[Federal Register Volume 77, Number 207 (Thursday, October 25, 2012)]
[Rules and Regulations]
[Pages 65098-65099]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2012-26255]
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FARM CREDIT ADMINISTRATION
12 CFR Chapter VI
Board Policy Statements
AGENCY: Farm Credit Administration.
ACTION: Notice of policy statement and index.
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SUMMARY: The Farm Credit Administration (FCA), as part of its annual
public notification process, is publishing for notice an index of the
18 Board policy statements currently in existence. Most of the policy
statements remain unchanged since our last Federal Register notice on
September 1, 2011 (76 FR 54638), except for one with minor technical
updates on September 17, 2012, and another on Ethics, Independence,
Arm's-Length Role, Ex Parte Communications and Open Government.
DATES: October 25, 2012.
FOR FURTHER INFORMATION CONTACT: Dale L. Aultman, Secretary to Board,
Farm Credit Administration, 1501 Farm Credit Drive, McLean, Virginia
22102-5090, (703) 883-4009, TTY (703) 883-4056; or Wendy R. Laguarda,
Assistant General Counsel, Office of General Counsel, Farm Credit
Administration, 1501 Farm Credit Drive, McLean, Virginia 22102-5090,
(703) 883-4020, TTY (703) 883-4020.
SUPPLEMENTARY INFORMATION: A list of the 18 FCA Board policy statements
is set forth below. FCA Board policy statements may be viewed online at
www.fca.gov/handbook.nsf.
On November 7, 2011, the FCA Board adopted Policy Statement FCA-PS-
81 on, ``Ethics, Independence, Arm's-Length Role, Ex Parte
Communications and Open Government.'' It was published in the Federal
Register on November 17, 2011 (76 FR 71343).
On September 17, 2012, the FCA Board reaffirmed, and made technical
updates only, to FCA-PS-62 on, ``Equal Employment Opportunity and
Diversity.'' The text of the policy statement is set forth below in its
entirety. The FCA will continue to publish new or revised policy
statements in their full text.
FCA Board Policy Statements
FCA-PS-34 Disclosure of the Issuance and Termination of Enforcement
Documents
FCA-PS-37 Communications During Rulemaking
FCA-PS-41 Alternative Means of Dispute Resolution
FCA-PS-44 Travel
FCA-PS-53 Examination Philosophy
FCA-PS-59 Regulatory Philosophy
FCA-PS-62 Equal Employment Opportunity and Diversity
FCA-PS-64 Rules for the Transaction of Business of the Farm Credit
Administration Board
FCA-PS-65 Release of Consolidated Reporting System Information
FCA-PS-67 Nondiscrimination on the Basis of Disability in Agency
Programs and Activities
FCA-PS-68 FCS Building Association Management Operations Policies and
Practices
FCA-PS-71 Disaster Relief Efforts by Farm Credit Institutions
FCA-PS-72 Financial Institution Rating System (FIRS)
FCA-PS-77 Borrower Privacy
FCA-PS-78 Official Names of Farm Credit Institutions
FCA-PS-79 Consideration and Referral of Supervisory Strategies and
Enforcement Actions
FCA-PS-80 Cooperative Operating Philosophy--Serving the Members of Farm
Credit System Institutions
FCA-PS-81 Ethics, Independence, Arm's-Length Role, Ex Parte
Communications and Open Government
Equal Employment Opportunity and Diversity
FCA-PS-62
Effective Date: 17-SEPT-12
Effect on Previous Action: Updates FCA-PS-62 [BM-13-JUL-06-03] (71
FR 46481, 8/14/2006) 7-13-06; amended by NV-11-15 (08-JUL-11); amended
by NV-12-16 (07-SEPT-12).
Source 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); Genetic Information Nondiscrimination Act of 2008 (42
U.S.C. 2000ff et seq.); 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 based on
sexual orientation and status as a parent; 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. The Chairman
and Chief Executive Officer (CEO) is ultimately responsible for
ensuring that FCA meets all EEOD requirements and initiatives in
accordance with laws and regulations,
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to maintain a workplace that is free from discrimination and that
values all employees. 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 and
inclusion;
Develop objectives within the Agency's operation and
strategic planning process to meet the goals of EEOD and this policy;
Implement affirmative programs to carry out this policy
within the Agency; and
To the extent practicable, seek to encourage the Farm
Credit System to continue its efforts to promote and increase
diversity.
Diversity and Inclusion
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 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.
Dated This 17th Day of September, 2012.
By Order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
Dated: October 19, 2012.
Mary Alice Donner,
Acting Secretary, Farm Credit Administration Board.
[FR Doc. 2012-26255 Filed 10-24-12; 8:45 am]
BILLING CODE 6705-01-P