Page Six THE MICHIGAN DAILY Friday, October 14; 1975 Page Six THE MICHIGAN DAILY Friday, October 10, 1975 the boti FOR LUNC THE PLACE FOOD FOR THOU the VILLAGE BELL is the place to gather featuring outstanding luncheon specials for under $2.00: SUCH AS. THE BELL BOTTOM: -- handcarved choice roast beef on fresh roll with au jus.....$1.90: i iage 1321 SOUTH UNIVERSITY ANN ARBOR, MICH. Defense lawyers request Polce take gunan additional tests for Hearst on Hirohito's route SAN FRANCISCO (P) - Pa- THE source also said the de- cross-examination at a bail SAN DIEGO () - A young gators were not able to confirm tricia Hearst's attorneys want fense wanted a team of hand- hearing on federal bank robbery man with bullets in his pocket the sighting. "I'm sure no shot their own psychiatrist to exam- picked doctors to examine the charges. and a rifle in his car was taken was fired," said police Capt. ine her in addition to the court- 21-year-old newspaper heiress SAN Mateo County Sheriff into custody on a freeway over- Manuel Guaderrama. appointed specialists now as- for possible physical problems. John McDonald said he knows pass today shortly after Emper- Police said the man was ap- sess eog her mental state, a "We understand she has some of no health problems Hearst or Hirohito of Japan passed be- prehended moments after Hiro- source close to the defense said I e to may be havng and noted that neath en route to the San Diego hito's motorcade passed beneath PGtra.and we want to find out from tshe has not requested any medi- Zoo, police said. the overpass bridge to Harbor The lawyers planned to ask our own psychiatrist about her Island at the edge of Lindbergh U. S. District Judge Oliver Car- mental state," the source said. cal care while at the county jail The 19-year-old man was re- Field. ter to appoint Dr. Louis Vuksin- He declined to specify what the o:od ta t mi leased after two hours of ques- Hess ich of the McAuley Neuropsychi- problems were. south of here. tioning by the Secret Service. the Secret Service atric Institute of St. Mary's Hos- Three court-appointed psychi- McDonald said he had asked i "There is no indication that he said it was his understanding pital here to conduct a new ex- atrists and a psychologist al- defense attorneys to get court! planned to shoot Hirohito," said the man was taken into custody amination, said the source, who ready are examining Hearst to authorization for any examina- Lawrence Hess, special agent s asked his identity not be dis- determine whether she is men- tion of Hearst by defense doc- for the Secret Service in San by. closed. tally competent to undergo tors. Diego. "He did not have the AN OFFICER said a number - -- - rifle with him. It was in the of .22-caliber bullets were found "Since she is a federal pris- trunk of the car at least several in the man's pockets. A 22-cal- oner, we wanted the court to hundred yards away." iber rifle equipped with a tele- B EA D EV EN T' nail dawn which doctors can scopic sight was found in his come in, he explained. We POLICE were told a second: car parked near the bridge, the ON THE work well with the attorneys. armed man was spotted later at officer said. They know the procedure." the zoo parking lot, but investi- A few minutes earlier, police ___ spotted him and radioed the sta- FRIDAY, October10thtion that there was a suspicious 10th person on the bridge. (in case of rain, Oct. 17th) A police spokesperson said 11:00 a.m to 4:00 p.m. they had received a report that a man armed with a shotgun Come to a celebration of the making of bread 2had been seen in the zoo park- -and-A ing lot before the emperor ar- A remembering of our sisters and brothers who S.STATE ST rived. A sweep of the parking must live without it. MON.-SAT. lot was made, but no such per- :" 10 A.M.-6 P.M. son was found. Fti ~oRE N For the past three years stns P T/Jijl1~j~ ~lVPPE N and daughters of Ados h a v e DOME\STIC CLOTHING" earned mnore than 64 rmillion in I one season or harness racing. SENIORS and GRAD STUDENTS th e ptiscopat .l u4eft found ion WHAT ARE YOU DOING AFTER GRADUATION? 769-1744 21 n. diviiGon an ar, Mich n 1810 " teephone 60.0606 GRAD JOB u.OSCHOOL HUNTING - -I-t-o Continued from page 6 through affirmative action. It is especially important that this summary of goals, amended employment practices, and departmental commitment be available to graduate students seeking employment. B. LONG-RANGE GOALS A statement of long-range goals should be publicized in the depart- ment or hiring pool and filed with the University Affirmative Action Com- mittee for G.S.A.s. This statement should include: " a brief review of the numbers of women and minority graduate students and graduate student assistants of the past ten years. " analysis of increases and/or decreases in their representation dur- ing this time. " projection of enrollment figures for the next ten years. " any anticipated changes in the definition of the pool from which graduate students are chosen and in the racial and sexual com- position of that pool. " outline of recruitment procedures and staffing, with anticipated changes. " analysis of recruitment problems perceived in recruitment. " problems perceived in employment of women and minorities. * possible departmental programs to..eliminate perceived problems, including approximate costs. " long-term goals (spanning approximately five years). " analysis of existing employment practices. C. IMMEDIATE GOALS Departments should submit to the Affirmative Action Committee for G.S.A.s the following information: " number of positions to be filled in the following term. * possibility of assigning positions to members of under-utilized groups, ncluding summary of applicants by race, sex, and citizen- ship/ permanent residence status. " goal for eliminating or decreasing under-utilization for the following term. These goals should be publicized in the department or unit, especially to potential and actual applicants for G.S.A. appointments. VI. Development and Implemention of Specific Programs to Achieve Goals and Timetables A. ANALYSIS OF PROCEDURES Each department or hiring unif shall analyze procedures by which it recruits employees and hires employees. The department or unit should notify all eligible students of employment opportunities and the procedures by which they should apply for employment. These procedures must have no discriminatory effects. B. ESTABLISHING OBJECTIVE MEASURES Each department or unit should keep records that permit it to com- pare applicants and hires by race, sex and citizenship/immigrant status. These records should indicate the point in the hiring process where the applicant was eliminated from consideration and who made the decision not to hire. A written reason for not hiring should accompany this information. If the hiring process entails several steps-written application, interview, preliminary eliminations-the department or unit should keep records about decisions made at each step. The purpose of applicant flow records is to establish responsibility for the uniform application of standard employment practices. They enable departments or units to reach goals if and when new openings exist and to guarantee that records will be available for review when goals are not met. Furthermore, they provide a basis for re-assessing problem areas when departments or units do not meet their goals. Those individuals in department or units responsible for making hiring decisions should devote special attention to the use of any criteria which may have a discriminatory effect. Examples of criteria which have per- sistently shown themselves to have discriminatory effects include: " English-language skills and/or cultural life styles of minority group members. Those responsible for hiring may come from radically different social, economic, and cultural backgrounds than the in- dividuals being considered for employment, and thus might seek standards which are unfamiliar or distasteful to many minority group members. Every effort should be made to insure that a broad range of speech, dress, habits, and life styles are allowed. - ADVERTISEMENT- ployment opportunity such questions should be eliminated from all application forms and from any stage of the screening and inter- viewing process. Those persons involved in the hiring process should also be sensitive to deficiencies in the University's provisions for child care, as these short- comings create formidable barriers to many women and men with children. Every effort should be made to secure adequate chld care facilities so that these individuals are not blocked from employment opportunity. 0 Exit interviews should be conducted with all Graduate Student Assistants who quit, or do not seek re-appointment, when re-appoint- ment is possible. Often, perceived discriminatory treatment is a major cause of turnover among minority and women employees. Information from exit interviews can provide important informa- tion on discriminatory policies and practices which should be eliminated. C. PERSONNEL Departments and units should inform and train individuals involved in the hiring process in the objective standards used in employment pro- ceedings and their application in the department and hiring units. This training should include a thorough introduction to the concept of affirmative action, as well as a review of departmental progress and problem areas. All departmental and unit chairpersons should be told in clear lan- guage that their performance on affirmative action goals will be rated along with other criteria in evaluations of their competence to remain in those positions and that inadequate cooperation or obstruction of the pro- gram will incur penalties, including possible reductions in departmental or unit funding. D. IMPLEMENTING A RECRUITMENT PROGRAM FOR ALL JOBS WHERE UNDERUTILIZATION HAS BEEN IDENTIFIED Departments and units should maintain affirmative action remedial files on applicants of underutilized groups not hired who are potential can- didates for future openings. These candidates should be notified first when openings occur. Whenever possible, minorities and women should be on committees or in groups responsible for recruitment and hiring. If no women or minorities are qualified to be on such committees (when, for example, there are none on the department faculty and only faculty may sit on committees), the department should seek advice and suggestions from other sources: depart- mental or professional caucuses of women and minorities, University com- missions, or the Director of Affirmative Action Programs for the University. Furthermore, whenever possible, representatives of underutilized groups should be used as recruiters, or on recruitment visits, and as referral sources. The presence of women and minorities on committees and task forces reinforces a department's or unit's written commitment to affirma- tive action by providing evidence that progress is being made. Each deparment or unit should analyze its recruitment efforts, espe- cially as those efforts in the past have affected the pool from which appli- cants are drawn. It should identify problems in recruitment and write a program to rectify those problems. An important part of the program is the assignment of recruitment responsibility to a duly constituted depart- mental officer or committee. Departmental or unit recruitment efforts should include, though not be limited to, the following: e Advertising in publications at colleges with substantial women and minority student enrollment. " Contacting, in order to publicize departmental affirmative action commitments, faculty and academic counselling offices at colleges with substantial women and minority enrollments, or at offices and units at the University that are specifically concerned with the problems of women and minorities (See Section III.B.). *Developing and maintaining contact with minority and women's community organizations, especially those that provid mnselling services. 1W2 The purpose of the recruitment effort should be to iiFrove the pool of applicants from which hiring decisions are made. The best way to recruit successfully is to keep potential applicants from underutilized groups well informed of the department's or unit's affirmative action commitments, is efforts and its progress, and the opportunities for employmen it provides. The central importance of improving the pool should be acknowledged in printed recruiting materials, as should efforts and progress made in faculty affirmative action programs. VI1. Establishment of Internal Audit and Reporting Systems to Monitor and Evaluate Progress in Each Aspect of the Program i i i I t t I . HERE IS HOW WE CAN HELP GRAD Grad School Directories Testing Information SCHOOL? Catalogue Information Counseling Grad and Professional School Recruiters JOB On Campus Interviewing with H UNTING? Recruiters Sept. 30th thru March 25th H Job Hunter's Resource Library Career Counseling START NOW!- Come To CAREER PLANNING AND PLACEMENT 3200 STUDENT ACTIVITIES BUILDING ' R E NT M Em $7 ADAY 10c AMILEz WJ NEW VW SUPER BEETLES RENTABEETLE 2016 PACKARD RD. ANN ARBO - 994-9300m m z y, -- Next Tuesday N*ight, You Could: * Go and SEE something " Go and HEAR something " Go and EAT something. The University of Michigan Museum of Art invites you to an evening of visual, musical and gastro- nomical stimulatiC We're offering you contemporary art, eat. FREE. seven galleries of a jazz trio, and traditional and good things to A. TERM-BY-TERM REPORTS Term-by-term reports should be provided by every department or unit chairperson to the Director of Affirmative Action Programs so that he or she may evaluate progress, see how the program is working, and where P n n I I gr u n r A'!' or" r 1