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increased (from 1,455 to 1,469), as a percentage of the total, minorities decreased from 37.7% to 36.7%. This decline in minority employment may be attributable to a relaxed attitude toward affirmative action on the part of some supervisors as a result of the publicity given to so-called reverse discrimination complaints. We are encouraged, however, with the expectation that strengthened top level re-emphasis in the affirmative action area of EO with additional training and counseling of supervisors will insure that the Smithsonian work force provides employment opportunities for all qualified applicants. New guidelines issued by the Equal Employment Opportunity Commission to prevent liability for claims of reverse discrimination and to promote voluntary action to increase employment opportunities for minorities and women should be helpful.

3. [[underlined]] Upward Mobility Program [[/underlined]] - A minority male and a female won competitive selection to the special upward mobility positions provided to the Institution by Congress. Both qualified for starting salaries of about $9,400 and will be earning in the $12-14,000 range at the conclusion of the three-year program. In addition, the Institution's bureaus and offices funded ten other upward mobility positions as part of their regular programs.

4. [[underlined]] Promotions and Quality Pay Increases [[/underlined]] - Minorities and women received a very high percentage of the 835 promotions made in the period. Minorities received 406 promotions or 48.6%, 253 or 30.3% went to women. In addition, 92 quality increases were awarded for outstanding job performances. It is encouraging to note that 33 (35.9%) were earned by minorities, and women earned 44 (47.8%).