U.S. DEPARTMENT OF AGRICULTURE

WASHINGTON, D.C. 20250

DEPARTMENTAL MANUAL		Number: 4310-001
SUBJECT: Instructions for Preparing AEP Plans, Accomplishment Reports, and Updates	DATE: July 24, 1991
	OPI: Office of Advocacy and Enterprise/Equal Opportunity

 
 DEPARTMENT OF AGRICULTURE
 
 OFFICE OF THE SECRETARY
 
 WASHINGTON, D.C. 20250
 
 
 FOREWORD
 
This manual sets forth procedures for preparing and submitting
Multi-Year Affirmative Employment Program (AEP) Plans, Annual AEP
 
Accomplishment Reports, and Annual AEP Updates. The Affirmative
Employment Program supports the Department's Framework for Change
objective to build a diverse work force approximating the nation's labor
force at entry, mid, senior and executive levels by the year 2000. All
agencies will implement a strategic framework to achieve work force
diversity wherever underrepresentation exists in occupational
categories, series, grade levels and pay plans.
 
Since Departmental Notice 4310-3 expired on September 30, 1988, the
Department issued several memoranda of instruction for preparing AEP
plans; and reports. By issuing a single set of instructions, however,
we hope to increase the Department's reporting efficiency.
 
Agency heads, equal opportunity staffs, and personnel staffs of every
major operating component were invited to review and comment on this
manual during its development. Their comments were numerous and
thoughtful; each was considered and most were incorporated. Those who
must develop and implement the plans and reports, therefore, have shaped
this document to meet the needs of the Department's major operating
components, the needs of the Department, and the requirements of
legislative and other over- sight bodies.
 
Should you wish further information about the instructions or the plans
and reports referenced in this manual, please contact the Office of
Advocacy and Enterprise.
 
 
 
 Charles R. Hilty
 
 Associate Deputy Secretary
 
 
 
1 PURPOSE
 
 This manual establishes U.S. Department of Agriculture (USDA)
 reporting requirements and prescribes policies, procedures,
 guidance, and formats for preparing Multi-Year Affirmative
 Employment Program Plans, Annual AEP Accomplishment Reports, and
 Annual AEP Plan Updates. These procedures apply to all USDA
 components except those listed below which are exempted from the
 provisions of EEO-MD-714 and this manual due to the size of their
 work force.
 
 
 Each exempted component must submit a statement signed by its head,
 affirming its commitment to equal employment opportunity. Form
 AD-1, "Commitment to Equal Employment Opportunity," will be used
 for this purpose (See Figure 1).
 
 
 Agricultural Cooperative Service
 Board of Contract Appeals
 Economic Analysis Staff
 Office of Administrative Law Judges
 Office of Energy
 Office of the Consumer Advisor
 Office of the Secretary
 Office of Transportation
 World Agricultural Outlook Board
 
2 SPECIAL INSTRUCTIONS
 
 a Multi-Year AEP Plans, Annual AEP Accomplishment Reports, and
 Annual AEP Plan Updates will be prepared in accordance with
 EEOC Equal Employment Opportunity Management Directive 714
 (EEO-MD-714, found at Appendix A) and this manual.
 
 b Reporting levels will coordinate the development of these
 plans and reports with EEO and Personnel Staffs.
 
 c AEP Plan requirements not specifically addressed in this
 manual shall be carried out in accordance with the provisions
 of EEO-MD-714.
 
 d Reporting levels will use specifically designed EEOC and AD
 reporting forms.
 
 e Reporting levels will refer to EEO-MD-714 for EEOC forms. AD
 forms are found in figures 1-3.
 
 f Reporting levels will submit AEP plans and reports to OAE
 within 15 days following the end of the first quarter of each
 fiscal year.
 
3 POLICY
 
 It is the policy of the Department of Agriculture to develop
 department-wide Multi-Year AEP Plans, Annual AEP Accomplishment
 Reports and Annual AEP Plan Updates based on Major operating
 component (MOC) plans and reports.
 
 
 This manual supplements EEO-MD-714 and establishes a system for
 reporting these plans and reports.
 
 
4 ABBREVIATIONS
 
 AEP - Affirmative Employment Program
 CLF - Civilian Labor Force
 DM - Departmental Manual
 EEO - Equal Employment Opportunity
 EEOC - Equal Employment Opportunity Commission
 FAA - Federal Affirmative Action
 MICA - Manifest Imbalance or Conspicuous Absence
 MOC - Major Operating Component
 OAE - Office of Advocacy and Enterprise
 OFM/NFC - Office of Finance and Management's National Finance
 Center
 SRL - Subordinate Reporting Level
 PATCOB - Professional, Administrative, Technical, Clerical, and
 Other White Collar occupational categories and the Blue
 Collar occupational category.
 
5 FORMS
 
 AEP Plan Forms. The following forms will be used in preparing and
 submitting AEP plans and reports. The forms may be produced
 locally or they may be obtained from the Landover Warehouse.
 
 
 a Form AD-1, Commitment to Equal Employment Opportunity, must be
 submitted by MOCs exempted from the provisions of EEO-MD-714
 and this manual.
 
 b Form AD-878, Numerical Objectives By PATCOB, will be used to
 report established numerical objectives for the period the AEP
 plans and reports cover.
 
 c Form AD-855, Numerical Objectives by Major Occupation, will be
 used to report established numerical objectives for the period
 the AEP plans and reports cover.
 
6 DEFINITIONS
 
 a Agency. The U.S. Department of Agriculture.
 
 b Major Operating Components. All USDA program components and
 staff offices, e.g., FmHA, FS, OP, OFM.
 
 c Major Occupation. One which is central to the mission of the
 agency or one in which there are 50 or more employees.
 
 d Headquarters. Lead organizational component of a MOC with
 primary management and administrative functions for developing
 and coordinating MOC-wide policies, practices, and procedures.
 
 e Subordinate Reporting Level. Organizational sub-unit below the
 MOC level with 300 or more employees.
 
 f Reporting Level. Each organizational level required to submit
 plans and reports.
 
7 RESPONSIBILITIES
 
 a OAE will:
 
 (1) Provide technical assistance and guidance to MOCs;
 
 (2) Review and approve MOC and Headquarters AEP plans and
 reports prior to submission to EEOC;
 
 (3) Coordinate the development of agency-wide plans and
 reports;
 
 (4) Monitor, evaluate, and aggregate MOC-wide AEP
 accomplishments, goals, and objectives as a basis for
 developing agency AEP plans and reports;
 
 (5) Coordinate with EEOC, when appropriate, MOC requests for
 variances from the mandatory use of national CLF data and
  other requirements;
 
 (6) Monitor timely and accurate delivery of OFM/NFC generated
 work force data to MOCS; and
 
 (7) Provide periodic status reports to the Secretary and MOC
 heads.
 
 b MOCs will:
 
 (1) Provide technical assistance and guidance to SRLs
 consistent with EEOC and USDA instructions;
 
 (2) Review and approve SRL AEP plans and reports prior to
 submission to the appropriate EEOC/FAA unit;
 
 (3) Coordinate the development of MOC AEP plans and reports,
 including headquarters plans and reports if applicable;
 
 (4) Monitor, evaluate, and aggregate headquarters and SRI,
 AEP accomplishments, goals, and objectives as a basis for
 developing MOC AEP plans and reports;
 
 (5) Submit MOC AEP plans and reports to OAE for review and
 approval, including headquarters plans; and reports if
 applicable; and
 
 (6) Submit requests for variances from the mandatory use of
 CLF data and other requirements to OAE.
 
 c SRLs will:
 
 (1) Coordinate the development of AEP plans and reports in
 accordance with EEOC and USDA requirements;
 
 (2) Submit AEP plans and reports to MOC headquarters for
 review and approval prior to submission to the
 appropriate EEOC/FAA unit; and
 
 (3) Provide periodic status reports to MOC headquarters.
 
8 PROCEDURES
 
 a Multi-Year Affirmative Employment Program Plan
 
 (1) Management must actively participate in the development
 of SRL, MOC, and headquarters AEP plans.
 
 (2) MOC's with SRLs will submit MOC plans and headquarters
 plans to OAE. MOCs with no SRLs will submit MOC plans
 only (See Appendix B).
 
 (3) MOC and headquarters AEP Plans are due to OAE within 15
 days following the end of the first quarter of each
 fiscal year.
 
 (4) OAE will incorporate information contained in MOC plans
 into an agency plan.
 
 (5) All reporting levels will use OFM/NFC generated 4th
  quarter work force data as the basis for work force
 analyses. In addition, all reporting levels will use
 EEO-MD-707, Appendix B, for national CLF data comparison
 or other data approved by EEOC.
 
  SRLs will compare administrative, technical, clerical,
 and other white-collar occupations and blue-collar
 occupations with appropriate geographical CLF data and
 will compare the professional occupations with national
 CLF data. Any variance from the use of these data must
 be approved by EEOC. SRLs may use national CLF data to
 compare administrative, technical, clerical, and other
 white-collar occupations and blue-collar occupations if
 they recruit nationally for these positions or if the
 work force analysis justifies it.
 
 (6) Each reporting level will submit an EEO policy statement
 signed by the current MOC or SRL head.
 
 (7) Each reporting level will provide a list, by title, of
 all officials with designated EEO responsibilities; e.g.,
 MOC or SRL heads, managers, supervisors, special emphasis
  program managers etc., and a brief description of their
 respective EEO duties.
 
 (8) Each reporting level will prepare a Plan for the
 Prevention of Sexual Harassment, identifying responsible
 officials, specific action items, and target dates for
 completing the action items.
 
 (9) Each reporting level will address, in narrative form,
 each item listed under the eight program elements in the
 Program Analysis (Appendix A, pp. 8-12). The narratives
 must accompany the plan at each reporting level. Appendix
 C provides guidance for conducting the program analysis.
 
 (10) Each reporting level will prepare a Report of objectives
 and Action Items describing all problems/barriers and
 associated actions identified in the program analysis.
 Reporting levels must describe the same problems/barriers
 and associated actions identified on the Problem/Barrier
 Identification form.
 
 (11) Reporting levels will establish numerical objectives for
 each job category or major occupation where a comparison
 of the work force and the CLF reveals MICA in that job
 category or major occupation. Numerical objectives are
 intended to serve as a strategy for achieving work force
 diversity commensurate with the appropriate CLF or
  approved Available Labor Force data. Further, they must
 be:
 
 (a) temporary and intended as a remedy for significant
 imbalances of minorities and women in the affected
 jobs;
 
 (b) subject to change in relationship to changes in work
 force composition;
 
 (c) designed to eliminate existing imbalances without
 trammeling the rights of non-minorities or
  maintaining numerical proportionality; and
 
 (d) based on candidate availability and the number of
 projected vacancies.
 
 (12) MOC's and SRLs will consult their personnel and budget
 officers for assistance with vacancy projections when
 establishing numerical objectives.
 
 (13) Each reporting level will report numerical objectives on
 Forms AD-878 (Figure 2) and AD-855 (Figure 3), or submit
  DN Reports 714-6 and 7, described in section 9 d(l) of
 this manual.
 
 (14) Plan submissions for all reporting levels must include
 pp. 1-10 from Exhibit 1 of EEO-MD-714; Form AD-878 or DN
 Report 714-6, Numerical objectives by PATCOB; and Form AD
 855 or DN Report 714-7, Numerical Objectives by Major
 Occupation.
 
 b Annual Affirmative Employment Program Accomplishment Report
 
 (1) MOCs will submit annual MOC and headquarters AEP
 Accomplishment Reports to OAE by the end of the first
 quarter of each fiscal year.
 
 (2) SRLs will submit Annual AEP Accomplishment: Reports to
 their MOC Headquarters for review and approval prior to
 submission to the appropriate EEOC/FAA unit.
 
 (3) AEP accomplishment reports must be consistent with
 objectives established in the Multi-Year Plan.
 
 (4) All reporting levels will report accomplishments on EEOC
 Form 568 (Appendix A, pp. 38-43).
 
 (5) Annual submissions will contain the following:
 
 (a) Statistical Analysis - Each reporting level will
  conduct a statistical analysis of the work force
 using NFC generated 4th quarter data. The analysis
 should be reported in narrative form and cover the
 work force by PATCOB, grade groupings, grade levels,
 and major occupations. It must include an
 identification of employment trends, a description
 of changes in the work force, and a comparison of
 the current work force with that of the previous
 year.
 
 (b) Objectives/Action Items - Each reporting level will
 report progress made in achieving objectives and
 action items, including numerical objectives. Where
 there has been no progress, the unit must cite the
 reason(s).
 
 (c) Noteworthy Activities/Initiatives - All reporting
 levels will report noteworthy activities or
 initiatives implemented during the previous fiscal
 year.
 
 (6) Annual accomplishment reports for all reporting levels
 must include pp. 1-6 from Exhibit 3 of EEO- MD-714.
 
 c Annual Affirmative Employment Program Plan Update
 
 (1) An Annual AEP Plan Update is necessary when there is a
 major change in the organizational structure or work
 force.
 
 (2) The following are examples of some of the items and
 circumstances under which an update is required:
 
 (a) policy statements when MOC or SRL heads change;
 
 (b) organizational charts when MOC or SRL structures
 change;
 
  (c) program analyses, problem/barrier identification
 forms, reports of objectives/action items, and the
 Plans for the Prevention of Sexual Harassment when
 there are modifications to these areas of the plan.
 
 (3) All reporting levels will use the appropriate pages of
 EEOC Form 566. To assist in identifying updates, the
 word "update" should be typed in the upper right hand
 corner of all pages.
 
 (4) Submissions, if appropriate, should accompany the Annual
 AEP Accomplishment Report.
 
 (5) An AEP Plan Update must address achieved and unachieved
 action items.
 
9 EEO STATISTICAL DATA
 
 a OFM/NFC will forward to designated reporting levels EEO
 statistical reports containing information which meets
 EEO-MD-714 requirements, assists in monitoring EEO
 accomplishments, and facilitates report preparation.
 
 b Current geographical breakouts for all EEO statistical reports
 that are not reported by individual states are as follows:
 
 Worldwide (excluding Hawaii, Guam, and Puerto Rico)
 Hawaii only
  Guam only
 Puerto Rico only
 
 c Requests for geographical breakouts other than those listed
 above must be submitted in writing to OAE
 
 d Accomplishment Reports for EEOC will include an "as of" date,
 a "run" date, and numbered pages.
 
 (1) The quarterly statistical reports generated by OFM/NFC
 are as follows:
 
 DN-714-1 - Change in Work force EEO Profile by Pay Level
 
 DN-714-2 - Change in Work force EEO Profile by Series
 with 50 or More
 
 DN-714-3 - Change in Work force EEO Profile by Pay Level
 
 DN-714-4 - Distribution of EEO Groups and
 Underrepresentation Indices by, PATCOB and
 Pay Level
 
 DN-714-5 - Distribution of EEO Groups and
 Underrepresentation Indices by, Series and
 Pay Level
 
 DN-714-6 - Numerical Objective Accomplishments by PATCOB
 
 DN-714-7 - Numerical Objective Accomplishments by Series
 with 50 or More
 
 DN-714-8 - Internal Movement Goal Accomplishments by
 PATCOB
 
  DN-714-9 - Internal Movement Goal Accomplishments by
 Series with 50 or More 10
 
 DN-714-10 - Separations by PATCOB and Pay Level
 
 DN-714-11 - Separations by PATCOB, Series, and Pay Level
 
 DN-714-12 - Promotions by PATCOB and Pay Level
 
 DN-714-13 - Promotions by PATCOB, Series, and Pay Level
 
 DN-714-14 - Awards by PATCOB and Pay Level
 
  DN-714-15 - Awards by PATCOB, Series, and Pay Level
 
 DN-714-16 - Training Instances by PATCOB and Pay Level
 
 DN-714-17 - Training Instances PATCOB, Series, and Pay
 Level
 
 (2) Reports DN-714-6 through 9 will satisfy the reporting
 requirement of EEOC Forms 568.
 
 (3) OFM/NFC will divide DN-714-10 and 11 reports into two
 categories of voluntary and involuntary separation-type
 nature of action codes which are furnished by the Office
 of Personnel.
 
 (4) OFM/NFC will divide DN-714-12 and 13 reports into two
 categories of competitive and noncompetitive
 promotion-type nature of action codes which are furnished
 by the office of Personnel.
 
 (5) OFM/NFC will divide DN-714-14 and 15 reports into the
 following five categories:
 
 (a) Quality Step Increases
 
 (b) Cash Awards for Suggestions
 
 (c) Cash Awards for Performance
 
 (d) Cash Awards for Special Act or Service
 
 (e) Cash Awards for Invention
 
 (6) OFM/NFC will divide DN-714-16 and 17 reports by the
 following types of training:
 
 (a) Executive and Management
 
 (b) Supervisory
 
 (c) Legal, Medical, Scientific, or Engineering
 
 (d) Administrative Analysis
 
  (e) Specialty and Technical
 
 (f) Clerical
 
 (g) Trade or Craft
 
 (h) Orientation
 
 (i) Adult Basic Education
 
 e EEO Tracking Reports
 
 (1) Employment & Goals Summary and Employment & Goals Summary
 by Occupational series
 
 (2) Cumulative Gains & Losses Summary and Cumulative Gains &
 Losses Summary by Occupational Series
 
 (3) Grade Distribution Summary and Grade Distribution Summary
 by Occupational series
 
 (4) Occupational Series Summary - Percentages of
 Representation
 
 (5) Occupational Series Summary - Average Grade
 
 f Other EEO Reports
 
 (1) Employment & Representation Index of Most Populous PATCOB
 Series
 
 (2) Quarterly/Annual Reports of Gains & Losses
 
 
 
 
 FIGURE 1
 
 
 U.S. DEPARTMENT OF AGRICULTURE
 
 COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
 
 STATEMENT FOR MAJOR OPERATING COMPONENT (MOC) EXEMPTED FROM THE
 PROVISIONS OF EEO-MD-714
 
 POLICY STATEMENT
 
 
I AM AFFIRMING
 (MOC NAME)
 
COMMITMENT TO TITLE VII OF THE CIVIL RIGHTS ACT OF 1964, AS AMENDED,
WHICH GUARANTEES EQUAL EMPLOYMENT OPPORTUNITY FOR ALL EMPLOYEES AND
APPLI
CANTS FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX,
OR NATIONAL ORIGIN. OUR OBJECTIVE IS TO PROVIDE A WORK ENVIRONMENT FREE
FROM UNLAWFUL EMPLOYMENT DISCRIMINATION.
 
 
ALL MANAGERS AND SUPERVISORS ARE RESPONSIBLE FOR SUPPORTING USDA
AND ---------------------------------------- POLICY ON EQUAL
 (MOC NAME)
 
EMPLOYMENT AND ARE HELD ACCOUNTABLE FOR ASSURING THAT THE WORK PLACE IS

FREE FROM DISCRIMINATION. ALL PERSONNEL PRACTICES INCLUDING

 
RECRUITMENT, SELECTION, TRAINING, PROMOTION, TRANSFER, AND BENEFITS ARE
REQUIRED TO BE FREE FROM UNLAWFUL DISCRIMINATION.
 
 
 
 
____________________________________________
SIGNATURE OF MOC HEAD OR DESIGNATED OFFICIAL
 
 
____________________________________________

NAME AND TITLE DATE

FORM AD-1 (11/87)

 
 
CONTACT OIRM, IMD on 202-720-8799 for the paper copy of the following
images: Figure 2, Numerical Objectives By PATCOB, Form AD-878 (11/87);
Figure 3, Numerical Objectives By Major Occupation, Form AD-855 (11/87).
 
 
 
 
 
 APPENDIX A
 
 EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
 
 EQUAL EMPLOYMENT OPPORTUNITY
 
 MANAGEMENT DIRECTIVE
 
 EEO-MD-714
 
 
 DATE OCTOBER 6, 1967
 
 
TO THE HEADS OF FEDERAL AGENCIES:
 
1. SUBJECT. Instructions for the Development and Submission of Federal
 Affirmative Employment Multi-Year Program Plans, Annual
 Accomplishment Reports, and Annual Plan Updates for FY 1988 through
 FY 1992.
 
 
 
2. PURPOSE. To prescribe to Federal agencies instructions, policies,
 procedures, guidance, and formats for the development and
 submission of:
 
 a. Multi-!fear affirmative employment program plans,
 b. Annual affirmative employment program accomplishment reports,
 and
 c. Annual affirmative employment program plan updates.
 
 
3. EFFECTIVE DATE. October 1, 1987.
 
4. ORIGINATOR. Federal Sector Programs, Office of Program Operations,
  Equal Employment Opportunity Commission (EEOC).
 
 
5. OBSOLETE DATA. EEO-MD-707 and EEO-MD-707A are canceled as of
 January 1, 1988.
 
 
6. AUTHORITY. These instructions are prepared pursuant to EEOC's
 authority under Section 717 of the Civil Rights Act of 1964, as;
 amended, 42 USC 20OOe-16; Reorganization Plan No. 1 of 1978, issued
 pursuant to 5 USC 901 et. seq.; Executive Order 11748 (3 CFR,
 1966-70 Comp., p. 803) as amended by Executive Order 12106 (3 CFR
 1978 Comp., p. 263); and 29 CFR Part 1613. specific sources of
 authority and guidance are further explained in Appendix E of this
 document.
 
 
7. POLICY INTENT. The intent of the Commission in issuing this
 Directive is to develop a systematic multifaceted methodology for
 affirmative employment programs which require:
 
 o Strong commitment by the Head of the Agency through a clear
 delegation of authority to Senior Managers;
 
 o Management accountability systems for holding Senior Managers
 responsible for achieving Agency EEO objectives;
 
 o Identification and removal of barriers at all levels of the
 work force;
 
 o Aggregation of the agency work force into agencywide, major
 operating component (MOC) wide, commandwide, regionwide, and
 installation program plans;
 
 o The use of prescribed program elements to analyze program
 needs and a reporting mechanism to monitor progress in
 resolving problems;
 
 o Annual reports, submitted in a timely manner, on program
 accomplishments in addition to reports on statistical changes
 in the agencies' work force profiles; and
 
 o Objectives and actions that lead to positive meaningful
 results.
 
 Also, the intent of the Commission in issuing these program
 instructions is to allow for:
 
 o Flexibility in agency problem solving activities, by allowing
 each agency to decide which objectives and actions will meet
 their EEO program needs;
 
 o Reduction of at least 40% of the paperwork burden placed on
 agencies; and
 
 o Numerical goal setting where there is a manifest imbalance or
 conspicuous absence of minorities and women in the agency's
 work force.
 
 The Management Directive should substantially contribute to the
 achievement of equal employment opportunity for all Federal
 employees, not only when hired; but also as they advance within the
 work force, by providing for a stronger, more effective, more
 focused affirmative employment program. This will be accomplished
 by:
 
 o Shifting major responsibility and accountability to Agency
 Heads and their designees;
 
 o Focusing on specific problems within specific agencies rather
 than general issues identified by generalized instructions;
 
 o Eliminating unnecessary forms;
 
 o Using Central Personnel Data File (CPDF) information, where
 available and appropriate, in the work force analysis;
 
 o Placing specific emphasis on identification and removal of
 barriers so that elimination of problem areas are permanent
 and not just the result of a short-term effort; and
 
 o Requiring a five-year planning document with annual
 accomplishment reports.
 
 The Commission intends to strengthen evaluation and accountability
 by:
 
 o Conducting one or more onsite program reviews at each agency
 during the five-year cycle;
 
 o Placing more emphasis on onsite program audits to evaluate
 agency programs;
 
 o Continuing use of labor force data for comparison with agency
 work force profiles;
 
 o Requiring Federal agencies to have self evaluation programs;
 
 o Mandating that additional program elements be addressed when
 agencies fail to show progress; and
 
 o Reporting on a yearly basis, findings as to the extent to
 which agencies are in compliance with Title VII of the Civil
 Rights Act of 1964, as amended, to the President, the
 Congress, and the appropriate Committees of the Congress.
 
8. APPLICABILITY AND SCOPE.
 
 These instructions apply to all executive agencies as defined in
 section 102 of Title 5, U.S.C. (including those with employees and
 applicants for employment who are paid from nonappropriated funds),
 the United States Postal Service, the Postal Rate Commission, and
 those units of the legislative and judicial branches of the Federal
 Government having positions in the competitive service.
 
 
9. RESPONSIBILITIES.
 
 a. Agency Heads are responsible for the following:
 
 (1) Ensuring compliance with affirmative employment program
 instructions issued by EEOC;
 
 (2) Establishing agencywide objectives, consolidating and
 submitting agencywide multi-year affirmative employment
 program plans, providing current guidance for the
 development of program plan to all components/field
 installations, developing systems for evaluation of
 program effectiveness, and preparing accomplishment
 reports and plan updates for timely submission to the
 EEOC;
 
 (3) Ensuring that all managers under the Senior Executive
 Service are held accountable for tile achievement of
 affirmative employment objectives and the fulfillment of
 equal employment opportunity requirements and objectives
 established by the agency; and
 
 (4) Ensuring the accuracy of work force data submitted to the
 Office of Personnel Management's Central Personnel Data
 File (CPDF).
 
 b. Major Operating Components (MOCs). Commands, Regions, and
  &nb