Post on 23-Feb-2016
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8/17/20101 Office for Institutional Equity and Compliance | |
Affirmative Action Plan2010-2011
Office for Institutional Equity and CompliancePark Central Office Building, Suite 111
836-4252
8/17/20102 Office for Institutional Equity and Compliance | |
Meeting Agenda• What is Affirmative Action?• What is an Affirmative Action Plan (AAP)?• The different sections of an AAP• What is a goal?• How do you use the AAP to determine if there is a goal?• What should you do if there is a goal?• Outreach efforts• Questions and Answers
8/17/20103 Office for Institutional Equity and Compliance | |
Affirmative Action is…• Organizations having and abiding by an equal opportunity
policy;• Organizations analyzing its workforce to assess possible
underutilization of women and minorities;• Organizations developing a plan of action to eliminate
underutilization and making a good faith effort to execute the plan.
The goal of AA is a diverse workforce!!
8/17/20104 Office for Institutional Equity and Compliance | |
Affirmative Action does not allow…• Quotas• Extending preferences to any individual based on race,
color, religion, gender, or national origin• Merit selection procedures to be superseded by affirmative
action programs
8/17/20105 Office for Institutional Equity and Compliance | |
What is an AAP?• An AAP is a management tool designed to ensure equal
employment opportunity
• AAP’s contain a diagnostic component designed to evaluate the composition of the University’s workforce and compare it to the composition of the relevant labor pool
• AAP’s also include action–oriented programs designed to address the underutilization of underrepresented groups
• Finally, AAP’s include internal auditing and reporting systems
8/17/20106 Office for Institutional Equity and Compliance | |
Sections of an AAP• Quantitative
• Workforce Analysis• Job Group Analysis• Availability Analysis• Utilization Analysis• Personnel Action Analyses• Compensation Analysis
• Qualitative (Narrative)• Responsibility for the AAP• Identification of Problem
Areas• Action-Oriented Programs• Internal Audit and Reporting
Systems
8/17/20107 Office for Institutional Equity and Compliance | |
What is a goal?• A goal is established when the percentage of minorities or
women employed in a particular job group is less than would reasonably be expected given their availability percentage in that particular job group
• Placement goals serve as targets reasonably attainable by applying every good faith effort to make the AAP work
• Placement goals are also used to measure progress toward achieving equal employment opportunity
8/17/20108 Office for Institutional Equity and Compliance | |
A goal is NOT /does NOT….• Quotas
• Provide the University with a justification to extend a preference to any individual
• Create set-asides for specific groups
• Supersede merit selection principles
• Require the University to hire a person who lacks the minimum qualifications for a job, or hire a less-qualified person in preference to a more-qualified one
8/17/20109 Office for Institutional Equity and Compliance | |
How do you find out if there is a goal?
• In the JOB GROUP ANALYSIS, locate the position and determine which job group the position is in.
• In the UTILIZATION AND SIGNIFICANCE section, locate the specific job group. If a goal is in place, there will be a YES in the far right-hand column.
• The left-hand column under the heading Employment %, identifies the current University employment percentages.
• The middle column under the heading Availability % represents the % of available minorities or females, as appropriate, for that job group.
8/17/201010 Office for Institutional Equity and Compliance | |
What should you do if there is a goal?
• Where a placement goal is set, the unit must develop action oriented steps to increase the recruitment and training for minorities and women, or both.
• The action oriented steps (outreach efforts) developed by the unit must be provided in writing to the Office for Institutional Equity and Compliance for internal auditing and reporting purposes.
8/17/201011 Office for Institutional Equity and Compliance | |
Outreach EffortsAction-oriented programs work best if they are…• Specific, results oriented and well executed including what the
actions are, who will accomplish them, how and when they will be accomplished;
• Developed based on skill requirements and focused on needs of the targeted population;
• Designed to include defined procedures for monitoring and follow-up.
8/17/201012 Office for Institutional Equity and Compliance | |
Examples of Action-Oriented Programs• Recruitment of applicants in professional publications or journals
focusing on women, ethnic/racial minorities, veterans and/or persons with disabilities;
• Mentoring program focused on developing women, ethnic/racial minorities, veterans and/or persons with disabilities;
• Inclusion of EO/AA and reasonable accommodation language in announcements.
Be sure to tell us what you’re doing!!!!
8/17/201013 Office for Institutional Equity and Compliance | |
Overview of Related Policies
• University Nondiscrimination Policy• Policy Prohibiting Discrimination and Harassment• Equal Opportunity Publication Policy• Office for Equity and Diversity Complaint Procedures
Available online athttp://www.missouristate.edu/equity/
8/17/201014 Office for Institutional Equity and Compliance | |
Related Programs
• Diversity Hiring Program• Dual Career Assistance Program
Available online athttp://www.missouristate.edu/equity/47477.htm
8/17/201015 Office for Institutional Equity and Compliance | |
Questions and AnswersFor additional information:
Office for Institutional Equity and Compliance417/836-4252 equity@missouristate.edu