2.

Central EEO Office

Recruitment staff of the EEO Office will provide

guidelines and goals for recruiting.

This office with

the Central Recruitment Office will also evaluate the

various A&O recruitment programs and monitor the progress of these programs. The recruitment staff will also serve as a major reference source on recruitment.

There will be a cadre of ten tull-time recruiters

in the National Office who will recruit both for the

Department and for their A&O's. ASPER, O/SECY, OASA

and ILAB will maintain only one full-time recruiter.

BLS, SOL, and LMSA will each maintain one full-time

recruiter.

ESA, OSHA, and MA will each maintain two

full-time recruiters.

These recruiters will be attached

to the EEO Coordinator of their A&O, except for the

O/SECY, ILAB, ASPER, OASA recruiter who will be attached

to the EEO Coordinator for OASA.

Each region will have one full-time recruiter, who

The professionals to be recruited for the vacancies can be found by either in-house promotions or new hires depending on the Administration's status in reaching its goal.

The recruitment objective, i.e., the number of jobs to be filled, is the best target figure available.

(4/cont'd.)

Recruiter will be attached to the Regional EEO Officer.

a. Selection

The full-time recruiters in the National Office

will be selected by the A&O's EEO Coordinator, the Central Recruitment Officer, and the Recruitment Officer from the Central EEO Office. The regional recruiters will be selected by the EEO Officer with the Central Recruitment Office and EEO Office con

ferring.

The race and sex composition of both the Field and National Office cadre should be at least 60%

minority and at least 50% female.

b. Training

The recruiters will go through a training

Although the vacancies which will occur as the result of turnover and retirement are estimates, it is not only reasonable to assume they will occur, but it is highly probable.

In the unlikely event that a given Administration's recruitment objectives are fully met before all of the vacancies anticipated from turnover and retirement have materialized, the Administration must be prepared to insure that the resulting need for additional funds and ceiling spaces are provided to meet such a contingency. Hesitancy to recruit against anticipated vacancies will foreclose any chances of success which a comprehensive recruitment plan may have.

(5/next page)

program which would consist of general and specific information on personnel areas (job qualifications, job classification, hiring procedures and options, employee benefits, and promotion procedures) and on DOL's and other agencies' functions and responsibilities. There will also be related training in

Group Dynamics and Human Relations, and participation in Project Insight.

5/The Vacancy Clearance System was instituted in

August, 1965 to assure consideration of minority group members for executive level jobs. Under this system all vacancies at GS-14 and above were brought to the attention of the Under Secretary prior to any A&O commitment to fill such vacancies. (Reviewing responsibility was transfered to the College Relations/EEO Office). EEO Office reviewed the vacancies and decided, based on the appropriate A&O minority staffing plan, whether the position would be released or held for recruitment. If the release of the position was withheld, a holding memo would be sent from the Under Secretary to the heads of the appropriate bureau. The position would not be released until qualified minorities had been found. If a qualified minority was not found, then they must submit evidence that a thorough search for qualified minorities had been made before releasing the position.

Since holding the release of a position is one way of assuring that more than a minimal effort is made to find qualified minorities, the Vacancy Clearance System should be expanded to include mid-level positions and women. Using this system, which does not guarantee jobs for qualified minorities, in conjunction with positive recruitment and goals and timetables would be some guarantee of equal opportunity for minorities and women at GS-12 and above.

In the Field, the Regional EEO Officer will be

responsible for the recruiters' training using the same procedures as the National Office.

c. Assignment

The Central Recruitment Office will assign re

cruiters to various campuses, agencies, etc., in

specific geographic areas. Regional recruiters will

receive assignments within their regions.

d. Trips

There should be at least two visits to the

assigned campuses, organizations, agencies, etc., each year (March and October). The attached chart

lists aspects of the recruiting visit.

Applications of students and in-house people not placed should be kept on file by the Recruitment Specialist for further referral. There should be computerization of files on in-house professionals

to enable them to be considered for available pos

tions.

e. Other Duties

Each recruiter will also work with the Central