V.

G.

2.

3.

internal and external

Names of A&O recruiters

Merit staffing panel summary giving the
following information for the entire subunit
by grade groupings: the number of panels held
and the distribution of applicants by race,
sex, and qualification status (i.e., qualified
or highly qualified)

Outline of steps to be taken to improve re-
cruitment

Upgrading and job restructuring

1. Upgrading program participants by

2.

program, completion status, race, and sex
Description of occupational analysis

and job restructuring efforts

H. Projected staff -- distribution by grade,

race, sex, and professional/nonprofessional status Professionals

1. 2.

Nonprofessionals

VI.

Department of Labor EEO
Self-Analysis and Evaluation Form

for Heads of all Subunits

Purpose:

A.

B.

C.

D.

To provide a guide for branch, division, office, and other
subunit heads as they seek to define and fulfill their EEO
responsibilities.

To provide a planning and evaluation document in which sub-
unit heads can effectively analyze the status of EEO in
their units and among the supervisors reporting to them.

To provide for a flow upward of information regarding pro-
gress 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 Depart-

ment.

Use:

To be completed semianually by the heads of all subunits
in the Labor Department. Such units are defined to be all
work groups located in the organizational hierarchy between
first-line units and the major A&O subdivisions. (generally,
the bureaus.) One copy shall be maintained by the manager
and one copy shall be given to his immediate supervisor.

Criteria: (for evaluating the utilization of minorities and women):

A.

B.

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 definition of equitable distribution is as follows:

1.

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

2. 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.

3.

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

C.

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.

To see that minorities and women are represented in their
staff and in the staff of other supervisors reporting to
them as prescribed by the Criteria.

To see that EEO policy is clarified and made more specific
where necessary to facilitate implementation by lower-level
supervisors..

C.

Ꭰ .

To provide a useful link, upward to the bureau level and
downward to first-line supervisors, in the management team
to effect EEO in the Department.

To realize that an active and sincere concern for employee
development is crucial to employees' personal growth and
to the vitality of the organization.

Names of any EEO specialists (full-time or part-time) in
this major subunit

Name of part-time EEO Coordinator for your A&O in this region?

E.

List the names of all units located organizationally between your unit and the A&O.

F. List the names of all lower-level units within your area of responsibility.