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| ACTION ITEM | RESULTS
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VII. | [[underline]]SYSTEM FOR INTERNAL PROGRAM EVALUATION[[/underline]] | 
| |
| A. [[underline]]Situation[[/underline]]:  Develop a method to evaluate all program activities related to EEO. |
| |
| 1. Require the director of each bureau (EEO officers) to submit a semi-annual report indicating progress made toward meeting SI's staffing goals and the current status of each project mentioned in their Affirmative Action Plans | Sept. '76, March, and Sept. of each year 
| | Responsible Official: Heads of organization units with assistance of subordinate managers and supervisors.
| |
| 2. Monitor recruitment plans to assure that areas with large minority populations are included in recruitment visits. | Target date: Sept, 1976. 
| | Responsible Official: Director, OEO; SI Women's Coordinator; Sixteen Point Coordinator
| |
| 3. Evaluate reports recommending changes for improving the EEO program.  Inform the Secretary of progress in major areas of concern. | Ongoing.
| | Responsible Official:  Director, OEO
| |
VIII. | [[underline]]PROMPT, FAIR AND IMPARTIAL PROCESSING OF COMPLAINTS OF DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY COUNSELING[[/underline]] |
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| A. Insure that part-time counselors are trained to serve needs of Smithsonian Institution employees.  Select and train additional counselors as needed to provide assistance and to serve in the absence of the principal counselor. | Action accomplished.  (Announcement of new counselors dated April 15, 1976 closed.) 
| | Responsible Official: Director, OEO
| |
| B. Provide and assure competence and availability of trained EEO investigators responsible for investigating complaints of discrimination. | Investigators obtained from Civil Service Commission. 
| | Responsible Official: Director, OEO

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