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attempts to find qualified minorities and women, not just
on the campuses but also within the community and within
the Department of Labor, and assurance that they are
placed properly and that they will be allowed to move up.
The usual answer to the question why there is a lack
of effective positive recruitment programs is that there
are not many qualified minorities or women.
tics from HEW, The Cabinet Committee on Opportunity for
the Spanish Speaking, and the National Urban League, Inc.
indicate that there are qualified minorities and women
Eighty-three predominantly black colleges
surveyed to see if they offered majors or required
courses in the Department of Labor's major areas of
2/ Total enrollment at 83 black colleges represents 44% of total blacks enrolled in colleges as of Fall '68.
on. 3) As the charts (see Appendix C-11
show, there is a significant number of black colleges
having graduates and offering majors and required courses
in the Department's major areas of concentration.
law figure is low because of decreasing numbers of black
colleges with law schools and the increasing black enroll
ment in nonblack law schools.
This is illustrated by
the number of blacks enrolled in law schools jumping from
1254 in '67-'68 to 2154 in '69-'70 (Association of
American Law Schools Newsletters 68-3, page 2; 70-2,
The other fields having the smaller number of
black graduates and colleges offering majors are mainly
areas of concentration which are located in small offices
in DOL or areas with limited numbers of positions avail
Therefore, the small amounts still represent a
significant amount based on the limited need within the
Availability studies for Spanish-Americans,
DOL Major Areas of Concentration: Accounting, Business Admin., Economics, Guidance & Counseling, Industrial Rel., International Rel., Journalism, Law, Math,
, Political Science, Social Science, Sociology, and Statistics.
American Indians (Appendix C-14) and Women (Appendix
C-15 - C-17) also indicate a significant recruitment source.
bution of professionals by grade, race and sex for each
A&O indicates definite recruitment needs at all profes
sional grades, since no A&O meets the minimum goals for
blacks, nonblack minorities, and women at all grades.
The availability studies also show that there are
qualified minorities and women available for DOL jobs.
DOL needs to re-establish its EEO credibility es
pecially with regards to recruitment.
It can only do
this with a real commitment to establish effective re
To establish effective recruitment programs for min
orities and women there must be a centralization of all
recruitment efforts (creation of a Central Recruitment
Office in the Office of Personnel); a cadre of full
time recruiters; full and adequate us age of the Manpower
/ Planning System4 by each A&o; full usage of positive recruitment; reinstitution and expansion of the Vacancy Clearance Systems, and specific goals and guidelines
See Appendix C-19 for a breakdown of recruitment functions.
Manpower Planning System was developed by the Central Personnel Services to provide a comprehensive Recruitment Plan in FY 1968 for Wage and Labor Standards Administration.
Manpower Planning System uses turnover studies, retirement index studies, and anticipated expansion as sources for anticipating vacancies in an upcoming fiscal year. The number of anticipated vacancies for which minorities and women would be recruited will be determined by the numerical goals and timetables established for each Administration. The following is an example of a Manpower Planning System Plan of Action:
Retirement index is maintained by the Division of Personnel Planning & Review, OASA.