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1. OP will establish a Central
recruitment office with professional and supportive staff.
1. Provide EEO guidelines for train-1. ASPER, 0/Secy, ILAB, OASA will
ing, selection and assigning of maintain one full-time recruiter recruiters.
2. Receives and reviews Manpower
2. Maintain close contact with Cen- 2. LMSA, SOL, BLS will each maintai tral Recruiting Office and
one full-time recruiter. recruiters.
3. Coordinates clerical, tech
nician, and professional recruitment programs.
3. Evaluate recruitment prorams
and monitor progress through statistics and other reports.
3. ESA, OSHA, MA will each maintain
two full-time recruiters.
4. Assist in selection of
4. Serve as reference source for
4. Each region will maintain one
5. Coordinate, supervise, train,
and assign recruiters--
5. Maintain Executive Level
Bank (listing of qualified minorities and women for GS15 and above
5. Recruiters will handle clerical,
technician, and professional recruiting for DOL.
OFFICE OF THE ASSISTANT SECRETARY FOR
POLICY, EVALUATION, AND RESEARCH
EEO Action Plan
As can be seen from the attached statistical analysis, on an overall basis ASPER has a favorable sex distribution (55 percent) and a fair proportion (26 percent) of minority employees. In particular, women represent a sizeable portion of the professional staff (26 percent), and Negro women are well represented in the higher grades in the secretarial series.
clearly, however, our most significant deficiency is the fact that there are no professional employees who are members of racial minorities. Thus, our principal EEO objective is to remedy that situation, and most of the following action proposals are directed to that end:
We will expand our own outreach program of
We are prepared to reserve one professional
Our summer hiring plans include one junior-
We should have greater hiring flexibility in
In FY '72 we intend to realign the current
Before the end of this fiscal year we shall create a position for an Administrative Assistant in ASPER and shall, concurrently, develop an upgrading program for a member of the present secretarial staff (Mrs. Hamilton) to fill that position.
We shall take steps to insure that supervisory personnel, in particular, are made fully aware of the objectives and implementing mechanisms of the EEO program.
Written information on the program will be disseminated regularly, and our regular formal and informal meetings will be used with greater frequency to discuss EEO strategies and problems. More structured programs will be adopted if this seems appropriate.