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3.

4.

f.

i. Employees doing professional work are to
be placed in career ladders.

ii.

iii.

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

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.

For Recruitment

a. A central recruitment office must be created in

the Office of Personnel to coordinate recruitment

efforts.

b. The Vacancy Clearance System must be reinsti-
tuted and positive recruitment utilized.

C. The Department must have a Manpower Planning

system to determine the number of available jobs for

recruitment.

For Organization

a.

There must be a unified EEO Office under the

direction of a full-time expert EEO Director. The

5.

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-evaluated 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

amount of deviation.

d. General constraints are to be imposed on the representation of white and black males and females in the professional ranks.

e. The EEO Director must coordinate the annual setting 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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