9. Carefully analyze rates of pay for all employees to insure:

(a) Minority group and women employees receive equal pay
for equal work.

(b) That potential underutilization of minority group and
women employees is evaluated not only by numerical
representation in the workforce but also by a comparison
of actual earnings in all jobs, including management.
Although additional wage and salary data need not be
included (beyond that furnished in paragraph 3(a))
compliance review officers may require additional
payroll data lo investigate specific questions of
underutilization by wage or salary, or unequal pay for
equal work, and such data should be available at the
facility and be furnished upon reasonable demand.

10. Using the information set forth in Questions 2-6 of this Form, prepare and attach the numerical goals, timetables and commitments required by Section 60-2. 11(b) of the OFCC Rules. There must be separate goals and timetables for all major job classifications or groups of functionally related jobs (job families) in which minorilics may be underutilized and reasonable further effort could be undertaken to increase minority employment. (Job classifications grouped into the broad categories of the EEO-1 report are unacceptable.)

11. It is expressly understood that additional data to that provided herein may be required by compliance officers during the course of a compliance review and that such must be provided upon reasonable demand.

12. Title of Company Official or Consultant who was principally responsible for the preparation of this Form.

Signature:

Date:

Outline of Form A for First-line Supervisors

Introduction: purpose, use, utilization criteria, and responsibility

B.

C.

List of employees by status categories, giving
grade, date of grade, job series, and career
development objective for each employee

Correcting deficiencies by promoting and upgrading
from the list in B

III. Growth and turnover past and projected

A.

B.

C.

Growth and turnover by race, sex and professional/
nonprofessional status for the past 6 months and
projected for the next 6 months

Numerical goals for the next 6 months

Summary of merit staffing panels for the past 6 months
For each position, the number certified qualified
and highly qualified by race, and sex

1.

2. Need for recruitment

IV. Upgrading

V.

VI.

A.

B.

Upgrading program participants by program, completion
status, race, and sex

Job restructuring and material modification

Projected staff distribution by grade, race, and sex

Signature and date

Department of Labor EEO

Supervisor's Self Analysis and Evaluation Form

Purpose:

A.

B.

C.

D.

To provide a guide for supervisors as they seek to
define and fulfill their EEO responsibilities.

To provide a planning document in which supervisors can indicate specific EEO goals and career development target positions for individual employees within the context of overall staffing projections.

To provide for a flow upward of information regarding progress and special problems in EEO efforts and overall employee career development.

To provide the basis for a more organized, definitive, and systematic approach to EEO efforts within the Labor Department.

Use:

A.

To be completed semi annually by all first-line supervisors in the Department. One copy shall be maintained by the supervisor for his use and one copy shall be given to his immediate supervisor.

Criteria:

A.

B.

(for evaluating the utilization of minorities and women):

Minorities and women should be represented in the Labor Department workforce according to their representation in the population and workforce of the recruitment area.

Minorities and women should be distributed across
the GS grades as are all employees; a working defin-
ition of equitable distribution is as follows:

C.

1. Minorities and women shall comprise the same

2.

3.

percentage of each of the professional grade groupings as they comprise of the total professional workforce, and similarly for nonprofessionals.

For each grade grouping, the average salaries of minorities and women shall not differ by more than 1% from the average salary of all employees in that grade grouping.

The grade groupings are as defined in the
various sections of this form.

The recruitment area for professionals is the national labor market, and the recruitment area for nonprofessionals is the local labor market; hence the following benchmarks are established:

A.

B.

C.

To see that minorities and women are represented in their workforce as prescribed by the Criteria.

To see that all employees have the opportunity, to
include training, counseling, and enrichening job
assignments, to reach their career potential.

To see that all nonprofessional employees, and particularly minorities and women, are given special