirmative
              action to the Human Resource Department Head.

                  a. The Texas Forest Service’s affirmative action procedures are designed to
                     achieve accountability through a centralized responsibility. These
                     procedures make affirmative action considerations an integral part of the
                     regular process of employee selection, retention, and advancement. The
                     Human Resource Office will record efforts to identify progress in the
                     employment and retention of minorities. A record of such applicant data
                     will be maintained in the Human Resources Office.

B.      Designated Official

        The Human Resources Department Head for the Texas Forest Services, who reports to
        the Associate Director for Finance and Administration has overall responsibility for all
        phases of the equal employment programs.

        The Human Resource Department Head will monitor the affirmative action program
        and investigate charges of discrimination filed by agency employees.

C.      Action Oriented Plan

        The Texas Forest Service will fulfill the Affirmative Action Plan for the disabled, special
        disabled veterans and Vietnam era veterans by the following actions:

        1. Consider qualified individuals with disabilities and covered veterans without
        discrimination in the regulation of its personnel process.

        2. Post notices of the Texas Forest Service’s EEO/AA obligations in conspicuous places
        in order to publicize the Affirmative Action Plans for individuals with disabilities and for
        covered veterans. The notices will continue to be available to both employees and
        applicants for employment.

        3. Invite all applicants and employees to self-identify as persons with disabilities or
        covered veterans so our organization can take affirmative action to employ and advance
        in employment qualified individuals with disabilities and covered veterans.



                                                 37
      4. Inform employees of the Texas Forest Service’s policy concerning the employment of
      persons with disabilities and covered veterans.

      5. Provide information to all employees regarding modifications in the Texas Forest
      Service’s policies and procedures.

      6. List all suitable employment openings with the appropriate local office of the TWC.

      7. Provide training and counseling to all employees, supervisors and administrators in
      order to gain positive support and understanding of the Affirmative Action Program for
      individuals with disabilities and for covered veterans.

      8. Work closely with local organizations, advocacy groups and institutions servicing
      individuals with disabilities and covered veterans.

      9. Achieve reasonable accommodations by removal of architectural and psychological
      barriers, modification of the work place, and/or job duties, providing job aids, etc.

      10. Include individuals with disabilities and covered veterans when the Texas Forest
      Service employees are identified in advertisements for jobs.

      11. Inclusion of EEO/AA clauses will continue in contracts awarded under government
      prime contracts and subcontracts. Clauses state that the contractor is bound by the terms
      of Section 503 of the Rehabilitation Act of 1973, as amended, 38 USC 4212 (formerly
      2012) of the Vietnam Era Veterans Readjustment Assistance Act of 1974, and is
      committed to affirmative action and equal employment opportunity.


D.    Audits and Reports

The Human Resources Department Head develops and implements internal audit and reporting
systems designed to:

       1. Periodically measure the effectiveness of the agency’s affirmative action efforts;

       2. Identify areas that appear to require special attention;

       3. Determine the degree to which placement goals are being achieved;

       4. Analyze and evaluate applicant flow data and other employment activities and
          practices. Develop methods and strategies for increasing disabled, special disabled
          veterans, and Vietnam era veteran employment.




                                               38
E.     Managers and Supervisors

It is the responsibility of each individual who performs in a managerial or supervisory role to
apply the principle of equality in all personnel actions. Each manager/supervisor of the Texas
Forest Service is individually responsible for ensuring that all personnel in areas under their
control are thoroughly familiar with the intent and the provisions of the Affirmative Action
Program. In areas of under-representation, the responsible administrative officer will coordinate
the efforts of supervisors reporting to the officer in reaching established affirmative action goals.
In addition, it is the responsibility of each manager and supervisor to take action to prevent: 1)
harassment of employees placed through “affirmative action efforts;” 2) retaliation against
employees who avail themselves of the complaint and appeal procedure; or 3) retaliation against
employees who file a complaint with a federal, state or local compliance agency.




                                                 39
  PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                                 CHAPTER J: TRAINING
                     41.C.F.R. §§ 60-250.44(j); 60-300.44(j); 60-741.44(j)

The Texas Forest Service trains all employees involved in any way with the recruitment,
selection, promotion, disciplinary actions, training, and related processes of individuals with
disabilities or Vietnam Era Veterans to ensure commitment to the company’s stated Affirmative
Action goals.




                                              40
PART II: AAP FOR COVERED VETERANS AND PERSONS WITH DISABILITIES

                            CHAPTER K: COMPENSATION
                    41 C.F.R. §§ 60-250.21(i); 60-300.21(i); 60-741.21(i)

When offering employment or promotion to individuals covered by this plan, the amount of
compensation offered may not be reduced because of any disability income, pension or other
benefit that the applicant or employee receives from another source.




                                              41

				
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