[Federal Register: August 14, 2006 (Volume 71, Number 156)]
[Notices]
[Page 46481-46483]
From the Federal Register Online via GPO Access [wais.access.gpo.gov]
[DOCID:fr14au06-52]
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FARM CREDIT ADMINISTRATION
[BM-13-JUL-06-03]
Equal Employment Opportunity Programs and Diversity
AGENCY: Farm Credit Administration.
ACTION: Policy statement.
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SUMMARY: The Farm Credit Administration (FCA or Agency), through the
FCA Board (Board), has updated and reaffirmed at its regular July Board
meeting a policy statement on equal employment opportunity and
diversity. The policy statement provides guidance to management and
staff on addressing affirmative employment and diversity, workplace
harassment, the disabled veterans affirmative action program, and the
delineation of responsibilities for implementing the Agency's equal
employment opportunity and diversity programs.
Effective Date: July 13, 2006.
FOR FURTHER INFORMATION CONTACT:
Eric Howard, Equal Employment Opportunity Director, Farm Credit
Administration, McLean, Virginia 22102-5090, (703) 883-4481, TTY (703)
883-4056,
or
Jennifer Cohn, Senior Attorney, Office of General Counsel, Farm
Credit Administration, McLean, Virginia 22102-5090, (703) 883-4020, TTY
(703) 883-4020
SUPPLEMENTARY INFORMATION: The text of the Board's policy statement on
equal employment opportunity programs and diversity is set forth below
in its entirety.
Policy Statement on Equal Employment Opportunity Programs and Diversity
FCA-PS-62
Effective Date: July 13, 2006.
Effect on Previous Action: Updates FCA-PS-62 [BM-12-SEP-02-02] 9-
12-02.
Sources of Authority: Title VII of the Civil Rights Act of 1964, as
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act
(29 U.S.C. 621 et seq.); Rehabilitation Act of 1973, as amended (29
U.S.C. 721 et seq.); Equal Pay Act of 1974 (29 U.S.C. 206(d)); Civil
Service Reform Act of 1978 (5 U.S.C. 3112); Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002 (No Fear Act)
(5 U.S.C. 2301); section 5.9 of the Farm Credit Act of 1971, as amended
(12 U.S.C. 2243); Executive Order 11478 (Equal Employment Opportunity
in the Federal Government), as amended by Executive Orders 13087 and
13152 to include prohibitions on discrimination
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based on sexual orientation and status as a parent; Executive Order
13145 (prohibits discrimination in Federal employment based on genetic
information); Executive Order 13166 (Improving Access to Services for
Persons with Limited English Proficiency); 29 CFR part 1614; Equal
Employment Opportunity Commission Management Directives.
Purpose
The Farm Credit Administration (FCA or Agency) Board reaffirms its
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD)
and its belief that all FCA employees should be treated with dignity
and respect. The Board also provides guidance to Agency management and
staff for deciding and taking action in these critical areas.
Importance
Unquestionably, the employees who comprise the FCA are its most
important resource. The Board fully recognizes that the Agency draws
its strength from the dedication, experience, and diversity of its
employees. The Board is firmly committed to taking whatever steps are
needed to protect the rights of its staff and to carrying out programs
that foster the development of each employee's potential. We believe an
investment in efforts that strongly promote EEOD will prevent the
conflict and the high costs of correction for taking no, or inadequate,
action in these areas.
The Farm Credit Administration (FCA) Board Adopts the Following Policy
Statement:
It is the policy of the FCA to prohibit discrimination in Agency
policies, program practices, and operations. Employees, applicants for
employment, and members of the public who seek to take part in FCA
programs, activities, and services will be treated fairly. FCA, under
the appropriate laws and regulations, will:
Ensure equal employment opportunity based on merit and
qualification, without discrimination because of race, color, religion,
sex, age, national origin, disability, sexual orientation, status as a
parent, genetic information, or participation in discrimination or
harassment complaint proceedings;
Provide for the prompt and fair consideration of
complaints of discrimination;
Make reasonable accommodations for qualified applicants
for employment and employees with physical or mental disabilities under
law;
Provide an environment free from harassment to all
employees;
Create and maintain an organizational culture that
recognizes, values, and supports employee and public diversity;
Implement affirmative programs to carry out this policy;
and
Develop objectives within the strategic planning process
to meet the goals of EEOD and, to the extent practicable, seek to
encourage the Farm Credit System to continue its efforts to promote and
increase diversity.
Diversity
The FCA intends to be a model employer. That is, as far as
possible, FCA will build and maintain a workforce that reflects the
rich diversity of individual differences evident throughout this
Nation. The Board views individual differences as complementary and
believes these differences enrich our organization. When individual
differences are respected, recognized, and valued, diversity becomes a
powerful force that can contribute to achieving superior results.
Therefore, we will create, maintain, and continuously improve on an
organizational culture that fully recognizes, values, and supports
employee diversity. The Board is committed to promoting and supporting
an inclusive environment that provides to all employees, individually
and collectively, the chance to work to their full potential in the
pursuit of the Agency's mission. We will provide everyone the
opportunity to develop to his or her fullest potential. When a barrier
to someone achieving this goal exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment to ensuring FCA conducts all of
its employment practices in a nondiscriminatory manner. The Board
expects full cooperation and support from everyone associated with
recruitment, selection, development, and promotion to ensure such
actions are free of discrimination. All employees will be evaluated on
their EEOD achievements as part of their overall job performance.
Though staff commitment is important, the role of supervisors is
paramount to success. Agency supervisors must be coaches and are
responsible for helping all employees develop their talents and give
their best efforts in contributing to the mission of the FCA.
Workplace Harassment
It is the policy of the FCA to provide a work environment free from
unlawful discrimination in any form, and to protect all employees, male
or female, from any form of harassment, either physical or verbal. The
FCA will not tolerate harassment in the workplace for any reason. The
FCA also will not tolerate retaliation against any employee for
reporting harassment or for aiding in any inquiry about reporting
harassment.
Disabled Veterans Affirmative Action Program (DVAAP)
A disabled veteran is defined as someone who is entitled to
compensation under the laws administered by the Veterans Administration
or someone who was discharged or released from active duty because of a
service-connected disability.
The FCA is committed to increasing the representation of disabled
veterans within its organization. Our Nation owes a debt to those
veterans who served their country, especially those who were disabled
because of service. To honor these disabled veterans, the FCA shall
place emphasis on making vacancies known to and providing opportunities
for employing disabled veterans.
Responsibilities
The Chairman and Chief Executive Officer (CEO) is ultimately
responsible for developing and carrying out all EEOD requirements and
initiatives in accordance with laws and regulations to fulfill
diversity initiatives in approved program plans.
To help in fulfilling these responsibilities the CEO, or designee,
will select individuals to fill the following positions:
An EEO Director;
Special Emphasis Program Managers required by law or
regulation; and
EEO Counselors in sufficient number to ensure the needs of
each Agency office are met.
Individuals selected for these positions will:
Perform duties as determined by the CEO, and as formally
expressed in position descriptions or individual performance rating
elements, as appropriate;
Serve on a collateral-duty basis--the CEO will decide the
percent of time devoted to these collateral duties, which may be
adjusted over time as circumstances and program requirements dictate;
Attend appropriate training in the areas they have
responsibility for; and
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Develop, monitor progress on, report on, and periodically
update program plans in their respective areas of responsibility.
The CEO or EEO Director may also establish standing committees to
deal with specific issues as they arise. The Head of each Agency office
will provide support to the individuals identified above on an as
needed basis upon request from the EEO Director.
Adopted this 13th day of July 2006 by Order of the Board.
Dated: August 8, 2006.
Roland E. Smith,
Secretary, Farm Credit Administration Board.
[FR Doc. E6-13306 Filed 8-11-06; 8:45 am]
BILLING CODE 6705-01-P