EQUAL EMPLOYMENT
OPPORTUNITY (EEO) ACTIVITY
REPORT
FY2012, 2nd Quarter
DECEMBER 01, 2011 – FEBRUARY 29, 2012
Compiled by the Texas Department of Transportation
Joe V. Sosa, jsosa@dot.state.tx.us
Office of Civil Rights
Updated March 2012
TABLE OF CONTENTS
I.
EQUAL EMPLOYMENT OPPORTUNITY (EEO) POLICY ................ 3
II.
INTRODUCTION ............................................................................... 6
III.
QUARTERLY EEO REPORT ............................................................ 7
IV.
STATEWIDE CIVILIAN LABOR FORCE .......................................... 8
V.
WORKFORCE COMPILATION QUARTERLY & FISCAL YEAR
COMPARISON ........................................................................................... 9
VI.
GOALS & OBJECTIVES (TABLE ON PAGE 12) ........................... 10
VII.
FY12 AAP RECRUITMENT & HIRING PROGRAMS (2ND QTR)..... 13
VIII. FY12 STATISTICAL ANALYSIS & GOALS BY EEO JOB
GROUPS ...................................................................................................16
Officials/Administrators ...................................................................................... 16
Professionals...................................................................................................... 17
Technicians ........................................................................................................ 18
Protective Service ............................................................................................. 19
Administrative Support ....................................................................................... 20
Skilled Craft ....................................................................................................... 21
Service/Maintenance.......................................................................................... 22
2nd Quarter Applicant Flow ................................................................................. 23
2nd Quarter New Hire .......................................................................................... 24
2nd Quarter Separation ....................................................................................... 25
IX.
EEO WORKFORCE PROGRESSION SUMMARY ......................... 26
APPENDIX ...................................................................................... 27
Page 2
of 38
I.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
The mission of the department is to work with others to provide safe and reliable
transportation solutions for Texas. Employees play an essential role in meeting the
department’s mission. The department’s public duties require integrity, competence,
and the hard work of many employees with diverse skills and knowledge. The
department cannot perform its mission well unless its employees perform their duties
well.
The core qualities inherent in the department’s philosophy are public accountability,
open government, high ethical standards, and respect for persons doing business
with the department and its employment practices. The commissioners, executive
administration, directors, managers, supervisors, and employees all govern their
conduct by these qualities in carrying out department business and in dealing with
members of the public and each other.
The department stands as an equal employment opportunity employer and is
committed to providing fair and equal treatment of all employees without regard to
age, color, disability, national origin, race, religion, or sex. Applicants for
employment, vendors, contractors and their employees, customers, and the general
public also are recipients of this same commitment.
The department strives to ensure full compliance with all equal employment
opportunity (EEO) requirements, laws, and regulations. The department seeks to
attract and hire qualified individuals who are part of the available workforce and who
mirror the state’s unique diversity.
Through its employment practices, the department fosters and promotes successive
employee career growth in a workplace environment free of intimidation,
discrimination and harassment.
The department considers any employee degradation or abusive conduct towards
individuals external to the organization a serious violation of its EEO policy.
Corrective action will be taken, as appropriate, for each behavior or event
occurrence.
The department communicates its EEO commitment to the public and employees by
way of policy manuals, employee orientation and supplemental training, affirmative
action statements on job applications, outreach efforts, and recruitment literature,
advertising, and other media.
Page 3
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Sexual Harassment Policy
The department does not allow, condone or tolerate sexual harassment by
anyone in the workplace.

Sexual harassment - Unwelcome sexual or gender-based conduct that has
the purpose or effect of creating an intimidating, hostile or offensive work
environment; unreasonably interferes with work performance; or is made a
term or condition of employment; or used as the basis for an employment
decision.

Unwelcome conduct - Conduct that an employee does not solicit or initiate
and that the employee regards as undesirable and offensive.
Reporting Sexual Harassment
Employees who witness any incident that appears to be a violation of the
department policy on sexual harassment will report the incident to their
immediate supervisor, manager, Human Resources Officer (HRO),
DE/DD/OD/RD, Human Resources Division (HRD) or OCR.
Employees who feel they are being subjected to sexual harassment by their
peers or co-workers must report the incident to their immediate supervisor,
manager, HRO, DE/DD/OD/RD, HRD or OCR.
Employees who feel they are being subjected to sexual harassment by their
immediate supervisor or any other supervisor or manager must report such
concerns directly to a higher level of management, as appropriate, HRD or
directly submit a sexual harassment grievance to OCR.
Supervisors or HROs will report all behavior or allegations that may be
regarded as sexual harassment to their DE/DD/OD/RD.
DE/DD/OD/RDs or designees will ensure all concerns of sexual harassment
are promptly reported to OCR prior to any informal inquiry or formal
investigation.
NOTE:
Employees who report sexual harassment are protected against
retaliation by state and federal laws.
Page 4
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Reporting Discrimination
The department seeks to resolve differences among individuals internally and
utilizes informal conflict resolution processes such as facilitated discussion and
mediation to address concerns and issues. These processes are designed to
provide affected parties with problem-solving enhanced environments that allow
for open communication and resolution of differences. When informal
processes do not render mutual agreements, employees may elect to engage
in a formal grievance process.
Employees are encouraged to visit the department’s internal web-site,
“Crossroads” to become familiar with their rights and the process for reporting
discrimination, conflict resolution, filing grievances and appeals.
Employees can find complete information for reporting any concerns by
consulting the Human Resources Manual, Chapter 9; Problem Resolution,
Section 1: Conflict Resolution, and
Section 3: Grievances.
These sections contain information about facilitated discussion, mediation,
grievances and appeals. Other topics like interviewing and hiring concerns,
sexual harassment, retaliation, and whistle-blowing are detailed as well.
Employees may not retaliate against or harass another employee who requests
a facilitated discussion or mediation, or participates in the conflict resolution
process. Employees who feel that they have been subjected to such treatment
must report such incidents to their supervisor, manager, a higher level of
management as appropriate, or directly submit a grievance to the Office of Civil
Rights.
External applicants wanting to file a complaint may contact the Texas
Workforce Commission, Civil Rights Division, the U.S. Equal Employment
Opportunity Commission, or the TxDOT Office of Civil Rights. Those agencies
should be contacted to obtain information about the required periods for filing a
complaint and the applicable process.
Page 5
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II.
INTRODUCTION
Affirmative Action Plan (AAP) is defined as “A management plan that assesses
the representation of minorities and women in the workforce, analyzes problem
areas where full utilization of minorities and women are not being met and
provides a plan of action to reach specific goals set to eliminate such
underutilization”.
The department’s goal is to reflect the diversity of the state’s available workforce.
The department’s AAP establishes specific goals and timetables by comparing
the proportional representation of different demographic groups in the state’s
available workforce. It also establishes methods and activities designed to
achieve those specific goals and timetables.
TxDOT’s AAP is implemented and monitored on a fiscal-year basis (September 1
to August 31) with three main objectives:
1. Ensure that TxDOT has an aggressive Affirmative Action (AA) program which
incorporates the most advanced concepts and monitoring methodologies
available;
2. Ensure that the AA program complies fully with all applicable federal/state
statutes and judicial decisions; and
3. Ensure that the AA program actively involves each district, division and office
in objectives, guidelines and other applicable procedures.
Monitoring includes:

Tracking and analyzing department quarterly reports;

Developing action plans to correct deficiencies;

Monitoring procedures that objectively evaluate all equal employment
opportunity programs and policies that affect employees; and

Assessing quarterly affirmative action programs and submitting reports to
administration, district engineers and directors.
Page 6
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III.
QUARTERLY EEO REPORT
The Quarterly EEO Report provides an analysis of the department’s AAP,
workforce activities and personnel transactions for a specific period. These
quarterly reports are placed on the department websites and disseminated to the
following:

Administration;

Districts/Divisions/Offices/Regions;

The Texas Transportation Commission;

The Federal Highway Administration (FHWA); and

The Texas Workforce Commission (TWC) Civil Rights Division.
The Goals and Objectives section identifies specific projects, plans, programs,
etc., with target dates, responsible parties and status information about each
effort. It provides a comprehensive format by which to track several department
units’ affirmative action goals to ensure EEO compliance. The report includes:

Fiscal year goals and objectives identified in the AAP;

Recruitment results;

Workforce levels by EEO Job Group; and

Hiring, separation and application movement.
Page 7
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IV.
STATEWIDE CIVILIAN LABOR FORCE
The 2000 Census Texas Civilian Labor Force (CLF) includes all professions and
occupations. TxDOT’s availability analysis does not encompass all state CLF
professionals and occupations within its workforce, but compares its workforce to
similar occupations of the state’s CLF:

Officials/Administrators;

Professional;

Technicians;

Protective Service (non-sworn);

Administrative Support;

Skilled Craft; and

Service Maintenance.
This analysis compares TxDOT’s workforce of professions and occupations to
the Texas CLF within a reasonable recruiting area. The comparison is used to
establish an annual benchmark at the beginning of each fiscal year.
FY12 Workforce Analysis
The benchmark for the total number of regular, full-time department employees
was 11,719. The beginning of the fiscal year benchmark was taken on
September 12, 2011.
TxDOT Beginning FY12 Workforce Comparison:
 Minorities totaled 34.20% of the workforce or 4,008 employees;
 Females totaled 23.95% of the workforce or 2,501 employees;
 Hispanics totaled 23.76% or 2,785 employees;
 Blacks totaled 7.69% or 901 employees;
 Asian Americans/Pacific Islanders totaled 2.30% or 270 employees; and
 American Indians/Alaskan Natives totaled 0.44% or 52 employees.
The Workforce Compilation table on Page 9 represents the overall second
quarter performance summary of all EEO Jobs. Each job group performance of
the second quarter is listed in the tables on Pages 17-23.
Page 8
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V.
WORKFORCE COMPILATION QUARTERLY & FISCAL YEAR COMPARSION
All EEO Job Groups - Fiscal Year 2012 – Quarterly Comparison
All EEO Job Groups
MIN
FEM
Ethnicity/Gender (E/G)
FY12 Beg Workforce
11,719
Beg. %
2nd Quarter Stats
%
11,468
WHITE
BLACK
HISPANIC
ASIAN/PACIFIC
ISLANDER
AMERICAN
INDIAN/ALASKAN
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
4,008
2,501
1,635
6,076
236
665
537
2,248
75
195
18
34
34.20
21.34
13.95
51.85
2.01
5.68
4.58
19.18
0.64
1.66
0.15
0.29
3,948
2,378
1,553
5,967
219
642
518
2,249
72
194
16
38
34.43
20.74
13.54
52.03
1.91
5.60
4.52
19.61
0.63
1.69
0.14
0.33
Comments
1. This table is a combined statistical summary of TxDOT’s workforce for the second quarter. It is also a comparison of
the second quarter and the beginning of the fiscal year or benchmark.
2. The actual Parity and Utilization Totals are located in each EEO Job Group table on pages 17-23.
3. MIN = Minorities; FEM = Female.
Page 9
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VI.
GOALS & OBJECTIVES (TABLE ON PAGE 12)
A. FY12 Goals & Initiatives
Using the 2000 Civilian Labor Workforce census data and comparing it to the
TxDOT Workforce Analysis in Appendix A, the department will focus on the
Professional and Technician categories in FY12. There is an underutilization
disparity in both females and minorities in these categories. TxDOT recruitment
efforts will focus on increasing the workforce new-hire by 2% in both the female and
minority groups. Efforts will be focused on the Professional and Technician
categories to try to narrow this disparity.
The department will also focus on the following:
Officials/Administrators





White females;
Black females and males;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native males.
Professional





White females;
Black females;
Hispanic females;
Asian American/Pacific Islander females; and
American Indian/Alaskan Native females and males.
Technicians





White females;
Black females;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native females.
Administrative Support




Black males;
Hispanic males;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native females and males.
Page 10
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GOALS & OBJECTIVES (Cont’d)
Skilled Craft





White females;
Black females;
Hispanic females and males;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native males.
Service Maintenance





White females;
Black females and males;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native males.
Page 11
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B. FY12 GOALS & OBJECTIVES
RESPONSIBLE
OFFICIAL(S)
TARGET
DATE
Distribute discrimination and harassment policies to
DEs/DDs/ODs/RDs for dissemination to all employees; place on
intranet.
OCR
Aug/1
Monitor, evaluate and report department AAP results.
OCR
Quarterly
See Page 13-16,
Section VI, Items
1-2 & 4-8.
Monitor and report department NEO presentations.
OCR
Quarterly
3 NEO classes;
215 participated
OCR/Regions
Mar/11
Working
OCR
Dec/10
Completed and
email to Districts.
OCR/District/Region HROs &
EEO Coordinators
Aug/11
Working
Select two districts/regions with underutilization to increase outreach
and recruitment efforts.
OCR/District/Region HROs &
EEO Coordinators
Quarterly
Conduct up to two district/regional visits to review and discuss
underutilization and AAP goals.
OCR/DEs/RDs/HROs & EEO
Coordinators
Aug/11
Monitor the distribution of job postings to area female and minority
organizations for a more diverse applicant pool.
OCR/DEs/RDs/HROs & EEO
Coordinators
Quarterly
See Page 13-16,
Section VI, Items
1-2 & 4-8.
May/12
Working
OCR/District/Region HROs &
EEO Coordinators
Semi
Working
Monitor and report all EEO activities to OCR.
District/Region HROs & EEO
Coordinators
Quarterly
DE/RD Reported
in 2nd Qtrly report
Monitor and report mandatory state supplemental EEO/Sexual
Harassment Training to OCR.
HROs/EEO Coordrs & Hiring
Supervisors
Quarterly
DE/RD 2nd Qtrly
training Reported
Conduct training on department EEO and AAP requirements to two
districts.
Update district/region availability analyses to identify underutilized
minority and women groups.
Assist EEO/HR’s with outreach and recruitment to achieve an
overall 2% increase in female and minority groups with focus on
Prof/Tech job categories
Monitor underutilization, outreach and recruitment efforts, and job
postings of FY11 district visit.
Monitor and report progress on minority and female hiring and
promotions to achieve a 2% increase
Page 12
OCR & LRD & CRP District
of 38
FINAL STATUS
Working
BWD,& PHR
scheduled
Four to be
scheduled, this FY
VII.
FY12 AAP RECRUITMENT & HIRING PROGRAMS (2ND QUARTER)
The Career Opportunities Section (COS) expanded recruitment to colleges,
universities and other state organizations that have high Black and other
minority-focused enrollment.
1. College Cooperative Education Program - Planned and progressive
learning process for students that integrate academic studies with
supervised work experience.
No participates for the 2nd quarter.
2. Conditional Grant Program - Provides educational and financial
opportunities to students for hard-to-fill positions; provides higher education
and potential recruitment opportunities for qualified candidates into the
department’s workforce.
Total of 23 participants: 13 Hispanic males; 2 White males; 1 Black male;
2 Black females; 1 White female; 2 Asian American/Pacific Islander
females; 1 Hispanic female; 1 Native Am/Native Alaskan male. (87%
minority: 26% female; 74% male)
Undergraduate Majors: Civil Engineering -21 participants (92%); Computer
Information -1 participant (4%); Computer Science - 1 participant (4%).
3. District Outreach - Community outreach to institutions and organizations
that encourage minority and women applicants (includes meetings,
presentations and vacancy notices).

Abilene District - Borden County Star News; Lamesa Press; Big Spring
Herald; Snyder Daily News. Filled 5 positions, 3 were
minorities/females.

Amarillo District - Filled 27 positions, 5 were minorities/females.

Austin District - Filled 20 positions, 5 were minorities/females.

Beaumont District - Lamar University; TX Rehabilitation Commission,
and Business Women Association. Filled 8 positions, 3 were
minorities/females.

Brownwood District - Filled 16 positions, 1 were minority/female.
Page 13
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
Bryan District - Bryan/College Station Chamber of Commerce; Brazos
Valley Business & Professional Women; Girls Club of Brazos County;
Brazos Valley Community Action Agency; Carnegie Center of Brazos
Valley; Salvation Army; Lincoln Recreation Center; Brazos Valley
Council of Government; Twin City Mission; Knights of Columbus;
Brazos County NAACP; Bryan Library; Goodwill Industries Stores;
College Station Library; ACAP (military website); KBTX-TV Job
Website; Texas AM University Ex Student Association; Texas Work
Force Commission. Filled 13 positions, 3 were minorities/females.

Childress District – Filled 21positions 7 were minorities/females.

Corpus Christi District - Beeville Afterschool Centers on Education
ACE College and Career Fair, Filled 35 positions, 27 were
minorities/females.

Dallas District - Richland Chamber of Commerce; Career Days at
Lincoln, Samuels, and Skyline High schools and Southern A&M;
Southern Methodist University Career Fair; TX A&M (Commerce,
Kingsville); TX Tech University; UT Arlington; TxPrep and E.J. Conrad
Programs. Filled 6 positions, 1 were minorities/females.

Ft Worth District - DeVry Education America; Ft Worth Hispanic
Chamber of Commerce; Goodwill; Ft Worth ISD; Minority Opportunity
News; NAACP; National Association of Women in Construction
(NAWIC); Tarleton State University; Tarrant County College; TX A&M
Career Placement; TX Christian University Career Placement; UT
Arlington; Women's Center of Tarrant County. Filled 14 positions, 4
were minorities/females

El Paso District - El Dorado Middle School Career Day; Riversige Tech
Trades & Industry Career Fair; Montwood Middle School Spring Career
Day; New Mexico State University Spring Career Fair; and UT EL
Paso Spring Career Expo. Filled 11 positions, 10 were
minorities/females.

Laredo District - Texas A&M Kingsville; United High School; Big
Brothers/Sisters of South Texas (Laredo); Webb County Sheriff Dept;
Texas Dept. of Public Safety; Del Rio Communications Office; Eagle
Pass Middle Rio Grande Development Council Work Force Solution;
UT San Antonio Career Expo. Filled 9 positions, 8 were
minorities/females.

Lubbock District - Hispanic News (West Texas); Hispanic Women’s
Network; Lubbock Community Services for the Deaf;
Lubbock
Housing Authority; Lubbock ISD College & Career Night; LULAC
Council (#281, #262, #4522); NAACP Interest on Lawyers; TX Tech
University Minority Engineering. Filled 12 positions, 8 were
minorities/females.
Page 14
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
Lufkin District - Filled 7 positions, 1 was minority/female.

Houston District - Porter High School Career Fair/Remington College
Job Fair.

Odessa District - Filled 4 positions, 3 were minorities/females.

Tyler District - Goodwill Industries Opportunities in Tyler (OIT); ITT
Technical Institute; Jacksonville College; NAACP; People Attempting
to Help (PATH); Prairie View A&M University; TX DARS; TX ISD; TX
State Technical College; TX Veterans Commission (Van Zandt
County); Tyler Junior College; UT Tyler.

San Antonio District - Pearsall Newspaper; UT San Antonio CE
Design Presentation; Texas A&M (Kingsville); Blattman Elementary,
Linton Elementary Career Day; Schreiner University Career Fair; Julian
C. Gallardo's Annual Career Day. Filled 36 positions, 10 were
minorities/females.

San Angelo - Ballinger High School Career Fair; Big Lake Chamber of
Commerce; Christian Men's Job Corps; Concho Valley Family Shelter;
Howard College Job Fair; Labor Ready; LULAC Council #637; Menard
Chamber of Commerce; NAACP; San Angelo Chamber of Commerce;
Southwest TX Junior College; TX Dept of Assistive & Rehabilitative
Services (DARS); TX State Technical College; TX Veteran's
Commission. Filled 19 positions, 11 were minorities/females.

Waco District - Cen-Tex Hispanic Chamber of Commerce; McLennan
County Restitution Center; Temple Community College; New Mt Zion
Baptist Church; TX DARS; LULAC of Waco; NAACP of McLennan
County, University of Mary Hardin-Baylor. Filled 2 positions, 1 was
minority/female.
4. College Internship Program - Provides students job experience by working
in a TxDOT professional environment.
There were two Hispanic males participating in the 2nd quarter.
5. Recruitment & Career Fairs:







New Mexico State University (La Cruces) 2012 Spring Career
Connections Fair
Prairie View A&M University 2012 Spring Career Expo
TX A&M University (College Station) Student Engineers’ Council (SEC)
2012 Spring Fair
TX A&M University (Kingsville) 2012 Spring Career Fair
TX State University (San Marcos) 2012 STEM Fair
TX Tech (Lubbock,) 2012 Spring Engineering Job Fair
University of Houston 2012 Spring Engineering Career Fair
Page 15
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



UT Arlington 2012 Spring Job Fair
UT Austin 2012 Spring Engineering Expo
UT El Paso Spring 2012 Career Expo
UT San Antonio 2012 Spring STEM Career Fair
6. Summer Employment Program - Recruits students from high schools,
technical schools, colleges and universities.
Totals were 365 participants: 202 White males; 82 Hispanic males; 21
Black males; 29 White females; 12 Hispanic females; 9 Asian
American/Pacific Islander males; 5 Black females; 4 Asian
American/Pacific Islander females; and 1 American Indian male
Total of 37% minorities; 86% male, 14% female
7. Temporary Hiring Program (Directive 2-94) - Develops effective applicant
training and cross training for underutilized EEO groups and positions.
Total of 16 employees: 5 White males; 3 Hispanic males; 3 White females;
2 Black males; 2 Hispanic female and 1 Black female;
Total of 50% minority: 62.5% male; 37.5% female.
8. Texas Pre-Freshman Engineering (TexPREP) Program - Provides
engineering program support to institutions.
Recruited and hired 10 college students: 3 Hispanic males; 1 Black
female; 1 Hispanic female; 2 Black males; and 3 White males.
Total of 70% minority: 20% female; 80% male.
Page 16
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FY12 STATISTICAL ANALYSIS & GOALS BY EEO JOB GROUPS – 2ND QUARTER
VIII.
Officials/Administrators
by Gender/Ethnicity
Officials/
Administrators
TOTAL
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Targeted Recruitment
338
-
Min
69
20.41
25.98
-5.57
-18.81
18
Fem
54
15.98
37.46
-21.48
- 72.61
72
39
11.54
26.25
-14.71
-49.73
49
230
68.05
47.77
20.28
68.54
-
3
0.89
3.52
-2.63
-8.90
8
5
1.48
3.15
-1.67
-5.65
5
10
2.96
6.36
-3.40
-11.50
11
45
13.31
9.20
4.11
13.90
-
1
0.30
1.00
-0.70
-2.38
2
4
1.18
1.99
-0.81
-2.73
2
1
0.30
0.33
-0.03
-0.12
0
0.43
-0.43
-1.45
1
1st Qtr. Stats
332
68
52
39
225
3
5
8
45
1
5
1
-
2nd Qtr. Stats
342
73
52
38
231
3
6
9
48
1
5
1
-
21.35
15.21
11.11
67.54
0.88
1.75
2.63
14.04
0.29
1.46
0.29
0.0
TxDOT Beg. Workforce
TxDOT Workforce %
State CLF %
Representation Index
Parity %
%
Comments
1. Females represented 15.21%, less than the FY12 37.46% goal.
2. Black female and male categories represented 0.88% and 1.75%, respectively; both remain underutilized.
3. Hispanic female and male categories represented 2.63% and 14.04%, respectively; only females remain
underutilized.
4. Asian American/Pacific Islander female and male categories represented 0.29% and 1.46%, respectively; both remain
underutilized.
5. American Indian/Alaskan Native female categories represented 0.29%; the male is underutilized.
Page 17
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Professionals
by Gender/Ethnicity
Professionals
TOTAL
TxDOT Beg.
Workforce
TxDOT Workforce %
State CLF %
Representation Index
Parity %
Targeted Recruitment
1st Qtr. Stats
2nd Qtr. Stats
%
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Min
Fem
4,708
1,557
1,470
938
2,213
143
208
317
671
63
136
9
10
-
33.07
29.91
3.16
148.84
-
31.22
50.25
-19.03
-895.77
895
19.92
34.43
-14.51
-682.9
682
47.01
37.28
9.73
457.86
-
3.04
5.41
-2.37
-111.7
111
4.42
2.99
1.43
67.23
-
6.73
7.72
-0.99
-46.46
46
14.25
7.55
6.70
315.5
-
1.34
2.26
-0.92
-43.40
43
2.89
3.20
-0.31
-14.66
14
0.19
0.43
-0.24
-11.24
11
0.21
0.35
-0.14
-6.48
6
4,621
1,531
1,447
920
2,170
142
199
314
662
62
132
9
4,621
4,571
-
1,528
33.43
1,416
30.98
901
19.71
2,142
46.86
136
2.98
197
4.31
311
6.80
672
14.70
61
1.34
133
2.91
7
0.15
11
0.24
Comments
1. Females represented 30.98%, still below the 50.25% goal.
2. Black females and males represented 2.98% and 4.31%, respectively. Black males exceeded Parity; Black females
remain underutilized.
3. Hispanic females and males represented 6.80% and 14.70%, respectively; Hispanic females remain underutilized.
4. Asian American/Pacific Islander females and males represented 1.34% and 2.91%, respectively; both remain
underutilized.
5. American Indian/Alaskan Native males and females represented 0.15% and 0.24%, respectively; both remain
underutilized.
Page 18
of 38
Technicians
by Gender/Ethnicity
Technicians
TOTAL
TxDOT Beg.
Workforce
TxDOT Workforce %
1,800
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Min
Fem
613
284
178
1,009
27
120
65
354
10
28
4
5
34.06
15.78
9.89
56.06
1.50
6.67
3.61
19.67
0.56
1.56
0.22
0.28
State CLF %
-
37.89
53.84
32.02
30.07
8.70
3.88
10.59
9.76
2.00
1.96
0.53
0.47
Representation Index
Targeted Recruitment
-
-3.83
-69.02
69
-38.06
-685.12
685
-22.13
-398.4
398
25.99
467.7
-
-7.2
-129.6
129
2.79
50.16
-
-6.98
-125.6
125
9.91
178.3
-
-1.44
-26.0
26
-0.40
-7.28
7
-0.31
-5.54
5
-0.19
-3.46
3
1st Qtr. Stats
2nd Qtr. Stats
%
1,756
1,723
-
595
582
33.78
279
267
15.50
175
169
9.81
986
972
56.41
27
26
1.51
113
111
6.44
63
59
3.42
344
338
19.62
10
9
0.52
29
28
1.63
4
4
0.23
5
7
0.41
Parity %
Comments
1. Females represented 15.50%, below the 53.84% goal.
2. Black females and males represented 1.51% and 6.44%, respectively. Black males exceeded Parity; Black females
remain underutilized.
3. Hispanic females and males represented 3.42% and 19.62%, respectively. Hispanic males exceeded Parity; Hispanic
females remain underutilized.
4. Asian American/Pacific Islander females and males represented 0.52% and 1.63%, respectively; both remain
underutilized.
5. American Indian/Alaskan Native females and males represented 0.23% and 0.41%, respectively; both remain
underutilized.
Page 19
of 38
Protective Service
by Gender/Ethnicity
Protective Service
TOTAL
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Targeted Recruitment
-
Min
2
33.3
39.9
-6.57
-0.39
-
Fem
0
0.00
20.2
-20.2
-1.21
1
0
0.00
10.0
-10.0
-0.60
-
4
66.67
49.2
17.47
1.05
-
0
0.00
6.10
-6.10
-0.37
-
2
33.3
10.4
22.93
1.38
-
0
0.00
3.8
-3.80
-0.23
-
0
0.00
18.1
-18.10
-1.09
1
0
0.00
0.10
-0.10
-0.01
-
0
0.00
0.50
-0.50
-0.03
-
0
0.00
0.20
-0.20
-0.01
-
0
0.00
0.70
-0.70
-0.04
-
1st Qtr. Stats
5
2
-
-
3
-
2
-
-
-
-
-
-
2nd Qtr. Stats
5
2
-
-
3
-
2
-
-
-
-
-
-
%
-
40.0
-
-
60.0
-
40.0
-
-
-
-
-
-
TxDOT Beg. Workforce
TxDOT Workforce %
State CLF %
Representation Index
Parity %
6
Comments
N/A
Page 20
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Administrative Support
by Gender/Ethnicity
Administrative
Support
TOTAL
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Targeted Recruitment
-
Min
228
32.76
39.82
-7.60
-49.15
49
Fem
590
84.77
67.09
17.68
123.0
-
407
58.48
40.20
18.28
127.2
-
61
8.76
20.0
-11.24
-78.2
78
53
7.61
8.33
-0.72
-4.98
4
13
1.87
3.56
-1.69
-11.78
11
128
18.39
16.59
1.80
12.53
-
31
4.45
8.12
-3.67
-25.52
25
1
0.14
1.41
-1.27
-8.81
8
1
0.14
1.00
-0.86
-5.96
5
1
0.14
0.56
-0.42
-2.90
2
0.0
0.25
-0.25
-1.74
1
1st Qtr. Stats
2nd Qtr. Stats
%
684
623
-
231
211
33.87
578
538
86.36
391
367
58.91
62
45
7.22
53
43
6.90
14
12
1.93
132
126
20.23
29
27
4.33
0.0
1
1
0.16
2
2
0.32
0.0
TxDOT Beg. Workforce
696
TxDOT Workforce %
State CLF %
Representation Index
Parity %
Comments
1. Females represented 86.36%, exceeding the 67.09% goal.
2. Black females and males represented 6.90% and 1.93%, respectively; both remain underutilized.
3. Hispanic females and males represented 20.23% and 4.33%, respectively. Hispanic females exceeded Parity;
Hispanic males remain underutilized.
4. Asian American/Pacific Islander females and males represented 0.0% and 0.16%, respectively; both remain
underutilized.
5. American Indian/Alaskan Native females and males represented 0.32% and 0.0%, respectively; both remain
underutilized.
Page 21
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Skilled Craft
by Gender/Ethnicity
Skilled Craft
TOTAL
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Min
Fem
3,921
1,394
81
56
2,471
7
291
15
1,036
1
23
2
19
Representation Index
-
35.55
46.54
-10.99
2.07
6.0
-3.93
1.43
3.0
-1.57
63.02
50.46
12.56
0.18
0.70
-0.52
7.42
5.73
1.69
0.38
1.76
-1.38
26.42
35.61
-9.19
0.03
0.46
-0.43
0.59
1.37
-0.78
0.05
0.08
-0.03
0.48
0.83
-0.35
Parity %
-
-430.8
-154.2
-61.63
492.5
-20.45
66.33
-54.01
-360.3
-17.04
-30.72
-1.14
-13.54
Targeted Recruitment
-
430
154
61
-
20
-
54
360
17
30
1
13
3,893
3,949
-
1,388
1,418
35.91
82
78
1.98
59
57
1.44
2,446
2,474
62.65
7
7
0.18
288
286
7.24
13
11
0.28
1,032
1,067
27.02
1
1
0.03
26
24
0.61
TxDOT Beg.
Workforce
TxDOT Workforce %
State CLF %
1st Qtr. Stats
2nd Qtr. Stats
%
Comments
1. Females represented 1.98%, less than the 6.0% goal.
2. Black females and males represented 0.18% and 7.24%, respectively; Black females remain underutilized.
3. Hispanic females and males represented 0.28% and 27.02%, respectively; both remain underutilized.
4. Asian American/Pacific Islander females and males represented 0.03% and 0.61, respectively; both females and
males remain underutilized.
5. American Indian/Alaskan Native females and males represented 0.05% and 0.51%, respectively; both remain
underutilized.
Page 22
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2
2
0.05
19
20
0.51
Service/Maintenance
by Gender/Ethnicity
Service/Maintenance
TxDOT Beg.
Workforce
TxDOT Workforce %
State CLF %
Representation Index
TOTAL
250
WF
WM
BF
BM
HF
HM
AA/PI
F
AA/PI
M
AI/AN
F
AI/AN
M
Min
Fem
145
22
17
88
3
26
2
111
0
3
0
0
8.8
11.16
-2.36
-5.90
5
6.8
3.87
2.93
7.33
-
35.2
39.87
4.67
11.68
11
1.20
1.80
-0.60
-1.50
1
10.4
12.99
-2.59
-6.48
6
0.80
5.08
-4.28
-10.70
8
44.4
33.47
10.93
27.33
-
0.00
0.28
-0.28
-0.70
-
1.20
1.36
0.16
0.40
-
0.0
0.10
-0.10
-0.25
-
0.0
0.67
-0.67
-1.68
1
Parity %
Targeted Recruitment
-
58.0
55.75
-2.25
-5.62
5
1st Qtr. Stats
253
136
27
21
96
4
27
2
100
-
3
-
-
2nd Qtr. Stats
255
134
27
21
100
4
28
2
97
-
3
-
-
%
-
52.55
10.59
8.24
39.22
1.57
10.98
0.78
38.04
-
1.18
-
0.0
-
Comments
1. Females represented 10.59%, less than the 11.16% goal.
2. Black females and males represented 1.57% and 10.98%, respectively; both exceeded parity.
3. Hispanic females and males represented 0.78% and 38.04%, respectively; females remain underutilized.
4. Asian American/Pacific Islander males represented 1.19%. +6
5. American Indian/Alaskan Native females and males represented 0.0%; males remain underutilized.
Page 23
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2ND Quarter Applicant Flow
by Gender/Ethnicity
484
AA/PI
M
353
AA/PI
F
92
AI/AN
M
42
AI/AN
F
35
2,445
1,739
708
247
133
59
2,989
5.48
11.97
6.91
3.30
1.05
0.54
0.29
15.15
1,765
3,852
2,223
1,061
339
175
94
4,877
APPLICANTS
TOTAL
WM
WF
BM
BF
HM
HF
1st Quarter
10,636
3,961
1,262
689
423
1,407
2nd Quarter
21,556
6,954
3,872
1,068
1,342
33.91
15.95
5.46
10,915
5,134
1,757
% Total Applicants
Applicant FY Total
32,192
Other
1,888
2nd Quarter New Hire
by Gender/Ethnicity
1st QTR # Hired
192
120
17
10
1
38
4
2
-
-
-
-
2nd QTR # Hired
234
113
27
9
2
71
9
-
-
3
-
-
% of Hire
-
48.29
11.54
3.85
0.85
30.34
3.85
-
-
1.28
-
-
FY12 Total
426
233
44
19
3
109
13
2
-
3
Comments
The department HRD recruitment teams continue to be visible throughout the state by participating in various job and
career fairs at colleges, universities and high schools. The department also advertises job opportunities through various
publications, professional associations and specific minority organizations to broaden its pool of applicants.
Page 24
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2nd Quarter Separation
by Gender/Ethnicity
7
AA/PI
M
1
AA/PI
F
-
AI/AN
M
-
AI/AN
F
-
43
18
2
2
1
2
6.03
15.25
6.38
0.71
0.71
0.36
0.71
SEPARATION
TOTAL
WM
WF
BM
BF
HM
HF
1st Qtr.
209
114
31
8
3
45
2nd Qtr.
282
121
61
15
17
42.91
21.63
5.32
%
FY12 Total
481
235
92
23
20
88
25
3
2
1
2
Total Ethnicity %
-
67.98
-
8.94
-
23.49
-
1.04
-
0.62
-
Comments
A total of 282 employees separated this quarter, of which 13 (4.61%) were involuntary.
Top Four Reasons for Separations:
1.
2.
3.
4.
Retirement
Personal
Inadequate Salary
Transfer – Another State Ag
23.40%
21.99%
04.96%
40.07%
90.42%
NOTE: Separations (282) for the 2nd Quarter outpaced New Hires (234.
Page 25
of 38
IX.
EEO WORKFORCE PROGRESSION SUMMARY
Page 26
of 38
APPENDIX
TxDOT WORKFORCE
GRAPHS
FY12, 2nd Quarter
December 01, 2011 - February 29, 2012
Page 27
of 38
TxDOT Workforce
All EEO Categories – 2nd Quarter FY12
Ethnicity
Gender
Total: 11,468
Page 28
of 38
TxDOT Workforce
Officials/Administrators – 2nd Quarter FY12
Gender
Total: 336
*Civilian Labor Force Comparison
Ethnicity
Total: 336
*Civilian Labor Force Comparison
Page 29
of 38
TxDOT Workforce
Professionals – 2nd Quarter FY12
Gender
Total: 4,621
*Civilian Labor Force Comparison
Comparison
Ethnicity
Total: 4,621
*Civilian Labor Force Comparison
Comparison
Page 30
of 38
TxDOT Workforce
Technicians – 2nd Quarter FY12
Total: 1,723
*Civilian Labor Force Comparison
Ethnicity
Total: 1,723
*Civilian Labor Force Comparison
Page 31
of 38
TxDOT Workforce
Protective Service – 2nd Quarter FY12
Ethnicity
Black
40.0%
(2)
*16.5%
White
60.0%
(3)
AI/AN
0.0%
(0)
*.90%
Page 32
of 38
Asian/P.I.
0.0%
(0)
*0.60%
Hispanic
0.0%
(0)
*21.90%
TxDOT Workforce
Administrative Support – 2nd Quarter FY12
FY12FY11
Gender
Female
86.36%
(538)
*67.09%
Male
13.64%
(85)
Total: 623
*Civilian Labor Force Comparison
Ethnicity
Total: 623
*Civilian Labor Force Comparison
Page 33
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TxDOT Workforce
Skilled Craft – 2nd Quarter FY12
Male
98.02%
(3,871)
Gender
Total: 3,949
*Civilian Labor Force Comparison
Female
1.98%
(78)
*6.0%
Ethnicity
Black
7.42%
(293)
*6.43%
White
64.09%
(2,531)
Asian/P.I.
0.63%
(25)
*1.83%
Hispanic
27.30%
(1,078)
*37.37%
AI/AN
0.56%
(22)
*0.91%
Total: 3,949
*Civilian Labor Force Comparison
Page 34
of 38
TxDOT Workforce
Service Maintenance – 2nd Quarter
FY12
Gender
Female
10.59%
(27)
*11.16%
Male
89.41%
(228)
Total: 255
*Civilian Labor Force Comparison
Ethnicity
Total: 255
*Civilian Labor Force Comparison
Page 35
of 38
TxDOT Workforce
Applicant Flow – 2nd Quarter FY12
Gender
Male
52.46%
(11,308)
Female
33.68%
(7,259)
Total: 21,556
Unknown
13.87%
(2,989)
Ethnicity
Black
11.18%
(2,410)
Asian/P.I.
4.43%
(955)
White
50.22%
(10,826)
Total: 21,556
Page 36
of 38
Unknown
13.87%
(2,989)
Hispanic
19.41%
(4,184)
AI/AN
0.89%
(192)
TxDOT Workforce
New Hire – 2nd Quarter FY12
Gender
Male
83.76%
(196)
Female
16.24%
(38)
Total: 234
Ethnicity
Total: 234
Page 37
of 38
TxDOT Workforce
Separation – 2nd Quarter FY12
Gender
Female
35.46%
(100)
Male
64.54%
(182)
Total: 282
Ethnicity
Black
11.35%
(32)
Asian/P.I.
1.42%
(4)
White
64.54%
(182)
Hispanic
21.63%
(61)
AI/AN
1.06%
(3)
Total: 282
Page 38
of 38