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been neither central au thority to set standards, nor ade
quate 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 responsibili
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
Despite these negative findings, the Department of
Labor is in a better position to achieve Equal Employment
on the status of minorities and women, and the
analytical capability for continuing statistical eval
uations of EEO in the Department.
Minimum numerical goals with constraints must be
established semi-annually by each A&O and are to be
reviewed by the EEO Director.
There must be corrective action if these goals
are not met.
A series of self-analysis forms (Form A) should
programs over the two year period, FY '72-73.
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,
direction of a full-time expert EEO Director.
staff should have experts in statistics, complaints
and counseling, recruitment,
upward mobility, special
programs, and personnel regulations.
The head of each A&O should have a full-time
expert EEO Coordinator on his immediate staff.
Regional Administrator should have a part-time Deputy
EEO Coordinator on his immediate staff.
There should be a full-time expert EEO Officer in
each region who reports to the EEO Director.
DOL EEO programs and policy should be re-evalu
ated at least every five years by employees detailed
from outside of EEO and Personnel to work full-time
on the evaluation.
The Office of Personnel should have coordination
responsibility for departmental EEO programs but not
under a special EEO unit.
There must be a new Secretary's Order on EEO to
8%, and women
These percentage goals are to apply to each pro
fessional grade level in each A&o, both in the National
Office and the Field.
A salary constraint is to be imposed to limit the
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.