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VI.

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.

The

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

tion.

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.

2/
Spanish-surnamed Americans, American Indians,

and Orientals.

3/ same as parity sentation.

equitable distribution and repre

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4/

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.

A.

Goals and Timetables

1.

External Requirement of Goals and Timetables

In contrast to the ambiguous requirements placed on

each A&O to achieve equal employment opportunity intern

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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

organization's workforce.)/

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.

2.

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

curement functions.

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

action plans.

The agency can, when appropriate, issue show

8/Revised Order No. 4, 60-2.11(a) See Appendix F-3.
9
Rules and Regulations; 60-1.40(a).

les
10/ See Appendix F-4.
11/

Executive Order 11246 (Appendix F-6a) requires that Government contractors take affirmative action to achieve equal employment opportunity.

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