The particular areas of deficiency appear to be in the Spanish-surnamed population, with the specific areas being in the Officials and Managers, and Professional categories. The lower level hourly classification (labor grade 1-11) fell short of projected goals in the Spanish, Oriental, and American Indian populations. Operations Plans and Controls This function shall receive close attention in CFY 1973, as it failed to attain any of its minority goals on an overall basis or on a job category basis. Many of its specific headcount goals were reached, but the percentages fell short due to the overall hiring projection being surpassed. This circumstance is most apparent in the Officials and Managers category and the weekly (labor grade 8-14) category. The unsuccessful attainment of goals in the Officials and Managers and the ATP categories is especially of concern since it represents a total of 11 responsible positions which went unfilled while total projected employment in these specific classifications was surpassed. RESEARCH AND ENGINEERING Of the 4,365 employees in Research and Engineering as of October 6, 1972, 675 or 15.5 percent were minority employees. This compares to a goal of 13.7 percent. The upper and middle levels of management and the higher professional categories reflect the principal areas of deficiency, again due to the extensive experience, training, and background of the personnel holding these positions. Goals by specific department were not projected because of specialized training required by each department and the lack of data which indicates the numbers of available minority professional personnel for specific technical disciplines. The Research and Engineering Division, however, has very actively pursued its Affirmative Action goal throughout FY 1972. DIVISION PROGRAMS This functional division, being a relatively small group and decreasing in total headcount from a year ago, has seen very little minority hiring or promotions. The functional division projected a decrease of 39 individuals during CFY 1972, with a final minority percentage of 12.0 percent and an addition of one Black in the Professional category. The failure of this functional division to attain its minority and female goals and to hire a Black into its professional ranks can be attributed to its small size and the specific knowledge required in this area. Within the organization implemented for fiscal 1973, this function was incorporated into the Aircraft Products Operations. A separate analysis of the APO is also included in this section. B-1 PROGRAM DEVELOPMENT Starting the calendar fiscal year with a total employment of 30, this function planned to attain its minority headcount goals by adding two Spanish, and one Oriental in the professional, clerical, and ATP classifications, respectively. It successfully attained this minority projection and, with the additional hiring of a Black into its professional ranks, the total minority goal was raised to 16.0 percent (11.5 percent goal). With seven females distributed in the ATP and clerical classifications (28.0 percent), the plans for CFY 1973 will be to promote or hire females into the professional areas in order to have this minority group equitably utilized. SYSTEMS SAFETY This is a new function, created during CFY 1972, and as such there are no goals available to use in assessing this function's performance in the hiring and promotion of minorities during its time of existence. An evaluation of this function reveals that, with the exclusion of females in the Office and Clerical category, minorities are not represented in any category, with females being employed only in the clerical area. This situation shall be worked on, as reflected in the CFY 1973 goals. EXECUTIVE OFFICES Goals for Executive Offices were not established for CFY 1972 due to the especially unique requirements for this group and the relative lack of openings which occur. With the exclusion of secretarial and clerical females, which make up a total of 50 percent of the workforce, the lack of minorities for executive management positions is indicative of the shortage of qualified minority personnel at this time. PROGRAM MANAGEMENT DIVISION, TEST AND EVALUATION DIVISION AND THE AIRCRAFT PRODUCTS OPERATIONS During CFY 1972, the B-1 Division experienced certain organizational changes, as indicated in the introduction to this section. Three significant changes that require mention are: 1. The formation of Aircraft Products Operations, with a projected headcount of 104 total employees at this time. 2. The Program Management Functional Division whose current workforce is composed primarily of B-1 Division employees serving double duty, under the matrix management system. 3. The Test and Evaluation Functional Division. These three organizations, having been newly created during CFY 1972, have no CFY 1972 goals; consequently, a deficiency analysis based on past performance cannot be completed at this time. Headcount and goal projections are available for CFY 1973 and are located in the Goals section of this report. These projections will provide the direction to adjust any deficiencies in the different job categories by the end of CFY 1973. At this time the test and evaluation goals have been incorporated into the R&E division goals. TABLE 1.-EQUAL OPPORTUNITY MONTHLY STATUS REPORT, LOS ANGELES DIVISION |