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RESULTS OF ACTION TAKEN ON ACTION ITEMS IN 1976 ACTION PLAN

[[3-column table]]
| ACTION ITEMS | RESULTS
[[line across page]]
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I. | [[underline]]ORGANIZATION AND RESOURCES TO ADMINISTER THE EEO PROGRAM IN A POSITIVE AND EFFECTIVE MANNER[[/underline]] |
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| A. [[underline]]Situation:[[/underline]] Office of Equal Opportunity needs ample time to review component plans before agency plan is due. | 10 major bureaus submitted reports of EEO accomplishments for the year.
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| 1. All mini-plans are due in the OEO by June 1, 1976. |
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| Responsible Official: Equal Opportunity Officers |
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II. | [[underline]]RECRUITMENT ACTIVITIES DESIGNED TO REACH AND ATTRACT JOB CANDIDATES FROM ALL SOURCES[[/underline]] |
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| A. [[underline]]Situation[[/underline]]: There is a need to reach and attract job candidates from under-utilized groups. | Emphasis is placed upon promotion from within.  In those instances where sufficient background is not available for qualification, outside recruitment is then pursued.
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| 1. Fill as many jobs as possible by internal promotions. |
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| Responsible Official: All supervisors |
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B. | [[underline]]Situation[[/underline]]: Few women and minorities are in positions that provide supervisory management experience which will qualify them for GS 13-15 positions.
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| 1. Encourage supervisors to offer women and minorities in grades 8-12 opportunities for professional growth with an emphasis on acquiring management supervisory skills by encouraging their participation at work-related professional meetings, supervisory management conferences, seminars, workshops, assignments to special management projects, details and task forces. | Action continuing. There has been an improvement as noted by statistical chart # 1 (April 1975), where 25 positions of 491 were occupied by minorities at this level, when compared with chart # 2(April 1976),  where 28 positions of 491 are occupied by minorities. This constitutes an improvement of 0.6%.
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| Responsible Official: Heads of organization units. |
[[/3-column table]]