8/17/20101Office for Institutional Equity and Compliance|| Affirmative Action Plan 2010-2011 Office...

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color, religion, gender, or national origin• Merit selection procedures to be superseded by affirmative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