Asian American/Pacific Islander Employment Program (AAPIEP) Operating Procedures

Table of Contents

Section I - Authority

Section II - Objectives

Section III - Membership

Section IV - Program Functions

Section V - Program Chair & Vice-Chair

Section VI - Program Meetings (Frequency & Absences)

Section VII - Filling Vacancies

Section VIII - Program Duration

Section IX - Sub-Committees

Section X - Program Support

Section XI - Program Charter Amendments

I. Authority

The National Institutes of Health (NIH) Asian American/Pacific Islander Employment Program (AAPIEP) is established by authority of the Director of NIH. It operates under theses procedures and is consistent with the efforts promoted through Executive Order 11478, U.S. Office of Personnel Management Federal Personnel Manual Chapter 713, U.S. Equal Employment Opportunity Commission Equal Opportunity Management Directive 714, and other statutes and regulations that govern NIH's equal opportunity program. Its purpose is to assist all levels of management to create an environment that is conducive to the recognition, development, promotion, understanding, and utilization of each employee's abilities, skills, and knowledge in order to achieve maximum productivity. The sponsoring organization is the Office of Equal Opportunity and Diversity Management (OEODM).

II. Objectives

The committee is charged with:

  1. Providing advice, guidance, and recommendations to the Director, Office of Equal Opportunity and Diversity Management (OEODM) in planning, implementing, monitoring, and evaluating the NIH affirmative action program on the employment and advancement of Asian American/Pacific Islanders in the NIH workplace.
  2. Suggesting ideas and solutions regarding problems affecting AAPI employees in the workplace.
  3. Through the Director, OEODM, examining and assisting management on policies and programs concerning Asian American/Pacific Islanders at NIH.

III. Membership

  1. The Special Emphasis Program Manager (SEPM) will nominate members to the committee. The Director, OEODM will appoint committee members. The SEPM will provide guidance and work in conjunction with the committee members as an ex-officio member.

  2. Members will serve no more than two consecutive terms. The committee structure and selection process will be addressed by the SEPM. Committee effectiveness will be monitored by the Director, OEODM and the SEPM. When the two-year term expires, the SEPM will provide a list of nominees for the Director, OEODM's consideration.
  3. Membership will be given to representation of a broad range of AAPI employees, job titles, and ICs which will include individuals holding management and non-management positions.

IV. Program Functions

The committee has a wide range of functions, which include:

  1. Recommending actions to improve performance in implementing the Affirmative Employment Plan (AEP) to the Director, OEODM.
  2. Assessing NIH's barriers to the employment, promotion, and advancement of Asian American/Pacific Islanders, including access to programs and activities, and developing recommendations for their elimination.
  3. Receiving, considering, and transmitting, as appropriate, proposals, statements of problems in directorates, and other recommendations of persons on matters relating to the employment of Asian American/Pacific Islanders. These problems will normally be NIH's in scope or encompass more than one directorate.
  4. Maintaining liaison with similar committees at NIH and other Operating Division at the DHHS.
  5. Meeting on a regular basis with the OEODM SEPM and the Director, OEODM and other relevant program managers to discuss problems and assess progress toward their solutions.
  6. The annual evaluation of the effectiveness of the committee's structure and activities will be reported to the Director, OEODM for recommending continuation, termination, or any changes considered desirable in the role and structure of the committee.

V. Program Chair and Vice-Chair

The committee will elect a chair and vice-chairperson from among its members who will serve for a period of two years. The same individual may not serve as chair or vice-chairperson for more than two consecutive terms.

VI. Program Meetings (Frequency & Absences)

Initially, meetings will be held once a month. After the committee is fully established, its members will determine the frequency of the meetings. Meetings of sub-committees will be on an as-needed basis. If a member misses three consecutive meetings or four meetings over the course of 12 months, the committee may dismiss the individual by vote of the majority of the committee.

VII. Filling Vacancies

Vacancies occurring on the committee for any reason will be filled in the same manner as the position was filled originally. That is, individuals will be nominated by the SEPM and selection made by the Director, OEODM. The vacancy will be filled until the expiration of the appointment of the vacating member, at which time the new member may be reappointed to serve a full term. If the initial appointment was for a period of eight months or less, the new member can then be reappointed for a second full term.

VIII. Program Duration

The committee will be a standing committee of indefinite duration with continuance dependent on the annual evaluation and approval of the Director, OEODM.

IX. Sub-Committees

The committee will form such sub-committees as it considers necessary, on a continuing or ad hoc basis, to address specific items such as employment, training, and attitudinal barriers; career development; recruitment; merit promotion, special events, committee membership, or issues as they arise.

X. Program Support

The SEPM, Office of Equal Opportunity and Diversity Management Programs, will be responsible for management control and logistical support functions for the committee. An individual from the committee will be elected to serve as Executive Secretary to the committee. This position will be rotated on a yearly basis.

XI. Program Charter Amendments

This charter stands until revised by the committee with a two-thirds vote of the membership and final approval by the Director, OEODM.