Final Report on the Status of Minorities and Women in the Department of Labor |
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... of Labor Recruitment Programs and Needs 124 Recruitment Recommendations 133 PART IV . ASPER -- A CASE STUDY The Investigation Recommendations 145 146 153 Page ORGANIZATION OF EEO Present Structure 157 159 Recommendations 165 1.
... of Labor Recruitment Programs and Needs 124 Recruitment Recommendations 133 PART IV . ASPER -- A CASE STUDY The Investigation Recommendations 145 146 153 Page ORGANIZATION OF EEO Present Structure 157 159 Recommendations 165 1.
Page 62
... need to have a greater rate of entry than all employees at a particular grade in order to increase their representation at that grade . Examining the rates of entry , holding turn- over constant , shows the implications of the number of ...
... need to have a greater rate of entry than all employees at a particular grade in order to increase their representation at that grade . Examining the rates of entry , holding turn- over constant , shows the implications of the number of ...
Page 68
... need for affirmative action . ( Tables 19-90 , pp . 433-68 ) . One additional factor to consider is the very substan- tial time - in - grade of the lower grade professionals . Forty - eight percent of GS - 5's , 30 percent of GS - 7's ...
... need for affirmative action . ( Tables 19-90 , pp . 433-68 ) . One additional factor to consider is the very substan- tial time - in - grade of the lower grade professionals . Forty - eight percent of GS - 5's , 30 percent of GS - 7's ...
Page 106
... - ployees . There is no assurance that some of these newly established positions will not also become dead - ended . Nevertheless , the need to continue these activities is evident in view of the fact that virtually nothing has 107.
... - ployees . There is no assurance that some of these newly established positions will not also become dead - ended . Nevertheless , the need to continue these activities is evident in view of the fact that virtually nothing has 107.
Page 108
... needs of both the nonprofessionals and those supervisors who are interested in upgrading their nonprofessional staff . Little has been done to make these supervisors aware of the resources which can be used for this purpose . Since ...
... needs of both the nonprofessionals and those supervisors who are interested in upgrading their nonprofessional staff . Little has been done to make these supervisors aware of the resources which can be used for this purpose . Since ...
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Common terms and phrases
100.0 PROFESSIONAL affirmative action agency AVERAGE SALARY BLACK I BLACK BLACK I FEMALE BLACK I NON BLACK I TOTAL BLACK I WHITE black male black professionals CENT CENT contractor Department of Labor DISTRIBUTION OF NONPROFESSIONAL DISTRIBUTION OF PROFESSIONAL DOL BY GS EEO Director EEO Officer EMPLOYEES IN DOL EMPLOYMENT STANDARDS ADMINISTRATION Equal Employment Opportunity FEMALE I MALE FEMALE PROFESSIONAL FIELD goals and timetables GOVERNMENT SERVICE grade groupings GS GRADE LENGTH OF GOVERNMENT MALE I FEMALE MALE I GS MANPOWER ADMINISTRATION minorities and women minority or women Minority Women NATIONAL OFFICE NATIONWIDE nonblack minority NONPROF NONPROFESSIONAL EMPLOYEES NUMBER OF EMPLOYEES NUMERICAL DISTRIBUTION numerical goals past 6 months PERCENT DISTRIBUTION Personnel PROFESSIONAL EMPLOYEES PROFESSIONAL OR NONPROFESSIONAL representation SALARIES I SALARY SALARY RATIOS Secretary of Labor SECY SEX AND PROF staff supervisors TABLE Total Black TOTAL I MALE TOTAL WHITE BLACK underutilization upgrading WHITE BLACK MINOR workforce