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i. Employees doing professional work are to

be placed in career ladders.

ii.

The definition of professionals and nonpro-
fessionals in the DOL personnel system is
to be revised.

iii.

In addition to the professional-nonprofessional classification, a paraprofessional category is to be established.

f.

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.

3.

For Recruitment

a. A central recruitment office must be created in

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direction of a full-time expert EEO Director.

The

staff should have experts in statistics, complaints

and counseling, recruitment, upward mobility, special

programs, and personnel regulations.

b.

The head of each A&O should have a full-time

expert EEO Coordinator on his immediate staff.

Each

Regional Administrator should have a part-time Deputy

EEO Coordinator on his immediate staff.

C.

There should be a full-time expert EEO Officer in

each region who reports to the EEO Director.

d.

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.

e.

The Office of Personnel should have coordination

responsibility for departmental EEO programs but not

under a special EEO unit.

f.

There must be a new Secretary's Order on EEO to

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8%, and women

31%.

b.

These percentage goals are to apply to each pro

fessional grade level in each A&O, both in the National

Office and the Field.

C.

A salary constraint is to be imposed to limit the

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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.

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