The three Special Emphasis programs required by law, regulation or Executive Order are:

Federal Women’s Program (FWP) This program began with Executive Order 11375 in 1967 and is referred to again in Executive Order 11478 in 1969. The Office of Personnel Management (OPM) issued further guidance with its Federal Personnel Manual (FPM) letter 713-8.

Hispanic Employment Program (HEP) This program began with President Nixon’s memorandum establishing the “Sixteen Point Program”. OPM issued further guidance on the program in 1973 with FPM letter 713-18, in 1974 with FPM letter 713-23 and in 1978 with FPM letter 713-41.

Selective Placement Program (SPP) This program is also known as the Disability Employment Program. The Rehabilitation Act of 1973 first addressed nondiscrimination in hiring individuals with disabilities. This law also contains provisions for identifying and removing architectural barriers to physically disabled people. The Equal Employment Opportunity Commission (EEOC) issued management directives 712 and 713 in 1984 and 1987, respectively, implementing the affirmative employment program for individuals with disabilities.

While the law does not require other Special Emphasis Programs, AAFES chose to have or add the following additional Special Emphasis programs:

   African American or Black Employment Program

   Asian/Pacific Islander Employment Program

   Native American Employment Program

Each program is managed by a Special Emphasis Program Manager (SEPM) under the guidance of the Diversity Office. The number and location of permanent full-time or part-time Seems and their collateral duties in an agency are left to the discretion of the agency. Collateral duty tasks of Seems can be assigned to almost any position and level in the organization.

The SEPM’s wear many hats. They serve as subject matter experts, fact finders, information sources and program advocates. SEPM’s are required to review AAFES policies, practices and procedures and identify those which discriminate against their specific target group. They are also required to analyze settings, then develop and present workable solutions to management and/or the Office of Diversity.

SEPM’s do not serve as advocates or representatives of individuals with specific problems engaged in a complaint process. The primary focus is that of the special emphasis program itself. The SEPM should be the strongest supporter of issues concerning their target group.