Final Report on the Status of Minorities and Women in the Department of Labor |
From inside the book
Results 6-10 of 96
Page 114
... past performance in this area in DOL . The goal of 300 , which represents less than 5 percent per year of the clerical workforce , appears to be a reasonable objective . 4 / The programs designed by each A & O should be open to all ...
... past performance in this area in DOL . The goal of 300 , which represents less than 5 percent per year of the clerical workforce , appears to be a reasonable objective . 4 / The programs designed by each A & O should be open to all ...
Page 145
... past and present recruitment policy for minori- ties , and to present ideas for a more effective policy . Clerical employees were also asked about the amount of training opportunities available to them . 1 . A. The Investigation ...
... past and present recruitment policy for minori- ties , and to present ideas for a more effective policy . Clerical employees were also asked about the amount of training opportunities available to them . 1 . A. The Investigation ...
Page 147
... past year but three of them retired , and no present employee is due to re- tire in the near future . In addition , very few people have left ASPER over the years to work elsewhere . Six professionals The office , however , is not ...
... past year but three of them retired , and no present employee is due to re- tire in the near future . In addition , very few people have left ASPER over the years to work elsewhere . Six professionals The office , however , is not ...
Page 157
... past and present , all people do not have an equal start . Positive action is required to assure the equitable representation of all races , sexes and ethnic backgrounds throughout all levels of employment in the society . In the ...
... past and present , all people do not have an equal start . Positive action is required to assure the equitable representation of all races , sexes and ethnic backgrounds throughout all levels of employment in the society . In the ...
Page 188
... Past efforts to significantly increase the repre- sentation of minorities and women in the Department or in 31 / 32 / See Appendix A The Department should also take affirmative action to assure that minorities and women are equitably ...
... Past efforts to significantly increase the repre- sentation of minorities and women in the Department or in 31 / 32 / See Appendix A The Department should also take affirmative action to assure that minorities and women are equitably ...
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Common terms and phrases
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