Based on the model used in developing the Wagner College Affirmative Action Plan (Wagner College, Staten Island, New York), the book provides conceptual guidelines and methods for implementing the job analysis approach to Affirmative Action plans. It should be useful to personnel directors, employment counselors, and manpower planners. The book begins with the proposal that the technology developed by the United States Employment Service (USES) provides the most complete and effective methodology available. The author's thesis is that Affirmative Action means good personnel management, and that once this is achieved through job analysis and objective employer attitudes, government prodding through legislation will no longer be necessary. The first chapter reviews basic assumptions involving the USES Job Analysis Formulation and the "Dictionary of Occupational Titles", Third Edition (DOT 3) as well as manpower supply-demand imbalances. Other chapters review manpower-related literature; present an in-depth description of the USES Job Analysis Methodology and the DOT 3; relate components of Revised Order No. 4 with the methodology to implement the program at Wagner College; present findings, costs, and benefits; and discuss policy implications. Approximately 100 pages of explanatory DOT information and Wagner College job title information are appended. (Author/EA)