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b.

5.

a.

b.

C.

For each department, unit, line of progression or job
under (a) above, set forth the changes in standards, if
any, which have occurred to reduce this concentration
and the dates of those changes.

Job Movement of all Personnel

Attach written promotion, transfer, layoff and recall,
and discharge or disciplinary policies at this establishment
for all personnel.

List the last 100 permanent promotions * or all permanent
promotions within the last six months, whichever figure
is the lesser within all jobs. State the original job,
promotional job, date of promotion and majority or minority
group designation, by sex, of the person promoted.

* A promotion takes place when the individual going from one job to another assumes additional job responsibility. An increase in pay, by itself is not a promotion in this

sense.

Promotion to Supervision:

List the name of each department or other similar

organizational unit, the number and proportion of minority
group employees in the department, the number and
proportion of women employees in the department, the
number and proportion of minority group supervisors in that
department, and the number and proportion of women
supervisors in that department. Describe the procedure
for selecting supervisors and the qualifications actually
required.

6.

Provide the following information for each minority group as identified in Question 2.

a.

b.

C.

Estimate * minority population of the labor area
surrounding the facility:

Estimate * the size of the minority
unemployment force in the labor area
surrounding the facility:

[blocks in formation]

d. Area used for this data:

city:

or SMSA:

or county:

or Other (Specify:

For each major job classification or group of functionally related jobs job families) in which minorities may be underutilized and reasonable further efforts could be undertaken to increase minority employment:

e.

f.

g.

*

Estimate the general avialability of minorities having requisite skills in the immediate labor area. On a separate sheet indicate the basis for your judgment. Relate requisite skills to the kind of jobs filled in this establishment from outside.

Estimate the availability of minorities having requisite skills
in the geographical area in which the contractor can reasonably
recruit. On a separate sheet indicate the basis for your judgment.
Relate requisite skills to the kind of jobs filled in this establishment
from outside.

State the availability of promotable minority employees within
your organization. On a separate sheet indicate the basis for
your judgment. Relate requisite skills to the kind of jobs filled
in this establishment from outside.

Data upon which your estimate is based should include that
furnished by the State Employment Service and local community
organizations engaged in recruiting minority persons, if and
to the extent that such data is available.

h. State the anticipated expansion, contraction and turnover of and in the workforce. Provide numerical estimates and indicate the basis for your judgment, using extra sheets if necessary.

i.

j.

State the existence of training institutions capable of training minorities in the requisite skills. Set forth the broad capabilities, not limited to current courses.

State the degrees of training which the contractor is reasonably able to undertake as a means of making all job classes available to minorities. Include in this statement a description of the resources currently used for training and how they are expended.

7. List the name, address and phone number of president or business representative of each labor organization which represents your employees, using extra sheets if necessary.

8. If any labor organization participates in any way in the recruitment and/or hiring practices, please describe the participation, and indicate the paragraph or provisions of the union agreement which governs such participation.

9.

Carefully analyze rates of pay for all employees to insure:

(a) Minority group and women employees receive equal pay
for equal work.

(b) That potential underutilization of minority group and
women employees is evaluated not only by numerical
representation in the workforce but also by a comparison
of actual earnings in all jobs, including management.
Although additional wage and salary data need not be
included (beyond that furnished in paragraph 3(a))
compliance review officers may require additional
payroll data lo investigate specific questions of
underutilization by wage or salary, or unequal pay for
equal work, and such data should be available at the
facility and be furnished upon reasonable demand.

10. Using the information set forth in Questions 2-6 of this Form, prepare and attach the numerical goals, timetables and commitments required by Section 60-2. 11(b) of the OFCC Rules. There must be separate goals and timetables for all major job classifications or groups of functionally related jobs (job families) in which minorilics may be underutilized and reasonable further effort could be undertaken to increase minority employment. (Job classifications grouped into the broad categories of the EEO-1 report are unacceptable.)

11. It is expressly understood that additional data to that provided herein may be required by compliance officers during the course of a compliance review and that such must be provided upon reasonable demand.

12. Title of Company Official or Consultant who was principally responsible for the preparation of this Form.

Signature:

Date:

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