Enclosure (1) to COMDTINST 12713.13
DEFINITION OF KEY CONCEPTS
(1) Affirmative Employment Program. A program of organizational analysis,
problem identification, data collection, policy statements and reporting requirements to identify and
monitor actions taken to meet the objective of full representation of minorities and women in the
civilian Coast Guard work force.
(2) Affirmative Employment Program Management System (AEPMS). A planning
methodology designed to correct work force imbalances and achieve a Coast Guard work force
reflective of the nation's diversity. AEPMS plans include, at a minimum: (1) work force analysis,
(2) goal setting (3) external and internal placement strategies, (4) monitoring and analysis, and (5)
accountability for positively impacting work force imbalances.
(3) Multi-Year Affirmative Employment Program Plan (MYAEPP). A single plan
which includes affirmative employment goals, timetables and program strategies to be implemented
over a period of several years. The plan is designed to achieve the long term goals of eliminating
work force imbalances.
a.
DEFINITION OF KEY TERMS
(1) Civilian Labor Force. Persons, 16 years of age or over, excluding those in the
Armed Forces, who are employed or seeking employment.
(2) Conspicuous Absence. A particular EEO group that is nearly or totally nonexistent
from the work force.
(3) EEO Groups. Black males, black females, Hispanic males, Hispanic Females,
Asian American/Pacific Islander males, Asian American/Pacific Islander females,
American Indian/Alaskan Native males, American Indian/Alaskan Native females, and
white females.
____________________
Handicapped males and females are also considered EEO groups but are covered by a
1
separate Management Directive issued pursuant to Section 501 of the Rehabilitation Act of
1973, as amended. See EEOMD-713.
Previous Page
