Author: GENERAL ACCOUNTING OFFICE WASHINGTON DC HUMAN RESOURCES DIV.

Publisher:

Published: 1988

Total Pages: 30

ISBN-13:

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This report address concerns about the affirmative action efforts of the Alcohol, Drug Abuse, and Mental Health Administration (ADAMHA), a component of the Public Health Service (PHS) in the Department of Health anad Human Services (HHS), and whether the federal government's equal employment opportunity requirements were being complied with. We agreed to provide information on ADAMHA'S personnel management and equal employment opportunity issues regarding: the representation of minorities in its work force, especially at the management and policymaking levels; numerical goals and timetables for hiring, promoting, and reassigning minorities to fill vacancies at the management and policymaking levels; recruitment strategies and activities to increase the representation of minorities through competitive vacancy announcements; ADAMHA'S merit promotion plan and whether the plan's provisions were followed; the representation of minorities and women on its grant review committees (committee members are chosen from among qualified persons outside ADAMHA from both the private and public sectors); and plans and actions concerning the preparation of its fiscal year 1988 affirmative action plan. We found that ADAMHA was not in total compliance with EEOC affirmative action requirements and with some elements of the ADAHMA merit promotion plan, and we are making recommendations to the Secretary of HHS to correct these deficiencies.

Download or read book Minority Representation. Efforts of the Alcohol, Drug Abuse, and Mental Health Administration written by GENERAL ACCOUNTING OFFICE WASHINGTON DC HUMAN RESOURCES DIV. and published by . This book was released on 1988 with total page 30 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report address concerns about the affirmative action efforts of the Alcohol, Drug Abuse, and Mental Health Administration (ADAMHA), a component of the Public Health Service (PHS) in the Department of Health anad Human Services (HHS), and whether the federal government's equal employment opportunity requirements were being complied with. We agreed to provide information on ADAMHA'S personnel management and equal employment opportunity issues regarding: the representation of minorities in its work force, especially at the management and policymaking levels; numerical goals and timetables for hiring, promoting, and reassigning minorities to fill vacancies at the management and policymaking levels; recruitment strategies and activities to increase the representation of minorities through competitive vacancy announcements; ADAMHA'S merit promotion plan and whether the plan's provisions were followed; the representation of minorities and women on its grant review committees (committee members are chosen from among qualified persons outside ADAMHA from both the private and public sectors); and plans and actions concerning the preparation of its fiscal year 1988 affirmative action plan. We found that ADAMHA was not in total compliance with EEOC affirmative action requirements and with some elements of the ADAHMA merit promotion plan, and we are making recommendations to the Secretary of HHS to correct these deficiencies.