COMDTINST 12713.13
25 SEP 1992
3.
b.
In order to improve the AEP planning process and successfully address imbalances in
the Coast Guard civilian work force, the AEPMS is established as a Coast Guard
planning methodology. This methodology integrates the affirmative employment,
civilian personnel management, and other management systems and processes. It also
clarifies interrelationships and responsibilities between Coast Guard Headquarters,
districts, maintenance and logistics commands and headquarters units to ensure uniform
application of AEP principles and practices throughout the service.
4.
DEFINITIONS. Definitions of important terms used in this instruction are provided in
enclosure (1).
5.
OBJECTIVES. The objectives of the Affirmative Employment Program are to:
a.
Eliminate the existence of work force imbalances, both "manifest imbalances" and
"conspicuous absences" of minorities and women in the Coast Guard civilian work
force.
b.
Reach and maintain a work force representative of the nation's diversity that is
equivalent to the representation of minorities and women in the civilian labor force.
c.
Ensure minorities and women have equal opportunity in all personnel processes,
including recruitment, hiring, promotion, training and awards.
d.
Implement the AEPMS as a management process to correct civilian work force
imbalances that exist for minorities and women, both in their underrepresentation and in
lower average grades/salary levels in the Coast Guard.
6.
RESPONSIBILITIES
a.
Commandant (G-H). The Chief, Office of Civil Rights, will:
(1)
Develop and interpret affirmative employment program policy, requirements, and
systems and provide guidance to all Coast Guard units in the implementation of
affirmative employment programs within the U. S.Coast Guard;
2