Asian American/Pacific Islander Employment Program (AAPIEP)
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
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).
The committee is charged with:
- 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.
- Suggesting ideas and solutions regarding problems affecting
AAPI employees in the workplace.
- Through the Director, OEODM, examining and assisting management
on policies and programs concerning Asian American/Pacific Islanders
- 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.
- 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.
- 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:
to improve performance in implementing the Affirmative Employment
Plan (AEP) to the Director, OEODM.
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.
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.
- Maintaining liaison with similar committees at NIH and other
Operating Division at the DHHS.
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.
- 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
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
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.
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.