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i. Employees doing professional work are to
be placed in career ladders.
The definition of professionals and nonpro-
In addition to the professional-nonprofessional classification, a paraprofessional category is to be established.
The upward mobility policy should be communicated
to all employees through a videotape of the Secretary,
statements by Administrative Officers, and the distri
bution of flyers.
a. A central recruitment office must be created in
direction of a full-time expert EEO Director.
staff should have experts in statistics, complaints
and counseling, recruitment, upward mobility, special
programs, and personnel regulations.
The head of each A&O should have a full-time
expert EEO Coordinator on his immediate staff.
Regional Administrator should have a part-time Deputy
EEO Coordinator on his immediate staff.
There should be a full-time expert EEO Officer in
each region who reports to the EEO Director.
DOL EEO programs and policy should be re-evalu
ated at least every five years by employees detailed
from outside of EEO and Personnel to work full-time
on the evaluation.
The Office of Personnel should have coordination
responsibility for departmental EEO programs but not
under a special EEO unit.
There must be a new Secretary's Order on EEO to
8%, and women
These percentage goals are to apply to each pro
fessional grade level in each A&O, both in the National
Office and the Field.
A salary constraint is to be imposed to limit the
of numerical goals by each A&O, set guidelines for a
reasonable series of timetables, and review progress
toward the achievement of these goals semi-annually.