B. List your staff below, by name, using the design- Sex Present Date of Job Ser Code Career Dev. Obj. 1That is, the potential advancement positions towards which the employee is working (the positions may or may not be within your unit). If additional training is required which you are providing, you may indicate this in question IV below. 2Paraprofessional positions are strictly training slots for up 3 grading nonprofessional employees into professional career ladders. These are nonprofessional positions. c. To what extent can you correct in the next six months any deficiencies* apparent in A and B above by promoting or upgrading from the list in B. State your plans specifically. Note that upgrading plans should also be indicated in question IV below. * The guidelines for evaluating the utilization of B. Numerical Goals Projected minority and female turnovers translate into automatic numerical goals (replacement goals) unless the loss does not mean under-representation or inequitable grade distribution for that minority and/or women. Other turnovers, unfilled positions, and new positions to be filled represent the number of new goals that could potentially be committed for minorities and women. State specific numerical goals for the next six months for your work unit as follows (table (1) for professionals, table (2) for nonprofessionals): (1) Numerical Coals for Professionals next 6 months * Goals are required when under-representation or inequitable grade distribution exists (see section II-C above) and such deficiencies should be corrected at the minimum rate of 2 goals for minorities and/or women out of every 3 positions available, until parity is reached. By definition the number of available positions equals the number of new hires projected for the next six months minus the number of replacement goals (which are automatic). |