Regulations for Affirmative Action Contract Compliance Programs to End Sex-Based Discrimination, 1971, page 5
a. Entry level qualifications for all jobs: Review and validation of worker specifications by organi- zational unit and job category using job performance criteria, and revision of those specifications and require- 'ments which result in underemployment of one sex and which are not reliable predictors of job performance; develop- ment of affirmative programs to overcome deficiencies and discrimination resulting from previous patterns of 'employmentfv b. Promotions: "Review of transfer and promotion practices to determine whether employees of both sexes are being promoted at an equal rate, especially in areas with., previously low female participation such as management,‘ supervisory, sales and technical positions; revision of promotion practices where indicated, including increased _participation of women in training programs and apprentice- ship classes; review of seniority practices, lay-off A policies, transfers, etc.,.to eliminate discrimination on the basis of sex. c. Salaries: Comparison of job duties and rates of compensation to insure that rates of compensation for similar types of jobs are equal, and that rates of com- g pensation of jobs primarily restricted to one sex are equal to those of jobs requiring similar levels of skills and performed primarily by the other sex.