AFFIRMATIVE ACTION PROGRAM
IDENTIFICATION OF PROBLEM AREAS
EFFECTIVE DATES: April 1, 2011 – March 31, 2012
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, 2009 through October 31, 2010. Only underutilized affected groups (as identified by
the 2010 affirmative action plan) are included on the following tables. The goal analysis report
(attachment 7) was also consulted to report on attainment of annual goals.
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, 2009 and October 31, 2010,
28.30% of the time, applicant pools reflected availability for affected groups;
71.70% of the time, there was an underrepresentation of applicants for affected groups.
(Compare these figures with 2008-2009: 32.89% of pool reflected availability; 67.11% did not.)
Lack of Applicants:
There were no applicants from affected groups in 24.53% (26/106) of total cases, compared to
17.11% (13/76) in 2008-2009. There were no applicants from underrepresented groups listed
for positions filled in the following job groups:
1A –Executive (2 hires, 80 applicants)
o Persons of Disability
1B –Administrative (1 hire, 3 applicants)
o Total Minorities
o Persons of Disability
o Vietnam-era Veterans
2B – Non-Tenure Track Faculty (5 hires, 117 applicants)
o American Indians/Alaska Natives
2C – Coaches (2 hire, 123 applicants)
o Persons of Disability
o Vietnam-era Veterans
o Disabled Veterans
4A–General Office Support (4 hires, 246 applicants)
o Vietnam-era Veterans
o Disabled Veterans
Central Washington University
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5A – Technical/Paraprofessional (1 hire, 34 applicants)
o Hispanics
o Persons of Disability
o Vietnam-era Veterans
6A – Skilled Crafts (2 hires, 31 applicants)
o Blacks/ African Americans
o American Indians/Alaska Natives
o Disabled Veterans
7A – General Maintenance (2 hires, 79 applicants)
o Persons of Disability
o Disabled Veterans
7D – Police Services (1 hires, 9 applicants)
o Females
o Total Minorities
o Blacks/ African Americans
o Hispanics
o Asians/Pacific Islanders
o American Indians/Alaska Natives
o Persons of Disability
o Vietnam-era 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 2009-2010 reporting period, evidence of adverse impact may have been present when
analyzing:
Application-to-hire (entire process)—63.63% (56/88)
This represents an increase of 13.0% from 50.68% in 2008-2009.
Application stage to preliminary screening stage — 5.68% (5/88)
This represents an increase of .13% from 5.55% in 2008-2009.
Preliminary screening stage to interview stage — 53.34% (47/88)
This represents a decrease of 2.82% from 56.16% in 2008-2009.
Interview stage to hire stage — 60.22% (53/88)
This represents an increase of 1.32% from 58.90% in 2008-2009.
Strategies to address these findings are found in the Action Oriented Programs section of this plan.
Central Washington University
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Job Group 1A - Executive
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
Persons of Disability
X
Disabled Veterans
No applicants.
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. During the 2009-2010 reporting year, there
were 26 positions in this job group.
Affirmative action goals for:
Females, total minorities, persons of disability, and disabled veterans.
Positions filled during 2009-2010:
Two people were hired within this job group: Dean of Library Services – Division of Academic and
Student Life and Chief of Staff – President’s Division. There were 79 applicants for the two positions.
Two females were hired; one identified herself as American Indian/Alaska Native.
Areas of concern:
 There was a lack of female applicants (26.25% applicant pool versus 47.55% availability).
 No applications were received from persons of disability.
 One disabled veteran applied and met minimum qualifications but did not advance to an
interview.
 In considering goal analysis report, annual goals were not met for persons of disability and
disabled veterans.
Central Washington University
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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
Total Minorities
X
No applicants.
Persons of Disability
X
No applicants.
Vietnam-era Veterans
X
No applicants.
Persons Aged
40 and Over
Note: X indicates adverse impact may be present.
Job group 1B includes:
President’s Division: directors of alumni relations, athletics, government relations, equal opportunity,
institutional research, planned giving, public relations and marketing, and publications;
Division of Business & Financial Affairs: directors and managers who report directly to the associate and
assistant vice presidents;
Division of Academic and Student Life: 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. Also includes senior
directors of university housing and new student programs, campus life and student union, student
empowerment, and student medical and counseling clinic, directors reporting directly to the associate
vice presidents for student affairs and enrollment management, the general manager at KCWU radio,
assistant to the vice president for student affairs and enrollment management, and the registrar.
For the 2009-2010 reporting period, there were 62 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 2009-2010:
The Director of Public Affairs was appointed during the 2009-2010 reporting year.
Areas of concern:
 There were only three applicants (1 male; 2 females) for this position. It was only open to
internal candidates. All met minimum qualifications and were interviewed.
 Goal analysis report reveals there was no progress made for total minorities, persons of
disability, or Vietnam-era veterans.
Central Washington University
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Job Group 2A - Tenured/Tenure Track Faculty
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Females
X
Application-to-Hire
Interview Stage
Hire Stage
X
X
Total Minorities
Preliminary
Screening Stage
Blacks/African Americans
X
Hispanics
X
X
Vietnam-era Veterans
X
X
Disabled Veterans
X
X
X
X
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job group 2A includes:
374 faculty members who have tenure, or are on tenure track lines. During the 2009-2010 reporting
period, 891 applications were received for 17 faculty positions.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Vietnam-era veterans, and disabled veterans.
Positions filled during 2009-2010:
Seventeen (17) positions were filled, including fields of accounting, biogeography, biological sciences,
education, informational technology, law and justice, management, mathematics, music, operations and
supply chain management, organizational behavior, public health, public relations, science education,
and strategic management.
Areas of concern:
 There were 891 applicants for 17 positions, yet females, African Americans, Hispanics, Vietnamera veterans, and disabled veterans did not apply in numbers reflective of their availability.
Sixteen new hires were Caucasian; ten of 16 were male (63%). Three searchers produced
fewer than 20 applicants; seven had between 20 and 40 applicants. One search was conducted
for two tenure-track positions and produced only 27 applicants.
 Women, Hispanics, Vietnam-era veterans, and disabled veterans may have experienced adverse
impact at the hire stage.
 African-Americans, Hispanics, and disabled veterans may have experienced adverse impact at
the interview stage.
 Total minorities, Hispanics, Vietnam-era veterans, and disabled veterans may have experienced
adverse impact when analyzing “apply to hire” process.
 Lack of success was evident in the goal analysis report for total minorities, Hispanics, Vietnamera veterans, and disabled veterans.
Central Washington University
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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
X
X
Total Minorities
Blacks/African Americans
X
Hispanics
Asians/Pacific Islanders
American Indians/
Alaska Natives
X
Vietnam-era Veterans
X
Persons Aged
40 and Over
X
No applicants.
X
X
X
Note: X indicates adverse impact may be present.
Job group 2B includes:
Non-tenure track faculty who have full-time, nine-month appointments to teach academic classes.
During the 2009-2010academic year, there were 87 positions in this job group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American
Indians/Alaska Natives, Vietnam-era veterans, and persons aged 40 and over.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, five people were hired within this job group. Of the five, two
were Caucasian females, one aged 40 and over. Of the three males hired all were minority with one
being over 40.
Areas of concern:
 There was an underrepresentation of applicants for females, Vietnam-era veterans, and persons
aged 40 and over. No applications were received from American Indians/Alaska Natives.
 In analyzing the entire process from application-to-hire, Hispanics and Vietnam-era veterans may
have experienced adverse impact. In addition, although Hispanics and Vietnam-era veterans met
minimum qualifications, they did not advance at the interview and hire stages at the same rate as
Caucasians and non-veterans.
 Per the goal analysis report, there was a lack of success for Hispanics, American Indians/Alaska
Natives, Vietnam-era veterans, and persons aged 40 and above.
Central Washington University
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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
Females
Total Minorities
X
X
X
Blacks/African Americans
X
X
X
Hispanics
X
X
X
X
X
X
American Indians/
Alaska Natives
X
Persons of Disability
X
No applicants.
Vietnam-era Veterans
X
No applicants.
Disabled Veterans
X
No applicants.
Note: X indicates adverse impact may be present.
Job group 2C includes:
Non-tenure track faculty members who have full-time contracts, at least nine months in duration, to
coach interscholastic competitive sports. There were 13 positions in this job group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, American Indians/Alaskan Natives, persons of
disability, Vietnam-era veterans, and disabled veterans.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, two people were hired within this job group: assistant women’s
basketball coach and head softball coach. Caucasian females were hired for both positions. During the
2009-2010 reporting period there were 123 applicants for two positions filled.
Areas of concern:
 No applications were received from members of the following groups: persons of disability,
Vietnam-era veterans, and disabled veterans. In the larger context, this may be understandable
based on the nature of these positions and the generality of the availability data.
 One applicant (.81%) identified her/himself as an American Indian/Alaska Native, an
underrepresentation compared to availability (1.38%).
 There were 32 applications from minorities, almost double availability (26.02% applicant pool
compared to 13.91% availability). All were judged to meet minimum qualifications, yet none were
interviewed. As a result, adverse impact may have been present at the interview and hiring stages
for total minorities, African Americans, Hispanics, and American Indians/Alaska Natives.
 For all groups, except females, annual goals were not achieved per the goal analysis report.
Central Washington University
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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
Blacks/African Americans
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
Persons of Disability
X
X
X
X
Vietnam-era Veterans
X
X
X
X
Disabled Veterans
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. There were 104 positions in this job group during 2009-2010.
Affirmative action goals for:
Females, African Americans, persons of disability, Vietnam-era veterans, and disabled veterans.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, six people were hired within this job group, including academic
advisor, apartment complex coordinator, residence hall coordinators, health & counseling services
psychologist, and physician assistant. Three females (50.00% 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 comparing applications to hires, all of the groups where a goal existed may have experienced
adverse impact.
 This was also when comparing interviews to hires. All of the African Americans, persons of
disability, Vietnam-era veterans, and disabled veterans who applied met minimum qualifications,
yet none advanced to the interview and/or hiring stage.
 Female applicants met minimum qualifications and were interviewed at a rate that was 45% higher
than men. However, conversely women may have experienced adverse impact at the hiring stage
where the rate of hire for women was only 50% that of men.
 None of the annual goals, as identified in the goal analysis report, were realized.
Central Washington University
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Job Group 3B - Professional: Institutional Support
Potential for Adverse Impact Exists
Underrepresentation of
applicants
Application-to-Hire
Blacks/African Americans
X
Asians/Pacific Islanders
X
Persons of Disability
Underutilized Affected
Group
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
X
X
X
X
Vietnam-era Veterans
X
X
Persons Aged
40 and Over
X
Total Minorities
X
X
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. This job group included 151 employees for the 2009-2010 reporting year.
Affirmative action goals for:
Total minorities, African Americans, Asians/Pacific Islanders, persons of disability, Vietnam-era veterans
and persons aged 40 and over.
Positions filled during 2009-2010:
Nine new employees were hired, two identified themselves as minorities and three were age 40 or older.
Departments where these hires took place included chemistry, computer science, environmental health
and safety, facilities management, financial aid, geography, human resources, information technology
services, KCWU radio station, and university development.
Areas of concern:
 African Americans, Asians/Pacific Islanders, persons of disability, Vietnam-era veterans, and persons
aged 40 and over did not apply in numbers reflective of national availability.
 African Americans, persons of disability, and Vietnam-era veterans may have experienced adverse
impact at the hire stage and when conducting “apply-to-hire” analysis.
 African Americans, persons of disability, and persons aged 40 and over may have experienced
adverse impact at the interview stage.
 Annual goals, per the goal analysis report, were reached for African-Americans, persons of disability,
Vietnam-era veterans, or persons age 40 and above.
Central Washington University
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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
X
X
X
X
X
X
Total Minorities
Blacks/African Americans
Hispanics
X
Asians/Pacific Islanders
X
American Indians/
Alaska Natives
X
X
X
Persons of Disability
X
X
X
Vietnam-era Veterans
X
No applicants.
Disabled Veterans
X
No applicants.
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).
Eighty-one employees were included in this job group for the 2009-2010 reporting period.
Affirmative action goals for:
Total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American Indians/Alaska Natives,
persons of disability, Vietnam-era veterans, and disabled veterans.
Positions filled during 2009-2010:
Four people were hired within this job group, 4 women and one Hispanic. Positions included textbook
clerk, library technician, human resources consultant assistant, and patient services representative.
Areas of concern:
 There was an underrepresentation of applicants for Hispanics, persons of disability, Vietnam-era
veterans and disabled veterans. There were Vietnam-era veterans and disabled veterans in the
applicant pool.
 Although African Americans applied in numbers reflective of their availability (6 of 246) adverse
impact may have been present for African Americans at all stages of the process. Four of 6 met
minimum qualifications, none were interviewed or hired.
 Asians/Pacific Islanders met minimums as a rate comparable to Caucasians but, they too, may have
experienced adverse impact at the interview and hiring stages.
 Annual goals were not accomplished for African Americans, Asians/Pacific Islanders, American
Indians/Alaskan Natives, Vietnam- era Veterans, disabled veterans, and persons age 40 and above.
Central Washington University
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Job Group 4B - Clerical Support
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
X
Total Minorities
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
Hispanics
Asians/Pacific Islanders
X
X
X
American Indians/
Alaska Natives
X
X
X
Persons of Disability
X
X
X
X
Vietnam-era Veterans
X
X
X
X
Disabled Veterans
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 4B includes:
Employees whose assignments are typically secretarial in nature. Clerical support employees 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 2009-2010, there were 164 employees
included in this job group.
Affirmative action goals for:
Total minorities, Hispanics, Asians/Pacific Islanders, American Indians/Alaska Natives, persons of
disability, Vietnam-era veterans, and disabled veterans.
Positions filled during 2009-2010:
Thirteen clerical support employees were hired from 647 applicants. One was Hispanic.
Areas of concern:
 Asians/Pacific Islanders, American Indians/Alaska Natives, 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 except Hispanic when conducting application-tohire analysis.
 Although all groups where a goal existed fared well at the preliminary screening stage, all groups may
have experienced adverse impact at the interview and/or hire stage.
 Except for Hispanics, the university failed to meet goals for all other affected groups as evidence in
the goal analysis report.
Central Washington University
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Job Group 5A - Technical/Paraprofessional
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
X
X
X
Total Minorities
Blacks/African Americans
Hispanics
X
No applicants.
Asians/Pacific Islanders
American Indians/
Alaska Natives
X
Persons of Disability
X
No applicants.
Vietnam-era Veterans
X
No applicants.
Persons Aged
40 and Over
X
X
X
X
X
Note: X indicates adverse impact may be present.
Job Group 5A includes:
Employees 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 employees 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. Sixty-two employees were included in this job
group for the 2009-2010 reporting year.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American Indians/Alaska
Natives, persons of disability, Vietnam-era veterans, and persons aged 40 and over.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, one Asian/Pacific Islander was hired.
Areas of concern:
 There were no applicants for Hispanics, persons of disability, or Vietnam-era veterans.
 Females did not apply in numbers reflective of their availability and may have experienced adverse
impact at all stages of the screening process.
 Two African Americans applied, one met minimum qualifications, but was not interviewed. Similarly,
three American Indians/Alaska Natives applied, two met minimums, and one was interviewed.
However none were hired. Adverse impact may have been present at the interview and hire stages.
 Goals analysis report reveals that goals were not met during the reporting period for all affected
groups except total minorities and Asians/Pacific Islanders.
Central Washington University
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Job Group 6A - Skilled Crafts
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Females
X
X
Total Minorities
X
X
Blacks/African Americans
X
Hispanics
X
X
X
X
Asians/Pacific Islanders
X
X
X
X
American Indians/
Alaska Natives
X
No applicants.
Disabled Veterans
X
No applicants.
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
No applicants.
Note: X indicates adverse impact may be present.
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 2009-2010, there were 51 employees
included.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American Indians/Alaska
Natives, and disabled veterans.
Positions filled during 2009-2010:
Two employees were hired, neither were members of groups where a goal existed. The positions were
maintenance mechanic 2 and stationary engineer 2.
Areas of concern:
 There was an underrepresentation of applicants for all groups where a goal existed. There were no
African Americans, American Indians/Alaska Natives, disabled, disabled veterans applicants.
 Generally, applicants met minimum qualifications. Females were the only group who were
interviewed equitably. Other groups did not.
 When analyzing the entire process, from application-to-hire, and at the hiring stage adverse impact
may have occurred for all groups with applicants.
 Annual goals were not accomplished, per the goals analysis report, for any of the affected groups
where goals were present.
 Annual goals were not accomplished for any of the affected groups per the goal analysis report.
Central Washington University
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Job Group 7A - General Maintenance
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
X
Blacks/African Americans
Hispanics
Interview Stage
Hire Stage
X
Females
Total Minorities
Preliminary
Screening Stage
X
X
X
X
X
X
X
X
Asians/Pacific Islanders
X
American Indians/
Alaskas Native
X
Persons of Disability
X
Vietnam-era Veterans
X
Disabled Veterans
X
Persons Aged
40 and Over
X
X
X
X
X
No applicants.
X
X
X
No applicants.
Note: X indicates adverse impact may be present.
Job Group 7A includes:
Assignments in the job group 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 2009-2010, there were 28 employees included.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American Indians/Alaska
Natives, persons of disability, Vietnam-era veterans, disabled veterans, and persons aged 40 and over.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, two employees were hired, one male and one female, both over
the age of 40.
Areas of concern:
 Women applied in numbers almost three times the availability. Minorities, on the other hand, did
not apply in expected numbers (10.13% applicant pool versus 29.05% availability). In addition, the
percentage of Hispanic applicants was far below availability (2.53% compared to 27.0% availability).
There was an underrepresentation of applicants for total minorities, Hispanics, persons of disability,
Vietnam-era veterans, disabled veterans, and persons aged 40 and over. No applications were
received from persons of disability or disabled veterans.
 Females may have experienced adverse impact at the interview stage.
 Those that applied and identified themselves as members of the groups where a goal existed did well
at the preliminary screen stage. However, most groups (sans total minorities and Asians/Pacific
Islanders) may have experienced adverse impact at the interview and hire stages.
 Annual goals were reached for women and persons aged 40 and above. This was not true for the
other eight affected groups per the goals analysis report.
Central Washington University
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Job Group 7B - Custodial/Caretaking Services
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Total Minorities
X
X
Hispanics
X
X
Application-to-Hire
American Indians/
Alaska Natives
Preliminary
Screening Stage
Interview Stage
Hire Stage
X
X
X
Persons of Disability
X
X
X
X
Disabled Veterans
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). Sixty-eight employees were included in this job group for 2009-2010
reporting year.
Affirmative action goals for:
Total minorities, Hispanics, American Indians/Alaska Natives, persons of disability, and disabled
veterans.
Positions filled during 2009-2010:
Eight people were, including two minorities.
Areas of concern:
 There was an underrepresentation of applicants for all groups but American Indian/Alaska Native.
 For all groups where a goal existed, those that applied met minimum qualifications in comparable
percentages. However, adverse impact may have occurred for all these groups at the interview
stage.
 In addition, the hiring stage may have posed adverse impact for American Indians/Alaska Natives,
persons of disability, and disabled veterans.
 American Indians/Alaska Natives applied in numbers reflective of their low availability (6 of 214,
2.8%). The six applicants all met minimum qualifications but only one was interviewed and was not
subsequently hired. Adverse impact may have occurred at both stages.
 Annual goals were not accomplished for any of the affected groups per the goals analysis report.
Central Washington University
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Job Group 7C - Food Services
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Application-to-Hire
Females
X
X
Total Minorities
X
X
X
Blacks/African Americans
X
X
X
Hispanics
X
X
X
American Indians/
Alaskan Natives
X
X
X
X
Persons of Disability
X
X
X
X
Vietnam-era Veterans
X
Disabled Veterans
X
X
X
Persons Aged
40 and Over
X
X
X
Preliminary
Screening Stage
Interview Stage
Hire Stage
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 2009-2010,
there were 32 employees included in this job group.
Affirmative action goals were present for females, total minorities, African Americans, Hispanics,
American Indians/Alaskan Natives, persons of disability, Vietnam-era veterans, disabled veterans, and
persons aged 40 and over.
Positions filled during 2009-2010:
Four food service people were hired: two females, one Vietnam-era veteran and one person age 40 or
older.
Areas of concern:
 There was an underrepresentation of applicants for all groups where a goal was present.
 When analyzing the entire process, from application-to-hire, all groups except Vietnam-era veterans
may have experienced adverse impact. Also at the hiring stage all groups except females and
Vietnam-era veterans may have experienced adverse impact.
 Applicants from all groups fared well at meeting minimum qualifications, however, females,
American Indians/Alaskan Natives, and persons of disability may have experienced adverse impact at
the interview stage.
 Annual goals were accomplished for Vietnam-era veterans but no progress was made for the other
affected group where goals were present.
Central Washington University
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Job Group 7D - Police Services
Potential for Adverse Impact Exists
Underutilized Affected
Group
Underrepresentation of
applicants
Females
X
No applicants.
Total Minorities
X
No applicants.
Blacks/African Americans
X
No applicants.
Hispanics
X
No applicants.
Asians/Pacific Islanders
X
No applicants.
American Indians/
Alaskan Natives
X
No applicants.
Persons of Disability
X
No applicants.
Vietnam-era Veterans
X
No applicants.
Persons Aged
40 and Over
X
Application-to-Hire
X
Preliminary
Screening Stage
X
Interview Stage
X
Hire Stage
X
Note: X indicates adverse impact may be present.
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 2009-2010, there were 12 employees included in this job group.
Affirmative action goals for:
Females, total minorities, African Americans, Hispanics, Asians/Pacific Islanders, American Indians/Alaska
Natives, persons of disability, Vietnam-era veterans, and persons aged 40 and over.
Positions filled during 2009-2010:
During the 2009-2010 reporting period, one employee was hired.
Areas of concern:
 With only nine total applicants, there were no applicants for any of the affected groups, except
persons age 40 and above.
 Two applicants identified themselves as age 40 and above. One met minimum qualifications but was
not interviewed.
 There were no annual goals attained, per the goal analysis report, during the 2009-2010 reporting
period.
Central Washington University
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