Exhibit A to Part 906 - Suggested Minimum Guidelines and Goals
36:3.0.7.1.7.3.1.1.5 :
Exhibit A to Part 906 - Suggested Minimum Guidelines and Goals
The following are suggested for consideration by developers in
formulation of minimum affirmative action goals for the development
parcel:
(a) Equity participation - 10 percent participation by minority
group members, women, and minority owned businesses as investors in
ownership of the development parcel.
(b) Contracts for professional and technical services - 20
percent of the dollar value of the contracts to minority owned
businesses.
(c) Persons providing professional or technical services - 20
percent should be minority group members, women, handicapped
persons, or Vietnam era veterans.
(d) Construction contracting - 15 percent of the total dollar
value to minority owned businesses. (In order to accomplish this
goal, the developer must require that any prime contractor show at
least 15 percent minority subcontractors unless the prime
contractor is a minority contractor.)
(e) Construction employment should comply with the Washington
Plan as a minimum.
(f) Purchasing - 20 percent of the dollar value of all purchases
of materials and supplies to minority owned businesses.
(g) Hotel employment - 20 percent of all hotel employees, 15
percent of all personnel earning an excess of $2,000 a month (in
1978 dollars), and 60 percent of trainees for hotel positions
should be minority group members, women, handicapped persons, or
Vietnam era veterans.
(h) Leasing of space - 15 percent of the retail space should be
targeted for minority enterprises.
(i) Committed opportunities - should be created for
professional, technical, construction, hotel, or other type
operations where the representation of minority group members,
women, or handicapped persons in a field is inconsistent with the
demographic profile of the Washington metropolitan area.
Exhibit B to Part 906 - Guidelines for Establishing Strategy To Implement Affirmative Action Personnel Plan
36:3.0.7.1.7.3.1.1.6 :
Exhibit B to Part 906 - Guidelines for Establishing Strategy To
Implement Affirmative Action Personnel Plan
The following are suggested as the types of activities to be
considered in the development of strategies for the affirmative
action personnel plan:
(1) “Vigorous” searching for qualified minority and women
applicants for job openings in professional and managerial
positions, often including recruitment visits to educational
institutions with large minority or female enrollments.
(2) Wide dissemination of affirmative action policy in
advertisements and employment literature.
(3) Utilization of minority media in recruitment
advertisements.
(4) Notification of job openings to minority community
organizations and associations.
(5) Listing of all employment openings with compensation of
under $20,000 per year at a local office of the State Employment
Service (or union hiring hall when union labor is required).
(6) Periodic review of minority, female, Vietnam era veteran,
and handcapped employees to identify underutilized and unutilized
skills and knowledge as well as opportunities for reassignment.
(7) Utilization of merit promotion and on-the-job training
programs to create career ladders or otherwise qualify minority,
female, Vietnam era veteran, and handicapped employees for
advancement.