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combined with more extensive use of letters and telephone calls to possible sources of candidates and the use of minority publications for paid advertising. Applicant supply files are being established. Planned efforts include development of a recruitment brochure and participation in career days at educational institutions.

With regard to internal recruitment activities, an automated system for recording and retrieving skills data is projected to be operational early in 1981. Employee counseling, establishing bridge positions, and providing training opportunities are being done where possible. Additional details on upward mobility are provided below.

Staff members of the Office of Personnel Administration are participating in the Washington Area Federal Equal Opportunity Recruitment Program Interagency Clearinghouse and the Interagency Minority and Female Recruits Association.

Tentative selections of persons to fill vacancies are being reviewed by the Assistant Secretary for Administration with particular attention to the non-selection of minority and women candidates for jobs where underrepresentation exists. Where necessary, selecting officials are being asked to make comparative analyses of candidates to assure that the final selection represents the best qualified. Over the past year the Under Secretary has reviewed a number of cases.

[[underlined]] Equal Opportunity Training. [[/underlined]] A series of twelve seminars were given for supervisors, managers and executives and other key officials aimed at providing the legal basis for equal opportunity and the processes involved in operating a successful affirmative action program. Since February, 458 persons have successfully completed the training including members of the Secretary's Executive Committee and heads of bureaus and major offices.