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attempts to find qualified minorities and women, not just

on the campuses but also within the community and within

the Department of Labor, and assurance that they are

placed properly and that they will be allowed to move up.

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The usual answer to the question why there is a lack

of effective positive recruitment programs is that there

are not many qualified minorities or women.



tics from HEW, The Cabinet Committee on Opportunity for

the Spanish Speaking, and the National Urban League, Inc.

indicate that there are qualified minorities and women


Eighty-three predominantly black colleges

surveyed to see if they offered majors or required

courses in the Department of Labor's major areas of

2/ Total enrollment at 83 black colleges represents 44% of total blacks enrolled in colleges as of Fall '68.


on. 3) As the charts (see Appendix C-11



show, there is a significant number of black colleges

having graduates and offering majors and required courses

in the Department's major areas of concentration.


law figure is low because of decreasing numbers of black

colleges with law schools and the increasing black enroll

ment in nonblack law schools.

This is illustrated by

the number of blacks enrolled in law schools jumping from

1254 in '67-'68 to 2154 in '69-'70 (Association of

American Law Schools Newsletters 68-3, page 2; 70-2,

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page 3).

The other fields having the smaller number of

black graduates and colleges offering majors are mainly

areas of concentration which are located in small offices

in DOL or areas with limited numbers of positions avail


Therefore, the small amounts still represent a

significant amount based on the limited need within the


Availability studies for Spanish-Americans,


DOL Major Areas of Concentration: Accounting, Business Admin., Economics, Guidance & Counseling, Industrial Rel., International Rel., Journalism, Law, Math,

, Political Science, Social Science, Sociology, and Statistics.

American Indians (Appendix C-14) and Women (Appendix

C-15 - C-17) also indicate a significant recruitment source.

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bution of professionals by grade, race and sex for each

A&O indicates definite recruitment needs at all profes

sional grades, since no A&O meets the minimum goals for

blacks, nonblack minorities, and women at all grades.

The availability studies also show that there are

qualified minorities and women available for DOL jobs.

DOL needs to re-establish its EEO credibility es

pecially with regards to recruitment.

It can only do

this with a real commitment to establish effective re

cruitment programs.


Recruitment Recommendations

To establish effective recruitment programs for min

orities and women there must be a centralization of all

recruitment efforts (creation of a Central Recruitment

Office in the Office of Personnel); a cadre of full

time recruiters; full and adequate us age of the Manpower

/ Planning System4 by each A&o; full usage of positive recruitment; reinstitution and expansion of the Vacancy Clearance Systems, and specific goals and guidelines

/ ;

for recruitment.

See Appendix C-19 for a breakdown of recruitment functions.


Manpower Planning System was developed by the Central Personnel Services to provide a comprehensive Recruitment Plan in FY 1968 for Wage and Labor Standards Administration.

Manpower Planning System uses turnover studies, retirement index studies, and anticipated expansion as sources for anticipating vacancies in an upcoming fiscal year. The number of anticipated vacancies for which minorities and women would be recruited will be determined by the numerical goals and timetables established for each Administration. The following is an example of a Manpower Planning System Plan of Action:

Retirement index is maintained by the Division of Personnel Planning & Review, OASA.

(41 cont'd.)

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sponsibility will be to manage and/or coordinate the

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