National Women’s History Project 2016 The National Women’s History Project recognizes and celebrates the diverse and historic accomplishments of women by providing informational services and educational and promotional materials. The 2016 theme is “Working to Form a More Perfect Union: Honoring Women in Public Service and Government.”
Mission: Promote a thorough understanding of the women's special emphasis program as a means of achieving equal opportunity and diversity within the work place.
The Federal Women's Program (FWP) is a special emphasis program that was established in 1963 to enhance employment and remove employment barriers for women. Executive Order 11478, signed in 1969, brought the FWP into overall Equal Employment (EEO) Program and placed it under the stewardship of the Director of EEO. To ensure that agencies meet the requirements of EEO laws, Executive Orders, and Equal Employment Opportunity Commission (EEOC) guidelines, the Federal Women's Program Manager (FWPM) position was established to advise management and to analyze policies, practices and procedures which may present barriers to the hiring and advancement of women employees. Let's continue to “Write Women Back into History” and develop opportunities to improve equality and promote diversity in our workforce and in the customers we serve, as we "help people help the land.".
Increase the total number of women employed in professional, administrative, and technical occupations.
Eliminate concentrations of women in single-interval occupational series, to diversify and create advancement opportunities throughout all occupational levels and disciplines.
Encourage the participation of women in all NRCS-sponsored programs and activities.
Roles of the Montana Federal Women's Program Manager
Serve as a liaison between regional and national program managers and the state conservationist on FWP objectives and activities at national and state levels.
Provide information to Montana NRCS employees on FWP activities and responsibilities.
Develop recruitment, retention and advancement strategies for women in the NRCS workplace.
Increase respect for abilities and accomplishments of women employees.
Promote employee advancement potential by providing information on planning, training and educational opportunities.
Identify problems and solutions for recruitment, retention and advancement of women in NRCS.
Eliminate sexual harassment in the workplace.
Identify and address barriers to women participating in NRCS programs.