AGENCY: Plumas N.F., Lassen N.F. and Sierraville Ranger District, Tahoe N.F.
CONTACT: Larry W. Sandoval, Equal
Employment Manager, Sierra Cascade Province
ADDRESS: 55 S. Sacramento Street
Susanville, CA 96130
CONTACT: Michael R. Cruz, Equal Employment
Specialist, IBET Province
ADDRESS: 10342 Highway 89 North
Truckee, CA 96161
SUBMITTED: July 26, 1999
PREPARED BY: /s/Larry
LARRY W. SANDOVAL, SC Province Civil Rights Officer
MICHAEL R. CRUZ, IBET Province SEPM
RECOMMENDED BY: ____________________________________________________
APPROVED BY: _____________________________________________________
MARK J. MADRID, Plumas National Forest Supervisor
DAVID HARMER, Acting Lassen National Forest Supervisor
STEVEN T. EUBANKS, Tahoe National Forest Supervisor
TABLE OF CONTENTS
CIVIL RIGHTS VARIABLES/CATEGORIES
ANALYSIS AND FINDINGS
Employment Effects on Temporary, Term, and Permanent WorkforceNET CIVIL RIGHTS IMPACTS
Attrition, Promotions, and Potentially Unfunded Positions
Attitudes, Beliefs, and Values
Past and Present Evidence of Discriminatory Practices in the Locale and the Potential Interaction of this with the Proposed Action(s)
Potential for Participation as Contractors or Subcontractors by Small Business, Minority-owned Business, Small Disadvantaged Business, and Women-owned Business Concerns in contracts, grants, and cooperative agreements generated by the proposed action(s).
Information was derived from personal observation, focus reports, Social and Economic data, and various other collaborative sources. It is important to note that this information is not all inclusive. Due to the long term cycle of this proposed action, additional information may be needed as changes occur during the duration of this living document. The Public Involvement section can be referenced in Chapter 1, section 1.8 of the Purpose and Need for Action of the Herger-Feinstein Quincy Library Group Forest Recovery Act Draft DEIS.
The following variables and categories have been identified in regard to this proposal. These variables are not all inclusive. New variables may be added if significant changes are made in the proposed action.
CIVIL RIGHTS VARIABLES AND CATEGORIES
Work Force Characteristics
· Attrition, promotions and surplus.
· Training opportunities (internal workforce).
· Hiring opportunities.
· Past and present evidence of discriminatory practices in the locale and the potential interaction of this with the proposed action(s).
· Potential for participation as contractors or subcontractors, women-owned businesses, minority -owned businesses, economically disadvantaged businesses, small businesses and concerning contracts, grants and cooperative agreements, generated by the proposed action(s).
Employment Effects on Temporary, Term, and Permanent Workforce.
The employment impacts data has been identified in the Herger-Feinstein Quincy Library Group DEIS, Chapter 3, Section 3.4.3 "Socioeconomic Considerations", under Environmental Consequences, Table 3.50 "Summary of Comparison of Effects Per Year by Alternative." Alternatives 2-4 indicate an increase in economic stability to the community with regard to job opportunities in the Pilot Project Area. Alternative 5 indicates a reduction in jobs from the level provided under Alternative 1, the current management alternative. The employment impact data provided in Table 3.50 also indicates that job opportunities will increase as it relates to Forest Service employment for all action alternatives (2-4) except for Alternative 5, which indicates 83 fewer jobs overall.
It is recognized that employment impacts within the Pilot Project Area will be a favorable impact to the economic disadvantaged groups and underserved publics. For further information on socioeconomic impact, please reference the Social and Economic Environment section of the DEIS, Chapter 3, section 3.4.
The proposed action identifies Alternatives 2 and 3 as providing approximately 102 additional job opportunities for temporary, term and permanent Forest Service work force. Alternative 4 provides about 19 additional jobs and Alternative 5 indicates a reduction of approximately 83 fewer job opportunities. Alternative 5 will potentially have an adverse impact to the Forest Service work force in the Pilot Project Area.
Alternatives 1 through 4 will provide a favorable impact in regard to employment opportunities for all communities. This will be visible in the hiring of temporary, term and permanent employees. These opportunities will enhance the agency's ability to utilize various hiring authorities, (i.e. student initiatives, Student Temporary Employment Program, Student Career Employment Program) to diversify the workforce.
With the increase of job opportunities, there will be a potential for career advancement and employee development.
Alternative 5 has the potential to negatively impact Forest Service work force, especially timber and engineering job opportunities. A decrease in job opportunities could potentially increase the number of unfunded positions. Based on the current Regional Underrepresentation Index for professional, technical and administrative categories, series, and grade, there could be adverse impacts within the Pilot Project Area.
Alternative 5 would provide less employment opportunities to diversify the workforce, compared to Alternatives 1 through 4. Skills and experience within the current temporary, term, and permanent workforce may be lost to other agencies or private sector employers, which may have an adverse affect on available applicant pools.
Alternatives 2 through 4 have a life expectancy of a 5-year cycle. Filling permanent positions could potentially create surplus positions within the Pilot Project Area at the end of this cycle.
There is the potential for term employees to be hired up to a four year period and then have new employees hired to complete the project.
In order to mitigate the unfavorable impacts identified in Alternatives 1 through 5, workforce planning will be necessary to minimize the negative effects that are associated with these alternatives. All units will need to be proactive in developing an ongoing process to determine adequate resources to accomplish proposed actions. The need exists to ensure hiring strategies are conducted in a timely manner to limit negative impacts toward the completion of the project(s).
Attrition, Promotions and Potentially Unfunded Positions
Due to normal attrition through the five year cycle, the Pilot Project Area will experience potential vacancies within various functional areas. This will potentially increase promotional opportunities within the workforce. The proposed action could increase the need for training opportunities and details. Due to attrition, there could be a shortages of skills and knowledge base in certain functional areas. Alternatives 1 through 4 will provide an opportunity for movement within our current and future Pilot Project Area workforce.
Alternatives 1 through 4 could have an affect on workforce planning opportunities to identify potentially unfunded positions. Alternative 5 would have a negative effect on employment, promotional, and detail opportunities.
Under Alternatives 2 and 3, the Pilot Project Area will see a potential increase in promotional opportunities and have a projected increase of approximately 102 employment opportunities. This will allow for diverse skills as needed to manage overall project plan. Alternative 4 projects an increase of approximately 19 employment opportunities, a slight improvement over existing conditions.
Alternatives 2 and 3 will provide the potential to correct regional underrepresentation in specific job series and grades. This could potentially provide for flexibility for career changes and training within our current work force.
In Alternative 5, up to 83 positions will be potentially unfunded. This could reduce opportunities for career changes and training. This could also have an negative impact on underrepresentation within various functional areas.
There could be an additional work load on the existing workforce as the Pilot Project Area experiences attrition during this 5-year cycle. Although Alternative 5 may have the most severe negative impacts in regards to attrition, the work load for all alternatives will increase.
Alternative 5 may provide little promotional opportunities and could affect potential career ladders within certain functional areas.
· Devise opportunities for career changes through career counseling and utilization of other employee associated programs.
· Provide information on job opportunities and various career enhancing details.
Alternatives 2 through 4 will provide the most opportunities for training. Alternative 5 provides little to no opportunities, as it is currently proposed. Alternatives 2 through 4 could provide underrepresented groups with career enhancing experience and an increase in skill level for the future. These training opportunities will be in functional areas in the Pilot Project Area.
Addresses potential shortage of skills and experience for the Pilot Project Area. Allows for the opportunity for an existing workforce to look at career changes and to increase their competitiveness for future promotional opportunities.
Increased opportunity for various details to meet increased work loads. All alternatives could provide limited, formalized training.
Alternative 5 provides a limited amount of training in certain functional areas within the Pilot Project Area. There will also be limited training opportunities in timber and engineering and difficulty in maintaining the skill and experience level in these two areas.
There may be limited opportunities to mitigate this unfavorable impact.
Alternatives 2 through 4 provide an increase in hiring opportunities in functional areas (i.e. specialized science areas, heritage resources, engineering, timber, fire, contracting and administrative resource groups).
Alternative 5 indicates a decrease in hiring opportunities and provides an emphasis in protection of natural resources. All alternatives provide an opportunity to re-evaluate the current and projected workforce planning process. Alternatives 2 through 4 provide hiring opportunities in Schedule A appointments which could provide opportunities for person's with disabilities.
Provides an opportunity to utilize Student Initiative Programs, the Student Career Employment Program, Schedule A, Veteran hiring authorities, Merit Promotion opportunities, Demonstration Project opportunities and other hiring authorities to further enhance the diversity of the Pilot Project workforce.
Increases the skill mix and various disciplines into the workforce.
Could provide for a permanent career appointment status opportunities. This will also provide employment opportunities for the temporary workforce.
Potential to have an increase of unfunded positions after the 5-year cycle within the Pilot Project Area.
Overall hiring opportunities for Alternative 5 could be limited for all groups.
Alternative 5 could create a potential negative impact on career ladders.
Within the units' workforce plan, there needs to be a contingency plan to appropriately address any future unfunded positions within this 5-year cycle.
Need to ensure that cross-training is available to employees to ensure a new career ladder for those positions that will be unfavorably impacted by Alternative 5.
Attitudes, Beliefs and Values
Under Alternatives 2 through 4, there could be an increase of diversity within the core area, which is non-diverse demographically. Existing communities could be exposed to various cultures of incoming workers into core area. Potential for conflict may be experienced within the local communities due to different life-styles and cultural values of the workers. This could be experienced through various employment sources, (i.e. contractors, subcontractors, Forest Service employees and temporary employees). The potential for stereotyping of different ethnic groups could be experienced when a community has not had an opportunity to be aware of different cultural values.
Provides an opportunity to be exposed to different cultural life-styles, which may not have existed prior to this proposed action. Potential to increase understanding and tolerance for other ethnic groups, women and persons with disabilities.
Could provide an opportunity to build stronger community relationship through collaboration with community leaders, local businesses and grassroot organizations.
Could potentially have a negative impact on incoming workers in regard to how they are received and treated in the community. Communication breakdowns and misunderstandings could be experienced and contribute to workers being perceived in a negative light and could also contribute to potential harassment.
Availability of housing could be nonexistent for minority groups if there is an unwillingness to accept diverse workforce in local communities.
Retention among diverse groups may become a factor, causing a turn-over or lack of productivity or absenteeism in the workforce.
There is a need for unit leaders to be aware of various groups working in the communities and need establish a strong working relationship with local community leaders, local businesses, grassroot organizations to mitigate impacts to a diverse workforce. Key stakeholders should provide a positive work environment, free of discrimination or harassment. Take advantage of opportunities to educate regarding the contribution of a diverse workforce in the community.
Alternatives 2 through 4 could create an economic base that may provide for new construction which must meet ADA standards (i.e. businesses, restaurants, facilities) to accommodate an increase in employment opportunities. Also opens the door to an increased awareness and acceptance of a multicultural population. Alternative 5 limits the opportunities for any cultural changes.
Accessibility for all communities will be enhanced.
An increase in awareness and sensitivity for persons with disabilities, minorities and women.
Could have an increased lack of sensitivity, awareness in regard to discriminatory practices and biased attitudes within the core area communities.
Past and Present Evidence of Discriminatory Practices in the Locale and the Potential Interaction of this with the Proposed Action(s)
Based on the current demographics as referenced in the Socio-Economic Data (Population A.3), approximately 80% of the core areas population is non-hispanic, or white, compared to 51.5% of California's population. This demographic makeup could tend to limit acceptance and tolerance of other ethnic minority groups. There has been past and present discriminatory practices experienced in these core areas. Within the proposed action, Alternatives 1 through 4 could increase the number of allegations of discrimination or harassment.
There will be an opportunity to monitor and evaluate program deliverables and to ensure an environment free of discriminatory policies, practices and procedures.
Provide educational opportunities to heighten community awareness of inappropriate behavior, biased attitudes and to promote a mutual understanding to resolve potential conflicts.
A potential loss of productivity, decline in morale and an increase in absenteeism.
Could potentially have an increase in Title VI and Title VII complaints.
Ensure that pre- and post-compliance reviews are conducted to minimize potential Title VI and Title VII complaints.
Potential for participation as contractors or subcontractors by small business, minority-owned business, small disadvantaged business, and women-owned business concerns in contracts, grants, and cooperative agreements generated by the proposed action(s).
Alternatives 2 through 4 could increase opportunities in contracting, grants, agreements. There could also be an opportunity for increased number of minority, women-owned and economically disadvantaged businesses to become established within the core area communities, contributing to local economies. The potential to provide intermittent work to local tribes and other groups through partnerships and cooperative agreements will have a positive impact to those communities.
Enables participation by underserved communities to become more involved in the natural resource agenda and for familiarization with Forest Service practices and policies..
Provides an opportunity for collaborative and cooperative partnerships with diverse groups.
Current list of minority and women-owned, economically disadvantaged and small businesses may not be all inclusive. Potential to miss opportunities to include all sectors of the public could be evident in the lack of these communities being able to participate in the activities related to this proposed action.
New contracts, agreements could pose a barrier that prohibit participation by underserved communities who have been historically non-participatory in Forest Service programs and program deliverables.
Have Public Affairs Officers and Contracting Officers update key contact lists to ensure that they are reflective of all publics.
Ensure that all new contracts and agreements are reviewed for any potential barriers which would limit participation of historically underserved communities.
NET CIVIL RIGHTS IMPACTS
Due to the nature of the proposed action, Alternative 5 tends to have the most unfavorable impacts to the organization in regard to skills, knowledge, and potential workforce diversity. Work environment stress would increase due the projected number of unfunded positions.
Alternatives 2 through 4 could have a potential increase in discrimination complaints through the duration of the 5-year cycle. Although, there will be an increase in employment opportunities through the duration of the 5-year cycle there may be an impact as to relates to potentially unfunded positions.
The proposed action could enhance a stronger community working relationship within the core area.
An opportunity to better serve diverse publics will be increased.
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