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 so that the classification would correspond 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 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. 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 |