PART II
AFFIRMATIVE ACTION PLAN
SEPTEMBER 1, 2007 - AUGUST 31, 2008
Page 1 of 48
TABLE OF CONTENTS
I.
EQUAL EMPLOYMENT OPPORTUNITY (EEO) ............................ 3
A. Equal Employment Opportunity Policy ......................................................... 3
B. Sexual Harassment Policy ........................................................................... 4
II.
DELEGATION OF AUTHORITY OF AFFIRMATIVE ACTION - EEO
OFFICER ........................................................................................ 6
III.
ORGANIZATIONAL CHART .......................................................... 7
IV.
FY07 AFFIRMATIVE ACTION PLAN (AAP) PROGRAM
ACCOMPLISHMENTS .............................................................. 8-26
A. Introduction
B. Noteworthy Activities & Initiatives
C. FY07 Workforce Analysis by EEO Job Categories
V.
FY08 AFFIRMATIVE ACTION PLAN - INITIATIVES &
OBJECTIVES ............................................................................... 27
A. FY08 Job Group Goals .............................................................................. 27
B. FY08 AAP Recruitment Programs .............................................................. 27
APPENDIX A - FISCAL YEAR 2008 WORKFORCE ANALYSIS BY
OCCUPATIONAL CATEGORY .................................................................. 30
APPENDIX B - PROMOTION, SEPARATION & HIRING ANALYSIS ........ 31
APPENDIX C - TERMINATION ANALYSIS ............................................... 39
APPENDIX D - FY07 DISCRIMINATION COMPLAINTS ANALYSIS ........ 41
APPENDIX E - SALARY BY OCCUPATIONAL CATEGORY (EEO-4) ...... 43
APPENDIX F - FY07 RECRUITMENT & HIRING ANALYSIS .................... 47
APPENDIX G - SPECIAL REPORTS (Historical Workforce Utilization) ..... 48
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I.
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
A. Equal Employment Opportunity Policy
TxDOT is an equal employment opportunity employer and is committed to providing
fair and equal treatment of all employees without regard to race, color, age, religion,
sex, national origin or disability. This commitment also applies to applicants for
employment, vendors, contractors and their employees, customers and the general
public.
TxDOT is committed to complying with all equal employment opportunity (EEO)
requirements, laws and regulations.
TxDOT is committed to hiring qualified applicants who reflect the diversity of the
state’s available workforce, as well as retaining and promoting eligible and deserving
employees.
TxDOT fosters a work environment free of discrimination and harassment.
The Office of Civil Rights Director is responsible for the development and
implementation of TxDOT’s Affirmative Action Plan (AAP), as well as the monitoring
and reporting of EEO activities.
All district engineers, division and office directors, EEO officers and coordinators,
managers and supervisors are responsible for the compliance and enforcement of
EEO and AAP programs and activities.
________________________________
Amadeo Saenz, Jr., P.E.
Executive Director
Page 3 of 48
_________________________
Date
B. 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.
1. 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, HRO, DE/DD/OD, or the Office of Civil
Rights.
Employees who feel they are being subjected to sexual harassment by
their peers or co-workers will report the incident to their immediate
supervisor, HRO, DE/DD/OD, or the Office of Civil Rights.
Employees who feel they are being subjected to sexual harassment by
their immediate supervisor or any other supervisor or manager should
report such concerns directly to a higher level of management, as
appropriate, or file a complaint with the Office of Civil Rights. (See
Chapter 9, “Problem Resolution.”)
Supervisors or HROs will report behavior or allegations that may be
regarded as sexual harassment to their DE/DD/OD.
DE/DD/ODs or designees will ensure all sexual harassment complaints
are promptly reported to the Office of Civil Rights and prior to any
investigation.
NOTE:
Employees who report sexual harassment are protected
against retaliation by state and federal laws.
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2. Posting of Notices and Training
All employees will be made aware of issues concerning sexual
harassment in the workplace through New Employee Orientation (NEO)
Training. All districts, divisions and offices are required to post notices
on employee bulletin boards. In addition, state law requires
discrimination and sexual harassment supplemental training every two
years (after the date of hire) for current employees.
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II. DELEGATION OF AUTHORITY OF AFFIRMATIVE ACTION - EEO
OFFICER
The Executive Director is responsible for efficiently and effectively leading all
aspects of the department. This includes EEO and implementation of the
department's policies, programs and operating strategies consistent with federal
and state laws, as well as regulations and directives issued by the commission.
The OCR Director:





Serves as the department’s designated EEO Officer;
Manages the department's grievance, compliance and investigation
processes, resulting from internal and external complaints;
Interprets EEO/Civil Rights case law and internal policy;
Disseminates information to management staff; and
Manages internal EEO-related matters.
The Investigation Section Director:



manages and oversees the agency’s grievance and investigation
processes;
establishes procedures; and
monitors the progress of investigations.
The Diversity Program Coordinator develops and disseminates the agency's
annual Affirmative Action Plan (AAP), EEO Quarterly Activity Reports and all other
state and federally-mandated EEO reports.
The Human Resources Division (HRD) Director oversees all human resources
activities for the department, including classification, employee relations and
recruitment.
The Employment Opportunities Section (EOS) Director manages the Conditional
Grant Program, the Transportation and Civil Engineering Recruitment Programs
and the central employment office.
The Training, Quality and Development (TQD) Section Director oversees all
training activity for the department, including developing and delivering policy and
staff development courses.
Each District designates an internal and external EEO Coordinator.
Each Division/Office designates an internal Title VII EEO Coordinator, and those
divisions subject to Title VI requirements also appoint external EEO Coordinators.
These coordinators are responsible for integrating all aspects of the AAP and EEO
activities within their particular organizations.
Page 6 of 48
III. ORGANIZATIONAL CHART
Page 7 of 48
IV. FY07 AFFIRMATIVE ACTION PLAN (AAP) PROGRAM
ACCOMPLISHMENTS
A. Introduction
TxDOT's AAP is implemented and monitored on a fiscal-year basis 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 the development, implementation and compliance monitoring of
goals, objectives, guidelines and other applicable procedures.
The AAP is prepared by OCR and approved by the Executive Director. The
plan specifies goals, objectives and guidelines pertaining to:






Achieving workforce parity with available labor force within the state;
Achieving and maintaining equity in employment and training opportunities
for employees;
Selecting employees for promotion;
Participating in departmental educational assistance programs;
Resolving employee problems and grievances; and
Making reasonable employment accommodations in the event of injury or
disability.
Monitoring of the AA program includes:
 Quarterly reports to OCR for tracking and analysis;
 Action plans developed to correct deficiencies;
 Monitoring procedures capable of objectively evaluating all equal
employment opportunity programs and policies affecting employees; and
 Quarterly assessments of the AA program with reports to Administration
and DEs/DDs/ODs.
Filling vacancies in the Professional and Technician job categories presented
a challenge due to the demand for similar jobs in the private industry. A
decline in the available workforce in some of the larger urban areas also
contributed to the difficulty in filling vacancies in these categories.
Page 8 of 48
B. Noteworthy Activities & Initiatives

OCR conducted 32 Advisory Information Module Series (AIMS)
presentations that provided EEO and employee relations information to
include Cultural Diversity and Creating a Positive Work Environment. A
total of 733 employees attended the 32 presentations in 9 districts, as well
as 1 division.

OCR participated in 17 New Employee Orientation (NEO) Training
classes. Courses presented: Sexual Harassment and Grievances
policies and procedures.

An HRD TQD development team was formed in April 2006 to develop a
fundamental supervisor course for all department supervisors and lead
workers with less than two years experience, as well as those who require
refresher training.
The course (Practical Supervision) includes case studies and class
exercises in the areas of Affirmative Action, Employment Law, Disciplinary
Actions and Best Practices of Supervisors.
It was piloted in August and September 2007 and is currently scheduled to be
taught in each district and division a minimum of three times in FY08.
C. FY07 Workforce Analysis by EEO Job Categories
1. The benchmark for the total number of regular, full-time department
employees was 14,575. The benchmark was taken on September 13,
2006:
TxDOT Beginning Workforce Comparison:
 Minorities represented 33.77% or 4,922 employees;
 Females represented 23.84% of the workforce or 3,474 employees;
 Hispanics represented 23.25% or 3,389 employees;
 Blacks represented 8.13% or 1,185 employees;
 Asian/Pacific Islanders represented 1.98% or 288 employees; and
 American Indians/Alaskan Natives represented 0.41% of the workforce
or 60 employees.
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3.
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3. Salary Job Category Comparison
The FY06/FY07 EEO-4 salary classification comparison located in
Appendix E indicates an increase in women and minorities from the
lower classification levels into the two higher salary classification levels.

The Professional, Technician and Skill Craft categories had the most
minority and female increases in FY07.

More minorities and females moved to the top two salary
classification levels within the Administrative Support category than
in FY06.

More females moved to the top two salary classification levels within
the Service/Maintenance category than in FY06.
4. Publicizing the AAP
Internal Dissemination
The AAP was posted on the department’s intranet web page and is
accessible to TxDOT employees. Portions of the plan are also made
available through various internal meetings and forums:

Workforce Availability Analysis Report. This AAP report was
used by district EEO Coordinators and recruiters to identify job
categories that are underutilized locally.

NEO Training. Conducted by HRD-TQD every three weeks for
districts, divisions and offices, new employees are informed of
department policies and procedures. A total of 1233 employees
were trained in FY07.

Training Coordinator Workshop. In June 2007 HRD-TQD
conducted a workshop with representatives from every district
and the majority of divisions and offices. Among the topics
covered were the mandatory training requirements and
compliance related to AAP programs.

District Visits. The department's EEO Policy was reviewed with
District Engineers, Directors of Administration and EEO
Coordinators in the Austin, San Antonio, Beaumont and Ft Worth
districts. The review included policy, reporting and analyzing
EEO data. It also identified the goals and objectives of hiring
managers and supervisors.
Page 15 of 48

EEO Compliance Training. Held in August 2007, this workshop
covered Title VII-related issues, court cases, grievance
procedures and other changes in federal civil rights laws. Total
attendance was 36 and included district/division/office managers
and supervisors.

Department Bulletin Boards. The EEO and Sexual Harassment
policies are displayed on bulletin boards throughout the
department and are also available on TxDOT's website.
External Dissemination
The AAP was posted on the department’s internet web page and is
accessible to contractors, minority groups and organizations, the
transportation industry and the public.
5. FY07 Accomplishments
Organization and Resources
Goals and objectives for FY07 were achieved by utilizing the following
resources:
Office of Civil Rights (OCR):

The Special Projects Coordinator oversees the OCR daily
administration and financial duties, including research, managing
special projects and compiling reports.

The Investigators conduct internal discrimination (Title VII),
nondiscrimination and external discrimination (Title VI) investigations;
disseminate EEO information via district visits; and provide other
business-related assistance.

The Information Specialist develops, disseminates, coordinates and
presents EEO information, including the Advisory Information Module
Series (AIMS) and participates in the agency's NEO Training.
Human Resources Division (HRD):

HRD Employment Opportunities Section Recruiters (EOS) provide
assistance with all program activities, including the Conditional Grant
and Transportation & Civil Engineering Programs; assist assigned
districts with recruitment activities; coordinate and attend selected
recruiting events.
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
HRD Training, Quality & Development (TQD) Section provides
training programs for technical skills; management and supervisor
development; educational and college degree assistance; and
regulatory workshops and awareness. Quality Management provides
teambuilding seminars, meeting facilitations and assists all DDO
functions with national transportation awards submissions.

The American with Disabilities Act (ADA) Coordinator develops and
administers the department’s ADA Program; interprets and revises
policies and procedures; and advises department personnel on ADA.
Districts, Divisions & Offices
Recruitment Team Members provide statewide recruiting assistance to
HRD EOS recruiters. Members include engineering and information
system personnel from each district/division/office.
Page 17 of 48
FY07 GOALS/OBJECTIVES
Distribute discrimination and harassment policies to
all employees.
Monitor and evaluate AAP programs.
Distribute job postings to female and minority
organizations to diversify applicant pool.
Inform all hiring supervisors of goals to improve
underutilization of women and minorities.
Report all EEO activities to OCR.
Conduct outreach and recruitment efforts to female
and minority organizations.
Conduct four district visits to discuss department
AAP goals.
Update availability analysis to identify all
underutilized groups of women and minorities of the
four districts selected for visits.
Increase outreach and recruitment efforts in
districts with identified underutilization in ethnic and
gender groups.
RESPONSIBLE
OFFICIAL(S)
TARGET
DATE
OCR & Finance
Aug07
OCR
Quarterly
EEO Quarterly reports completed by all districts.
Quarterly
See page 22, item 4(i).
District HROs & EEO
Coordinators
District DEs & Hiring
Supervisors
District HROs & EEO
Coordinators
District HROs & EEO
Coordinators
Aug07
FINAL STATUS
Accomplished; Distributed August 31st.
Accomplished; Distributed via email to all districts by
August 31st.
Quarterly
Received all 4th Quarter EEO reports from districts.
Quarterly
See pages 21, item 4(h).
OCR/District DEs
Aug07
Visited four districts: BMT, FTW, SAT and AUS.
OCR/District HROs &
EEO Coordinators
Nov06
Completed; All analyses (4) updated with new data
and forwarded to each respective district.
OCR/District HROs &
EEO Coordinators
Quarterly
See page 21, item 4(h); page 22, item 4(i); &
Appendix A.
HROs/EEO
Coordinators & Hiring
Supervisors
Quarterly
Ongoing
OCR
Annual
OCR & HRD
Quarterly
Participated in 5 NEO Training classes.
Monitor and evaluate AIMS presentations.
OCR
Quarterly
Conducted 7 presentations.
Update remaining district availability analyses.
OCR
Dec06
Monitor and follow-up on previous district visits.
Dallas District & OCR
Quarterly
Monitor and follow-up on previous district visits.
Houston District & OCR
Quarterly
Monitor and evaluate mandatory state
supplemental EEO/Sexual Harassment Training.
Provide EEO Compliance training for managers
and supervisors.
Monitor and evaluate NEO EEO/Sexual
Harassment Training.
Page 18 of 48
Accomplished August 30th; 36 attendees.
Completed; Remaining 21 FY07 District Availability
Analyses received.
District had overall increases in (1) Females: Office
Clerical and (2) Minorities: Professional, Technical,
Office/Clerical & Skilled Craft.
District had overall increases in (1) Minorities:
Professional, Tech, Office/Clerical, Service Maint.
and (2) Females: Office/Clerical & Service Maint.
6. FY07 Workforce Analysis
As of August 31, 2007, TxDOT had a total of 14,476 full-time employees:

Minorities represented 33.88% or 4,905 employees;

Females represented 24.10% or 3,489 employees;

Hispanics represented 23.42% or 3,390 employees;

Blacks represented 8.09% or 1,168 employees;

Asian/Pacific Islanders represented 1.96% or 283 employees; and

American Indians/Alaskan Natives represented 0.44% of the workforce
or 64 employees.
There was a mixed number of categories that increased employment in
both percentages and numbers since the beginning of the fiscal year.
The female category increased in percentages and numbers. Overall, the
minority categories increased in percentages, but decreased in numbers.
There were increases in the Hispanic and American Indians/Alaskan
Natives categories in both percentages and numbers.
There were a total of 46,486 applications, resulting in 1,467 new hires,
which included 564 minorities and 356 females.
7. Complaints of Discrimination

OCR investigated 4 discrimination grievances based on race in FY07.

TWC conducted required EEO Compliance Training on August 30,
2007. There were 36 TxDOT managers and supervisors in
attendance.
Page 19 of 48
8. FY07 AAP Recruitment & Hiring Programs
The Employment Opportunities Section (EOS) expanded recruitment to
colleges, universities and other state organizations that have high Black
and other minority-focused enrollment: Tennessee State University;
Alabama A&M University; and the National Society of Black Engineers
(NSBE) Conference.
a. College Cooperative Education Program - Planned and progressive
learning process that integrates academic studies with supervised
work experience.
Recruited and hired two participants: 1 Hispanic male and
1 Asian/Pacific Islander female.
b. Conditional Grant Program - Department financial opportunity for
students; assists in providing higher education for eligible candidates
and enhances department recruitment opportunities.
A total of 28 recipients: 12 Hispanic males; 5 Hispanic females;
6 White males; 1 Asian/Pacific Islander female; 2 Black females;
2 Black males. (78.6% minority: 71.4% males; 28.6% females).
c.
College Internship Program - Introduces transportation-related career
opportunities to college and graduate-level students.
Participants: 2 Hispanic males.
d. E.J. Conrad Leadership Program - Provides department summer
internships and career opportunities for students who attend a fouryear college/university and reside in the Dallas/Ft Worth Metropolitan
Statistical Area (MSA).
Hired 1 Black male student.
e. High School Co-op Program - Provides students job experience by
working in a TxDOT professional environment.
Recruited 4 participants: 1 White female; 3 White males.
f.
Temporary Hiring Program (Directive 2-94) - Develops effective OJT
training and cross-training for underutilized EEO groups and positions.
A total of 279 employees: 141 White males; 36 White females;
48 Hispanic males; 31 Hispanic females; 13 Black males; 8 Black
females; 1 American Indian male; 1 American Indian female
(36.6% minorities: 72.7% males; 27.3% females).
g. Texas Pre-Freshman Engineering (TexPREP) Program - Provides
program support to institutions.
Recruited and hired 21 college students: 91% minority; 52%
female; 8% non-minority.
Page 20 of 48
h. Recruitment and Career Fairs:
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
o
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o
o
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o
o
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o
o
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University of Houston NSBE Technology Fair, Fall 2006
Lamar University Career Fair, Fall 2006
TX A&M Engineering Fair, Fall 2006
University of Arkansas Career Fair, Fall 2006
New Mexico State University Career Fair, Fall 2006
University of TX/San Antonio Career Fair, Fall 2006
Huston Tillotson University Career Fair, Fall 2006
Southern University Career Fair, Fall 2006
Prairie View A&M Career Fair, Fall 2006
University of Texas/Austin Engineering Fair, Fall 2006
University of Texas/Austin Natural Science Fair, Fall 2006
Tennessee State University Technical Fair, Fall 2006
Louisiana Tech Career Fair Fall, 2006
Texas State University Job Fair, Fall 2006
Texas Tech University Engineering Fair, Fall 2006
Alabama A&M Career Fair, Fall 2006
TX A&M/Kingsville Career Fair, Fall 2006
Amarillo Job Fair, Fall 2006
Jarvis Christian College Career Day, Fall 2006
West Texas A&M Career Fair, Fall 2006
TX A&M Engineering Fair, Spring 2007
New Mexico State University Career Fair, Spring 2007
University of Texas/Austin Engineering Career Fair, Spring 2007
University of Texas/Austin Natural Science Career Fair, Spring 2007
Louisiana State University Career Expo, Spring 2007
Southern University Career Fair, Spring 2007
Texas Tech University Engineering Fair, Spring 2007
Southern Methodist University Career Fair, Spring 2007
University of Houston NSBE Career Fair, Spring 2007
North Alabama Connection Professional Day Fair, Spring 2007
University of TX /Arlington Engineering Fair, Spring 2007
Galveston Chamber of Commerce/Ron Paul Career Fair, Winter
2007
Texas State University Job Expo, Spring 2007
Lamar University Invitational Job Fair, Spring 2007
Eastfield College Fair, Spring 2007
Jarvis Christian College Fair, Spring 2007
St Edwards University Fair, Spring 2007
Houston Area Texas Job Fair, Spring 2007
University of TX/San Antonio Career Fair, Spring 2007
Huston-Tillotson University Job Fair, Spring 2007
University of Arizona Career Days, Spring 2007
Georgia Association of Colleges & Employers Fair, Spring 2007
Amarillo Career Fair, Spring 2007
Prairie View A&M Career Fair Spring 2007
Page 21 of 48
i.
District Outreach - Community outreach to institutions and
organizations that encourage minority and women applicants:

Ft Worth (FTW) - Weatherford College Job Fair, Tarrant County
Colleges; Dept of Human Sevices; Workforce Commission;
Goodwill; National Association for the Advancement of Colored
People (NAACP); Tarrant County Employee Network; CCI Training
Center; Tarrant County College, Veterans Outreach; Texas A&M
Career Placement; TCU Career Placement; FTW Hispanic
Chamber of Commerce; Women's Center of Tarrant County;
Minority Opportunity News; UT Arlington; Weatherford College; UT
Tyler & Tarleton State University.

Dallas (DAL) - Atlanta GA University Consortium; UT Arlington; UT
El Paso; Prairie View A&M; City of Dallas; Hispanic Chamber of
Commerce; Hispanic & Asian high schools; Asian Chamber of
Commerce.

Beaumont (BMT) - Lamar University Career Fair; Region V High
School Career Fair.

Bryan (BRY) - Job announments listed with TWC; minority
community outreach organizations such as the League of United
Latin American Citizens (LULAC); NAACP.

Laredo (LRD) - UT Pan American; Sam Houston State University;
Southwest Texas Junior College; Sul Ross State University; TX
A&M Kingsville.

Tyler (TYL) - Prairie View A&M University Career Planning &
Outreach Service; Goodwill-OIT; ITT Technical Institute; Ernest
Deckard/NAACP; Tyler Junior College/TX Deaf & Hearing Assoc.

Paris (PAR) - TX A&M Engineering Extension; Viola Chapter #98;
NAACP; Goodwill Industries; Les Belles Parisian Club; 4 minority
church pastors (Greenville and Bonham). Local newspapers ads;
internet; posted flyers at local businesses.

San Angelo (SJT) - San Angelo Chamber of Commerce; San
Angelo Human Resources Association; Association of MexicanAmerican Students; LULAC; Council #637; San Angelo Stock
Show & Rodeo (special event).

Corpus Christi (CC) - Mexican American Democrats; NAACP; CC
Bay Area Minority Commission; CC Area Council for the Deaf.
Page 22 of 48
9. FY07 Employee Training & Development
A sampling of courses delivered to department employees are shown
below. At the time of this report, a department-wide summary of training
completed was not available.

Professional Ethics & Fundamentals of Ethics - 1,095 employees
(majority managers/supervisors).

Maintenance Section Supervisors - 38 supervisors to improve
management and supervisory skills.

Crew Leader Course (NEW) - 176 crew leaders for all districts.

Maintenance Office Managers Course - 243 office managers.

The Learning Content Management System (i-Way):
1. High usage rate throughout the department with over 400 on-line
course titles available. Courses added: Project Management,
Conflict Resolution, Business Ethics, Management and Leadership
Skills.
2. Interviewing & Hiring Training: Required for all managers and
supervisors. This class included policy information on EEO, AA and
diversity. There were 186 managers and supervisors who attended
for FY07 and 242 managers and supervisors accessed and
completed the on-line I&H refresher, pre-assessment course.
 In August 2007 TQD began a mentoring and coaching program
for its Engineering Assistants (EA’s) through a new Professional
Development Advisor (PDA) program. Three PDA’s have been
contracted (retired department engineers) to provide on-site
mentoring and coaching to promote an accelerated timeline for
licensure of professional engineers.
 HRD TQD provided the department 1,504 instructor-led courses,
providing 324,026 contact hours of training for 20,927
employees.
 HRD TQD provided 353 on-line training courses available to all
department employees; completed 21,099 course sessions,
representing 36,737 on-line training contact hours.
Page 23 of 48
9. FY06 & FY07 Non-Competitive Promotion Analysis (Performance-Based)
The department had a decrease in female (14.77%) and an increase in minority (7.76%) non-competitive
promotions.
JOB CATEGORY
Total
WM
WF
BM
BF
HM
HF
AA/PI
M
AA/PI
F
AI/AN
M
AI/AN
F
Women
Minority
3
6
2
1
2
1
1
4
1
1
-
-
1
1
-
-
-
-
-
787
788
269
282
225
273
362
329
180
186
25
38
23
13
112
111
51
64
18
27
11
18
1
1
4
1
467
572
80
89
387
201
264
313
49
58
21
37
6
7
93
123
21
19
7
8
3
2
2
2
1
3
5
-
1
4
-
1
-
-
-
-
-
-
-
95
98
79
91
29
37
6
4
60
57
4
-
4
6
6
3
15
27
-
1
-
-
529
516
8
9
173
196
349
316
7
4
37
37
1
132
154
1
4
2
-
-
1
-
-
2
3
-
2
1
-
2
-
-
2
-
-
-
-
-
Total Previous FY06
1883
438
816
982
297
89
33
343
89
27
14
4
5
Total Current FY07
1998
-
472
7.76
35
29.63
21
50.0
3
<25.0>
4
<20.0>
Officials/Administrators
Previous FY06
Current FY07
Professionals
Previous FY06
Current FY07
Technicians
Previous FY06
Current FY07
Protective Service
Previous FY06
Current FY07
Office/Clerical
Previous FY06
Current FY07
Skilled Craft
Previous FY06
Current FY07
Service/Maintenance
Previous FY06
Current FY07
% Movement +/-
711
971
<14.77> <1.13>
306
3.03
Page 24 of 48
113
27
394
114
26.97 <22.22> 14.87 28.09
10. Separations
Separations accounted for a workforce reduction of approximately 1,625
or 11.23% of the ending workforce. Separations (1,625) outpaced New
Hires (1,467).
The top three reasons were:
1. Personal Reasons (589 employees or 36.25%).
2. Retirement (346 employees or 21.29%).
3. Inadequate Salary (281 employees or 17.29%).
Separations of minorities accounted for 591 or 36.37% of the workforce;
women accounted for 357 or 21.97%. The EEO job categories with the
highest separations:




Skilled Craft (29.48%)
Technician (27.32)
Professional (25.97%)
Service Maintenance (8.25%)
There were a total number of 1,625 separations; 244 (15.02%)
involuntary separations. Involuntary separations accounted for 40.57%
minorities and 18.85% women.
11. Program Evaluations
The district, division and office EEO Coordinators provided quarterly
reports on the progress of goals and recruitment. The results were
reviewed by for program effectiveness and for improving performance.
The OCR EEO Diversity Program Coordinator tracked the following,
utilizing the new Human Resources Online Information System:






Total number of applicants by race, ethnicity & gender;
Total number of applicants hired by race, ethnicity & gender;
Termination totals (voluntary and involuntary) by race, ethnicity &
gender;
Promotion and transfer totals by race, ethnicity & gender;
General training attendance totals by race, ethnicity & gender; and
Total number of employees attending required EEO and Sexual
Harassment supplemental training.
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12. District Visits
OCR conducted four district visits to discuss department AAP goals and
brief new HR staff on EEO initiatives. OCR visited the District Engineer,
Director of Administration, Human Resources Officers and EEO
Coordinators of the Austin, San Antonio, Ft Worth and Beaumont districts
in April 2007 and August 2007:

Reviewed district’s availability analysis and recruitment goals for
improving underutilized categories.

Reviewed new EEO HR Online reports and emphasized utilization of
recruitment program resources.

Reviewed district’s recruitment programs.

Monitored district’s FY07 EEO recruiting goals.
Since our FY06 visit with the Houston District had overall increases in
the following categories:

Professional - 3 Black males

Technician - 1 Black female; 6 Hispanic males; 1 Asian
American/Pacific Islander male

Office/Clerical - 2 Black males; 3 Black females; 3 Hispanic females;
1 Asian American/Pacific Islander male; 1 Native American male

Service Maintenance - 1 Black female; 1 Black male
The Houston District also increased recruiting efforts:
 Texas Prairie View A&M Career Fair, Spring 2007
 Texas Southern University Career Fair, Spring 2007
 University of Houston & Waltrip High School Career Fair, September 2006
 Barbara Jordan High School Career Day, November 2006
The Dallas District had overall increases:

Professional - 3 Black males; 1 Asian female

Technician - 3 Black males; 1 Black female; 3 Hispanic males

Office/Clerical - 2 Black females; 8 White females; 1 Hispanic female

Skilled Craft - 1 White female; 4 Black males; 4 Hispanic males;

Service Maintenance - 1 White female; 5 Hispanic males.
Page 26 of 48
V. FY08 AFFIRMATIVE ACTION PLAN - INITIATIVES & OBJECTIVES
A. FY08 Job Group Goals
Using the 2000 Civilian Labor Workforce census data and comparing it to the
TxDOT Work Force analysis in Appendix A, the department will focus on the
following protected categories in FY08:

Officials/Administrators - White females; Black & Hispanic females and
males; and Asian American/Pacific Islander & American Indian/Alaskan
Native females and males.

Professional - White, Black & Hispanic females; and Asian
American/Pacific Islander & American Indian/Alaskan Native females and
males.

Technician - White, Black, Hispanic & American Indian/Alaskan Native
females; and Asian American/Pacific Islander females and males.

Administrative Support - Black, Asian American/Pacific Islander &
American Indian/Alaskan Native females and males; and Hispanic males.

Skilled Craft - White & Black females; and Hispanic, Asian
American/Pacific Islander & American Indian/Alaskan Native females and
males.

Service/Maintenance - Black & Asian American/Pacific Islander females
and males; Hispanic females; and American Indian/Alaskan Native males.
B. FY08 AAP Recruitment Programs
TxDOT will continue to participate in the following recruitment programs:










College Cooperative Education Program
Conditional Grant Program
College Internship Program
E.J. Conrad Leadership Program
High School Co-op Program
Recruitment and Career Fairs
Summer Transportation Institute (STI)
Temporary Hiring Program (Directive 2-94)
Texas Pre-Freshman Engineering Program (TexPREP)
Transportation and Civil Engineering Program (TRAC)
Page 27 of 48
FY08 GOALS/OBJECTIVES
Distribute discrimination and harassment policies to
all employees; place on intranet.
Monitor, evaluate, and report AAP programs.
Distribute job postings to female and minority
organizations to diversify applicant pool.
Update all 25 district availability analyses.
Inform all hiring supervisors of goals to improve
underutilization of women and minorities.
Report all EEO activities to OCR.
Conduct outreach and recruitment efforts to female
and minority organizations.
Update availability analysis to identify all
underutilized groups of women and minorities of the
three districts selected for visits.
Conduct three district visits to discuss department
AAP goals.
Increase outreach and recruitment efforts in (3)
districts with identified underutilization in ethnic and
gender groups.
RESPONSIBLE
OFFICIAL(S)
TARGET
DATE
OCR
Aug08
OCR
District HROs & EEO
Coordinators
Quarterly
OCR
Dec07
Quarterly
District DEs & Hiring
Supervisors
District HROs & EEO
Coordinators
Division/District HROs &
EEO Coordinators
Quarterly
OCR/District HROs &
EEO Coordinators
Nov07
OCR/District DEs
Aug08
OCR/District HROs &
EEO Coordinators
Quarterly
Aug08
Quarterly
Monitor and report on mandatory state
supplemental EEO/Sexual Harassment Training.
HROs/EEO
Coordinators & Hiring
Supervisors
Monitor and report NEO EEO/Sexual Harassment
training.
OCR & HRD
Quarterly
OCR
Quarterly
AUS, SAT, BMT & FTW
District & OCR
Aug08
OCR/TWC
Aug08
OCR
Aug08
OCR/HRD
May08
Monitor and report AIMS presentations.
Monitor and follow-up on previous district visits.
Conduct EEO Compliance training for managers
and supervisors.
Update and post EEO Supplemental Video
(DEV205) online.
Conduct OCR/HRD Conference to discuss EEO
updates, goals and objectives.
Page 28 of 48
Quarterly
FINAL STATUS
APPENDICES
Page 29 of 48
APPENDIX A - FISCAL YEAR 2008 WORKFORCE ANALYSIS BY OCCUPATIONAL CATEGORY
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APPENDIX B - PROMOTION, SEPARATION & HIRING ANALYSIS
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APPENDIX C - TERMINATION ANALYSIS
Page 39 of 48
Page 40 of 48
APPENDIX D - FY07 DISCRIMINATION COMPLAINTS ANALYSIS
BASIS(ES)
1
-
AA/PI
M
-
AA/PI
F
-
AI/AN
M
-
AI/AN
F
-
1
-
-
-
-
WM
WF
BM
BF
HM
HF
Race
Gender
Color
National Origin
Age
Disability
2
-
-
-
1
-
-
Total
2
-
-
1
-
ISSUE(S)
Total
4
4
Total
Harassment
-
-
-
-
-
-
-
-
-
-
-
Sexual Harassment
-
-
-
-
-
1
-
-
-
-
1
Awards
-
-
-
-
-
-
-
-
-
-
-
Promotions
1
-
-
1
-
-
-
-
-
-
2
Training
-
-
-
-
-
-
-
-
-
-
-
Terminations
-
-
-
-
-
-
-
-
-
-
-
Lay-Offs
-
-
-
-
-
-
-
-
-
-
-
Hiring
-
-
-
-
-
-
-
-
-
-
-
Other
1
-
-
-
-
-
-
-
-
-
1
Total
2
-
-
1
-
1
-
-
-
-
4
Page 41 of 48
FY07 DISCRIMINATION COMPLAINTS ANALYSIS (Cont’d)
TOTAL WM
WF
BM
BF
HM
HF
AA/PI
M
AA/PI
F
AI/AN
M
AI/AN
F
OPEN CASES
Counseling within 35 days
Counseling 35+ days
Counseling within 60 days
Counseling 60+ days
Pending Mediation 35 days
Pending Mediation 60 days
Pending Mediation 60+
0
0
0
0
0
0
0
-
-
-
-
-
-
-
-
-
-
FY07 CLOSED CASES
Closed within 35 days
Closed within 60 days
Closed 60+ days
0
0
0
-
-
-
-
-
-
-
-
-
-
APPEALS
Open 35 days
Open 60 days
Open 60+ days
Closed 35 days
Closed 30+ days
Total
2
0
4
2
41
49
16
20
4
4
1
5
7
3
3
1
10
12
2
2
1
1
-
-
-
COMPLAINTS FILED WITH EEOC
25
8
3
4
4
3
3
-
-
-
-
Page 42 of 48
APPENDIX E - SALARY BY OCCUPATIONAL CATEGORY (EEO-4)
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APPENDIX F - FY07 RECRUITMENT & HIRING ANALYSIS
Page 47 of 48
APPENDIX G - SPECIAL REPORTS (Historical Workforce Utilization)
Fiscal
Year
Ending
Total
Work
Force
2000
13,771
2001
13,933
2002
14,011
2003
13,852
2004
13,753
2005
Male
Female
White
Black
Hispanic
Asian/Pacific
Islander
Native
Indians/Alaskans
10,588
76.9%
10,665
76.50%
10,703
76.39%
10.560
76.23%
10,447
75.96%
3,183
23.10%
3,268
23.50%
3,308
23.61%
3,292
23.77%
3,306
24.04%
9,522
69.15%
9,546
68.50%
9,578
68.36%
9,454
68.25%
9,236
67.16%
1,099
7.98%
1,118
8.00%
1,109
7.92%
1,070
7.72%
1,075
7.82%
2,876
20.88%
2,983
21.40%
3,028
21.61%
3,010
21.74%
3,125
22.72%
210
1.52%
222
1.59%
229
1.63%
251
1.81%
258
1.88%
64
0.46%
64
0.46%
67
0.48%
65
0.47%
59
0.43
14,523
11,020
75.88%
3,503
24.12%
9,652
66.46%
1,183
8.15%
3,349
23.06%
281
1.93%
58
0.40%
2006
14,550
11,088
76.19%
3,464
23.81%
9,639
66.25%
1,181
8.12%
3,385
23.26%
285
1.96%
60
0.41%
2007
14,476
10,987
75.90%
3,489
24.10%
9,571
66.12%
1,168
8.07%
3,390
23.42%
283
1.96%
65
0.44%
Page 48 of 48