Full been neither central authority to set standards, nor adequate coordination and communication between personnel involved in EEO activity throughout the Department. time EEO experts have very low status and there are too few of them to carry out even their minimal responsibilities. The two major aspects of EEO, affirmative action and complaints, have been separated organizationally even though complaints often arise as a result of a lack of affirmative action. Despite these negative findings, the Department of Labor is in a better position to achieve Equal Employment Opportunity than most employers. However, the Department must take continued affirmative action over the next few on the status of minorities and women, and the analytical capability for continuing statistical evaluations of EEO in the Department. b. Minimum numerical goals with constraints must be established semi-annually by each A&O and are to be 2. reviewed by the EEO Director. c. There must be corrective action if these goals are not met. d. A series of self-analysis forms (Form A) should be used in the Department. e. A management system for effecting control and responsibility must be initiated. For Upward Mobility a. There should be 300 trainees in upward mobility programs over the two year period, FY '72-73. b. An application for upward mobility should be used to identify nonprofessional employees who are interested and who have the potential for career advancement, and to determine their occupational areas. C. A career development program should be established for each trainee. d. Job restructuring and occupational analysis should be done to provide the opportunity for advancement from lower level to higher level career ladders. e. An examination of professionals stagnated in lower grades must be conducted. 3. Employees doing professional work are to The definition of professionals and nonpro- In addition to the professional-nonprofessional classification, a paraprofessional category is to be established. The upward mobility policy should be communicated to all employees through a videotape of the Secretary, statements by Administrative Officers, and the distri bution of flyers. For Recruitment a. A central recruitment office must be created in the Office of Personnel to coordinate recruitment efforts. b. The Vacancy Clearance System must be reinsti- c. The Department must have a Manpower Planning system to determine the number of available jobs for recruitment. 4. For Organization a. There must be a unified EEO Office under the direction of a full-time expert EEO Director. The 5. staff should have experts in statistics, complaints and counseling, recruitment, upward mobility, special programs, and personnel regulations. b. The head of each A&O should have a full-time expert EEO Coordinator on his immediate staff. Each Regional Administrator should have a part-time Deputy C. There should be a full-time expert EEO Officer in d. DOL EEO programs and policy should be re-evaluated at least every five years by employees detailed from outside of EEO and Personnel to work full-time on the evaluation. e. The Office of Personnel should have coordination responsibility for departmental EEO programs but not under a special EEO unit. f. There must be a new Secretary's Order on EEO to b. These percentage goals are to apply to each pro fessional grade level in each A&O, both in the National Office and the Field. c. A salary constraint is to be imposed to limit the amount of deviation. d. General constraints are to be imposed on the representation of white and black males and females in the professional ranks. e. The EEO Director must coordinate the annual setting of numerical goals by each A&O, set guidelines for a reasonable series of timetables, and review progress toward the achievement of these goals semi-annually. |