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FPCD-78-31 1 (1978-03-30)

handle is hein.gao/gaobaawyx0001 and id is 1 raw text is: DOCOENT RFSPfE '05'443 - [B09058381 I 4RAIN The Drug Enforcement idministration's Affirmative Action Program Should Be Improved. FPCD-78-31; B-178929. March 30, 1978. 42 pp. + 2 appendices (3 pp.). Rcport to Rep. Don Edwards, Chairman, House Committee on the Judiciary: Civil and Ccn3titutional Rights Subcommittee; by Elmer B. Staats, Comptroller General. Issue Area: Personnel Management and Compensation: Equal Employment Opportunity (302); Non-Discrimivation and Equal OpFortunity Programs: Employment DiscLimination in the Federal Sector (1004). Contact: Federal Personnel and Compensation Div. Budget Functiot: General Govecnment: Central Personnel management (805). Organization Concerned: Departrient of Justice; Civil Sarvice Commission; Drug Enfnrce.ae:t Administration. Congressional Rilevance: House Comittee on the Judiciary: Civil and Constitutional Rights Subcommittee. Rep. Don Edwards. Authority: Equal Pn-loyrent Opportunity Act of 1972 (P.L. 92-261 ; 86 Stv . 103; 42 U.S.C. 2000e). Fair Labor Standards Anendmento of 1974 (PL. 93-259; 88 Stat. 55; 29 U.S.C. 633a). Civil Rights Act of '964. Executive Order 11478. F.P.M. Letter 713-35. Executive Order 11478 states that it is the policy of the Government to provide equal opportunity in Federal employment on the basis of merit and fitness without discrimination because of race, color, religion, ser, or national criqin, and to promote equal employment opportunity (EEO) V.rouqh a continuing affirmative action program in each executive department and agency. The Drug Enforcement Administration's (DEA) affirmative action program seeks to develop employment goals for minorities and women and timetables for their acccplishments. Findings/Conclusions: Some progress has been made toward equalizing the employment situation at DEA, but more can be done. From July 1, 1974, through December 31, 1976, the ruaber of women employed on a permanent basis increased from 1,117 to 1,184 and the number of minorities rose from 434 to 823. At December 31, 1976, women acccunted for 2.8% and minorities for 15.6% of the total nummer of investigators employed. Among the 17 attorneys, there were no women or minorities. In grades GS-7 or above, women acccunted for 12.7% of permanent employees and minorities for 16.3%. Recommendations: The EQE program should be evaluated and a realistic estimate made of the staff and resources needed to accomplish its desired objectives. All managers and supervisors should comply with procedures for the program evaluation and followup. In addition to hiring goals, recruiting goals should be established. Improvements in the affirmative action program should be made in the areas of program implementation,

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