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1. OP will establish a Central

recruitment Office with professional

and supportive staff.

1. Provide EEO guidelines for train-1. ASPER, 0/Secy, ILAB, OASA will

ing, selection and assigning of maintain one full-time recruiter. recruiters

2. Receives and reviews Manpower

Planning Reports.

2. Maintain close contact with Cen

tral Recruiting Office and recruiters.

2. LMSA, SOL, BLS will each maintain

one full-time recruiter.

3. Coordinates clerical, tech

nician, and professional recruitment programs.

3. Evaluate recruitment prorams

and monitor progress through statistics and other reports.

3. ESA, OSHA, MA will each maintain

two full-time recruiters.

4. Assist in selection of

recruiters.

4. Serve as reference source for

recruitment information.

4. Each region will maintain one

full-time recruiter.

5. Coordinate, supervise, train,

and assign recruiters-receive their trip and progress reports.

5. Maintain Executive Level

Bank (listing of qualified
minorities and women for GS-
15 and above)

5. Recruiters will handle clerical,

technician, and professional recruiting for DOL.

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APPENDIX D

ASPER

D-1 ASPER EEO Action Plan

OFFICE OF THE ASSISTANT SECRETARY FOR

POLICY, EVALUATION, AND RESEARCH

EEO Action Plan

on

As can be seen from the attached statistical analysis, an overall basis ASPER has a favorable sex distribution (55 percent) and a fair proportion (26 percent) of minority employees. In particular, women represent a sizeable portion of the professional staff (26 percent), and Negro women are well represented in the higher grades in the secretarial series.

Clearly, however, our most significant deficiency is the fact that there are no professional employees who are members of racial minorities. Thus, our principal EEO objective is to remedy that situation, and most of the following action proposals are directed to that end:

(1)

We will expand our own outreach program of
contacts with possible minority candidates
so as to be in the best possible hiring
position at the time such positions are
open. Each member of the ASPER staff will
be expected to draw upon and extend such
contacts and resources as he or she may
have to broaden the base from which a
selection will eventually be made. Leads
to attractive candidates should be coordi-
nated with the ASPER EOO Coordinator. To
aid in recruitment an effort will be made
to advise all staff members as far in
advance as possible with respect to specific
openings.

(2)

We are prepared to reserve one professional
position to be filled by a minority employee
before the end of this fiscal year.

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