[Federal Register Volume 71, Number 156 (Monday, August 14, 2006)]
[Notices]
[Pages 46481-46483]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: E6-13306]


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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