The Department is obligated to act as a model employer in order to have credibility in performing its compliance

functions. The Task Force, therefore, recommends that the Department of Labor:

1.

Establish minimal Department-wide percentage goals

for the representation of Blacks, Women and Nonblack minorities throughout the professional grades GS 5-18. These goals involve the regions and include two important con

straints:

2.

a. the difference in average salary between the members of a particular racial-sexual group within a grade series, and that of all em

b.

ployees in the series is not to be more than one percent; and

white females should comprise between twenty

five and thirty percent of all white professionals, while black females are to re

present between forty and sixty percent of

all black professionals.

Co-ordinate, through its central EEO office, the

annual establishment of numerical goals by each A&O. The

3.

C.

provide, through statistical analysis, num

erical guidelines for establishing minimal

goals.

Set guidelines for the establishment of a reasonable series of timetables, within which the percentage goals can be achieved throughout the Department. Both the

goals and these timetables are to be based on the same

d. the role and mission of the Department.

4.

Conduct semi-annual reviews of progress toward

achieving the established goals. The EEO Director is to;

a.

b.

determine if an administration is not able

to meet its numerical goals

require a showing of good faith by the head

5.

Provide any necessary technical assistance to

the A&O's on matters relating to the establishment of goals and timetables. The central EEO office should maintain information, which would be useful to the A&O's in establishing and implementing their affirmative action plans. This information would include;

a list of recruiting resources for minor

ities and women,

information on internal and external train

ing programs, which are to aid in the up

grading effort, and

statistics on present and projected turnover

rates for each A&O, and for the entire De

partment.

Utilize a management system to mobilize control

and responsibility for EEO throughout the Department.

Five

distinct management levels would each be responsible for

appropriate portions of the total EEO program, as follows: the top management of the Department and

a.

uations in which managers and supervisors fail to meet

their goals. Such action must see that the unmet goals are achieved at the first opportunity and that future goal achievement without problems is strongly encouraged.

For

9.

a. the system would consist of five forms

b.

c.

corresponding to the five management levels responsible for EEO;

the forms would provide guides for identifying and evaluating EEO concerns through self-analysis, comprise a series of planning documents for EEO, and form an information base for monitoring and evaluation; and

all managers and supervisors in the Department would complete an appropriate DOL Form A every six months.

Establish an independent statistical capability

in the Office of the EEO Director. This would provide for

the following:

a.

independent studies upon which to base min

imum goals and time tables and other standards

for monitoring EEO progress;