FSH 6109.15 - POSITION CLASSIFICATION HANDBOOK
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CHAPTER 20 - POSITION DESCRIPTION PREPARATION AND REQUIREMENTS
23 - MANDATORY INFORMATION FOR CERTAIN POSITION DESCRIPTIONS
23.4 - POSITIONS WITH EQUAL EMPLOYMENT OPPORTUNITY COLLATERAL
ASSIGNMENTS
1. Definition of Equal Employment Opportunity (EEO) Collateral Assignments. EEO
collateral assignments are official part-time EEO duties and responsibilities assigned to an
employee in addition to the primary duties and responsibilities of the position occupied.
Collateral assignments involve such duties as EEO counselor, Civil Rights Advisory Group
(CRAG) member, or manager for the Federal Women's Program (FWP), Hispanic Employment
Program (HEP) or Native American Program (NAP). Assignments may be terminated or
reassigned to another employee at management's discretion without complying with adverse
regulations.
2. Documenting EEO Collateral Duties in Official Position Description. All EEO
collateral duties and responsibilities must be included in the position description of employees
with such assignments and will be added to, changed, or deleted from the position description by
the processing of Form FS-6100-13, Position Description Correction Notice. See Exhibit 1 for
example of EEO collateral duties.
3. Memorandum of Understanding. When EEO collateral duties are assigned, a
Memorandum of Understanding will be prepared by the employee's immediate supervisor and
the Forest Supervisor outlining how and when the part-time assignments will be given.
Memorandums of Understanding are not required for EEO Counselors and CRAG Members. See
Exhibits 2 and 3 for examples of Memorandums of Understanding.
FSH 6109.15 - POSITION CLASSIFICATION HANDBOOK
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Exhibit 1
Federal Women's Program Manager
Service as Federal Women's Program (FWP) Manager and as a member of the Forest Civil Rights
Advisory Group. Develops annual work plans for the Forest FWP. Attends management team meetings
and advises them on FWP. Develops and carries out specific Affirmative Action items form the Forest
Affirmative Action Plan and provides input on total Forest Civil Rights program. Facilitates contacts
between managers, women, and other organizations and community groups. Participates in internal
Personnel Management, evaluations, and special studies of employment practices, opportunities, etc.
Assures that effective career counselling exists and coordinates activities with other individuals in EEO
and Personnel Management. Assures that National and Regional FWP objectives and priorities are
brought to the attention of the Forest Supervisor and management team and are incorporated into the
annual work plan. Serves as a member of the Forest Red Card Committee.
Native American Program/Hispanic Employment Program Manager
Serves as Native American Program/Hispanic Employment Program (NAP/HEP) Manager and as a
member of Forest Civil Rights Advisory Group. Develops annual work plans for the Forest NAP/HEP.
Attends management team meetings and advises them on NAP/HEP. Develops and carries out specific
Affirmative Action items from the Forest Affirmative Action Plan and provides input on total Forest Civil
Rights program. Facilitates contacts between managers, Native Americans, Hispanics and other
organizations and community groups. Participates in internal Personnel Management reviews,
evaluations, and special studies of employment practices, opportunities, etc. Assures that effective career
counseling exists and coordinates activities with other individuals in EEO and Personnel Management.
Assures that National and Regional NAP/HEP objectives and priorities are brought to attention of the
Forest Supervisor and management team and are incorporated into the annual work plan.
Civil Rights Advisory Group Member
Serves as a member of the Forest Civil Rights Advisory Group (CRAG). Reviews proposed policy and
programs directly related to or impacting civil rights programs prior to implementation and advises the
Forest Supervisor on appropriateness, adequacy, and effectiveness in meeting program goals. Monitors
continuing civil rights activities. Makes suggestions for changes in these activities that will serve to
reinforce and strengthen the Forest's Civil Rights policy. Recommends special programs or projects
stressing women and minority involvement for adoption by the Forest. Provides suggestions for
increasing effectiveness of the Forest's Affirmative Action Plans for Civil Rights. Provides an additional
channel of communication between the Forest Supervisor and women and minority employees.
Equal Employment Opportunity Counselor
The role of the EEO Counselor is to serve as a bridge between employees and management. The EEO
Counselor provides an open and sympathetic channel through which employees and applicants may raise
questions, discuss problems, get answers, and informally pursue resolution of problems connected with
equal opportunity. Should the informal resolution fall the counselor informs the employee of the rights to
file a formal complaint and the appropriate procedures. Submits a written report of the counseling of the
employee to the Forest Supervisor if the discrimination complaint becomes formal. Keeps clear records of
all counseling activities in order to discuss program problems and progress with the Forest Supervisor.
FSH 6109.15 - POSITION CLASSIFICATION HANDBOOK
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Exhibit 2
Memorandum of Understanding for
Collateral Duties as
Native American Program/Hispanic Employment Program Manager
The purpose of this Memorandum of Understanding is to ensure there is a clear understanding of
the collateral responsibilities associated with the Forest Native American Program/Hispanic
Employment Program Manager's (NAP/HEP) position between the employee, immediate
supervisor, Forest Supervisor, and Regional NAP/HEP.
These additional duties are allotted approximately
percent of the employee's official
time. Collateral duties will be included in the employee's official position description.
Although the normal supervisor/employee relationship continues, the employee will be
responsive and accountable to the Forest Supervisor regarding the Forest NAP/HEP. The
NAP/HEP will periodically brief the Forest management team and Regional NAP/HEP on
program accomplishment.
A work plan for the Forest NAP/HEP will be developed (generally on a fiscal year basis).
In performing collateral NAP/HEP duties, the NAP/HEP will notify the immediate
supervisor about work plans and the amount of time needed away from the primary job for
meetings, programs, and training. The NAP/HEP should schedule these in advance as much as
possible.
A training plan will be developed so the employee receives formal and on-the-job training
necessary to perform NAP/HEP responsibilities.
Name (Employee/Forest NAP/HEP)
Title
Date
Name (Supervisor)
Title
Date
Name (Forest Supervisor)
Title
Date
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Name (Regional NAP/HEP)
Title
Date
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Exhibit 3
Memorandum of Understanding for
Collateral Duties of
Federal Women's Program Manager
The purpose of the Memorandum of Understanding is to ensure there is a clear understanding of
the collateral responsibilities associated with the Forest Federal Women's Program Manager's
(FWPM) position between the employees, immediate supervisor, Forest Supervisor, and
Regional FWPM:
These additional duties are allotted approximately
percent of the employee's official
time. Collateral duties will be included in the employee's official position description.
Although the normal supervisor/employee relationship continues, the employee will be
responsive and accountable to Forest Supervisor regarding the Forest FWP. The FWPM will
periodically brief the Forest management team and Regional FWPM on program
accomplishment.
A work plan for the Forest FWP will be developed (generally on a fiscal year bases).
In performing collateral FWP duties, the FWPM will notify the immediate supervisor
about work plans and the amount of time needed away from the primary job for meetings,
programs, and training. The FWPM should schedule these in advance as mush as possible.
A training plan will be developed so the employee receives formal and on-the-job training
necessary to perform FWPM responsibilities, such as the FWPM Workshop sponsored by the
Office of Personnel Management, within the first 6 months of assignment, and other on a
continuing basis.
Name (Employee/Forest FWPM)
Title
Date
Name (Supervisor)
Title
Date
Name (Forest Supervisor)
Title
Date
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Name (Regional FWPM)
Title
Date