COMDTINST 12720.4B 21 NOV 1989
5.
FEDERAL EOUAL OPPORTUNITY RECRUITMENT PLANS.
Basic Requirements. FEORP plans are targeted recruitment programs based on a
a.
determination of underrepresentation of minorities and/or women in the various
occupational categories, both nationally and in specific geographic locations. For Coast
Guard, the local geographic areas requiring the development of plans are identified in
enclosure (2). Each area represents a location where roughly 100 or more permanent
civilians are employed. (The identified areas are subject to change in the event of shifts
in population.) Coast Guard FEORP plans, prepared in the enclosure (3) format, should
be developed on a fiscal year basis by the servicing civilian personnel offices, in
consultation with the serviced commands, for each identified location, and should be
submitted to Commandant (G-PC) for review and approval. At their discretion, civilian
personnel offices may also develop FEORP plans for areas not identified by enclosure
(2). A national plan will be developed by Commandant (G-PC) for submission to the
Department.
b.
Assessments of Underrepresentation.
(1)
At a minimum, plans must be based on assessments of underrepresentation of
each covered employee group by each Professional, Administrative, Technical,
Clerical, Other, and Blue Collar (PATCOB) category, showing quantifiable
indices by which progress may be measured. An example assessment is
provided by enclosure (4).
(2)
The raw data for Coast Guard civilian employment figures is derived from the
Civilian Personnel Management Information System (CIVPMIS). This
information is merged with civilian labor force (CLF) data maintained by
Commandant (G-HCE) to produce preliminary assessment data which is
available to civilian personnel offices through their responsible civil rights
officers.
(3)
When underrepresentation is found, it is often the result of recruiting barriers
which have been identified by the civilian personnel officers in conjunction with
the civil rights officers, and included in the Coast Guard Affirmative
Employment Program or periodic Affirmative Action Accomplishment Reports.
c.
Targeted Recruitment Occupations. To help determine targeted occupations for
recruitment under the FEORP plan, civilian personnel officers should review the
underrepresentation, identify grades or positions in PATCOB categories expected to be
filled during the year and on a long term basis, and should select those upon which to
concentrate recruitment efforts, based on such factors as the greatest need, the available
recruitment sources, and the likelihood of success. Dates projected to accomplish the
recruitment actions should be documented according to the format shown in enclosure
(3). In addition, the civilian personnel officer should determine, through consultation
with the responsible civil rights officer, whether certain elements of underrepresentation
may be alleviated or eliminated through efforts outside of recruitment (e.g., training).
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