21 NOV 1989 COMDTINST 12720.4B
5.
d.
Methods. A combination of innovative methods should be used to assist in the location
and development of minorities and women to fill positions targeted in FEORP plans
and should be documented in column (4) of enclosure (3). The methods should
include internal and external recruitment actions which are directed toward the
activities and sources which can best provide candidates to correct identified
underrepresentation in the targeted occupations and grade levels.
(1)
Internal Activities. Civilian personnel officers should identify occupations
suitable for recruitment from within the Coast Guard or from other Federal
agencies. Methods which may be used include career development training,
upward mobility and similar accelerated training programs, the restructuring of
positions at lower grade levels, and the periodic review of selection procedures
to ensure that minorities and women are not systematically excluded.
(2)
External Activities. When reviewing targeted occupations, a determination
should also be made when recruitment outside the Federal Government will be
most effective in alleviating underrepresentation of minortities and women.
Among methods to consider are on-site recruitment visits to training centers and
educational institutions, active contacts with community organizations with
referral capability, paid advertisements in magazines and newspapers that reach
minority and women readers, participation in recruitment "fairs" and other
special events, conferences and conventions, expanded use of special emphasis
programs such as those for referral and employment of persons with disabilities,
programs for disabled veterans, use of cooperative education programs, and part-
time employment.
e.
Relationship to Coast Guard Affirmative Employment Plans (AEP's). FEORP plans and
AEP's are essential parts of the process to provide equal employment opportunity (EEO)
for minorities and women. The AEP, which is developed and coordinated by
Commandant (G-HCE), establishes the Coast Guard EEO policy, provides the
associated program analysis, including barrier identification, and outlines action items
to eliminate identified barriers. FEORP plans, which are coordinated by Commandant
(G-PC), constitute a specific tool designed to assist in carrying out the EEO policy by
establishing, directing and modifying, if necessary, recruitment activities to eliminate
underrepresentation, where identified, of minorities and women in the Coast Guard
civilian work force.
f.
Program Evaluation. Officials responsible for evaluation of the FEORP program (see
paragraph 6) should monitor effectiveness on a continuous basis. Evaluations should
show the effectiveness of each method used in terms of the degree of
underrepresentation eliminated, and the manner in which efforts have led to
improvements. To the extent previous methods have not been successful, evaluations
should specifically seek to identify new initiatives or modifications to be employed in
the future to correct problem areas or to more readily ensure a successful program.
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