Final Report on the Status of Minorities and Women in the Department of Labor |
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Results 6-10 of 59
Page 63
... achieved parity and a " _ " for the grades at which these employees are under - represented and have made no progress ... achieve parity , based on the rates of entry that prevailed over the last year . The time - in - grade data for ...
... achieved parity and a " _ " for the grades at which these employees are under - represented and have made no progress ... achieve parity , based on the rates of entry that prevailed over the last year . The time - in - grade data for ...
Page 64
... achieve parity in any reasonable time - span . The time - series analysis for blacks showed minimal progress toward achieving an equitable dis- tribution . This may have resulted from blacks in the 23 / Assuming the turnover rate is the ...
... achieve parity in any reasonable time - span . The time - series analysis for blacks showed minimal progress toward achieving an equitable dis- tribution . This may have resulted from blacks in the 23 / Assuming the turnover rate is the ...
Page 65
... ACHIEVING PARITY Source : See pg . 222 , part e , for an explanation of how this table was developed . BLACKS NONBLACK MINORITIES WOMEN GS GRADE N.O. FIELD N.O. FIELD. CHART 17. NUMBER OF YEARS REQUIRED TO ACHIEVE PARITY FOR MINORITIES ...
... ACHIEVING PARITY Source : See pg . 222 , part e , for an explanation of how this table was developed . BLACKS NONBLACK MINORITIES WOMEN GS GRADE N.O. FIELD N.O. FIELD. CHART 17. NUMBER OF YEARS REQUIRED TO ACHIEVE PARITY FOR MINORITIES ...
Page 66
... ACHIEVE AN EQUITABLE DISTRIBUTION OF MINORITIES & WOMEN BASED ON THE RATE OF ENTRY OVER THE LAST YEAR , BY ... ACHIEVING PARITY See pg . 222 , part 4 , for a description of how this table was developed . Source : Employee Grouping for ...
... ACHIEVE AN EQUITABLE DISTRIBUTION OF MINORITIES & WOMEN BASED ON THE RATE OF ENTRY OVER THE LAST YEAR , BY ... ACHIEVING PARITY See pg . 222 , part 4 , for a description of how this table was developed . Source : Employee Grouping for ...
Page 108
... limited in what they can achieve . One problem that is being given consideration to a very limited degree is that artificial barriers often impede the career advancement of nonprofessionals to pro- fessional positions 109.
... limited in what they can achieve . One problem that is being given consideration to a very limited degree is that artificial barriers often impede the career advancement of nonprofessionals to pro- fessional positions 109.
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100.0 PROFESSIONAL affirmative action agency AVERAGE SALARY BLACK I BLACK BLACK I FEMALE BLACK I NON BLACK I TOTAL BLACK I WHITE black male black professionals CENT CENT contractor Department of Labor DISTRIBUTION OF NONPROFESSIONAL DISTRIBUTION OF PROFESSIONAL DOL BY GS EEO Director EEO Officer EMPLOYEES IN DOL EMPLOYMENT STANDARDS ADMINISTRATION Equal Employment Opportunity FEMALE I MALE FEMALE PROFESSIONAL FIELD goals and timetables GOVERNMENT SERVICE grade groupings GS GRADE LENGTH OF GOVERNMENT MALE I FEMALE MALE I GS MANPOWER ADMINISTRATION minorities and women minority or women Minority Women NATIONAL OFFICE NATIONWIDE nonblack minority NONPROF NONPROFESSIONAL EMPLOYEES NUMBER OF EMPLOYEES NUMERICAL DISTRIBUTION numerical goals past 6 months PERCENT DISTRIBUTION Personnel PROFESSIONAL EMPLOYEES PROFESSIONAL OR NONPROFESSIONAL representation SALARIES I SALARY SALARY RATIOS Secretary of Labor SECY SEX AND PROF staff supervisors TABLE Total Black TOTAL I MALE TOTAL WHITE BLACK underutilization upgrading WHITE BLACK MINOR workforce