NCJ Number
58851
Date Published
1977
Length
199 pages
Annotation
THIS ANALYSIS OF EQUAL EMPLOYMENT OPPORTUNITY (EEO) IN THE FEDERAL BUREAUCRACY FOCUSES ON THE CONTEST BETWEEN THOSE SEEKING TO MAINTAIN THE TRADITIONAL MERIT SYSTEM AND THOSE SEEKING A MORE REPRESENTATIVE FEDERAL SERVICE.
Abstract
THE ANALYSIS ENCOMPASSES THE SOCIAL COMPOSITION OF THE FEDERAL WORK FORCE IN THE LATE 1960'S AND EARLY 1970'S; THE COMPETING PRINCIPLES OF MERIT AND SOCIAL AND POLITICAL REPRESENTATIVENESS, WHICH HAVE BEEN USED IN DETERMINING HOW CIVIL SERVICE POSITIONS SHOULD BE DISTRIBUTED; THE HISTORY AND STRUCTURE OF THE FEDERAL EEO PROGRAM WITHIN THE CIVIL SERVICE COMMISSION; AND THE POLITICS OF FEDERAL EEO POLICY FORMULATION AND IMPLEMENTATION. THE PROMINENCE OF RACE AND SEX DISCRIMINATION AS FUNDAMENTAL FEATURES OF FEDERAL PERSONNEL ADMINISTRATION IN THE PAST ARE CITED AS REASONS BEHIND DISTRUST OF THE MERIT SYSTEM AMONG 'REPRESENTATIONISTS.' SUBSTANTIAL INROADS BY REPRESENTATIONISTS IN EEO POLICY AND ADMINISTRATION, PARTICULARLY IN THE AREA OF GOAL AND TIMETABLES FOR HIRING AND PROMOTING WOMEN AND MINORITIES, ARE DESCRIBED. THE ANALYSIS REVEALS THE EXTENT TO WHICH ORGANIZATIONAL AND ADMINISTRATIVE CHOICES ARE INTERTWINED WITH POLITICS IN THE FEDERAL EEO PROGRAM, AS WELL AS STRATEGIES USED BY AGENCIES TO TAKE ADVANTAGE OF THEIR CONTROL OVER EEO POLICY IMPLEMENTATION TO PROTECT THEIR OWN 'CULTURES' AND VALUES. IN ADDITION TO ADVANCING THE ARGUMENT THAT THE ORGANIZATIONAL POLITICS OF FEDERAL EEO POLICY WILL CONTINUE TO DOMINATE ITS CONTENT, THE ANALYSIS SHEDS LIGHT ON THE NATURE OF BUREAUCRATIC POLITICS IN THE FEDERAL GOVERNMENT. THE ANALYSIS CONCLUDES THAT REPRESENTATION--THE BELIEF THAT ALL SEGMENTS OF THE POPULATION SHOULD BE REPRESENTED IN THE FEDERAL WORK FORCE--WILL OCCUPY A KEY POSITION IN PUBLIC PERSONNEL ADMINISTRATION IN THE FUTURE. A BIBLIOGRAPHY AND SUPPORTING DATA ARE INCLUDED.