you can turn it in every year and get another one, so that is cheaper than buying on that one. But the rest of them we buy. There are only two leases in there. The rest are purchased outright because it is cheaper to buy it. Mr. BENJAMIN. If I understand, the proposal is to authorize the lease of 2 passenger vehicles. That is 2 that are already being leased. You are just going to turn those over? Mr. DEVAUGHN. Renew the lease. Mr. BENJAMIN. And then on the purchase of one, what vehicle is that? Mr. DEVAUGHN. That is a replacement. You will find that of those vehicles, some of them are getting up around 7 years old. Mr. BENJAMIN. All 3 of these are replacements? Mr. DEVAUGHN. Yes, sir. Mr. BENJAMIN. Some are replacing leases? Mr. DEVAUGHN. Yes. Mr. BOYLE. We use the GSA guidelines for replacement, miles, and repairs. EQUAL OPPORTUNITY PROGRAM Mr. BENJAMIN. I have some questions from Mrs. Boggs that deal with equal opportunity and particularly for ladies, a number of questions. Would you mind answering these for the record, please. [The questions follow:] Question. How many women have moved into higher grade target positions as a result of your agency's Upward Mobility Program? Response. During calendar year 1979, approximately 200 women moved into higher grade target positions as a result of the Upward Mobility Program. Question. How many women have been selected to participate in your agency's Executive Development Program? Response. Five women participated in the Executive Development Program. Question. Do you have a Management Development Program? If so, how many women have been selected for it? Response. Yes, in 1979, 98 women participated in the program. Question. Why do you show such a significant drop in representation of women above the GS-9 level? Response. GPO is a printing operation and many of our positions above the GS-9 or equivalent level require experience in the printing crafts. Women have always been exceedingly under-represented in the printing crafts, thus creating an imbalance in the promotion source for positions requiring printing experience. This is further compounded by major technological changes occurring in the GPO which have reduced job opportunities. Nevertheless, some progress has been made in advancing women to higher level positions. The number and percentage of women in such positions have increased during the past three years. Question. What are the main mission-related occupations of your agency? What efforts are you making to assure representation of women in these occupations which generally have the best promotion potential? Response. GPO's main mission related occupations are those with responsibilities relating to the production, procurement, and distribution of those products and services in accordance with Title 44, United States Code and other applicable laws. Plans to improve the representation of women in these occupations include the utilization of such programs as the Upward Mobility Program, the Cooperative Education Program, and the summer youth programs, for recruitment/placement/ training of women, within the provisions of the merit system. The Upward Mobility Program is designed to provide maximum opportunity for lower grade employees to gain the knowledge and experience needed to the eligible for promotion to higher level positions. This program will improve the promotion potential for women by:-advertising many vacancies at less than the full performance level, so that competitively selected employees may enter a position below the target grade and advance without further competition to the full performance level; and-designing formally structured Career Progression Systems, which clearly define opportunities for movement within and between job series, and facilitate transition from clerical and administrative positions to technical and professional positions. Question. We know that many women in clerical positions hold college degrees. What have you done to assure that you are fully utilizing your personnel? Have you conducted a skills survey? Response. Our skills surveys disclosed that only 37 of the approximately 1,100 women in grades 1 through 6 have college degrees. This includes those employees in career ladder type professional and technical positions who will advance to higher grades as part of their normal progression. As described in the previous question the various programs are designed to provide opportunities for those interested employees to gain the knowledge and experience needed to be eligible for higher level positions. Question. The Office of Personnel Management is introducing a model competitive staffing system which will give your agency more flexibility and authority in the hiring process. Do you think that your employment profile for women will improve as a result of this new freedom? Response. As discussed in the previous question relative to the type of mission related occupations at GPO, our recruiting needs are such that this new freedom probably would not have any significant impact in the immediate future. Question. Did you achieve your affirmative action goals for women last year? Response. GPO has established affirmative action goals for women in the areas of recruiting, training, job restructuring, and promotion. This covered 235 target positions for Fiscal Year 1979 and successful actions were completed on 207 positions for a success rate of 88 percent. In addition, certain percentage goals were established for all promotions within GPO. While the accomplishments were significant, they did not meet the established goals for promotions mainly because of the small number of women in craft and craft related positions. Question. In his memorandum to heads of departments and agencies dated November 17, 1978, President Carter stated that he expected to see "significant improvements made in your department or agency as a result of your personal initiatives" (emphasis added). What have you personally done to improve women's employment and advancement in your agency? Response. To improve women's employment and advancement in GPO in addition to initiating and placing increased emphasis on the various affirmative action programs, I reorganized and strengthened the Equal Employment Organization within the GPO and established a council to the Public Printer consisting of representatives from various areas within the Office and the community to advise me on EEO matters of which the Women's Program is a major part. Also, the ratio of women employed by the agency has increased during the last 2 years in spite of the fact that the total workforce has been decreasing. Question. What are you doing to assure that your supervisors and managers recognize and are held accountable for their responsibilities to the FWP? Response. GPO's managers and supervisors at all levels are made aware of their responsibilities to the Federal Women's Program through internal training courses. Managers and supervisors are required to provide input into GPO's Affirmative Action Program and assist in setting goals for their areas of responsibility. Each manager is held accountable for affirmative action responsibilities by measuring performance against established goals. Question. What is the median grade level for women in your agency? For men? How does this compare with the Government as a whole? Response. The GPO median grade level for women is GS-7.7 compared to 6.1 for the Government wide average. The Government wide average median grade level for men is GS-8.6 compared to 11.3 for GPO. Question. How are you implementing the Office of Personnel Management's policy statement on sexual harassment? Response. The office has issued a directive to all employees which repeats the OPM policy statement and states GPO's support of it. Mr. BENJAMIN. Does anyone have any further comments? Mr. BENJAMIN. Mr. Boyle, I appreciate your personally participating, particularly with your February 29th retirement date. I don't know if I were retiring, that this is the place I would want to be at this time. Mr. BOYLE. I am retiring on the 29th and I have a Senate appropriations hearing on the 28th. Mr. BENJAMIN. Thank you very much, Mr. Boyle, for your service and for your help. Mr. BOYLE. It has been a pleasure for me. I have enjoyed coming over here, and to see your interest and the interest of the Committee in keeping the cost of printing down. I appreciate it. Thank you. Mr. BENJAMIN. Thank you, and the best of luck. TUESDAY, FEBRUARY 26, 1980. LIBRARY OF CONGRESS WITNESSES DANIEL J. BOORSTIN, THE LIBRARIAN OF CONGRESS WILLIAM J. WELSH, THE DEPUTY LIBRARIAN OF CONGRESS CARLETON W. KENYON, LAW LIBRARIAN JOSEPH H. HOWARD, ASSISTANT LIBRARIAN FOR PROCESSING SERVICES JOHN C. BRODERICK, ASSISTANT LIBRARIAN FOR RESEARCH SERVICES ALAN JABBOUR, DIRECTOR, AMERICAN FOLKLIFE CENTER F. E. CROXTON, DIRECTOR, AUTOMATED SYSTEMS OFFICE FRANK KURT CYLKE, DIRECTOR, NATIONAL LIBRARY SERVICE FOR FRANK M. McGOWAN, DIRECTOR FOR ACQUISITIONS AND OVERSEAS OPERATIONS, PROCESSING SERVICES JAMES R. TREW, DIRECTOR, LIBRARY ENVIRONMENT RESOURCES OFFICE RICHARD H. AUSTIN, CHIEF, FINANCIAL MANAGEMENT OFFICE JOHN O. HEMPERLEY, BUDGET OFFICER ARCHITECT OF THE CAPITOL WITNESSES GEORGE M. WHITE, ARCHITECT OF THE CAPITOL Mr. BENJAMIN. Good morning. This morning we will commence our consideration of the budget for fiscal year 1981 for the Library of Congress, which totals $196,526,000 and 5,268 permanent budgeted positions, which is an increase of $11,462,000 and 219 additional positions over the 1980 appropriations and pending supplementals. |