assisted other Divisions in their efforts to reorganize two large information systems, the Na- two sets of similar data previously collected • In support of the Improved Royalty Management Program, the Computer Center Division assisted in developing feasibility studies for proposals and technical evaluations and obtaining contract support for this large project. DATA COMMUNICATIONS To assist their work, scientists require data processing techniques that allow computerized data to be transferred between distant places. To support this requirement, the Division continued to expand and upgrade its data communications capabilities: • The Survey's use of TYMNET, a communications network that provides easy access to distant computers, was increased approximately 25 percent over the level of the preceding year. • The Advanced Research Projects Agency Network (ARPANET) was installed for Survey use in June 1981. This communications network provides fast data transfers between Survey computer sites as well as access to nonSurvey computers. • Port Sharing Devices (PSD's) were installed in Reston, Virginia, Denver, Colorado, Menlo Park, California, and Flagstaff, Arizona. These devices will permit greater use of existing computer resources. • In conjunction with the PSD's, plans were initiated to install a Survey communications network to provide high-speed linkage between Reston, Denver, and Menlo Park. • Plans for communications connecting the ington Computer Center to the National AUTOMATIC DATA PROCESSING SECURITY In compliance with existing directives, an Automatic Data Processing (ADP) Security Officer was selected in February 1981. This individual's functions include oversight and management facilities security, security design components in information systems, and security of the data bases supported by those information systems. In April 1981, the first Security Newsletter was published to promote the goals of the ADP Security Program by providing a central source of information, current guidelines, and regulations dealing with the field of ADP security. TELECONFERENCING The Division continued its developmental work in teleconferencing and office automation systems during fiscal year 1981. A system was initiated to allow Multics (Multiplexed Information and Computing Service) users from Menlo Park, Denver, and Reston to attend meetings held through computers. The system encourages the use of computers for conferencing by providing an easy method for field offices to access a central computer. An office automation system was developed for use on the Multics computers to help personnel become more effective in carrying out day-to-day office functions involving electronic mail, word processing, teleconferencing, online calendars, information storage, and retrieval capabilities. ARRAY PROCESSING A Floating Point Systems AP-120B array processor became operational at the Flagstaff Computation Branch during fiscal year 1981. The array processor is connected to a PDP-11/45 computer system that users can access by using a terminal and telephone. The internal organization of the array processor is particularly well suited for performing large numbers of repetitive multiplications and additions required in digital signal processing, matrix arithmetic, statistical analysis, geophysical data processing, simulation, modeling, and image processing. The structure allows for other functions to be performed on the data simultaneously with arithmetic operations, which permits much faster execution than on a typical general purpose computer where operations occur sequentially. The AP-120B is well supplied with software. Over 235 mathematical subroutines cover a wide variety of arithmetic operations including data transfer and control, vector and matrix operations, and signal processing. Equal Employment Opportunity Office In 1981, the U.S. Geological Survey developed and implemented an effective results-oriented Affirmative Action Program.. Underrepresentation analysis was conducted for 46 occupations, 44 of which were subsequently targeted for affirmative recruitment and hiring with 23 geographical or functional organizational components. The Affirmative Action Program was developed within the existing operational structure consistent with line and budgetary authority. Affirmative Action Program goals were established for designated divisional organizational components to ensure maximum line management involvement and accountability. This is in marked contrast to previous Affirmative Action Programs which were developed at the Assistant Regional Director's level without regard to divisional lines of authority for goal attainment. The fiscal year 1981 accomplishments have been analyzed from two perspectives: the actual "bottom line" change for each occupation as the Equal Employment Opportunity Office will receive and evaluate the Geological Survey's progress and the applicant flow as it relates to the goals of the Federal Equal Opportunity Recruitment Program. In summary, the overall accomplishments are encouraging and are reflective of the commitment of the Survey to the improvement of its equal employment opportunity posture. Quarterly progress reviews with managers and Division Chiefs using accomplishment reports data will enable effective assessment of progress and will facilitate the immediate identification of areas requiring correction and attention. The commitment of top-level management is reflected by the positive achievements in the fiscal year 1981 goals. The close coordination and cooperation between the Personnel and Equal Employment Opportunity Offices and the accepted shared responsibility for equal employment opportunity progress is perhaps the most fundamental strength of the Survey's Affirmative Action Program. The major objective of the Equal Employment Opportunity Program Complaints System for fiscal year 1981 was to adequately process individual and class complaints of discrimination and address systemic discrimination issues which can negatively affect the credibility of the Geological Survey's equal employment opportunity effort. Complaints of discrimination against the Survey have risen from a total of 8 in 1978 to 30 in 1981. The greatest individual increase has been in female complaints of sex discrimination. The increase can be attributed, in part, to the system's high visibility and is indicative of the Survey's commitment to equal employment opportunity. |