Ad Hoc Committee consisting of interested black and nonblack professionals. Prior to their spring and fall visits, they send introductory letters and Departmental recruit ment materials to the target campuses. The Dallas Regional Office has a college recruitment program aimed at four colleges having predominantly Spanish-surnamed American students and one college having a heavy concentration of American Indians. The fall recruitment visit is to encourage qualified students to obtain Civil Service eligibility. The spring recruitment visit consists of positive recruitment for available slots in BLS for economists, statisticians, and computer programmers. Student Research Program This is an experimental program which begar in September 1970 in Washington and December 1970 in the Dallas region. In this program local college students work in BLS offices on specific projects for college credit only. Visiting Professor Program The program started in the National Office thirty professors have visited BLS between there has been only a limited number of hires versities to build up their economics and statistics departments. None of the Administrations studied have positive recruitment programs geared specifically toward women and toward filling senior and executive level positions (GS-13 and above). However, the Bureau of Labor Statis tics plans to develop a senior-level positive recruitment program. BLS has made some effort to recruit at predomi nantly minority colleges and universities both locally or outside of the local area. When the other Adminis trations do recruit they mainly visit non-minority colleges and universities having some minority enrollment. This is significant since most of the non-minority campuses visited are in large metropolitan areas, and, therefore, have some contact with or knowledge of Federal Service opportunities. Most of the predominantly minority colleges and universities, however, are located in areas where they have no contact with and limited knowledge of such opportunities. Finally, when the other administrations recruit at colleges it is only to encourage minorities to take the Federal Service Entrance Exam, which is culturally and racially discriminatory (See Appendix C-1). There are other less questionable methods (See Appendix C-2 C-3) that can be used in obtaining Civil Service eligibility instead of encouraging minorities to take a test which handicaps them. All of the Administrations have stated good intentions in their EEO Action Plans on recruitment, but they have done little or nothing to carry out these A statistical look at the six target Administrations reveals a need for positive recruitment. Table 1 (Appendix C-4) reveals a minimum of seventy organizations out of approximately 500 in June 1970, having five or more professionals yet having no minorities. The largest number of organizations having no minorities is located in the Manpower Administration, an administration whose programs are directed mainly towards minorities and/or the disadvantaged. The large number of organizations (over 10% of total) having no minorities indicates that minorities are not distributed adequately across organ izational units. The charts showing Percent Distribution by Grade, Race, & Sex (Appendix C-5 C-7) also indicate unequal The high per distribution across professional grades. centage of blacks and women in entry level grades is misleading since it is a high percentage of a small amount. The majority of professional employees are GS-11 and above, where minorities and women comprise a low percent. (Table 2 in Appendix C-8 shows the total number of professionals by grade.) The sporadic activity in SOL (Appendix C-7) at GS 5-9 does not represent attorneys but other professionals (legal assistants and administrative jobs), since attorneys enter at GS-11. In all of the administrations, as the quantity and/or GS level of professionals increases the percentage of minorities and women decreases. The recently created Occupational Safety and Health Administration (OSHA) already has the characteristics of poor distribution of minorities and women professionals across GS grades. The Percent Distribution of Professionals by Grade, Race, Sex in OSHA (Appendix C-9 C-10) also shows the same inverse relationship between GS grade and percent of minorities and women. Simply hiring from the Civil Service register and the |