AFFIRMATIVE ACTION PROGRAM
IDENTIFICATION OF PROBLEM AREAS
EFFECTIVE DATES: March 1, 2010 – February 28, 2011
ADOPTED BY: President James Gaudino and President’s Cabinet
AUTHORITY: 41 CFR § 60-2.17 (b)
Introduction
Review of personnel practices and technical phases of compliance reveals when challenges may be
present in the following areas: 1) underutilization of affected groups; and 2) possible adverse impact for
underutilized groups from application-to-hire as well as at each stage of the recruitment and selection
process (i.e., application, preliminary screening for minimum qualifications, interviews, and hires).
Adverse impact is defined as a substantially different rate of selection in hiring. The following tables
note areas in which adverse impact may have occurred during the recruitment and selection process
from November 1, 2008 through October 31, 2009. Only underutilized affected groups (as identified by
the 2009 affirmative action plan) are included on the following tables.
Summary
Availability: Availability is defined as the percentage of minorities or females who have the skills
required for entry into a specific job group, or who are capable of acquiring those skills.
In analyzing all searches between November 1, 2008 and October 31, 2009,
• 32.89% of the time, applicant pools reflected availability for affected groups;
• 67.11% of the time, there was an underrepresentation of applicants for affected groups.
(Compare these figures with 2007-2009: 47.92% of pool reflected availability; 52.08% did not.)
Lack of Applicants: There were no applicants from affected groups in 17.11% (13/76) of total cases,
compared to 26.04% (25/96) in 2007-2008. There were no applicants from underrepresented groups
listed for positions filled in the following job groups:
1A –Executive (2 hires, 15 applicants)
o Disabled Veterans
1B –Administrative (1 hire, 1 applicant)
o Females
o Total Minorities
o Persons of Disability
o Vietnam Era Veterans
2C – Coaches (1 hire, 112 applicants)
o Disabled veterans
4A–General Office Support (4 hires, 202 applicants)
o Persons of Disability
o Disabled veterans
5A – Technical/Paraprofessional (1 hire, 22 applicants)
o Blacks/African Americans
o Hispanics
o Persons of Disability
o Vietnam Era Veterans
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o Disabled veterans
7C – Food Services (4 hires, 147 applicants)
o Disabled Veterans
Adverse Impact: Adverse impact is a substantially different rate of selection in hiring, promotion,
transfer, training or other employment decisions, which works to the disadvantage of members of an
affected group. If such a rate is less than 80% of the selection rate of the group with the highest rate of
selection, this will generally be regarded as evidence of adverse impact, and is sometimes referred to as
the “80% rule.” This is a general rule used to determine whether members of a particular group or sex
are selected at a rate that is less than 80% of the rate at which the group with the highest rate is
selected. For the 2008-2009 reporting period, evidence of adverse impact was present when analyzing:
Application-to -hire (entire process)—50.68% (37/73)
This represents a decrease of 29.32% from 80.00% in 2006-2007.
Application stage to preliminary screening stage — 5.55% (4/73)
This represents a decrease of 14.45% from 20.00% in 2006-2007.
Preliminary screening stage to interview stage — 56.16% (41/73)
This represents an increase of 21.16% from 35.00% in 2006-2007.
Interview stage to hire stage — 58.90% (43/73)
This represents a decrease of 21.10% from 80.00% in 2006-2007.
Strategies to address these findings are found in the Action Oriented Programs section of this plan.
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Job Group 1A - Executive
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Females
X
X
X
X
Interview Stage
Hire Stage
X
X
Persons of Disability
Disabled Veterans
Preliminary
Screening Stage
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job group 1A includes:
Senior administrators such as the president, chief planning officer, vice presidents and their associate
and assistant vice presidents and special assistants, deans and associate and assistant deans, and the
executive director of international programs and studies. For 2008-2009, there were 25 positions in this
job group.
Affirmative action goals for:
Females, persons of disability, and disabled veterans.
Positions filled during 2008-2009:
Two people were hired within this job group: CWU President and interim vice president for business and
financial affairs. There were 15 applicants for two positions filled, with one person being a veteran.
Areas of concern:
 Underrepresentation of applicants for females and disabled veterans.
 All three groups may have experienced adverse impact at hire stage and when conducting “apply-tohire” analysis.
 Only one person of disability and only two veterans applied and met minimums, one veteran was
interviewed and hired.
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Job Group 1B - Administrative
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
Females
X
X
X
X
X
Total Minorities
X
X
X
X
X
Persons of Disability
X
X
X
X
X
Vietnam-era Veterans
X
X
X
X
X
Persons Aged
40 and Over
Note: X indicates adverse impact may be present.
Job group 1B includes:
President: directors of government relations, internal audits and controls, office for equal
opportunity, budget planning, institutional research, and athletics.
Business & Financial Affairs: directors and managers who report directly to the associate and
assistant vice presidents. Also includes managers of the university store and environmental health and
safety.
Provost and Senior Vice President for Academic Affairs: director of continuing education, directors
who report directly to the associate vice presidents and the executive director of international studies
and programs, the associate director of continuing education, the state coordinator for deaf and hard of
hearing services, and assistant to the provost for university centers and community college relations.
Vice President for University Relations: directors of public relations and marketing, alumni relations,
planned giving, and development opportunities.
Vice President for Student Affairs and Enrollment Management: directors and senior directors
reporting directly to the vice president for student affairs and enrollment management, and the
associate and assistant vice presidents, the general manager at KCWU radio, assistant to the vice
president for student affairs and enrollment management, and the registrar. For 2008-2009, there were
64 positions in this job group.
Affirmative action goals for:
Females, total minorities, persons of disability, Vietnam-era veterans, and persons aged 40 and above.
Positions filled during 2008-2009:
The interim senior director of the student health and counseling center was appointed during the 20082009 reporting year.
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Job Group 2A - Tenured/Tenure Track Faculty
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Females
X
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
Total Minorities
Blacks/African Americans
Application-to-Hire
X
X
X
X
Hispanics
Persons of Disability
X
Vietnam-era Veterans
X
Disabled Veterans
X
X
X
X
Note: X indicates adverse impact may be present.
Job group 2A includes:
Faculty members who have tenure, or are on tenure track lines. During the 2008-2009 reporting period,
964 applications were received for 23 filled positions within this Job Group. For 2008-2009, there were
368 positions in this job group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, persons of disability, Vietnam-era veterans, and
disabled veterans.
Positions filled during 2008-2009:
Twenty-three (23) positions were filled within this job group.
Areas of concern:
 There were 964 applicants for 23 positions (about 42 applicants per position), yet females,
African Americans, persons of disability, Vietnam-era veterans, and disabled veterans did not
apply in numbers reflective of their availability.
 Women and disabled veterans may have experience adverse impact at the hire stage.
 African-Americans, Hispanics, and disabled veterans may have experience adverse impact at the
interview stage.
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
Job Group 2B - Non-Tenure Track Faculty
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Females
X
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
Total Minorities
X
X
X
X
Blacks/African Americans
X
X
X
X
Hispanics
X
X
X
X
Asian/Pacific Islanders
X
X
X
X
X
X
X
X
Persons of Disability
X
Persons Aged
40 and Over
Note: X indicates adverse impact may be present.
Job group 2B includes:
Faculty members who have full-time, nine-month appointments to teach academic classes. For 20082009, there were 89 positions in this job group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asian/Pacific Islanders, American Indian/Alaska
Natives, persons of disability, and persons aged 40 and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, three people were hired within this job group. All three are
Caucasian females, aged 40 and over, with one being a person of disability.
Areas of concern:
 There was an underrepresentation of applicants for females and persons of disability.
 In analyzing the entire process from application-to-hire, total minorities, African Americans,
Hispanics, Asian/Pacific Islanders, and persons of disability may have experienced adverse impact.
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
Job Group 2C - Coaches (Non-Tenure Track Faculty)
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
Females
Hispanics
American Indian/
Alaska Native
X
X
X
X
Persons of Disability
X
X
X
X
Vietnam-era Veterans
X
X
X
X
Disabled Veterans
X
X
X
X
Persons Aged
40 and Over
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job group 2C includes:
Faculty members who have full-time contracts, at least nine months in duration, to coach interscholastic
competitive sports. During the 2008-2009 reporting period, one person was hired within this Job Group:
assistant women’s basketball coach. A female was hired in this position. For 2008-2009, there were 13
positions in this job group.
Affirmative action goals for:
Females, Hispanics, American Indian/Alaskan Natives, persons of disability, Vietnam-era veterans,
disabled veterans, and persons aged 40 and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period there were 112 applicants for one position filled.
Areas of concern:
 There were no applicants from the following affected group: disabled veterans.
 Persons of disability and persons aged 40 and over were underrepresented in the applicant pools.
 In analyzing the entire process from application-to-hire, Hispanics, American Indian/Alaska Native,
persons of disability, Vietnam-era Veterans, Disabled Veterans, and persons aged 40 and over may
have experienced adverse impact.
 For groups with applicants, adverse impact was not evident at the preliminary screening stage.
 Adverse impact may have been present at the interview and hiring stages for Hispanics, American
Indian/Alaska Native, persons of disability, Vietnam-era Veterans, disabled veterans, and persons
aged 40.
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Job Group 3A - Professional: Student Support
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Females
X
X
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
Blacks/African Americans
X
X
Asian/Pacific Islanders
X
X
Persons of Disability
X
X
X
Vietnam-era Veterans
X
X
X
Disabled Veterans
X
X
Persons Aged
40 and Over
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 3A includes:
Professionals whose primary job purpose is performing academic support and student services, and
whose assignments require either college graduation, or experience of such kind and amount, as to
provide a comparable background. For 2008-2009, there were 105 positions in this job group.
Affirmative action goals for:
Females, African Americans, Asian/Pacific Islanders, persons of disability, Vietnam-era veterans, disabled
veterans, and persons aged 40 and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, 13 people were hired within this job group, which includes
admissions counselor, academic advisor, tutor/SI coordinator, residence hall coordinator, study abroad
advisor, career counselor, and assistant director of student affairs (Westside). Nine females (69.23% of
those hired) and one minority (7.69% of those hired) were added to the university’s workforce.
Areas of concern:
 There was an underrepresentation of applicants for females, persons of disability, Vietnam-era
veterans, and disabled veterans.
 In analyzing the entire process from application-to-hire, females, African Americans, Asian/Pacific
Islanders, persons of disability, Vietnam-era Veterans, Disabled Veterans, and persons aged 40 and
over may have experienced adverse impact.
 African Americans, Asian/Pacific Islanders, and disabled veterans may have experienced adverse
impact at the interview stage.
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Job Group 3B - Professional: Institutional Support
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
Total Minorities
Blacks/African Americans
X
Asian/Pacific Islanders
X
Persons of Disability
X
Persons Aged
40 and Over
Note: X indicates adverse impact may be present.
Job Group 3B includes:
Professional employees whose primary purpose is to perform institutional support activities and whose
assignments required either college graduation or experience of such kind and amount as to provide a
comparable background. For 2008-2009, there were 179 employees included in this Job Group.
Affirmative action goals for:
Total minorities, African Americans, Asian/Pacific Islanders, persons of disability, and persons aged 40
and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period eight new employees were hired within this job group, one of
which was a minority. This included database administrator, retention communication specialist,
assistant director communications, web technician, research technician, interim computer support
services manager, real-time GPS data analyst, and information technology specialist 2.
Areas of concern:
 African Americans, Asian/Pacific Islanders, and persons of disability did not apply in numbers
reflective of national availability.
 Total minorities and persons of disability may have experienced adverse impact at the interview
stage.
 Persons aged 40 and over did well at all phases of the process.
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Job Group 4A - General Office Support
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
Total Minorities
X
X
X
Blacks/African Americans
X
X
X
Hispanics
X
X
X
American Indian/
Alaska Native
X
X
X
X
X
X
X
X
X
Persons of Disability
X
X
Vietnam-era Veterans
X
X
Disabled Veterans
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 4A includes:
All persons whose assignments typically are associated with general clerical activities which are not
specifically secretarial in nature (examples: administrative assistants, fiscal technicians, sales clerks,
library workers not classified as librarians, mail services employees, cashiers, and credential evaluators).
For 2008-2009, there were 100 employees included in this Job Group.
Affirmative action goals for:
Total minorities, African Americans, Hispanics, American Indian/Alaska Native, persons of disability,
Vietnam-era veterans, and disabled veterans.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, 4 people were hired within this job group. This included a
textbook clerk, building coordinator, fiscal technician, and conference facilitator.
Areas of concern:
 There was an underrepresentation of applicants for Vietnam-era veterans.
 There were no applicants for persons of disability and Disabled Veterans.
 Adverse impact may have been present for persons of disability and Disabled Veterans at the
preliminary screening stage.
 Adverse impact may have occurred for all groups when conducting application-to-hire analysis.
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Job Group 4B - Clerical Support
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
X
Asian/Pacific Islanders
American Indian/
Alaska Native
X
X
Persons of Disability
X
X
Vietnam-era Veterans
X
X
Disabled Veterans
X
X
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 4B includes:
Employees whose assignments are typically secretarial in nature. Personnel are responsible for internal
and external communications, recording and retrieval of data and/or information and other paperwork
required in an office. (Examples: secretaries, office support supervisors, office assistants, program
coordinators, and data entry operators.) For 2008-2009, there were 187 employees included in this Job
Group.
Affirmative action goals for:
Asian/Pacific Islanders, American Indian/Alaska Native, persons of disability, Vietnam-era veterans, and
disabled veterans.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, 23 people were hired within this job group from 1331 applicants.
Areas of concern:
 American Indian/Alaska Native, persons of disability, Vietnam-era Veterans, and Disabled Veterans
did not apply in numbers reflective of their availability in Yakima and Kittitas counties.
 Adverse impact may have occurred for all groups when conducting application-to-hire analysis.
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Job Group 5A - Technical/Paraprofessional
Potential for Adverse Impact Exists
Underrepresentation of
applicants
Application-to-Hire
Total Minorities
X
X
Blacks/African Americans
X
X
Hispanics
X
X
Asian/Pacific Islanders
X
Underutilized Affected
Group
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Females
American Indian/
Alaska Native
Persons of Disability
X
X
X
X
X
Vietnam-era Veterans
X
X
X
X
X
Persons Aged
40 and Over
Note: X indicates adverse impact may be present.
Job Group 5A includes:
People whose assignments require specialized knowledge or skills which may be acquired through
experience or academic work such as is offered in many two-year technical institutes (examples:
computer programmers and operators, drafters, engineering aides, junior engineers, mathematical aides,
licensed practical nurses, dieticians, photographers, radio operators, scientific assistants, technical
illustrators, and technicians). Also included are persons who perform some of the duties of a
professional or technician in a supportive role, which usually require less formal training and/or
experience normally required for professional status. For 2008-2009, there were 54 employees included
in this Job Group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asian/Pacific Islanders, American Indian/Alaska
Native, persons of disability, Vietnam-era veterans, and persons aged 40 and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, one employee was hired within this Job Group, a Caucasian
female aged 40 and over. The position was Early Childhood Program Specialist 2.
Areas of concern:
 There were no applicants for African Americans, Hispanics, persons of disability, Vietnam-era
Veterans, and Disabled Veterans.
 When analyzing the entire process, from application-to-hire, and at the interview stage and hiring
stage, all but females and persons aged 40 and over may have experienced adverse impact.
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Job Group 6A - Skilled Crafts
Job Group 6A includes:
Positions whose assignments typically require special manual skills and a thorough, comprehensive
knowledge of the processes involved in the work, which are acquired through on-the-job training and
experience, apprenticeship, or formal training programs (examples: mechanics and repairers, electricians,
skilled machinists, carpenters, typesetters, and upholsterers). For 2008-2009, there were 54 employees
included in this Job Group.
During the 2008-2009 reporting period, there were no applicants or new employees hired within this Job
Group.
Job Group 7A - General Maintenance
Job Group 7A includes:
Persons whose assignments require limited degrees of previously acquired skills and knowledge and
workers who perform duties which contribute to the upkeep of facilities, grounds, vehicles, and
equipment (examples: grounds workers, maintenance custodians and mechanics, utility workers, trades
helpers, vehicle drivers of all sorts). For 2008-2009, there were 29 employees included in this Job Group.
During the 2008-2009 reporting period, there were no applicants or new employees hired within this Job
Group.
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Job Group 7B - Custodial/Caretaking Services
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Total Minorities
X
Hispanics
X
Asian/Pacific Islanders
X
Persons of Disability
X
X
Disabled Veterans
X
X
Application-to-Hire
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 7B includes:
Employees whose assignments require limited degrees of previously acquired skills and knowledge, and
those who perform duties which result in, or contribute to, the comfort, convenience, and hygiene, of
personnel, the student body, or research animals (examples: custodians, sports equipment handlers,
early childhood program aides). For 2008-2009, there were 72 employees included in this Job Group.
Affirmative action goals for:
Total minorities, Hispanics, Asian/Pacific Islanders, persons of disability, and disabled veterans.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, 7 people were hired within this Job Group, including one
minority and one female.
Areas of concern:
 There was an underrepresentation of applicants for all groups.
 Hispanics may have experienced adverse impact in all areas but the preliminary screening stage.

When analyzing the entire process, persons of disability and Disabled Veterans may have
experienced adverse impact at all stages.
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Job Group 7C - Food Services
Potential for Adverse Impact Exists
Underrepresentation of
applicants
Application-to-Hire
Total Minorities
X
X
Blacks/African Americans
X
X
Hispanics
X
X
American Indian/
Alaskan Natives
X
X
Persons of Disability
X
Vietnam-era Veterans
Underutilized Affected
Group
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Disabled Veterans
X
X
X
X
X
Persons Aged
40 and Over
X
X
Females
X
X
Note: X indicates adverse impact may be present.
Job Group 7C includes:
Employees whose assignments require limited degrees of previously acquired skills and knowledge, and
duties which result in or contribute to the feeding of students, staff, and other publics. For 2008-2009,
there were 28 employees included in this Job Group.
Affirmative action goals were present for females, total minorities, African Americans, Hispanics,
American Indian/Alaskan Natives, persons of disability, Vietnam-era veterans, disabled veterans, and
persons aged 40 and over.
Positions filled during 2008-2009:
During the 2008-2009 reporting period, 4 people were hired within this Job Group.
Areas of concern:
 Only females applied in numbers reflective of their availability. There were no applicants for
Disabled Veterans.
 When analyzing the entire process, from application-to-hire, and at the hiring stage, all but females
may have experienced adverse impact.
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Job Group 7D - Police Services
Job Group 7D includes;
Persons whose assignments require limited degrees of previously acquired skills and knowledge, and who
perform duties which result in, or contribute to, the well-being of persons and/or property on the
university campus. For 2008-2009, there were 13 employees included in this Job Group.
During the 2008-2009 reporting period, there were no applicants or new employees hired within this Job
Group.
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