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GOALS AND TIMETABLES
Our statistics have indicated the serious underutil
ization of Blacks, women, and Nonblack Minorities in
the Department's workforce.
This underutilization is most
prevalent in the professional grades, but also exists in
the clerical grades, especially in the field.
Present departmental efforts toward achieving full
utilization of minorities and women are minimal.
Department's EEO Action Plan for FY .71 (see Appendix F-1)
is a series of general policy statements which fail to
deal effectively with the specific causes of underutiliza
The plan is organized pursuant to Secretary's Order
39-69 (see Appendix F-2) and allows each A&O to formu
late its own EEO policy.
This delegation of responsi
bility results in many different approaches toward
1 The condition that exists when a group is either inequitably distributed in the workforce, inequitably represented in the workforce, or both.
3/ same as parity sentation.
equitable distribution and repre
This term refers to employment practices which have traditionally had adverse effects on minorities and women. For example, an employer will often require that candidates competing for a job meet certain minimum standards (i.e., passing the FSEE) which are more difficult for minorities and women to attain due to previous social and cultural discrimination directed against them.
Goals and Timetables
External Requirement of Goals and Timetables
In contrast to the ambiguous requirements placed on
each A&O to achieve equal employment opportunity intern
result-oriented policy of affirmative action in order to achieve equality of opportunity in their organizations. 6/
An integral part of affirmative action is the establish
'ment of numerical goals and timetables to achieve the equi
table distribution and representation of all groups in an
These goals and timetables are
5) See Appendix F-1 and F-2 (the Department's EEO Action Plan for FY '71, and the Secretary's Order 39-69).
6/ See VI-A8
Tithe revised Order No. 4, effective Aug. 25, 1971, makes this requirement applicable to both minorities and women.
Role of OFCC.
based on a set of criterial which the contractor considers
in determining the amount of underutilization in his work
force and the time necessary to achieve the full utiliza
tion of all groups in that workforce.
Role of the Office of Federal Contract Compliance (OFCC)
The Department's Office of Federal Contract Compli
ance (OFCC) monitors equal employment opportunity compli
ance activity as it relates to the executive branch's pro
This activity stems from the require
ment that government contractors submit affirmative action
plans for each of their facilities. The appropriate contracting agency10/ conducts investigations to determine if
a contractor is complying with the provisions of the Executive Order, 11/
11 and the commitments made in his affirmative
The agency can, when appropriate, issue show
8/Revised Order No. 4, 60-2.11(a) See Appendix F-3.
Executive Order 11246 (Appendix F-6a) requires that Government contractors take affirmative action to achieve equal employment opportunity.