WELCOME
AFFIRMATIVE ACTION PLAN:
DEVELOPMENT
Dr. Bryan Samuel
Chief Diversity Officer,
University of Tennessee at Chattanooga
Page 1 of 38
INTRODUCTION
The purpose of Affirmative Action
Programs is to reaffirm commitment to
non-discrimination in employment,
programs, and services and place.
Page 2 of 38
Affirmative Action

Positive action

Undertaken with conviction and effort


To overcome the present effects of past
practices, policies or barriers to EEO
To achieve the full and fair participation of
women, Blacks and Hispanics and any other
protected group found to be underutilized in
the work force
Page 3 of 38
Affirmative Action Plan



Detailed, result-oriented set of procedures
Prepared and approved in accordance with
the Federal Regulations and in some cases
State Regulations
Blueprints a strategy to combat discrimination
and achieve affirmative action
Page 4 of 38
Why it Matters
By encouraging diversity in our work
force, we better meet the needs
of individuals and the publics we
serve.
Page 5 of 38
Essential Elements
of an Affirmative Action Plan
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Policy statement
Internal communication
External communication
Assignment of responsibilities
Organizational analysis
Work force analysis
Availability analysis
Utilization analysis
Employment analysis
Hiring/promotion goals and timetables
Page 6 of 38
Essential Elements of an
Affirmative Action Plan (cont.)
11.
12.
13.
14.
15.
16.
17.
18.
Identification of problem areas
Program goals and timetables
Upward mobility program and goals
Complaint procedure
Internal program evaluation
Goals analysis
Innovative programs
Concluding statement and signature
Page 7 of 38
Policy Statement
An affirmative action plan shall contain:
A.
Acknowledges the purpose and need for affirmative
action
B.
Articulates the distinction between affirmative action
and EEO
C.
Outlines each step of the employment process and
addresses the role affirmative action plays at each stage
D.
Achieves the full and fair utilization of each person in the
work force
E.
Identifies the agency affirmative action officer
F.
Shall be signed by the appointing authority
Page 8 of 38
Internal & External
Communication




Annual distribution of policy statement to all
employees
Maintaining copies of affirmative action plan for
all to review
Public appearance as an affirmative action and
EEO employer
Undertaking aggressive and positive
relationship-building activity with external
stakeholders and opinion molders
Page 9 of 38
Assignment of Responsibility


Identify obstacles in meeting the goals of
the plan and address their role and
responsibilities therein.
Initiate and maintain contact with
recruiting sources and organizations
serving members of protected classes
Page 10 of 38
Organizational Analysis
Job title study


Each position (where possible) should be
arranged and reviewed by title and lines of
progression that depict the order of jobs through
which an employee may advance.
Occupational category study


Each position in an occupational category should
be placed with other offices and positions having
similar job content, compensation schedules and
opportunity.
Page 11 of 38
Occupational Category Study
Management & Confidential Unclassified
Salary Range: $74,330 – $241,749
•
•
•
•
•
•
•
•
•
•
•
•
•
President
Vice President, Academic Affairs
Vice President, Finance & Administration
Vice President, Institutional
Advancement
Associate Vice President, Public Safety
Exec. Officer, Information Technology
Dean, Student Affairs
Dean, School of Business
Dean, School of Arts & Sciences
Dean, Human Resources
Executive Assistant to the President
Enrollment Management Officer
Director of Employee Relations
Administrator 4
Salary Range: $53,671 – $85,672
•
•
•
•
•
•
•
•
•
•
•
•
Associate Director, Admissions
Associate Director, Computer Center
Associate Director, Continuing Education
Associate Director, Financial Aid
Associate Director, Health Services
Associate Director, Housing
Associate Director, Univ. Design &
Production
Associate Registrar
Lead Programmer
Associate Director, Office of Student Life
Associate Director, Systems Networks – V
Technical Support Analyst
Page 12 of 38
Work Force Analysis
1.
2.
3.
4.
Report the racial and sexual composition

Occupational category

Positions in the category
Report the age groups
Report the number of physically disabled
persons
Report the number of Veterans
Page 13 of 38
Work Force Analysis
POSITION TITLE
GT
M
F
WM
WF
BM
BF
HM
HF
OM
OF
Asst Dir. of Fiscal Affairs
Asst Dir/Fac & Sch
Promotion
Asst Dir/University Relations
Asst to Coord of Bursar Srvs
Asst. Dir. of Health Services
Asst. Dir. of Planning & Eng.
1
0
1
0
1
0
0
0
0
0
0
1
1
0
1
0
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
0
0
0
0
0
0
1
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
Asst. Dir. of Pub. & Design
Athletic Equipment Manager
Budget Analyst
Client Server Programmer
Coord of Disability Services
Coord of University Events
Coordinator of Bursar
Services
Coordinator of Recreation
DBA/Unix Administrator
Debit Card Program
Manager
Dir Fiscal Affairs/Controller
Dir of Administrative Services
Dir of Career Dev Center
1
0
1
0
1
0
0
0
0
0
0
1
1
0
1
0
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
0
0
0
0
0
0
1
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
1
1
0
1
0
0
0
0
0
0
0
1
1
0
1
0
0
0
0
0
0
0
1
0
1
0
1
0
0
0
0
0
0
Page 14 of 38
Full-Time Work Force
Age Grouping & Physical Status
EEO-6
CODE
PHYSICALLY
DISABLED
AGE GROUPS
FULL-TIME
EMPLOYEE
1619
2024
2529
3034
3539
4044
4549
5054
5559
6064
6569
70 +
1
1
20
0
0
0
0
2
2
1
3
5
6
0
1
2
5
237
0
0
3
6
21
27
33
42
34
39
23
9
3
4
120
0
0
12
17
15
16
17
19
12
7
4
1
4
3
73
0
0
3
5
6
5
12
18
9
12
3
0
5
0
17
0
0
2
3
2
2
2
1
3
2
0
0
6
2
27
0
0
0
0
2
5
6
6
3
2
3
0
7
2
106
0
1
5
3
10
16
25
22
15
8
1
0
TOTAL
17
600
0
1
25
34
58
73
96
111
81
76
34
11
Page 15 of 38
Availability Analysis



Based on occupational category to determine the
availability base of protected group members.
A separate analysis is necessary when there are 25
or more employees for any position within an
occupational category.
A separate analysis is also performed for any job
title requiring unique skills, abilities or educational
qualifications.
Page 16 of 38
Availability Analysis
RS=Raw Score
VW=Value Weight
RACE/SEX FACTOR EMPLOYMENT
Male
Female
White
Male
White
Female
Black
Male
Black
Female
RS
44.1
VW
UNEMPLOYMENT
476
WF=Weighted Factor
%
OTHER
SOURCE
61.1
0
.95
.05
0
WF
41.9
3.06
0
RS
55.9
38.9
0
VW
.95
.05
0
WF
53.11
1.94
0
RS
37.8
44.54
0
VW
.95
.05
0
WF
35.91
2.23
0
RS
47.7
29.14
0
VW
.95
.05
0
WF
45.32
1.46
0
RS
1.9
5.26
0
VW
.95
.05
0
WF
1.81
.26
0
RS
3.6
3.98
0
VW
.95
.05
0
WF
3.42
.2
0
303
347
227
41
31
FINAL
AVAILABILITY
FACTOR
45
55
38.1
46.8
2.1
3.6
Page 17 of 38
Availability Analysis (cont.)
RS=Raw Score
VW=Value Weight
RACE/SEX FACTOR EMPLOYMENT UNEMPLOYMENT
Hispanic
Male
Hispanic
Female
Other
Male
Other
Female
RS
1.5
VW
56
WF=Weighted Factor
%
OTHER
SOURCE
7.19
0
.95
.05
0
WF
1.43
.36
0
RS
2.4
2.82
0
VW
.95
.05
0
WF
2.28
.14
0
RS
2.9
4.11
0
VW
.95
.05
0
WF
2.76
.21
0
RS
2.2
2.95
0
VW
.95
.05
0
WF
2.09
.15
0
22
32
23
FINAL
AVAILABILITY
FACTOR
1.8
2.4
3.0
2.2
Page 18 of 38

Utilization Analysis



To determine whether protected classes are fully
and fairly utilized
To compare the work force to availability base
Hiring/Promotion Goals and Timetables



Necessary when work force is underutilized
Short term hiring/promotion goal
Long term hiring /promotion goal
Page 19 of 38
Utilization Analysis
EEO-6 CATEGORY GT
Work Force %
Net Utilization (+)
Previous Utilization
F
WM WF BM BF HM HF OM OF
100% 45% 55.1% 36% 46.6% 4.2% 2.5% 3.4% 3.4% 1.7% 2.5%
Work Force Parity %
Work Force NOS.
Work Force Parity
NOS.
M
45% 55.0% 38.1% 46.8% 2.1% 3.6% 1.8% 2.4% 3.0% 2.2%
118
53
65
42
55
5
53.04 64.90 45.0 55.19 2.44
-0.04 0.10
0.2
-0.2
3
4
4
2
3
4.27
2.10
2.86
3.49
2.64
-3.0
-0.19 2.56 -1.27 1.90
1.14 -1.49 0.36
-0.1
-1.3
0.2
0.6
1.5
-0.1
-0.2
-0.7
Page 20 of 38
Hiring/Promotion Goals
OBJECTIVES
Hiring
Goals
GT
M
F
WM WF BM BF HM HF OM OF
Previous
Filling’s Goals
Short
5
1
4
1
0
0
3
0
1
0
0
Long
3
2
1
2
1
0
0
0
0
0
0
Current
Filling’s Hires
Short
10
5
5
3
1
1
2
1
1
0
1
Long
6
2
4
2
4
0
0
0
0
0
0
Achiev. % Rate Short
Goals
Long
2
0%
0%
67%
0%
100%
0%
0%
0%
0%
0%
0%
0%
0%
Current
Short
Filling’s Goals
Long
Previous
Filling’s Goals
5
1
3
0
0
1
0
0
2
0
0
0
0
0
0
0
0
0
0
0
0
Total
0
0
0
0
0
0
0
0
0
0
0
UM
0
0
0
0
0
0
0
0
0
0
0
16
10
6
9
5
1
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
UM
0
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
Total
0
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
UM
0
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
Promo. Goals
incl.
Upward Mobility Achiev. % Rate Total
Current
Filling’s Goals
200% 100% 400% 100% 400%
6
Current Filling’s Total
Promo.
UM
Goals
500% 125% 300%
Page 21 of 38
Employment Analysis
Comprehensive review of the employment
process to identify policies and practices that
perpetuate or build barriers to EEO.
1.
2.
3.
4.
Employment process analysis
Applicant flow analysis
Personnel evaluation analysis
Training analysis
Page 22 of 38
Employment Process Analysis
EMPLOYMENT PROCESS
ANALYSIS
Workforce Number Current Filing
Workforce Number Prior Filing
Net Change (+ or -)
Hires
Promotions
Provisional Appts.
Temporary Appts.
Emergency Appts.
Intermittent Appts.
Total Increases
Dismissals
Transfers
Layoffs
Promotion Out of Category
Other
Retirements (Vol.)
Retirement (Invol.)
Other
Resignations
Total Reductions
Reduction Rate Test #6
Promotion Within Category
GT
M
F
WM
WF
BM
BF
HM
HF
OM
OF
118
114
53
51
65
63
42
41
55
55
5
4
3
1
4
4
4
4
2
2
3
3
4
16
2
7
2
9
1
5
0
5
1
1
2
2
0
1
0
1
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
16
0
7
0
9
0
5
0
5
0
1
0
2
0
1
0
1
0
0
0
1
1
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
5
4
1
4
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
6
1
5
0
4
0
0
1
1
0
0
12
5
7
4
5
0
0
1
1
0
1
0.10
0.11
0.10
0.09
0
0
0.25
0.25
0
0.33
10
6
9
5
1
0
0
1
0
0
16
Page 23 of 38
Applicant Flow Analysis
APPLICANTS
GT
M
F
WM
WF
BM
BF
HM
HF
OM
OF
UM
UF
UU
Applied
Interviewed in
Person
Interviewed by
Phone
Total
Interviewed
Not Offered
Position
502
250
252
134
140
19
25
13
10
9
19
75
58
150
101
57
44
39
32
9
6
3
1
6
5
0
0
0
0
0
0
2
3
0
1
0
0
0
0
0
0
0
101
57
44
43
38
9
8
3
1
6
5
0
0
0
80
46
34
32
27
8
2
2
1
4
4
0
0
0
Offered Position
Withdrew
Candidacy
Refused
Position
20.0
9.0
11.0
6.0
6.0
1.0
3.0
1.0
1.0
1.0
1.0
0.0
0.0
0.0
1
1
0
1
0
0
0
0
0
0
0
0
0
0
0
0.0
0
0
0
0
1
0
0
0
0
0
0
0
Hired
% Qualified
Applicant Pool
19
9
10
6
6
1
2
1
1
1
1
0
0
0
100
49.8
50.2
26.7
27.9
3.8
5.0
2.6
2.0
1.8
3.8
14.9
11.6
29.9
Page 24 of 38
Personnel Evaluation Analysis
PERSONNEL
EVALUATION
ANALYSIS
GT
M
F
WM
WF
BM
BF
HM
HF
OM
OF
Service Ratings
0
0
0
Excellent
56
30
26
21
23
1
1
2
0
6
2
Very Good
0
0
0
0
0
0
0
0
0
0
0
Good
18
8
10
7
7
1
0
0
1
0
2
Satisfactory
1
1
0
1
0
0
0
0
0
0
0
Fair
0
0
0
0
0
0
0
0
0
0
0
Unsatisfactory
0
0
0
0
0
0
0
0
0
0
0
Reprimands
2
2
0
0
0
1
0
1
0
0
0
Suspensions
0
0
0
0
0
0
0
0
0
0
0
Demotions
Within Occupational
Category
Lower Occupational
Category
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Transfers
0
0
0
0
0
0
0
0
0
0
0
Intra-agency
0
0
0
0
0
0
0
0
0
0
0
Outside Agency
0
0
0
0
0
0
0
0
0
0
0
Page 25 of 38
Training Analysis
TYPE OF TRAINING
GT
M
F
WM
WF
BM
BF
HM
HF
OM
OF
EXEC/ADMIN/MANAGERIAL
TRAINING
D.A.S. In Service Training
In-House Training
0
16
0
10
0
6
0
8
0
4
0
2
0
2
0
0
0
0
0
0
0
Diversity Training
6
0
6
0
6
0
0
0
0
0
0
Tuition Reimbursement (Waiver)
Workshops/Conference
FACULTY (2)
D.A.S. In Service Training
In-House Training
Diversity Training
1
20
0
10
1
10
0
7
1
8
0
3
0
2
0
0
0
0
0
0
0
0
50
19
0
26
9
0
24
10
0
23
2
0
19
2
0
1
2
0
2
2
0
1
2
0
0
3
0
1
3
0
3
3
Tuition Reimbursement (Waiver)
Workshops/Conference
1
175
0
72
1
103
0
61
1
98
0
2
0
2
0
4
0
1
0
5
0
2
OTHER PROFESSIONALS (3)
D.A.S. In Service Training
In-House Training
Diversity Training
1
81
21
0
39
10
1
42
11
0
29
7
1
37
6
0
2
1
0
3
3
0
2
1
0
0
1
0
6
1
0
2
1
Tuition Reimbursement (Waiver)
Workshops/Conference
23
34
11
18
12
16
8
4
9
5
0
5
1
3
1
3
2
4
2
6
0
4
CLERICAL/SECRETARIAL (4)
D.A.S. In Service Training
In-House Training
Diversity Training
6
44
0
0
0
0
6
44
0
0
0
0
4
36
0
0
0
0
1
3
0
0
0
0
0
1
0
0
0
0
1
4
0
Tuition Reimbursement (Waiver)
Workshops/Conference
9
2
0
0
9
2
0
0
7
2
0
0
0
0
0
0
1
0
0
0
1
0
Page 26 of 38
Identification of Problem Areas
Non-quantifiable aspects
Adverse impact tests







Qualified applicant pool
Qualifications
Interview rate
Hire rate
Reduction rate
Page 27 of 38
Adverse Impact Tests
ADVERSE
IMPACT TESTS
GT
M
F
WM WF
BM
BF
HM
HF
OM
OF
UM
Line
#
UF
NO. 1
Work Force Parity %
100 44.95 55.05 38.14 46.77
2.07
3.62
1.78
2.42
2.96
2.24
0
0
A
0.8 X Work Force Parity %
% Qualified App. Pool
(See Line I on Form #
42A2)
Affected Groups
B Exceeds C = Adverse
Impact
NO. 2
0.80
0.36
0.44
0.31
0.37
0.02
0.03
0.01
0.02
0.02
0.02
0
0
B
100
49.8
50.2
26.7
27.9
3.8
5
2.6
2
1.8
3.78
14.9
12
C
D
E
NO. Passing Examination
0
NO. Taking Examination
Passing Rate (F/G)
0.8 X Largest Line H
Affected Groups
K Exceeds J = Adverse
Impact
NO. 3
NO. Interviewed
NO. Eligible
0
0
0
0
0
0
0
0
0
0
NO EXAM REQUIRED & NO ADVERSE IMPACT
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
F
0
0
0
0
0
0
G
H
I
J
K
101
57
0
44
0
39
0
32
0
9
0
6
0
3
0
1
0
6
0
5
0
0
0
0
0
0
0
0
0
0
0
0
0
L
M
NOT APPLICABLE & NO EXAM REQUIRED
Interview Rate (L/M)
0.8 X Largest Line N
Affected Groups
O Exceeds N = Adverse
Impact
0
0
0
0
0
0
0
0
NOT APPLICABLE
0
0
0
0
0
0
N
O
P
Page 28 of 38
Adverse Impact Tests (cont.)
ADVERSE
IMPACT TESTS
GT
M
F
WM WF
BM
BF
HM
HF
OM
OF
UM
Line
#
UF
NO. 4
No. Hired
21
10
11
7
6
1
3
1
1
1
1
0
0
A
No. Interviewed
101
57
44
39
32
9
6
3
1
6
5
0
0
B
Hiring Rate (A/B)
0.21
0.18
0.25
0.18
0.19
0.11
0.50
0.33
1.00
0.17
0.20
0
0
C
0.4
0.4
0.4
0.4
0.4
0.4
0.4
0.4
0.4
0.4
D
0.8 × Largest Line C
Affected Groups
D Exceeds C = Adverse
Impact
NO. 5
No. Hired
No. Applied
Hiring Rate (F/G)
0.8 X Largest Line H
Affected Groups
I Exceeds H= Adverse
Impact
NO. 6
No. Reduced
Reduction Rate
(See Line Q on Form
#42A1)
Impact Ratio
Affected Groups
N < 0.8 Adverse Impact
×
21
502
0.04
10
250
0.04
11
252
0.04
×
7
134
0.05
0.09
×
×
6
140
0.04
0.09
×
×
1
19
0.05
0.09
3
25
0.12
0.09
×
×
1
13
0.08
0.09
1
10
0.10
0.09
×
1
9
0.11
0.09
×
E
1
19
0.05
0.09
0
75
0
0.09
0
58
0
0.09
×
F
G
H
I
J
K
12
5
7
4
5
0
0
1
1
0
1
0
0
L
0.1
0.09
0
0
0.25
0.25
0
0.33
0
0
M
0.9
1
0
0
0.36
0.36
0
0.27
0
0
N
×
×
×
O
Page 29 of 38
Program Goals, Timetables
and Upward Mobility




Implementation of policy or practice
Consistency with agency guidelines
Meeting the minimum degree of
compliance
Providing narrative report and statistical
data
Page 30 of 38
Program Goals

To reduce the number of applicants for
Adverse Impact Test #1:


must continue an applicant tracking
process
must continue innovative strategies
Page 31 of 38
Assessing the Plan

Internal Program Evaluation



Goals Analysis



Monitor progress
Anticipate shortcomings
Prepare reports
Address goals
Innovative Programs

Must be positive and comprehensive
Page 32 of 38
Other Professionals

Goals
Short: 2 White Male, 3 Black Female, 1 Other Male

Progress




21 hires were made
6 positions were offered to qualified goal candidates
2 White Male and 3 Black Female accepted the offers
1 offer to a qualified Other Male was accepted and
later reneged
Page 33 of 38
Goals Analysis

The Affirmative Action Office has obtained an annual subscription to Diversity.com. Websites for
recruiting included Health-Net, CAHLE website, Career Builders.com, NACHUO.net, CAHLE.com, Higher
Ed Jobs.com, Fairfield County Jobs.com, D.A.S. website, N.A.S.P.A. website, Academic Careers online,
Sciencejobs.com, NCAA News website, ACA Career Center website, Counseling Today website, APA
Monitor website, New England Psychologist website, Connecticut Psychological Association website,
Telecomcareers.net, Computerwork.net, NACCU website, Student Affairs.com, Journal of Health Education
website, American Journal of Nursing website, Journal of Nursing Education website, Minority Nurse
Newsletter website, Journal of Cultural Diversity website, Academic Careers online, AACN website, ABNF
website, Teleconcareers.net and Computerwork.com. In addition, all positions were advertised on the
University website.
Page 34 of 38
Goals Analysis

The University also searched for a Graduate Admissions and External Programs Representatives. This
national search drew 62 applications from 9 states. The applicant pool was very diverse and an OM goal
candidate emerged as the top candidate in the pool. The OM goal candidate presented more than six years of
progressive, responsible experience in the field of recruiting and admitting students in higher education.
Additionally he had significant experience in important areas such as financial aid, registration, immigration
and visa related issues. The OM goal candidate was offered and accepted the position. After accepting the
position he negotiated a delayed starting time during which time he interviewed with other institutions and
eventually took another position, reneging on his acceptance of our position. The OM later applied for a
second and third position at the University. Pursuant to our operating procedures the University found that
the OM goal candidate lacked the professional and ethical responsibility necessary to be associated with the
University, as evidenced by his reneging on his acceptance of our position and his apparent willingness to
leave his new employer for our second and third position; and, thus he was not considered a viable candidate
for the second and third position.
Page 35 of 38
Complaint Procedure







Periodic training in counseling and complaint
investigations
Confidential counseling and procedures
Non-retaliation for the exercise of rights
Advisement of legal options
Time frames not exceeding 300 days
Record keeping
Summary of results and length of time to resolve
the complaints
Page 36 of 38
Concluding Statement



To acknowledge submission and
contents
To make good faith effort
To sign and date the statement
Page 37 of 38
Thank You
Page 38 of 38