Equal Employment Opportunity Programs and Diversity, 46481-46483 [E6-13306]
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Federal Register / Vol. 71, No. 156 / Monday, August 14, 2006 / Notices
List of Subjects
Environmental protection, Chemicals,
Premanufacturer notices.
Dated: August 7, 2006.
Darryl S. Ballard,
Acting Director, Information Management
Division, Office of Pollution Prevention and
Toxics.
[FR Doc. E6–13285 Filed 8–11–06; 8:45 am]
BILLING CODE 6560–50–S
ENVIRONMENTAL PROTECTION
AGENCY
[FRL–8209–4]
Clean Water Act Section 303(d):
Availability of List Decisions
Environmental Protection
Agency (EPA).
ACTION: Notice of Availability.
jlentini on PROD1PC65 with NOTICES
AGENCY:
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17:58 Aug 11, 2006
Jkt 208001
Office, One Congress Street, Suite 1100
(CWQ), Boston, MA 02114–2023,
telephone (617) 918–1398, e-mail
address hill.michael@epa.gov. Oral
comments will not be considered.
FARM CREDIT ADMINISTRATION
FOR FURTHER INFORMATION CONTACT:
Michael Hill at (617) 918–1398 or
hill.michael@epa.gov. Copies of the
proposed decisions explaining EPA’s
rationale for its partial approval and
partial disapproval of Massachusetts’
submittal can be obtained from the EPA
Web site at https://www.epa.gov/ne/eco/
tmdl/impairedh2o.html or by writing or
calling Mr. Hill at the above address.
Underlying documentation comprising
the record for these decisions is
available for public inspection at the
above address.
AGENCY:
ACTION:
Section
303(d) of the Clean Water Act (CWA)
requires that each state identify those
waters for which existing technologybased pollution controls are not
stringent enough to attain or maintain
state water quality standards. For those
waters, states are required to establish
TMDLs according to a priority ranking.
EPA’s Water Quality Planning and
Management regulations include
requirements implementing section
303(d) of the CWA (40 CFR 130.7). The
regulations require states to identify
every two years water quality limited
waters still requiring TMDLs. The lists
of waters still needing TMDLs must also
include priority rankings and must
identify the waters targeted for TMDL
development during the next two years
(40 CFR 130.7(d)).
Consistent with EPA’s regulations,
Massachusetts submitted to EPA its
final listing decisions under section
303(d)(2) on April 19, 2005. On June 21,
2006, EPA approved Massachusetts’
listing of 734 water body segments and
associated priority rankings. EPA
disapproved Massachusetts’ decision
not to include 90 water bodies impaired
for mercury. EPA identified these
additional waters and pollutants along
with priority rankings for inclusion on
the 2004 section 303(d) list. EPA solicits
public comment on its decision to
include the 90 lakes and ponds
impaired for mercury on Massachusetts’
2004 section 303(d) list.
SUPPLEMENTARY INFORMATION:
SUMMARY: This action announces the
availability of and requests public
comment on EPA decisions identifying
water quality limited segments and
associated pollutants in Massachusetts
to be listed pursuant to Clean Water Act
section 303(d)(2). Section 303(d)(2)
requires that states submit and EPA
approve or disapprove lists of waters for
which existing technology-based
pollution controls are not stringent
enough to attain or maintain state water
quality standards and for which total
maximum daily loads (TMDLs) must be
prepared.
On June 21, 2006, EPA partially
approved and partially disapproved
Massachusetts’ 2004 submittal.
Specifically, EPA approved
Massachusetts’ listing of 734 water body
segments, associated pollutants and
priority rankings. EPA disapproved
Massachusetts’ decision not to list
ninety (90) water quality limited
segments impaired for mercury. EPA
identified these additional water body
segments, pollutants, and priority
rankings for inclusion on the 2004
section 303(d) list.
EPA is providing the public the
opportunity to review its decision to
add waters and pollutants to
Massachusetts’ 2004 section 303(d) list,
as required by EPA’s Public
Participation regulations. EPA will
consider public comments in reaching
its final decision on the additional water
bodies and pollutants identified for
inclusion on Massachusetts’ final list.
DATES: Comments must be submitted to
EPA on or before September 13, 2006.
ADDRESSES: Comments on the proposed
decisions should be sent to Michael
Hill, U.S. Environmental Protection
Agency, EPA New England Regional
46481
Dated: July 24, 2006.
Kenneth Moraff,
Deputy Director, Office of Ecosystem
Protection, New England Regional Office.
[FR Doc. E6–13284 Filed 8–11–06; 8:45 am]
BILLING CODE 6560–50–P
PO 00000
Frm 00036
Fmt 4703
Sfmt 4703
[BM–13–JUL–06–03]
Equal Employment Opportunity
Programs and Diversity
Farm Credit Administration.
Policy statement.
SUMMARY: The Farm Credit
Administration (FCA or Agency),
through the FCA Board (Board), has
updated and reaffirmed at its regular
July Board meeting a policy statement
on equal employment opportunity and
diversity. The policy statement provides
guidance to management and staff on
addressing affirmative employment and
diversity, workplace harassment, the
disabled veterans affirmative action
program, and the delineation of
responsibilities for implementing the
Agency’s equal employment
opportunity and diversity programs.
Effective Date: July 13, 2006.
FOR FURTHER INFORMATION CONTACT:
Eric Howard, Equal Employment
Opportunity Director, Farm Credit
Administration, McLean, Virginia
22102–5090, (703) 883–4481, TTY
(703) 883–4056,
or
Jennifer Cohn, Senior Attorney, Office
of General Counsel, Farm Credit
Administration, McLean, Virginia
22102–5090, (703) 883–4020, TTY (703)
883–4020
SUPPLEMENTARY INFORMATION: The text of
the Board’s policy statement on equal
employment opportunity programs and
diversity is set forth below in its
entirety.
Policy Statement on Equal Employment
Opportunity Programs and Diversity
FCA–PS–62
Effective Date: July 13, 2006.
Effect on Previous Action: Updates
FCA–PS–62 [BM–12–SEP–02–02] 9–12–
02.
Sources of Authority: Title VII of the
Civil Rights Act of 1964, as amended (42
U.S.C. 2000e et seq.); Age
Discrimination in Employment Act (29
U.S.C. 621 et seq.); Rehabilitation Act of
1973, as amended (29 U.S.C. 721 et
seq.); Equal Pay Act of 1974 (29 U.S.C.
206(d)); Civil Service Reform Act of
1978 (5 U.S.C. 3112); Notification and
Federal Employee Antidiscrimination
and Retaliation Act of 2002 (No Fear
Act) (5 U.S.C. 2301); section 5.9 of the
Farm Credit Act of 1971, as amended
(12 U.S.C. 2243); Executive Order 11478
(Equal Employment Opportunity in the
Federal Government), as amended by
Executive Orders 13087 and 13152 to
include prohibitions on discrimination
E:\FR\FM\14AUN1.SGM
14AUN1
46482
Federal Register / Vol. 71, No. 156 / Monday, August 14, 2006 / Notices
based on sexual orientation and status
as a parent; Executive Order 13145
(prohibits discrimination in Federal
employment based on genetic
information); Executive Order 13166
(Improving Access to Services for
Persons with Limited English
Proficiency); 29 CFR part 1614; Equal
Employment Opportunity Commission
Management Directives.
Purpose
The Farm Credit Administration (FCA
or Agency) Board reaffirms its
commitment to Equal Employment
Opportunity (EEO) and Diversity
(EEOD) and its belief that all FCA
employees should be treated with
dignity and respect. The Board also
provides guidance to Agency
management and staff for deciding and
taking action in these critical areas.
jlentini on PROD1PC65 with NOTICES
Importance
Unquestionably, the employees who
comprise the FCA are its most important
resource. The Board fully recognizes
that the Agency draws its strength from
the dedication, experience, and
diversity of its employees. The Board is
firmly committed to taking whatever
steps are needed to protect the rights of
its staff and to carrying out programs
that foster the development of each
employee’s potential. We believe an
investment in efforts that strongly
promote EEOD will prevent the conflict
and the high costs of correction for
taking no, or inadequate, action in these
areas.
The Farm Credit Administration (FCA)
Board Adopts the Following Policy
Statement:
It is the policy of the FCA to prohibit
discrimination in Agency policies,
program practices, and operations.
Employees, applicants for employment,
and members of the public who seek to
take part in FCA programs, activities,
and services will be treated fairly. FCA,
under the appropriate laws and
regulations, will:
• Ensure equal employment
opportunity based on merit and
qualification, without discrimination
because of race, color, religion, sex, age,
national origin, disability, sexual
orientation, status as a parent, genetic
information, or participation in
discrimination or harassment complaint
proceedings;
• Provide for the prompt and fair
consideration of complaints of
discrimination;
• Make reasonable accommodations
for qualified applicants for employment
and employees with physical or mental
disabilities under law;
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17:58 Aug 11, 2006
Jkt 208001
• Provide an environment free from
harassment to all employees;
• Create and maintain an
organizational culture that recognizes,
values, and supports employee and
public diversity;
• Implement affirmative programs to
carry out this policy; and
• Develop objectives within the
strategic planning process to meet the
goals of EEOD and, to the extent
practicable, seek to encourage the Farm
Credit System to continue its efforts to
promote and increase diversity.
Diversity
The FCA intends to be a model
employer. That is, as far as possible,
FCA will build and maintain a
workforce that reflects the rich diversity
of individual differences evident
throughout this Nation. The Board
views individual differences as
complementary and believes these
differences enrich our organization.
When individual differences are
respected, recognized, and valued,
diversity becomes a powerful force that
can contribute to achieving superior
results. Therefore, we will create,
maintain, and continuously improve on
an organizational culture that fully
recognizes, values, and supports
employee diversity. The Board is
committed to promoting and supporting
an inclusive environment that provides
to all employees, individually and
collectively, the chance to work to their
full potential in the pursuit of the
Agency’s mission. We will provide
everyone the opportunity to develop to
his or her fullest potential. When a
barrier to someone achieving this goal
exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment
to ensuring FCA conducts all of its
employment practices in a
nondiscriminatory manner. The Board
expects full cooperation and support
from everyone associated with
recruitment, selection, development,
and promotion to ensure such actions
are free of discrimination. All
employees will be evaluated on their
EEOD achievements as part of their
overall job performance. Though staff
commitment is important, the role of
supervisors is paramount to success.
Agency supervisors must be coaches
and are responsible for helping all
employees develop their talents and
give their best efforts in contributing to
the mission of the FCA.
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Frm 00037
Fmt 4703
Sfmt 4703
Workplace Harassment
It is the policy of the FCA to provide
a work environment free from unlawful
discrimination in any form, and to
protect all employees, male or female,
from any form of harassment, either
physical or verbal. The FCA will not
tolerate harassment in the workplace for
any reason. The FCA also will not
tolerate retaliation against any employee
for reporting harassment or for aiding in
any inquiry about reporting harassment.
Disabled Veterans Affirmative Action
Program (DVAAP)
A disabled veteran is defined as
someone who is entitled to
compensation under the laws
administered by the Veterans
Administration or someone who was
discharged or released from active duty
because of a service-connected
disability.
The FCA is committed to increasing
the representation of disabled veterans
within its organization. Our Nation
owes a debt to those veterans who
served their country, especially those
who were disabled because of service.
To honor these disabled veterans, the
FCA shall place emphasis on making
vacancies known to and providing
opportunities for employing disabled
veterans.
Responsibilities
The Chairman and Chief Executive
Officer (CEO) is ultimately responsible
for developing and carrying out all
EEOD requirements and initiatives in
accordance with laws and regulations to
fulfill diversity initiatives in approved
program plans.
To help in fulfilling these
responsibilities the CEO, or designee,
will select individuals to fill the
following positions:
• An EEO Director;
• Special Emphasis Program
Managers required by law or regulation;
and
• EEO Counselors in sufficient
number to ensure the needs of each
Agency office are met.
Individuals selected for these
positions will:
• Perform duties as determined by the
CEO, and as formally expressed in
position descriptions or individual
performance rating elements, as
appropriate;
• Serve on a collateral-duty basis—
the CEO will decide the percent of time
devoted to these collateral duties, which
may be adjusted over time as
circumstances and program
requirements dictate;
• Attend appropriate training in the
areas they have responsibility for; and
E:\FR\FM\14AUN1.SGM
14AUN1
Federal Register / Vol. 71, No. 156 / Monday, August 14, 2006 / Notices
• Develop, monitor progress on,
report on, and periodically update
program plans in their respective areas
of responsibility.
The CEO or EEO Director may also
establish standing committees to deal
with specific issues as they arise. The
Head of each Agency office will provide
support to the individuals identified
above on an as needed basis upon
request from the EEO Director.
Adopted this 13th day of July 2006 by
Order of the Board.
Dated: August 8, 2006.
Roland E. Smith,
Secretary, Farm Credit Administration Board.
[FR Doc. E6–13306 Filed 8–11–06; 8:45 am]
A. Federal Reserve Bank of Atlanta
(Andre Anderson, Vice President) 1000
Peachtree Street, NE., Atlanta, Georgia
30309:
1. Florida Bank Group, Inc., Tampa,
Florida; to acquire 100 percent of the
voting shares of Bank of North Florida,
Jacksonville, Florida.
Board of Governors of the Federal Reserve
System, August 9, 2006.
Robert deV. Frierson,
Deputy Secretary of the Board.
[FR Doc. E6–13232 Filed 8–11–06; 8:45 am]
BILLING CODE 6210–01–S
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
FEDERAL RESERVE SYSTEM
Centers for Medicare & Medicaid
Services
Formations of, Acquisitions by, and
Mergers of Bank Holding Companies
jlentini on PROD1PC65 with NOTICES
BILLING CODE 6705–01–P
[Document Identifier: CMS–576A, CMS–
10203, CMS–R–64, CMS–3070G–I, and
CMS–304/304A]
The companies listed in this notice
have applied to the Board for approval,
pursuant to the Bank Holding Company
Act of 1956 (12 U.S.C. 1841 et seq.)
(BHC Act), Regulation Y (12 CFR part
225), and all other applicable statutes
and regulations to become a bank
holding company and/or to acquire the
assets or the ownership of, control of, or
the power to vote shares of a bank or
bank holding company and all of the
banks and nonbanking companies
owned by the bank holding company,
including the companies listed below.
The applications listed below, as well
as other related filings required by the
Board, are available for immediate
inspection at the Federal Reserve Bank
indicated. The application also will be
available for inspection at the offices of
the Board of Governors. Interested
persons may express their views in
writing on the standards enumerated in
the BHC Act (12 U.S.C. 1842(c)). If the
proposal also involves the acquisition of
a nonbanking company, the review also
includes whether the acquisition of the
nonbanking company complies with the
standards in section 4 of the BHC Act
(12 U.S.C. 1843). Unless otherwise
noted, nonbanking activities will be
conducted throughout the United States.
Additional information on all bank
holding companies may be obtained
from the National Information Center
Web site at https://www.ffiec.gov/nic/.
Unless otherwise noted, comments
regarding each of these applications
must be received at the Reserve Bank
indicated or the offices of the Board of
Governors not later than September 8,
2006.
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17:58 Aug 11, 2006
Jkt 208001
Agency Information Collection
Activities: Proposed Collection;
Comment Request
Agency: Centers for Medicare &
Medicaid Services, HHS.
In compliance with the requirement
of section 3506(c)(2)(A) of the
Paperwork Reduction Act of 1995, the
Centers for Medicare & Medicaid
Services (CMS) is publishing the
following summary of proposed
collections for public comment.
Interested persons are invited to send
comments regarding this burden
estimate or any other aspect of this
collection of information, including any
of the following subjects: (1) The
necessity and utility of the proposed
information collection for the proper
performance of the agency’s functions;
(2) the accuracy of the estimated
burden; (3) ways to enhance the quality,
utility, and clarity of the information to
be collected; and (4) the use of
automated collection techniques or
other forms of information technology to
minimize the information collection
burden.
1. Type of Information Collection
Request: Extension of a currently
approved collection; Title of
Information Collection: Organ
Procurement Organization’s (OPO’s)
Health Insurance Benefits Agreement
and Supporting Regulations at 42 CFR
486.301–486.348; Use: The information
provided on this form serves as a basis
for continuing the agreements with CMS
and the 58 OPOs for participation in the
Medicare and Medicaid programs and
for reimbursement of service; Form
PO 00000
Frm 00038
Fmt 4703
Sfmt 4703
46483
Number: CMS–576A (OMB#: 0938–
0512; Frequency: Reporting—Every 4
years and as needed; Affected Public:
Business or other for-profit and Not-forprofit institutions; Number of
Respondents: 58; Total Annual
Responses: 58; Total Annual Hours:
116.
2. Type of Information Collection
Request: New collection; Title of
Information Collection: Medicare Health
Outcome Survey (HOS) and supporting
regulations at 42 CFR 422.152; Use: The
Medicare Prescription Drug,
Improvement, and Modernization Act of
2003 mandates the collection, analysis
and reporting of health outcomes
information. The collection of Medicare
health outcomes information is
necessary to hold Medicare managed
care contractors accountable for the
quality of care they are delivering. This
reporting requirement allows CMS to
obtain the information necessary for the
proper oversight of the program; Form
Number: CMS–10203 (OMB#: 0938–
New; Frequency: Recordkeeping,
Reporting: Annually; Affected Public:
Individuals or Households, Business or
other for-profit and Not-for-profit
institutions; Number of Respondents:
320,040; Total Annual Responses:
320,040; Total Annual Hours: 105,613.
3. Type of Information Collection
Request: Extension of a currently
approved information collection; Title
of Information Collection: Indirect
Medical Education (IME) and
Supporting Regulations 42 CFR 412.105;
Direct Graduate Medical Education
(GME) and Supporting Regulations in 42
CFR 413.75–413.73; Use: The collection
of information on interns and residents
(IR) is needed to properly calculate
Medicare program payments to
hospitals that incur indirect and direct
costs for medical education. The
agency’s Intern and Resident
Information System (IRIS) and similar
contractor systems use the information
for producing reports of duplicate fulltime equivalent IR counts for IME and
GME. The contractors also use this
information to ensure that hospitals are
properly reimbursed for IME and GME,
and help eliminate duplicate reporting
of IR counts which inflate payments.
The collection of this information
affects 1,215 hospitals which participate
in approved medical education
programs; Form Number: CMS–R–64
(OMB#: 0938–0456); Frequency:
Recordkeeping and Reporting—
Annually; Affected Public: Not-for-profit
and Business or other for-profit
institutions; Number of Respondents:
1,215; Total Annual Responses: 1,215;
Total Annual Hours: 2,430.
E:\FR\FM\14AUN1.SGM
14AUN1
]]>Agencies
[Federal Register Volume 71, Number 156 (Monday, August 14, 2006)]
[Notices]
[Pages 46481-46483]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E6-13306]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[BM-13-JUL-06-03]
Equal Employment Opportunity Programs and Diversity
AGENCY: Farm Credit Administration.
ACTION: Policy statement.
-----------------------------------------------------------------------
SUMMARY: The Farm Credit Administration (FCA or Agency), through the
FCA Board (Board), has updated and reaffirmed at its regular July Board
meeting a policy statement on equal employment opportunity and
diversity. The policy statement provides guidance to management and
staff on addressing affirmative employment and diversity, workplace
harassment, the disabled veterans affirmative action program, and the
delineation of responsibilities for implementing the Agency's equal
employment opportunity and diversity programs.
Effective Date: July 13, 2006.
FOR FURTHER INFORMATION CONTACT:
Eric Howard, Equal Employment Opportunity Director, Farm Credit
Administration, McLean, Virginia 22102-5090, (703) 883-4481, TTY (703)
883-4056,
or
Jennifer Cohn, Senior Attorney, Office of General Counsel, Farm
Credit Administration, McLean, Virginia 22102-5090, (703) 883-4020, TTY
(703) 883-4020
SUPPLEMENTARY INFORMATION: The text of the Board's policy statement on
equal employment opportunity programs and diversity is set forth below
in its entirety.
Policy Statement on Equal Employment Opportunity Programs and Diversity
FCA-PS-62
Effective Date: July 13, 2006.
Effect on Previous Action: Updates FCA-PS-62 [BM-12-SEP-02-02] 9-
12-02.
Sources of Authority: Title VII of the Civil Rights Act of 1964, as
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act
(29 U.S.C. 621 et seq.); Rehabilitation Act of 1973, as amended (29
U.S.C. 721 et seq.); Equal Pay Act of 1974 (29 U.S.C. 206(d)); Civil
Service Reform Act of 1978 (5 U.S.C. 3112); Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002 (No Fear Act)
(5 U.S.C. 2301); section 5.9 of the Farm Credit Act of 1971, as amended
(12 U.S.C. 2243); Executive Order 11478 (Equal Employment Opportunity
in the Federal Government), as amended by Executive Orders 13087 and
13152 to include prohibitions on discrimination
[[Page 46482]]
based on sexual orientation and status as a parent; Executive Order
13145 (prohibits discrimination in Federal employment based on genetic
information); Executive Order 13166 (Improving Access to Services for
Persons with Limited English Proficiency); 29 CFR part 1614; Equal
Employment Opportunity Commission Management Directives.
Purpose
The Farm Credit Administration (FCA or Agency) Board reaffirms its
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD)
and its belief that all FCA employees should be treated with dignity
and respect. The Board also provides guidance to Agency management and
staff for deciding and taking action in these critical areas.
Importance
Unquestionably, the employees who comprise the FCA are its most
important resource. The Board fully recognizes that the Agency draws
its strength from the dedication, experience, and diversity of its
employees. The Board is firmly committed to taking whatever steps are
needed to protect the rights of its staff and to carrying out programs
that foster the development of each employee's potential. We believe an
investment in efforts that strongly promote EEOD will prevent the
conflict and the high costs of correction for taking no, or inadequate,
action in these areas.
The Farm Credit Administration (FCA) Board Adopts the Following Policy
Statement:
It is the policy of the FCA to prohibit discrimination in Agency
policies, program practices, and operations. Employees, applicants for
employment, and members of the public who seek to take part in FCA
programs, activities, and services will be treated fairly. FCA, under
the appropriate laws and regulations, will:
Ensure equal employment opportunity based on merit and
qualification, without discrimination because of race, color, religion,
sex, age, national origin, disability, sexual orientation, status as a
parent, genetic information, or participation in discrimination or
harassment complaint proceedings;
Provide for the prompt and fair consideration of
complaints of discrimination;
Make reasonable accommodations for qualified applicants
for employment and employees with physical or mental disabilities under
law;
Provide an environment free from harassment to all
employees;
Create and maintain an organizational culture that
recognizes, values, and supports employee and public diversity;
Implement affirmative programs to carry out this policy;
and
Develop objectives within the strategic planning process
to meet the goals of EEOD and, to the extent practicable, seek to
encourage the Farm Credit System to continue its efforts to promote and
increase diversity.
Diversity
The FCA intends to be a model employer. That is, as far as
possible, FCA will build and maintain a workforce that reflects the
rich diversity of individual differences evident throughout this
Nation. The Board views individual differences as complementary and
believes these differences enrich our organization. When individual
differences are respected, recognized, and valued, diversity becomes a
powerful force that can contribute to achieving superior results.
Therefore, we will create, maintain, and continuously improve on an
organizational culture that fully recognizes, values, and supports
employee diversity. The Board is committed to promoting and supporting
an inclusive environment that provides to all employees, individually
and collectively, the chance to work to their full potential in the
pursuit of the Agency's mission. We will provide everyone the
opportunity to develop to his or her fullest potential. When a barrier
to someone achieving this goal exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment to ensuring FCA conducts all of
its employment practices in a nondiscriminatory manner. The Board
expects full cooperation and support from everyone associated with
recruitment, selection, development, and promotion to ensure such
actions are free of discrimination. All employees will be evaluated on
their EEOD achievements as part of their overall job performance.
Though staff commitment is important, the role of supervisors is
paramount to success. Agency supervisors must be coaches and are
responsible for helping all employees develop their talents and give
their best efforts in contributing to the mission of the FCA.
Workplace Harassment
It is the policy of the FCA to provide a work environment free from
unlawful discrimination in any form, and to protect all employees, male
or female, from any form of harassment, either physical or verbal. The
FCA will not tolerate harassment in the workplace for any reason. The
FCA also will not tolerate retaliation against any employee for
reporting harassment or for aiding in any inquiry about reporting
harassment.
Disabled Veterans Affirmative Action Program (DVAAP)
A disabled veteran is defined as someone who is entitled to
compensation under the laws administered by the Veterans Administration
or someone who was discharged or released from active duty because of a
service-connected disability.
The FCA is committed to increasing the representation of disabled
veterans within its organization. Our Nation owes a debt to those
veterans who served their country, especially those who were disabled
because of service. To honor these disabled veterans, the FCA shall
place emphasis on making vacancies known to and providing opportunities
for employing disabled veterans.
Responsibilities
The Chairman and Chief Executive Officer (CEO) is ultimately
responsible for developing and carrying out all EEOD requirements and
initiatives in accordance with laws and regulations to fulfill
diversity initiatives in approved program plans.
To help in fulfilling these responsibilities the CEO, or designee,
will select individuals to fill the following positions:
An EEO Director;
Special Emphasis Program Managers required by law or
regulation; and
EEO Counselors in sufficient number to ensure the needs of
each Agency office are met.
Individuals selected for these positions will:
Perform duties as determined by the CEO, and as formally
expressed in position descriptions or individual performance rating
elements, as appropriate;
Serve on a collateral-duty basis--the CEO will decide the
percent of time devoted to these collateral duties, which may be
adjusted over time as circumstances and program requirements dictate;
Attend appropriate training in the areas they have
responsibility for; and
[[Page 46483]]
Develop, monitor progress on, report on, and periodically
update program plans in their respective areas of responsibility.
The CEO or EEO Director may also establish standing committees to
deal with specific issues as they arise. The Head of each Agency office
will provide support to the individuals identified above on an as
needed basis upon request from the EEO Director.
Adopted this 13th day of July 2006 by Order of the Board.
Dated: August 8, 2006.
Roland E. Smith,
Secretary, Farm Credit Administration Board.
[FR Doc. E6-13306 Filed 8-11-06; 8:45 am]
BILLING CODE 6705-01-P
