5. Provide any necessary technical assistance to the A&O's on matters relating to the establishment of goals and timetables. The central EEO office should maintain information, which would be useful to the A&O's in establishing and implementing their affirmative action plans. This information would include; a. b. C. a list of recruiting resources for minor ities and women, information on internal and external train ing programs, which are to aid in the up grading effort, and statistics on present and projected turnover rates for each A&O, and for the entire De partment. 6. Utilize a management system to mobilize control and responsibility for EEO throughout the Department. Five distinct management levels would each be responsible for appropriate portions of the total EEO program, as follows: uations in which managers and supervisors fail to meet their goals. Such action must see that the unmet goals are achieved at the first opportunity and that future goal achievement without problems is strongly encouraged. For example: 9. a. the system would consist of five forms b. C. corresponding to the five management levels responsible for EEO; the forms would provide guides for identifying and evaluating EEO concerns through self-analysis, comprise a series of planning documents for EEO, and form an information base for monitoring and evaluation; and all managers and supervisors in the Department would complete an appropriate DOL Form A every six months. Establish an independent statistical capability in the Office of the EEO Director. This would provide for the following: a. independent studies upon which to base min imum goals and timetables and other standards for monitoring EEO progress; 10. their own methods of analysis. Provide for computerized data systems which are interfaced with the Department's IPPB system and which provide detailed information on the status of minorities and women down to the smallest organizational unit. The output data should be in concise analytical form and should include the following: a. data investigating the extent and nature of underutilization; b. demographic characteristics of employees C. historical data such as rates of turnover and accession by various employee groupings and promotion rates by race and sex; and |