Transcript employees.tamu.edu

DIVISION OF FINANCE
AFFIRMATIVE ACTION PLAN
It’s More than Just the Numbers
February 29, 2012
Texas A&M University, Human Resources
Introduction




What is an Affirmative Action Plan (AAP)?
Why do we have one?
How is it developed?
What does it mean to you?
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
Page 2
POP QUIZ
What is AAP?
a)
b)
c)
d)
A nonprofit group you join when you turn 50
The company you call when your car breaks
down
A management tool establishing procedures
and good faith efforts designed to increase
opportunities to achieve full representation in
all parts of the workforce
The website you log into when you want to
book a vacation
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
Page 3
POP QUIZ
Executive Order 11246 was issued by which President?
a)
b)
c)
d)
George W. Bush
Lyndon B. Johnson
Barack Obama
Abraham Lincoln
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
Page 4
POP QUIZ
This organization oversees and administers Affirmative
Action Plans
a)
b)
c)
d)
United States Department of Agriculture
(USDA)
Department of Labor (DOL)
USA Pickleball Association (USAPA)
Office of Federal Contract Compliance
Programs (OFCCP)
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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POP QUIZ
Non compliance with Affirmative Action Plans could
result in
a)
b)
c)
d)
Loss of research grant funding
Loss of hearing
Weight loss
Loss of insurance
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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POP QUIZ
Protected categories under EEO include all but one of the
following
a)
b)
c)
d)
Religion
Race
Sex
Nail color
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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POP QUIZ
One of the required components of an Affirmative Action
Plan is?
a)
b)
c)
d)
BMI analysis
Job group analysis
SWOT analysis
Benefit analysis
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
Page 8
What is an AAP?
A plan to bring women and men, members of
minority groups, covered veterans, and
individuals with a disability into all levels and
segments of Texas A&M University – College
Station’s workforce in proportion to their
representation in the qualified relevant labor
market.
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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Purpose of AAP



Where we stand now
Where we must go
How best to get there
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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University Subject to EEO
under Executive Order 11246




Administered by the Office of Federal Contract
Compliance Programs (OFCCP)
Applies to federal contractors, recipients of
federal funds or employers of more than 50 in
the workforce
Non compliance could result in loss of research
grant funding, OFCCP audits and fines
Law prohibits race, sex, color, national origin,
religion and age discrimination, and requires
employers to engage in affirmative action to
employ and advance women and minorities
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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Executive Order 11246
in the Workplace


EEO covers the entire employment relationship
 Recruitment, referral, interview and selection
 Position duties, requirements, pay, other
compensation
 Promotion, demotion, reduction in force
 Training and apprenticeship
 Grievance processes
 Leave programs, work hours, other practices
Affirmative Action is a management tool
 Establishes procedures and good faith efforts
 Emphasizes recruitment and outreach programs
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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Required Components of an
Affirmative Action Plan


Narrative of policies, programs and
monitoring plans
Five Statistical Analyses
1.
2.
3.
4.
5.
Workforce Analysis
Job Group Analysis
Availability Analysis
Utilization Analysis
Annual Placement Goals
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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1. Workforce Analysis

Big picture of who we are and where we
work
 All
active, budgeted employees and positions
 Excludes positions requiring student status,
vacancies, wage or temporary employees
 Titles and departments are identified consistent
with university’s organizational structure
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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2. Job Group Analysis

Big picture look of what we do at work
 “Job
Groups” is a term only used within the
OFCCP’s Affirmative Action requirements
 Job titles are assembled into job groups
designed by the organization based on similar
job content, pay rates and opportunities for
advancement
 The number of employees are listed by title
and department within the job group, with
minority and gender percentages
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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3. Availability Analysis




Looks at where applicants for hires came
from during past year
Lists Job Groups and percentage of women
and minorities with requisite skills available
for employment
Weighted averages for internal/external are
assigned to university workforce,
U.S. Census Bureau and/or other data
Data based on OFCCP criteria
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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4. Utilization Analysis



Compares incumbent workforce to
availability of women and minorities for each
job group
Uses statistical tests to determine if
incumbent workforce is less than would
reasonably be expected in the recruitment
area
Results of 2011 Utilization Analysis
 21
Job Groups had placement goals for
either women, or minorities or both
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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5. Annual Placement Goals

Utilization Analysis is used to establish goals for
applicant pools in Job Groups where the
percentage of women or minorities employed is
less than reasonably expected given availability
 Placement
Goals are a means to demonstrate
good faith effort to increase the opportunities for
women and minorities
 Placement Goals are not
 Hiring
goals for any Job Group or title
 A lack of good faith affirmative action efforts
 An admission or finding of discrimination
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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What does it mean to you?

Affirmative Action is a management tool
 Establishes procedures and good faith efforts
designed to increase opportunities to achieve full
representation in all parts of the workforce
 Emphasizes recruitment and outreach programs
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
Page 19
Recruitment—Hiring Practices


HR reviews the selection process
Techniques to increase the flow of minority
and female applicants
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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Outreach Programs

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Benefits—insurance, leave
Flexible schedules
Tuition assistance
Climate surveys
University Diversity Plan
Other?
Human Resources
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02/29/2012
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Summary

What is an AAP?
 Where
we are now, where we need to go and
what’s the best way to get there

Why?
 Advances
a diverse workforce, federally
mandated

How?
 Technical,

legal and complex
What does it mean to you?
 Recruitment
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
and outreach
02/29/2012
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Any Questions?

Janelle R. Ramirez, SPHR
 Executive
Director, Human Resources Operations
 979-862-1723, [email protected]
Human Resources
Affirmative Action Plan/HR Liaison Network Meeting
02/29/2012
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