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III. [[underline]] Recruitment [[/underline]]

Generally, present recruitment sources have provided qualified minority and female applicants who meet organizational needs. The Institution intends to maximize the recruitment effort in scientific fields, although traditionally, these fields have not attracted minority and/or female applicants.

Position vacancies are open to all Smithsonian Institution employees on a non-restrictive basis. Qualification requirements and hiring procedures have been examined, and no barriers to EEO exist. The Office of Personnel Administration periodically reviews the interview and screening process to assure that it is operating on an equitable basis, and reviews the qualification requirements for each position to assure that such requirements are reasonable and do not discriminate against minorities and/or females. The recruitment bulletin is issued on a weekly basis, containing a positive statement that all positions are filled without regard to race, sex, national origin, etc. This bulletin is mailed to many schools, including those with large minority and female enrollment.

EEO officials do not participate in the development of new-hires estimate report data, however, they do review and approve all personnel actions before they are effected, to assure that consideration has been given to minority and female candidates.

Present sources do not provide qualified minority and/or female applicants in many specialized scientific fields.

IV. [[underline]] Full Utilization of Skills and Training [[/underline]] 

The institution has not conducted a survey of manpower utilization of skills and training. The current practice relies primarily on voluntary applications from employees, who list their skills and training when applying for specific vacancies. This system emphasizes the responsibility of each employee to inform the Office of Personnel Administration of his/her current skills and training when applying for a specific vacancy under a merit promotion vacancy announcement. Specific and general instructions on applying for such vacancies are contained in the weekly Recruitment Bulletin.

Neither a time-in-grade study, to determine whether differentials exist by minority status and sex, nor a study to examine relative upward movement of employees to full performance has been conducted. However, an ad hoc survey has been conducted to determine the level of upward mobility available to lower-level employees.