PROGRAM GOALS AND TIMETABLES
(Section 46a-68-44)
January 2015
This section of the 2013 Plan was found to be in compliance.
Subsection (a) and (e)
The University has developed and will implement the program goals listed below. Goals have
been developed to erase disparity created by employment policies or practices that adversely
affect protected race/sex group members, the physically disabled or older persons. Goals for the
Plan year are designed to encourage creativity, and the use of best practices in recruitment and
retention activities.
Goal #1
The Office of Diversity and Equity (ODE) will collaborate with the Department of
Human Resources (DHR) and the Assistant Vice Provost for Diversity and
Academic Affairs to enhance the search orientation trainings offered to search
committees, chair and administrators. These monthly workshops, facilitated by
ODE, focus on affirmative action and equal employment, strategic recruiting, and
the search process including applicant evaluation, interviewing, and applicant
selection. To provide a more comprehensive training, the DHR will design and
present a module focused on the development of job descriptions, qualifications and
the hiring process including background checks and offer letters. The module
developed and presented by the Assistant Vice Provost for Diversity will focus on
inherent bias and offer best practices and resources for eliminating bias in the
search process. This new combined workshop will provide search committees,
chairs and administrators with comprehensive training relative to the search
process.
This program goal is established to address adverse impact found in Test 1, 2, 3, 4, 5.
Responsible Units: Office of Diversity & Equity
Department of Human Resources, and
Office of the Vice Provost for Diversity
Target Date: September 30, 2015
Goal #2
The Office of Diversity and Equity (ODE) and the Department of Human Resources
(DHR) will design a new webpage for all applicants applying for open positions. All
applicants will be directed to a page providing the University’s affirmative
action/equal employment policies and programs, reasonable accommodation policies
and procedures, and federal and state regulations. The University’s commitment to
fostering a nondiscriminatory and inclusive workplace environment will be
communicated to applicants. Additionally, applicants will find links to ODE’s
website and other valuable resources.
This program goal is established to address adverse impact found in Test 1, 2, 3, 4, 5.
Page 1 of 7
Sec. K Program Goals and Timetables
Responsible Units: Office of Diversity & Equity and
Department of Human Resources
Target Date: September 30, 2015
Goal #3
The Office of Diversity and Equity (ODE) in collaboration with the Assistant Vice
Provost for Diversity will develop a checklist to guide search committees in
developing recruitment strategies. This recruitment checklist will provide an
outline of categories of recruitment sources expected to be used in the course of a
search. Search committees will be required to enumerate the efforts made for each
recruitment category prior to approval to continue the search. The checklist will
include sources such as professional contacts, professional associations and sources
targeting underrepresented populations.
This program goal is established to address adverse impact found in Test 1, 2, 3, 4, 5.
Responsible Units: Office of Diversity & Equity and
Assistant Vice Provost for Diversity
Target Date: September 30, 2015
Goal #4
The Office of the Provost will require job postings for faculty positions to include
specific language related to the University’s commitment to diversity. Additionally,
all faculty candidates will be required to include a statement regarding their
commitment to diversity in their applications. These requirements will assist in
communicating the University’s commitment to prioritizing diversity in the
recruitment process.
This program goal is established to address adverse impact found in Test 1, 2, and 3.
Responsible Units: Assistant Vice Provost for Diversity
Target Date: September 30, 2015
Goal #5
The Office of Diversity & Equity (ODE) in partnership with the Department of
Human Resources (DHR) will increase efforts to recruit individuals with disabilities
and veterans. Developing recruiting relationships with local veteran organizations
and state military units will provide opportunities to recruit veterans for available
positions. ODE and DHR also will explore networking with agencies and
organizations serving individuals with disabilities to apprise them of the employment
opportunities and inclusive work environment at the University. These newly
cultivated recruiting sources will encourage veterans and individuals with disabilities
to apply to open positions.
This program goal is established to address adverse impact found in Test 1, 2, and 3
Responsible Units: Department of Human Resources and
Office of Diversity and Equity
Target Date: September 30, 2015
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Sec. K Program Goals and Timetables
The University is electing not to establish a specific program goal related to Adverse Impact Test
#6, as this test did not reveal significant impact and the need to set a goal.
Subsection (b) and (e)
The University has identified any selection device having an adverse impact on protected
race/sex group members and will implement the specific program goals set out above. Adverse
Impact tests were conducted and adversely affected race/gender groups in each occupation
category were identified. ATTACHMENT A.
Subsection (c)
The University of Connecticut has more than carefully considered the feasibility of
implementing one or more of the measures to erase any disparity as listed in Section 46a-68-43.
In fact, many of the eighteen criteria have been an integral part of the University's personnel
practices for many years. All of the factors are discussed below with the University's status
regarding their implementation.
(1)
Establishment of recruitment and training programs, pursuant to statutes.
The Department of Human Resources coordinates the training offered by DAS as part of
the State’s In-Service Program for state employees. In addition, the Organizational and
Staff Development Unit of Human Resources has continued to develop their programs for
University administrators, faculty, and staff. It has been a huge success and many of the
programs are ‘wait’ listed. The Training Analysis portion of the Employment Analyses
sections of this report details that activity for these courses. In addition, the Upward
Mobility section of the Plan details the courses and the programs run.
(2)
The creation or cancellation of positions or position classifications or filling of vacancies
therein.
This is standard operating procedure for the University. As needed, the University will
request the establishment, modification, or cancellation of job classifications to meet its
operating needs.
(3)
Continuous recruitment of applicants, pursuant to Section 5-216 (b) of the Connecticut
General Statutes.
The University currently implements this measure. Pass/Fail lists for Maintenance
Supervisor 1 – Plumbing/Steamfitting, Maintenance Supervisor 2 – Plumbing/Steamfitting,
Building Superintendent 1, and Maintenance Supervisor 1 - Electrical, were used for
openings at these levels after consideration of re-employment and SEBAC placements.
The emphasis on exams in the State should increase the University’s usage in this area.
(4)
The continuance or cancellation of employment lists pursuant to Section 5-216 (c) of the
Connecticut General Statutes.
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Sec. K Program Goals and Timetables
The University currently implements this measure. As needed, the University requests
DAS to call exams and continue or cancel employment lists to facilitate recruitment.
(5)
Compensation for performance of duties of higher job classification, in accordance with
section 5-209 of the Connecticut General Statutes.
The University currently implements this measure as a means to assist in erasing disparity.
This mechanism is used not only for classified appointments, but also for classified
employees substituting in unclassified vacancies. Many employees have gained valuable
skills and training under temporary service in a higher class (TSHC), leading to permanent
promotional appointments at higher levels. Some TSHC assignments into unclassified
positions lead to women being promoted to technical and/or managerial level positions.
(6)
Extension of employment lists, pursuant to Section 5-217 of the Connecticut General
Statutes.
The University currently utilizes employment lists, which have been extended by DASPersonnel.
(7)
Alteration of examination process, pursuant to Section 5-218 of the Connecticut General
Statutes.
The University currently implements this measure. During the 2013-2014 Plan year, after
placement of layoffs, the University's Department of Human Resources requested that
DAS sponsor pass/fail exams for the following titles: Maintenance Supervisor 1 –
Plumbing/Steamfitting, Maintenance Supervisor 2 – Plumbing/Steamfitting, and a
Building Superintendent 1. Other state exams were offered by the DAS for which UConn
employees were eligible to apply.
(8)
Consideration of volunteer experience in partial fulfillment of training and experience
requirements, pursuant to Section 5-291(a) of the Connecticut General Statutes.
The University currently implements this measure. The University encourages applicants
to include volunteer experience as part of their application.
(9)
Making open competitive appointments rather than promotional appointments, pursuant to
Section 5-228 of the Connecticut General Statutes, where promotional appointments from
internal labor market areas would perpetuate underutilization.
Wherever possible, the University utilizes open competitive appointments to further
diversify applicant pools.
(10) Appointments, pursuant to Sections 5-234(a) and 5-228 of the Connecticut General
Statutes.
This measure refers to special item number 535Q (formerly 500Q). Item 535Q reflects
those classes that are filled at the trainee level and then promoted to the target level; 535Q
is used extensively to facilitate hiring for entry-level clerical jobs and to provide upward
Page 4 of 7
Sec. K Program Goals and Timetables
movement for current clerical employees. For example, candidates hired under the Q-item
as Clerk Typist are generally promoted upon completion of initial working test period.
Item 535Q is also used extensively by the University’s Division of Public Safety when
recruiting for Police and Fire Trainees. Hiring Protective Services Trainees rather than
Certified Police Officers and Firefighters provides departments with a larger and more
diverse applicant pool. For promotional appointments, the Q-item allows applicants and
departments additional options. The applicant does not miss out on promotional
opportunities because of the exam process. The department again has the opportunity to
consider more integrated pools of applicants.
(11) Appointments, pursuant to Sections 5-228 and 5-234(b) of the Connecticut General
Statutes.
DAS-Personnel regulations have limited the use of this measure to agencies with Merit
Promotional Testing plans. The University will not be implementing a Merit Promotional
System.
(12) Use of provisional, temporary, emergency, and intermittent appointments in an affirmative
manner, pursuant to Sections 5-228 and 5-235 of the Connecticut General Statutes.
The University may use these mechanisms after consideration and placement of statewide
layoffs. For example, the initial hiring as temporary or durational has been especially
effective for Maintenance-Service jobs. The NP-2 Contract requires that preference be
given to current NP-2 employees by seniority, and subsequently, durational maintenance
employees are given preference over outside hires. Many hires from under-represented
groups begin as durational (replacements for LAWS, WCOMP, etc.) in entry-level noncompetitive jobs. Once hired, the durational employee is free to apply during internal
posting and may be selected if no NP-2 permanent employee applies. The competition for
the durational employee is minimal, and many successful permanent hires from underrepresented groups have resulted. Once in the system, the hire from the under-represented
groups gains experience and status and is eligible to compete for promotions. The clerical
contract also allows durational employees to apply as transfers for permanent, noncompetitive positions posted for permanent bargaining unit members.
Under a negotiated agreement between the State and unions, laid off employees may be
placed provisionally in competitive jobs they are qualified to fill pending exam.
(13) Merit Promotion System appointments, pursuant to Section 5-220(b) of the Connecticut
General Statutes.
The University does not intend to implement this measure.
(14) Special training courses for employees, pursuant to Section 5-265 of the Connecticut
General Statutes.
The DHR Organization and Staff Development unit’s mission is to ensure our workforce
has the skills necessary to create a school of choice for academically talented students, and
Page 5 of 7
Sec. K Program Goals and Timetables
an employer of choice for exceptional faculty and staff. They continue to develop
programs to support this mission. The Department of Residential Life periodically sends
technical employees for supplemental training to keep their skills and knowledge current in
their specific trade field.
(15) Upward mobility training, pursuant to Sections 4-61u and 4-61w of the Connecticut
General Statutes.
This measure is implemented at the University and is described in detail in the Upward
Mobility section of this Plan.
(16) Use of job sharing arrangements and flextime.
Individual departments currently arrange alternate work schedules to accommodate day
care and transportation. The Department of Human Resources has the
statewide Commuter newspaper available in the lobby for information on ride sharing and
the DHR has implemented and sponsors an online Carpool Application which allows
employees to find other employees interested in carpooling in specific geographical areas.
In addition, the University’s Work/Life Connections Website is reviewed and enhanced on
a regular basis. The website provides our employees with valuable community
connections for childcare, elder care and other options to promote a flexible and supportive
work environment including an ongoing list of University sponsored events pertaining to
work life issues.
The DHR continues to offer a Work Life Expo twice each year. The Work Life Expo
provides employees with an opportunity to explore the services available to them to help
balance work and personal life.
The clerical bargaining unit has a flextime program as a result of efforts by a
management/union committee implementing contractual obligations. The University
actively supports the State's Voluntary Leave Program. The program allows for time off
without pay or a reduced work schedule in exchange for certain benefit advantages. This
popular program provides the University with regular savings each year.
(17) Day Care
The University of Connecticut, the Town of Mansfield, and the State of Connecticut jointly
operate "Mansfield Discovery Depot," a day care facility for University employees,
students, and town residents. Human Resources maintains a link on our website to
community childcare facilities throughout the State.
In addition, Human Resources offers an open enrollment once a year for a Dependent Care
Program. The program allows money to be deducted from an employee's paycheck to
cover childcare or elder care. The money is tax sheltered. The rules for the program are
governed by the IRS. Representatives for the program are available during the open
enrollment to answer employee questions. Workshops were held at the University this past
plan year.
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Sec. K Program Goals and Timetables
(18) Requests for review and alteration of job specifications where they have an adverse impact
on protected classes.
The University's Department of Human Resources works with DAS-Human Resources to
revise and update job specifications with the spirit and intent of affirmative action in mind.
Any time the University expands or updates classification options or descriptions, there is
a concurrent growth in opportunity for all protected classes.
In summary, most of the eighteen measures listed are currently performed.
Page 7 of 7
Sec. K Program Goals and Timetables
Adverse Impact Test Results
Occ Category
Test 1
Test 2
Test 3
Test 4
WM,BM,BF,HM,HF,O
M
Test 5
Test 6
BM,BF,HM,HF,OM,OF
none
WM,WF,BM,HM,HF,OM,
WM,WF,BM,BF
OF
EEO 1 University Director
WF,BM,BF,OF
N/A
N/A
EEO 1 Remaining Titles
WF,BM,BF
N/A
N/A
EEO 2 Professor All Titles
BM,BF,HF,OF
N/A
N/A
EEO 2 Associate Professor Titles
WF, HF
N/A
N/A
WM,WF,BM,HM,HF
WM,WF,BF,HM,
OM,OF
WM, WF,
BF,HM,HF,OM,OF
EEO 2 Assistant Professor Titles
WF, BM, BF, HF
N/A
N/A
WF,BM,BF,OM
EEO 2 Remaining Titles
WM,WF,BF
N/A
N/A
EEO 3 U Staff Professional III
BM,BF,HM,HF,OF
N/A
N/A
WM,WF,BM,BF,OM,OF
WM,WF,BM,BF,HF,OM,O
WF,BM,BF,OF
BF,OM,OF
F
WM,WF,BM,BF,HM,HF,O
WM,WF,BM,BF,HM,OF F
WF,BM,OM
EEO 3 U Staff Professional - Other Titles
WM,HM,HF,OM
N/A
N/A
WM,BM,BF,OF
WM,BM,BF,OF
none
EEO 3 UC Professional 11
WF,BM,BF,HM,HF,OM,OF N/A
N/A
none
none
WM
EEO 3 UC Professional 10
WF,BF,HM,HF
N/A
N/A
EEO 3 UC Professional 9
WF,HM
N/A
N/A
WM,BM,HM,OM
WM,BM,HM,OM,OF
BF
WM,WF,BM,BF,HF,OM WM,WF,BM,BF,HF,OM,O
BM,OM,OF
,OF
F
EEO 3 UC Professional 9 - U Lib 3
WF,BF,OF
N/A
N/A
none
EEO 3 UC Professional 8
WF,BF,HM,HF
N/A
N/A
WM,WF,BF,HF,OM,OF WM,WF,BM,BF,OM,OF
EEO 3 UC Professional 8 - Program Director
BM,BF,HM,HF
N/A
N/A
EEO 3 UC Professional 7
WF,HF,OM,OF
N/A
N/A
WM
WM,BF,OM,OF
WF,OF
WF,BM,BF,HM,HF,OM, WM,BM,BF,HM,HF,OM,O
BM
OF
F
EEO 3 UC Professional 7 - Comp Tech Cons 2
WF,BF,HF,OM
N/A
N/A
WM,OF
EEO 3 UC Professional 7 - Program Manager
WF,HM,HF,OM,OF
N/A
N/A
WM,WF,BM
EEO 3 UC Professional 6
WF,OM
N/A
N/A
EEO 3 UC Professional 6 - Program Admin
EEO 3 UC Professional 6 - Program Specialist
1
WF,BF
N/A
N/A
N/A
N/A
WF,BF
Sec. K Program Goals and Timetables - Attachment A
Page 1 of 4
WM,WF,BF,HM,OM,OF
BF
WM,WF,BF,HF,OM,OF
none
WM,WF,BM,BF,
HM
none
WM,BM,OF
WM
OF
WM
WM,WF,BM
WM
WM,BM,BF,HM,HF,OM,O
WM,BM,BF,HM,HF,OF F
WM,BM,HF,OF
WF,BF,OF
WF,BF,HM,OF
WM,WF,BM,HF,OM,O
WM,BM,HM,OM
F
None
WM
Adverse Impact Test Results
Occ Category
Test 1
EEO3 UC Professional 5
EEO 3 UC Professional 5 - Administrative
Coordinator
EEO 3 UC Professional 5 - Administrative
Service Specialist 3
EEO 3 UC Professional 5 - Dining Asst
Manager
EEO 3 UC Professional 5 - Program
Coordinator
WM,OM
N/A
N/A
Test 4
Test 5
WM,WF,BM,BF,HM,HF
HM,OM
,OM
WM,BM,BF,HM,HF,OM
N/A
N/A
WM,WF,BF,HF
WM,WF,BF,HM,HF
none
BM,HM,HF,OM,OF
N/A
N/A
WM,WF
WM,WF
none
BM,BF,HM,HF,OM,OF
N/A
N/A
none
WF,OM,OF
N/A
N/A
WM
none
WM,BM,BF,HM,HF,OM,O
WM
F
EEO 3 UC Professional 4
EEO 3 UC Professional 4 - Administrative
Assistant 3
EEO 3 UC Professional 4 - Administrative
Service Specialist - Specialist 2
OM
N/A
WM,WF,BM,BF,HM,HF,O
N/A
M,OF
N/A
N/A
WM,BF,HF
WM,WF,BM,HM,HF,O
WF,HM,HF,OM
WM,HM
M,OF
WM,WF,BM,HM,HF,OM,
WF,BF,HF,OF
none
OF
BM,BF,OM
N/A
N/A
WM,WF,HF
EEO 3 UC Professional 4 - Program Assistant 2 BF,HF,OM
N/A
N/A
EEO 3 UC Professional 3
N/A
N/A
WM,HM,HF
WM,WF,BM,HM,HF,OF WM
WM,WF,BM,BF,HM,O WM,WF,BM,BF,HM,OM,
WM
M,OF
OF
EEO 3 UC Professional 3 - Program Assistant 1 BF,HF,OM,OF
N/A
N/A
WM,WF,BF,HM,HF,OF WM,WF,BF,HM,HF,OF
EEO 3 UC Professional 1
WF,BM,BF,HF
N/A
N/A
EEO 3 Academic Assistants
WM,WF,BM,BF,HF
N/A
N/A
WM,WF,HM,OM,OF
WM,BM,BF,HM,HF,O
M
WM,WF,HM,OM,OF
WM,WF,BF
WM,BM,BF,HM,HF,OM,O
none
F
EEO 3 Specialist 1A
WM,OF
N/A
N/A
BF
BM,BF,HM,HF,OM
BF
EEO 3 Specialist 2
WM,WF,HF,OM,OF
N/A
N/A
WF,BF,HM,OM
WF,BF,HM,OM
none
EEO 3 Specialist 3- 4A
WM,BM,BF,HM,HF,OF
N/A
N/A
BF
EEO 3 Remaining Titles
WM,OM,OF
N/A
N/A
WF,BF,OM
none
WM,WF,BM,BF,HM,HFO
WM,WF,BM,BF,HM,HF M
OF
EEO 7 Protective Services - Storrs
EEO 7 Protective Services - Police Officer Storrs
BM,BF,HM,OM,OF
WF,BF,HF,OM,OF
N/A
WM,BM
WM,WF,BM,HF,OM
HM
BF,HM,HF,OM,OF
N/A
N/A
WM,BM,HM
WM,BM,HM
BF
EEO 4 Administrative Assistant - Storrs
WF,BM,BF,HM,OM,OF
NONE
NONE
WM
WM,HF
none
WM,BF
Test 2
Test 3
Sec. K Program Goals and Timetables - Attachment A
Page 2 of 4
WM,WF,BF,HF
Test 6
WM,WF,HF,OF
WM,OF
none
Adverse Impact Test Results
Occ Category
EEO 4 Secretary 1 - Storrs
Test 1
WM,BM,BF,HM,HF,OM,O
F
WM,BM,BF,HM,HF,OM,O
F
EEO 4 Office Assistant - Storrs
WM,HM,OM
EEO 4 Clerk Typist - Storrs
N/A
WM,HF
WM,HF
none
EEO 4 Remaining Titles - Storrs
WM,BM,BF,HM,OM,OF N/A
WM,BM,BF,HM,HF,OM,O
NONE
F
NONE
None
None
None
EEO 5 All Titles - Storrs
WM,WF,BF,OM,OF
N/A
BM,HM,HF
BM,HM,HF
WM,HF
EEO 6 QCW - Storrs
WM
WM,WF,HM
WF,OM
EEO 7 General Trade Worker - Storrs
WF,BF,HF,OM,OF
N/A
WM,WF,BM,BF,HM,HF,O
N/A
M
N/A
None
None
WF
EEO 7 Lead Custodian - Storrs
WM,BM,HM,OF
N/A
N/A
none
none
WF
EEO 7 Custodian - Storrs
BM,BF,OM,OF
N/A
N/A
WM,WF,BM,BF
WM,WF,BM,BF
EEO 7 Remaining Titles - Storrs
WF,BM,BF,HM,HF,OF
N/A
N/A
WM,BM,HF
WM,BM,HF
WF,BF,HM
WF,BM,BF,HM,H
F
EEO 4 All Titles - Hartford
WF,HM,OM
BM,BF,HM,HF
WM,WF,BM,BF,HM,HF,O
N/A
M,OF
WM,WF,BM,BF,HM,HF
WF,BM,BF
WM,WF,BM,BF,HF
HF
N/A
None
None
None
WF,BM,BF,HM,HF,OM,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
EEO 4 Secretary 2 - Storrs
EEO 6 All Titles - Hartford
EEO 7 Remaining Titles - Hartford
EEO 4 All Titles - Avery Point
EEO 5 All Titles - Avery Point
EEO 6 All Titles - Avery Point
EEO 7 All Titles - Avery Point
EEO 4 All Titles - Stamford
EEO 7 Remaining Titles - Stamford
Test 2
N/A
Test 3
Sec. K Program Goals and Timetables - Attachment A
Page 3 of 4
Test 4
Test 5
Test 6
WM
WM
HF
WM
WM
none
WM,WF,BF,HM,OF
WM,WF,BM,BF,OF
none
Adverse Impact Test Results
Occ Category
EEO 4 All Titles - Torrington
EEO 7 All Titles - Torrington
EEO 4 All Titles - Waterbury
EEO 5 All Titles - Waterbury
EEO 6 All Titles - Waterbury
EEO 7 Remaining Titles - Waterbury
Test 1
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
WM,WF,BM,BF,HM,HF,O
M,OF
Test 2
Test 3
Test 4
Test 5
Test 6
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
N/A
N/A
None
None
None
Sec. K Program Goals and Timetables - Attachment A
Page 4 of 4