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programs so that a significant number of employees can

participate.

Finally, an upward mobility specialist should be

assigned to the staff of the EEO Director to provide guidelines to the A&O's and to review and evaluate their

programs.

5. The Department should conduct an examination of the professionals stagnated at the lower grades to determine if they were professionals not being promoted through career ladders or if they were nonprofessionals who were

incorrectly classified.

The following steps should be taken to correctly

classify DOL personnel:

a.

b.

C.

Placing the employees doing professional work in
career ladders so that they may advance at the
same rate that all professionals advance.
Revising the definition of professionals and
nonprofessionals in the DOL personnel system

so that the classification would correspond
more closely to the job performed, and

More comprehensively, we suggest establishing a

6.

paraprofessional category along with the profes

sional-nonprofessional classifications.

The communication of EEO policy should be

accomplished in three stages:

a. a video tape of the Secretary stating the EEO
policy of the Department should be shown to
an audience of all the employees of each A&O.
following the tape, an administrative official
of the A&O should inform the employees of the
types of upgrading programs that will be im-

b.

C.

plemented.

the policy and programs should be communicated by means of flyers to all employees distributed on a desk-by-desk basis. This flyer would

include the application for upward mobility.

A target date must be determined so that all of the A&O's will be ready with their programs at the same time.

The EEO Director should have responsibility for

coordinating these activities.

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III. RECRUITMENT

To provide equal employment opportunity in the re

cruitment process, recruiters must target-in on where

minority and women candidates actually are at predominantly black colleges, at schools with significant

Spanish-American, American Indian or black enrollments

and at women's schools.

cruitment are not enough.

Hit-and-miss approaches to re

There is improved pay-off

when recruiters are prepared to spend enough time on a campus to make contacts with student leaders, campus

organizations and clubs, and other groups.

Minority

students tend not to register with, or use the facilities of college placement offices. It is necessary, therefore, for recruiters to actively seek out minority students, particularly on campuses where they represent a small percentage of total enrollment.

The credibility of Federal recruiters is frequently strained by the long length of time between the initial interview and the time an actual job offer is made. Providing recruiters with authority to make on-the-spot job

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