AFFIRMATIVE ACTION PLAN (AAP) · 2017-04-17 · II. NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICIES III. DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION A. President B. Chief

AFFIRMATIVE ACTION PLAN (AAP)

For

ITALIAN AMERICANS

CENTRAL OFFICE

Affirmative Action Program

September 1, 2015 – August 31, 2016

Contact: Michael J. Valente, Esq.

Chief Diversity Officer – CUNY Central Office Office of Recruitment & Diversity

205 East 42nd Street, 10th Floor New York, New York 10017

CENTRAL OFFICE AFFIRMATIVE ACTION PLAN FOR ITALIAN AMERICANS

TABLE OF CONTENTS

I. INTRODUCTION

A. Description of College B. History

C. Mission II. NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICIES

III. DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION

A. President B. Chief Diversity/Affirmative Action Officer C. Executive Officers, Academic Chairpersons, Managers and Supervisory Personnel D. Diversity/Affirmative Action Committee

IV. RESULTS OF STATISTICAL ANALYSES/AREAS OF CONCERN

A. Job Group Summary B. Determining Availability C. Utilization Analysis/Comparison of Incumbency to Availability D. Comparison of 2014 Results and 2015 Utilization Analyses E. Evaluation of Personnel Actions

1. Analysis of Personnel Activity Table 2. Analysis of Applicant Data- Recruitment Documentation

V. ACTION - ORIENTED PROGRAMS

A. Implementation of Initiatives and Activities 2014-15 B. Response to Fall 2015 Underutilization

1. Placement Goals for 2015 -2016 2. Employment Practices: Recruitment, Selection and Advancement C. Internal Audit and Reporting

VI. APPENDICES

A. President’s Annual Re-Affirmation Letter B. Utilization Analysis Worksheets C. Personnel Activity Table/Applicant Data-Recruitment Documentation D. Organizational Chart

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NARRATIVE I. INTRODUCTION

This report is the annual update of the Affirmative Action Plan (AAP) for Italian Americans prepared by agreement of The City University of New York which has designated Italian Americans as a protected group. The AAP covers the time periods:

Reporting year: July 1, 2014 – June 30, 2015 Program year: September 1, 2015 – August 31, 2016

A. DESCRIPTION OF COLLEGE

The City University of New York (CUNY) is the nation's leading urban public university serving hundreds of thousands of students at 24 colleges and institutions in New York City. The University's 24 institutions include 11 senior colleges, seven community colleges, the William E. Macaulay Honors College at CUNY, the Graduate School and University Center, the CUNY Graduate School of Journalism, the CUNY School of Law, the CUNY School of Professional Studies, and the CUNY School of Public Health. More than 100 centers and research institutes, located throughout the City’s five boroughs, also are an integral part of the University.

CUNY serves a diverse student body and offers a high quality, low-cost education to the city’s residents, especially its poor, its working class and its immigrants. More than 275,000 total students are enrolled in the fall semester, over 250,000 of which are degree seeking students. Continuing and professional education students account for 275,465 seats annually at its campuses located in all five boroughs of New York City. Its student body has ancestral ties to over 190 countries. Black and Hispanic undergraduates each comprise more than a quarter of the student body, and Asians almost 20 percent. Approximately 43 percent of undergraduates have a native language other than English, approximately 30 percent work more than 20 hours a week, approximately 65 percent attend school full time. Fifty-six percent are female and about 27 percent are 25 or older. Of first-time freshman, approximately 30 percent are born outside the U.S. mainland and approximately 75 percent attended New York City public high schools. CUNY graduates include 13 Nobel laureates, a U.S. Secretary of State, a Supreme Court Justice, several mayors, members of Congress, and state legislators.

The Central Office is the administrative unit of CUNY. The essential function of the Central Office is to provide administrative, academic, logistical, financial, technical and other support and guidance to CUNY’s 24 constituent colleges and institutions. The Central Office consists of a workforce of 1403 employees, 1044 of whom are full time employees, located in 14 offices throughout New York City and Albany.1 The headquarters of the Central Office is located at 205 E. 42nd Street, New York, New York 10017. The Central Office consists of CUNY executive and administrative officers heading a workforce in the following areas: Academic Affairs, Student Affairs, University Relations, Legal Affairs, Budget and Finance, Human Resources Management, Labor Relations, Enrollment Management, Operations, Computing and Information Services, Public Safety, and Facilities Planning, Construction, and Management. The Office of Human

1 Note that this information is as of June 30, 2015, the controlling time reference for all workforce and utilization analysis discussed in this Affirmation Action Plan.

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Resources Management provides comprehensive programs and services to the Central Office employees as well as providing guidance and support to CUNY’s constituent colleges and institutions. The other departments of the Central Office primarily provide support, guidance, and assistance to CUNY’s member colleges and institutions. All Central Office employees ultimately report to the Chancellor of CUNY, who reports to the Board of Trustees. The Affirmative Action Program for the Central Office emanates from the headquarters. Specifically, the CUNY Executive Vice Chancellor, who is also the Chief Operating Officer, is ultimately responsible for overseeing the Central Office’s Affirmative Action Program. He has, however, delegated the oversight responsibility to the Vice Chancellor of the CUNY Office of Human Resources Management (OHRM). In turn, the Central Office Chief Diversity Officer, who works in OHRM’s Office of Recruitment and Diversity, has the day-to-day responsibility of ensuring that equal employment opportunities are afforded to all applicants and employees of the Central Office.

B. HISTORY The City University traces its origins to the founding of the Free Academy in 1847 by Townsend Harris. The Academy’s goal was to educate male graduates of public grammar schools. The Free Academy later became the City College of New York, the oldest institution among the CUNY colleges. In 1914 Hunter College, which had existed as Normal College since 1870, opened its doors. By 1930 Brooklyn College had been established, and in 1937 Queens College began to admit students. The New York State Institute of Applied Arts and Sciences (forerunner of New York City Technical College) admitted its first class in 1947, and in 1955 the College of Staten Island started to admit students. The last four senior colleges established were: John Jay College of Criminal Justice in 1960, York College in 1966, Lehman College in 1968 (formerly the Bronx branch of Hunter College), and Medgar Evers College in 1970. In the decades after 1960, six community colleges joined the effort to meet the academic and career needs of the City’s residents. Most recently, in August 2012, Guttman Community College (formerly known as the New Community College) opened its doors to students as CUNY’s seventh community college. In 1926, the New York State Legislature created the Board of Higher Education of the City of New York to integrate, coordinate and expand the institutions of higher education in the city. In 1961, Governor Nelson Rockefeller signed the bill that formally created the City University of New York to integrate senior and community colleges and a new graduate school into a coordinated system of higher education for the City. By 1979, the Board of Higher Education had become the Board of Trustees of the City University.

As demand for higher education rapidly grew after World War II, the increased demand for limited college slots had the effect of intensifying the competitiveness of the New York City's system of higher education. In response to demands for greater access, in particular from the City’s underrepresented groups, the Board implemented an admissions policy to assure all high school graduates entrance to the University. Students who are not directly admitted to the senior colleges because they do not meet academic admissions standards may enroll in an associate degree program at one of CUNY’s community colleges and then earn admission to the senior colleges. As stated in the City University of New York’s Master Plan 2012-2016, “CUNY is a leader in defining public education for the 21stcentury, whether developing new approaches to student learning, building collaborative research models, or creatively partnering with the city’s communities.”

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C. MISSION The 1979 New York State Education Law Section 6201 sets forth the mission of The City University of New York. This mission is to provide access to higher education for all who seek it, to “continue to maintain and expand its commitment to academic excellence and to the provision of equal access and opportunity for students, faculty and staff from all ethnic and racial groups and from both sexes.” The University embraces and advances its core values: an insistence on academic rigor, accountability, and assessment coupled with an unwavering commitment to serving students from all backgrounds and supporting a world class faculty. These values undergird the University’s fundamental mission: teaching, research, and service.

II. NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICIES*

It is the policy of the Central Office to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to race, color, national or ethnic origin, religion, age, sex, sexual orientation, gender identity, marital status, disability, genetic predisposition or carrier status, alienage, citizenship, military or veteran status, or status as victim of domestic violence.

Sexual harassment, a form of sex discrimination, is prohibited under the University’s Policy Against Sexual Harassment.

As a part of The City University of New York, a public university system, the Central Office adheres to federal, state, and city laws and regulations and University policies and procedures regarding non-discrimination and affirmative action including among others, Executive Order 11246, as amended, Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, Section 402 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, as amended and the Age Discrimination Act of 1975, the New York State Human Rights Law and the New York City Human Rights Law. The “protected classes”, as delineated in Executive Order 11246: ( i.e. American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Other Pacific Islander, and Women), were expanded on December 9 1976 by the Chancellor of The City University of New York to include Italian Americans. Updated federal guidelines further expanded these protected classes to include two or more races. *For the complete Policies and Procedures on Non-Discrimination and Sexual Harassment and the Affirmative Action Policy of The City University of New York please visit: HTTP://WWW.CUNY.EDU/ABOUT/ADMINISTRATION/OFFICES/OHRM/POLICIES-PROCEDURES.HTML. III. DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION To ensure effective implementation of this Affirmative Action Plan, the Central Office has designated specific responsibilities to various personnel. The Executive Vice Chancellor and Chief Operating Office of CUNY, the Vice Chancellor of the CUNY Office of Human Resources Management, the Chief Diversity Officer, and supervisory personnel who exercise authority on

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http://www.cuny.edu/about/administration/offices/ohrm/policies-procedures.html

http://www.cuny.edu/about/administration/offices/ohrm/policies-procedures.html

behalf of the University (deans, directors, executive officers, administrators, or other persons with supervisory responsibility) have undertaken the responsibilities described below.

A. EXECUTIVE VICE CHANCELLOR AND CHIEF OPERATING OFFICER

The primary responsibility and accountability for implementing the AAP rests with Allan Dobrin, the Executive Vice Chancellor and Chief Operating Officer. Executive Vice Chancellor Dobrin has the primary responsibility to provide leadership and oversee the implementation of the Central Office’s affirmative action policies, procedures and diversity programs as well as assuring compliance with all related federal, state, and city laws, rules and regulations as well as the policies of The City University of New York. This role includes, but is not limited to, the following duties:

1. Designate appropriate personnel with the responsibility for overseeing, administering,

implementing, and monitoring the Central Office's AAP. Ensure that these personnel are identified in writing by name and job title. Specifically, appoint a Chief Diversity Officer, 504/ADA Coordinator, and Title IX Coordinator.

2. Ensure personnel responsible for all AAP components are given the necessary

authority, top management support, and staffing to successfully implement their assigned responsibilities.

3. Communicate his total involvement and commitment to equal employment

opportunity programs including the issuance of an Annual Re-Affirmation Letter supporting affirmative action, diversity and equal opportunity. (See copy of Executive Vice Chancellor’s Re-Affirmation Memorandum in Appendix A).

4. Ensure that the individuals appointed to handle allegations of discrimination,

including sexual misconduct and harassment, are fully trained and equipped to carry out their responsibilities.

5. Assure that supervisors and managers receive information regarding their

responsibilities pursuant to the University’s Policies and Procedures on Equal Opportunity, Non-Discrimination, and Sexual Harassment.

6. Ensure submission of an annual report on non-discrimination and sexual

misconduct, which shall include information on complaints filed within the past year, their resolution, and other relevant information.

7. Ensure that the University’s Policies and Procedures on Equal Opportunity, Non-

Discrimination, and Sexual Misconduct, along with the Chief Diversity Officer’s contact information, are annually disseminated to the Central Office community.

B. VICE CHANCELLOR FOR THE OFFICE OF HUMAN RESOURCES

MANAGEMENT Executive Vice Chancellor Dobrin has delegated the responsibility for implementing the Central Office’s AAP to Gloriana Waters, Vice Chancellor for the Office of Human Resources Management. In this capacity, Vice Chancellor Waters assumes the responsibilities specified above in Section III.A.

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C. CHIEF DIVERSITY OFFICER

Executive Vice Chancellor Dobrin and Vice Chancellor Waters have designated Michael J. Valente, Esq. to serve as the CDO, Title IX Coordinator, and 504/ADA Coordinator. Mr. Valente’s office is located at: 205 E. 42nd Street, Room 1070 New York, NY 10017 (646) 664-3310 [email protected] The CDO is responsible, as the Executive Vice Chancellor’s designee, for the following:

1. Providing confidential consultation, investigation and resolution of internal complaints of discrimination/sexual misconduct.

2. Disseminating annually to all employees the following: a) Policy on Equal Opportunity, Non-Discrimination, and on Sexual Misconduct; b) Affirmative Action Policy; and c) contact information of the CDO, Title IX Coordinator, and the 504/ADA Coordinator.

3. Publicizing the policies widely and ensuring they are incorporated into the training curriculum for managers and supervisors and search committees.

4. Assuring that supervisors receive orientation on these policies.

5. Reviewing employment policies and procedures to ensure compliance with non-

discrimination and equal opportunity laws and CUNY policies, including assisting with the development of policy statements and guidelines related to EEO/AA.

6. Guiding the recruitment and selection process to ensure equal opportunity in the

hiring of employees, including providing informational presentations to administrative and supervisory personnel and search committees.

7. Guiding managers to ensure that employment decisions are premised on legitimate

business needs, including providing updates on laws, regulations, and policies related to EEO/AA.

8. Conducting data analyses such as utilization analysis and impact ratio analysis for hires, promotions, transfers, and terminations to identify any problem areas and to assist management to formulate effective redress where needed.

9. Developing and implementing an effective AAP for Central Office.

10. Reviewing the AAP to evaluate the effectiveness of the program, determining the degree

to which objectives are met, and recommending improvements where necessary.

11. Providing training and information to employees, including managers, on the laws and

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mailto:[email protected]

CUNY policies against discrimination, including sexual harassment and misconduct.

12. Designing and implementing programs to promote diversity and inclusion.

D. SUPERVISORY PERSONNEL

All executive officers, managers, and other supervisory personnel are crucial to the success of the equal employment/affirmative action program. These officials ensure compliance with the college’s affirmative action policy and help foster an inclusive environment. Their specific responsibilities include:

1. Adhering to the College’s Non-Discrimination Policy and Affirmative Action Policy.

2. Assisting the president and CDO in developing, maintaining, and successfully

implementing the AAP.

3. Fostering an inclusive environment within their sphere of influence. IV. RESULTS OF STATISTICAL ANALYSES/AREAS OF CONCERN

The Central Office monitors each phase of its selection process (i.e., hires, reclassifications, promotions, and terminations) by conducting the following statistical analyses: a) compilation and examination of information about the placement of incumbents; b) utilization analysis using data the University Office of Recruitment and Diversity derives to compare incumbency to availability and c) review of employment transactions. The data used in the preparation of the Affirmative Action Plan is collected from the CUNYfirst Ethnicity and Gender Report. Only full-time employees are included in the analyses discussed below.

A. JOB GROUP SUMMARY

The Central Office’s full-time employees are grouped into categories using the relevant EEO Codes. These categories are divided into smaller subgroups called affirmative action units (AAUs), based on the duties as well as educational qualifications and skills required for job titles within the job categories. Each AAU has an individual utilization analysis worksheet (UAW), listing the job titles included in the subdivision. The UAW depicts the total group number as well as the numerical and percentage representation of Females, Total Minority, Blacks, Hispanics, Asians and Italian Americans (See Appendix B).

Overall Italian Americans are well represented relative to their availability in the various AAUs. There is representation of Italian Americans in every AAU except the following: Security Director, which has a total of 5 employees; and Campus Public Safety Sergeant, which has 9 employees.

Because the following AAUs contained less than 5 employees, no utilization analysis worksheets were developed for:

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Chief Administrative Superintendent of Buildings and Grounds Administrative Superintendent of Buildings and Grounds Disability Accommodations Specialist College Laboratory Technician Series (Administration 4) Buildings and Grounds Basic Crafts: Buildings and Grounds Campus Peace/Security Officers, Levels 1 and 2 Custodial Assistant Custodial Supervisor Skilled Trades/Crafts Skilled Trades/Crafts-Supervisory Titles Accountant Accountant Assistant Engineer-Technicians Media Services/Print Shop Titles

B. DETERMINING AVAILABILITY

"Availability" is an estimate of the proportion of each gender and racial/ethnic group available for employment at the College for a given job group in the relevant labor market during the AAP year. Availability indicates the approximate level at which each gender and racial/ethnic group could reasonably be expected to be represented in a job group. The University Office of Recruitment and Diversity uses statistical information to derive availability figures recommended by the Expert Panel concerning Italian American Representation at CUNY, as applicable. The sources and process to determine the availability data for the two factor analysis is detailed in the Factor/Source Sheet section of the Utilization Analysis Worksheets (see Appendix B).

C. UTILIZATION ANALYSIS/COMPARISON OF INCUMBENCY TO AVAILABILITY

The utilization analysis compares the percentages of employees by gender and race/ethnicity with the overall availability data for each AAU. The Utilization Analysis Worksheet (UAW) of each AAU indicates the current utilization of incumbents by gender and race/ethnicity. Italian Americans are listed as a discrete group. The analysis disaggregates Blacks, Hispanics, and Asians from Total Minority to identify the percentage representation of these federally protected racial/ethnic groups. American Indian or Alaska Native employees comprise less than two percent of the University workforce and local population, thus are not identified as a discrete group in the analysis, but are included in the Total Minority category. The utilization analysis determines if any disparity between incumbency and availability exists for any of the protected groups. This disparity or underutilization is defined as any AAU in which fewer Italian Americans are employed than would reasonably be expected given their availability in the relevant job market. The percentage difference between incumbency and availability is recorded in terms of whole persons, indicating how many women and members of protected racial/ethnic groups are underutilized. A placement goal equal to the overall availability is set when the underutilization of an AAU is one person or more.

The underutilization of Italian Americans is displayed in the UAW of each AAU in Appendix B.

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D. COMPARISON OF RESULTS OF 2014 AND 2015 UTILIZATION ANALYSES

A comparison of the 2014 and 2015 utilization analyses identified changes in the numeric disparity in the AAUs since the last AAP. The comparison indicates if changes in underutilization occurred. The difference in underutilization of Italian Americans by AAU/job group between the current (2015) and prior (2014) plan is outlined below:

Executive/Administrative/Managerial

The Administration I AAU underutilization remained unchanged from 2014 to 2015, with no underutilization of Italian Americans. Moreover, the number of Italian Americans in this AAU increased from 12 to 13. The Administration II AAU underutilization remained at 7 for Italian Americans, even as the number of Italian Americans increased by five (5). The Security Director AAU underutilization of Italian Americans remained unchanged from 2014 to 2015, remaining at one (1). The total number of employees decreased by one (1), but the number of Italian American incumbents remained at zero (0). The Administration V AAU underutilization of Italian Americans increased from 2014 to 2015, from 1 to 2, respectively. The total number of employees increased by six (6), but the number of Italian American incumbents remained at one (1). The Computer Manager AAU underutilization of Italian Americans increased from 2014 to 2015, from 5 to 8, respectively. The total number of employees increased by fifteen (15), but the number of Italian American incumbents remained at six (6).

Professional/Non-Faculty The Administration III AAU underutilization of Italian Americans increased from 2014 to 2015, from 8 to 13, respectively. There were fifty-six (56) new hires but a loss of 2 Italian Americans.

Secretarial/Clerical The CUNY Office/Secretarial Assistant AAU underutilization of Italian Americans remained unchanged from 2014 to 2015, with underutilization of Italian Americans remaining at 4. The CUNY Administrative Assistant AAU underutilization remained unchanged from 2014 to 2015, with no underutilization of Italian Americans. The Mail/Message Services Worker AAU underutilization of Italian Americans remained unchanged from 2014 to 2015, with no underutilization of Italian Americans.

Technical/Paraprofessional

The Broadcasting/Media Titles AAU underutilization of Italian Americans increased from 2014 to 2015, from 7 to 8, respectively. The total number of employees increased by four (4), but the

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number of Italian American incumbents remained at one (1). The Computer Specialists AAU underutilization of Italian Americans remained at 11. The total number of employees increased by fourteen (14), with one (1) additional Italian American.

Service/Maintenance The Campus Public Safety Sergeant AAU underutilization of Italian Americans remained unchanged from 2014 to 2015, with no underutilization of Italian Americans.

E. EVALUATION OF PERSONNEL ACTIONS Information about personnel transactions for all University designated protected groups by categories is presented in the Personnel Activity Table and Applicant Data Recruitment Documentation. In addition to CUNYfirst reports, a variety of sources provide information for the analysis, including the Offices of Human Resources and Compliance and Diversity. The actions completed during the previous 12 months are summarized in the following documents:

1. Analysis of Personnel Activity Table a. New Hires The Central Office hired 217 new full time employees; of these 13 were Italian Americans. b. Promotions/Upgrades The Central Office provided upgrades to 92 employees, including 7 Italian Americans.

c. Terminations/Separations The number of employees separated from the workforce was 42, including 2 Italian Americans.

d. Transfers The number of employees transferred from the workforce was zero (0).

2. Analysis of Applicant Data-Recruitment Documentation

Executive/Administrative/Managerial: There were 2488 applicants (59 Italian Americans) for 66 positions. The Central Office interviewed 229 applicants (5 Italian Americans) and made offers to 74 candidates (4 Italian Americans). Faculty: There were 465 applicants (2 Italian Americans) for positions at the Advanced Science Research Center (ASRC). The Central Office hired one person (not Italian American) for a Research Assistant Professor (non-tenured, Lecturer) position as an Imaging Facilities Manager at the ASRC.

Professional/Non-Faculty: There were 6832 applicants (85 Italian Americans) for 66 positions. The Central Office interviewed 190 applicants (4 Italian Americans) and made offers to 68

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applicants (0 Italian American). The Civil Service titles are classified in the Secretarial/Clerical, Technical/Paraprofessional, Skilled Trades and Service Maintenance EE0-6 categories. An appointment to a classified title occurs when someone is selected from a civil service list that is in effect for the title in accordance with civil service regulations. If there is no civil service list, a vacant position can be filled provisionally until a civil service exam is held and a list established. Civil service employees can also transfer between CUNY campuses if their name is on a transfer list. There were 4 appointments to the Secretarial/Clerical job category. There were 554 applicants (1 Italian American); 4 were interviewed (0 Italian American); and 4 were offered positions (0 Italian American). There were 2 appointments to the Technical/Paraprofessional job category. There were 81 applicants (0 Italian American); 9 were interviewed (0 Italian American); and 4 were offered positions (0 Italian American). There were 2 appointments to the Service/Maintenance job category. There were 68 applicants (0 Italian American); 2 were interviewed (0 Italian American); and 2 were offered positions (0 Italian American). See Appendix C for Personnel Activity Table/Applicant Data-Recruitment Documentation. V. ACTION-ORIENTED PROGRAMS The Action-Oriented Programs designed to address the underutilization of Italian-Americans are discussed below. These Programs are carried-out throughout the AAP year. The Central Office tailored its action-oriented programs to ensure these initiatives are specific to the problem(s) identified.

A. IMPLEMENTATION OF INITIATIVES AND ACTIVITIES 2014 – 2015 The Central Office continued to make good faith efforts to recruit candidates from protected groups, including Italian Americans. During the reporting period, job announcements were advertised in various periodicals and websites that have wide circulation and readership, including HERC, Indeed.com, Monster.com, and Inside Higher Ed. Also, three times a year, CUNY placed full-page display advertisements for jobs in The Ambassador magazine, a publication of the National Italian American Foundation (NIAF). The section below, Employment Practices: Recruitment, Selection, and Advancement, provides a fuller explanation of the Central Office’s recruitment efforts. In addition, during job searches, the Chief Diversity Officer (CDO) conducted “charge” meetings in which search committee members were apprised of CUNY’s commitment to diversity, pluralism, inclusion, and fostering a non-discriminatory working environment. The CDO specifically informed the search committees that Italian Americans are among CUNY’s protected classes. The CDO instructed the search committees to refrain from asking impermissible interview questions relating to protected categories, including, but not limited to, race, national origin, ethnicity, sex, disability, and military status. The CDO was available for any questions the search

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committee chair/members might have had with respect to diversity and non-discrimination. The Central Office continued to examine its recruitment practices so that there are diverse applicant pools for vacancy announcements. The results-oriented activities to address underutilization during the past year (2014 – 2015) include:

1. Broadening recruitment efforts to reduce or eliminate underutilization

2. Charging search committees to familiarize with recruitment and selection protocol and best practices.

3. Ensuring that all interviews, offers of employment and wage commitments are

consistent with University policy. 4. Providing guidance and training to ensure equal opportunity in all employment decisions. 5. Evaluating employment decisions to ensure freedom from all unlawful bias. 6. Promoting professional development and an inclusive environment for Italian

Americans through programs discussed below. Approximately 50 courses were offered through CUNY’s Professional Development and Learning Management Office to foster the professional growth and advancement of Central Office employees. The following provides a sampling and range of the courses that were offered to address the different developmental needs of the staff:

• Conducting Effective Performance Evaluations; • Critical Thinking; • Delivering Quality Service; • Effective Writing Process; • Interpersonal Strategies; • Preparation for Supervision; • Professional Presence; • Strengthening Workplace Communication; • Time Management Strategies; • Making Time Management Work for You; • Team –based Leadership; • Excel courses; • MS PowerPoint courses; and • MS Word courses.

Among the programs offered or conducted by the Central Office to promote diversity, foster inclusion, and maximize retention were the following:

• Anti-sexual misconduct trainings by the Chief Diversity Officer;

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• Online Employee Title IX Sexual Misconduct (Everfi) training for all Central Office employees, especially new employees.

• Online Sexual Harassment Prevention course; • Online Workplace Violence Prevention course; • Summer Beach Bash; • Employee Health Fair; • Biennial Faculty Diversity & Inclusion Conference; • Diversity Projects Development Fund; and • Employee appreciation events, such as a winter party hosted by the Chancellor.

The non-discrimination policy was, and continues to be, available on the Central Office Human Resources’ website and, along with the AAP, in the Office of Recruitment and Diversity. The AAP is available for public inspection. Additionally, in September 2015, Executive Vice Chancellor Dobrin communicated, electronically via Staff-L to all Central Office employees, his reaffirmation of CUNY’s and his commitment to diversity and equal opportunity in all aspects of employment practices. Moreover, Executive Vice Chancellor Dobrin specifically highlighted that “Italian Americans are included among CUNY’s protected groups.” Also, this communication again reminded employees of CUNY’s non-discrimination policy and provided an electronic link to the policy itself. Additionally, the Chief Diversity Officer provided all Central Office employees, including new Central Office employees, with the non-discrimination policy via email. During the 2014-2015 reporting period, the number of Italian American employees increased in the following AAUs:

• Administration I AAU, with one (1) additional Italian American. • Administration II AAU, with five (5) additional Italian Americans. • Computer Manager AAU, with one (1) additional Italian American.

B. RESPONSE TO 2015 UNDERUTILIZATION

The Central Office has established a placement goal whenever minority or female representation within an AAU was less than would reasonably be expected given the availability data. Corrective actions were developed only when the underutilization equaled at least one whole person.

1. Placement Goals

Placement goals to address underutilization of Italian Americans are established by AAU equal to the overall availability data for the job group. Placement goals help guide recruitment activities and the Central Office will observe good faith efforts to recruit a broad and inclusive pool of qualified applicants. The following AAUs have underutilization of Italian Americans: Administration II with an underutilization of 7; Security Director with an underutilization of 1; Administration V with an underutilization of 2; Computer Manager with an underutilization of 8; Administration III with

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an underutilization of 13; CUNYOffice/Secretarial Assistant with an underutilization of 4; Computer Specialist with an underutilization of 11; and Broadcast/Media Titles with an underutilization of 8. To the extent there is any hiring into these AAUs during the Program Year 2015-2016, efforts to address such underutilization will be directed accordingly.

2. Employment Practices: Recruitment, Selection, and Advancement

The placement goals to eliminate underutilization will be achieved through advertising and recruiting efforts that broaden the applicant pool and other results oriented campus initiatives. The College’s employment practices conform to the bylaws of the Board of Trustees of the City University, applicable collective bargaining agreements as well as federal, state, and local laws and regulations. The College’s workforce is divided into a) the Instructional Staff, consisting of teaching and non-teaching employees, and b) the Classified Staff, whose employment is governed by the Rules and Regulations of the CUNY Classified Civil Service. A three member independent Civil Service Commission, appointed by the Board of Trustees, helps to ensure compliance with affirmative action and equal employment policies. As part of the University’s affirmative action program, procedures for the recruitment and appointment of members of the instructional staff have been developed. The Central Office posts vacancies as prescribed by CUNY policies to ensure equal employment opportunities. The recruitment, selection, and advancement processes for the members of the Instructional Staff comply with CUNY’s policies and procedures. Non-teaching instructional staff vacancies are typically posted for 30 days and openings for appointments to the faculty are posted for 60 days.

The PSC/CUNY Collective Bargaining Agreement expressly forbids promotions in the HEO series. The process for faculty promotions is outlined in BOT bylaws. There are promotional examinations offered to employees in select civil service titles. The Central Office has developed search and screening guidelines for personnel involved in the recruiting and hiring process. The Compliance and Diversity and Human Resources Offices monitor the recruitment and selection practices of all employees. Specifically, the CDO is responsible for ensuring that the following initiatives are undertaken or continue to be implemented:

1. Broadening recruitment efforts to reduce or eliminate underutilization. 2. Charging search committees to familiarize them with recruitment protocol.

3. Attending informational sessions and training provided at monthly meetings of the

Council of Chief Diversity Officers (CCDO).

4. Demonstrating compliance with University policy and procedures during site visits.

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5. Encouraging employees to participate in University-sponsored professional

development programs.

6. Ensuring that all interviews, offers of employment and/or wage commitments are consistent with CUNY policy.

7. Providing guidance and training to ensure equal opportunity in all

employment decisions.

8. Addressing any complaint of inequity in any employment action.

9. Evaluating employment decisions to ensure freedom from unlawful bias. C. INTERNAL AUDIT AND REPORTING The internal audit and reporting system is used as the basis for evaluating results-oriented programs and affirmative action efforts. The records are maintained in the CUNYfirst system to provide information for updating the Affirmative Action Plan. The Executive Vice Chancellor has designated responsibility for implementing the audit and reporting system of the AAP to the CDO who will:

1. Monitor the records of personnel activities, including new hires, transfers, promotions, and terminations.

2. Review personnel activities and the AAP with senior level officers.

3. Advise senior management of program effectiveness and provide recommendations to improve areas of concern.

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VI. APPENDICES

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A. EXECUTIVE VICE CHANCELLOR’S ANNUAL RE-AFFIRMATION MEMORANDUM

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B.UTILIZATION ANALYSIS WORKSHEETS

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FALL, 2015ADMINISTRATION I: Executive Compensation Plan Titles

ChancellorChancellor Emeritus/Executive Vice Chancellor/Sr. Vice ChancellorVice Chancellor/University Associate Vice ChancellorUniversity Dean / University Associate Dean /University Assistant DeanUniversity Administrator / University Associate Administrator / University Assistant AdministratorHEO Assistant Administrator

2007-11 ACS US - Ital Am. degree

holders age 28-65

Ph.D. = 5.3 %

M.A. = 6.6 %

B.A. = 6.3 %

6.1

FACTORS SOURCES WEIGHTFactor 1 0.4

Factor 2 0.6

Factor 1: Female**Total

Minority

Asian or Nat. Haw. or Other

Pac. Isl.

Black or African

AmericanHispanic or

Latino

Ital. Am. PhD MA BA degree holders

age 28 - 6558.2 28.4 7.5 11.2 7.8 6.1

multiply by weight - 0.4 23.3 11.4 3.0 4.5 3.1 2.4


Minority


Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. Total

HEO 442 335 69 148 116 78 #Professor 780 468 174 148 141 136 #

1,222 803 243 296 257 214 #43.6 28.7 8.7 10.6 9.2 7.6


OVERALL AVAILABILITY 49.5 28.6 8.2 10.9 8.6 7.0

FACTOR / SOURCE SHEET

**Total Minority includes Asian or Nat. Haw. or Other Pac. Isl., Am. Ind./Al. Natives, Black or African American, Hispanic or Latino, and Two or More Races.

*Note: Use of US Dept of Education's Postsecondary Studies Division's Earned Degrees Conferred is updated biannually.

'Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring 2013.

2007-2011 American Community Survey (ACS) Italian American Doctorate, Bachelor, Masters degree holders age 28-65

Earned Degrees Conferred (EDC) US - PHD, MA, BA 2011-12* for Federal Protected Groups. 2007-2011 - American Community Survey (ACS) - U.S. - Italian American PHD, MA, BA holders age 28 through 65 - 1st ancestry and 50% 2nd ancestry.

20

Two Factor Availability

College:

Semester/Year: FALL, 2015AFFIRMATIVE ACTION UNIT: Constituent Departments:

ADMINISTRATION 1

EEO CATEGORY: Job Titles: EXECUTIVE COMPENSATION PLAN

EXECUTIVE/ADMINISTRATIVE/MANAGERIAL

JOB GROUP:

ADMINISTRATION 1

FACTORS: Weighting**Total

Minority

1. % availability of Minorities/Females with requisite skills in immediate labor areas. 0.40 23.3 11.4 3.0 4.5 3.1 2.42. % of Minorities/Females promotable, transferable, or trainable

0.60 26.2 17.2 5.2 6.4 5.5 4.6 GROUP TOTAL NO.:

No. Male: No. Female:

CURRENT UTILIZATION: # 45 # 21 # 4 # 8 # 8 # 13

% 49.5 % 23.1 % 4.4 % 8.8 % 8.8 % 14.3

OVERALL AVAILABILITY:% 49.5 % 28.6 % 8.2 % 10.9 % 8.6 % 7.0

UNDERUTILIZATION: % 0.0 % 5.5 % 3.8 % 2.1 % NONE % NONE

# 0.0 # 5.0 # 3.5 # 1.9 # 0.0 # 0.0

UU 0 UU 5 UU 4 UU 2 UU 0 UU 0


**Total Minority

Black or African

AmericanHispanic or

Latino Ital. Am.

Ital. Am.Females

FemalesAsian or Nat. Haw. or

Other Pac. Isl.

Hispanic or Latino

UTILIZATION ANALYSIS WORKSHEET

Central Office

Chancellor Emeritus/Executive Vice Chancellor/Sr. Vice ChancellorChancellor

45

Black or African

American

HEO Assistant Administrator

91

46

Vice Chancellor/University Associate Vice ChancellorUniversity Dean / University Associate Dean /University Assistant DeanUniversity Administrator / University Associate Administrator / University Assistant Adm

Asian or Nat. Haw. or Other Pac. Isl.

21

FALL, 2015

ADMINISTRATION II

Higher Education Officer (HEO) Higher Education Associate (HEA)

*NOTE: Research Associate is to be placed in Administration II or III depending on salary level.


Factor 2 0.6

1.0

Female**Total

Minority

Asian or Nat. Haw.

or Other Pac. Isl.

Black or African

AmericanHispanic or

Latino

Ital. Am. BA holders age 21 - 65

57.3 28.9 8.3 9.8 9.2 14.9multiply by weight 0.4 22.9 11.6 3.3 3.9 3.7 6.0

Female**Total

Minority

Asian or Nat. Haw.

or Other Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. Total

HE asst. 296 281 30 156 93 38 461

Asst. Prof. 334 243 88 103 50 37 615

TOTAL 630 524 118 259 143 75 1,07658.6 48.7 11.0 24.1 13.3 7.0

multiply by weight 0.6 35.2 29.2 6.6 14.5 8.0 4.2

58.1 40.8 9.9 18.4 11.7 10.2


Factor 2:

Factor 1:

Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring 2014.

OVERALL



4STATE - Earned Degrees Conferred (EDC) - Bachelors 2011-12* for Federal Protected Groups. 2007-2011 American Community Survey (ACS) - 4State -Italian American BA holders age 21 through 65 - 1st ancestry and 50% 2nd ancestry.

22

UTILIZATION ANALYSIS WORKSHEETTwo Factor Availability

College:

Semester/Year: FALL, 2015

AFFIRMATIVE ACTION UNIT: Constituent Departments:

ADMINISTRATION 2

EEO CATEGORY: Job Titles:

EXECUTIVE/ADMINISTRATIVE/MANAGERIAL

JOB GROUP:

ADMINISTRATION 2

FACTORS: Weighting

1. % availability of Minorities/Females with

requisite skills in immediate labor areas. 0.40 22.9 11.6 3.3 3.9 3.7 6.02. % of Minorities/Females promotable, transferable, or trainable

0.60 35.2 29.2 6.6 14.5 8.0 4.2 GROUP TOTAL NO.:



% 61.5 % 44.5 % 9.4 % 23.4 % 10.6 % 7.5

OVERALL AVAILABILITY:% 58.1 % 40.8 % 9.9 % 18.4 % 11.7 % 10.2

UNDERUTILIZATION: % NONE % NONE % 0.5 % NONE % 1.1 % 2.7# 0.0 # 0.0 # 1.3 # 0.0 # 2.9 # 7.2UU 0 UU 0 UU 1 UU 0 UU 3 UU 7


Hispanic or Latino Ital. Am.

Females**Total

MinorityAsian or Nat. Haw. or

Other Pac. Isl.Black or African

AmericanHispanic or

Latino Ital. Am.

Black or African American

* NOTE: Research Associate to be placed in Admin. II or III depending on salary level.

265

102 163

Females**Total

MinorityAsian or Nat. Haw. or

Other Pac. Isl.

Higher Education Associate (HEA)

Central Office

Higher Education Officer (HEO)

23

FALL, 2015

ADMINISTRATION III:

Higher Education assistant (HEa)Asst to Higher Education Officer (aHEO)

Research Associate (RA)*

Research Assistant (Ra)

*NOTE: Research Associate is to be placed in Administration II or III depending on salary level.


Factor 2 0.3


Minority


Pac. Isl.

Black or African

AmericanHispanic or

Latino

Ital. Am. BA degree holders

age 21 - 65

57.3 28.9 8.3 9.8 9.2 14.9multiply by weight - 0.7 40.1 20.2 5.8 6.9 6.4 10.4


Minority


Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. TOTAL

415 363 104 149 107 26 662

425 342 44 187 107 20 480840 705 148 336 214 46 1,14273.6 61.7 13.0 29.4 18.7 4.0


OVERALL AVAILABILITY 62.2 38.7 9.7 15.7 12.0 11.6


4STATES Earned Degrees Conferred (EDC) - Bachelors 2011-12* for Federal Protected Groups. 2007-2011 American Community Survey (ACS) - 4State -Italian American BA holders age 21 through 65 - 1st ancestry and 50% 2nd ancestry.

Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring 2014.



College Asst. (holding BA degree or higher in title only)Gittlesons (holding BA degree or higher in title only)

24

College:



ADMINISTRATION 3


PROFESSIONAL/NON-FACULTY

JOB GROUP:

ADMINISTRATION 3

FACTORS: Weighting1. % availability of Minorities/Females with


0.30 22.1 18.5 3.9 8.8 5.6 1.2 GROUP TOTAL NO.:



% 72.5 % 67.7 % 11.9 % 33.5 % 20.4 % 6.7

OVERALL AVAILABILITY:

% 62.2 % 38.7 % 9.7 % 15.7 % 12.0 % 11.6

UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 4.9

# 0.0 # 0.0 # 0.0 # 0.0 # 0.0 # 13.2



74

Research Assistant (Ra)

Females**Total

MinorityHispanic or

Latino

269



Pac. Isl.

195

Ital. Am.

*NOTE: Research Associate is to be placed in Administration II or III depending on s



Pac. Isl.

Hispanic or Latino Ital. Am.

**Total MinorityFemales


DELETE THIS LINE AFTER CHANGES (ONLY LIST TITLES THAT APPLY TO YOUR COLLEGE)

Higher Education assistant (HEa)Asst to Higher Education Officer (aHEO)Research Associate (RA)*

Central Office

25

ADMINISTRATION V:

University Chief Engineer/ EngineerUniversity Associate Chief EngineerArchitectProject Manager

FACTORSSOURCES WEIGHTFactor 1 1.0

Female**Total

Minority


Pac. Isl.

Black or African

American Hispanic or

LatinoItal.

Amer.

22.6 24.9 11.6 4.1 7.8 13.1


FALL, 2015

2007-2011 American Community Survey (ACS) - NY State.Occupation Census: Engineering Managers (300) and Architects, Except Naval (1300) - Italian Americans 1st ancestry and 50% 2nd ancestry.


26


College:



ADMINISTRATION V



JOB GROUP:

ADMINISTRATION V

FACTORS: Weighting1. % availability of Minorities/Females with


GROUP TOTAL NO.: 20 No. Male: No. Female:


% 15.0 % 45.0 % 20.0 % 15.0 % 10.0 % 5.0


% 22.6 % 24.9 % 11.6 % 4.1 % 7.8 % 13.1

UNDERUTILIZATION: % 7.6 % NONE % NONE % NONE % NONE % 8.1

# 1.5 # 0.00 # 0.00 # 0.00 # 0.00 # 1.62



17 3

Females**Total

Minority


Pac. Isl.Black or

African American Ital.

Amer.

Ital. Amer.Females

**Total Minority

Hispanic or Latino



Pac. Isl.

Hispanic or Latino

Central Office

University Chief Engineer/ EngineerUniversity Associate Chief EngineerArchitectProject Manager

27

SOURCE

Factor 1: 1.0

Female**Total

Minority

Asian or Nat. Haw. Or Other

Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.12.9 23.8 2.7 11.3 8.1 17.0

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA (4States) - Broadcast and Sound Engineer Technicians and Radio Operators and Other Media and Communications Equipment Workers (2900). 1st ancestry and 50% 2nd ancestry for Italian Americans.

WEIGHTING

BROADCASTING / MEDIA TITLESTechnical/Paraprofessional

FALL, 2015


Broadcasting/Media Titles:

Broadcast Associate

28


College:

Semester/Year:

AFFIRMATIVE ACTION UNIT:

BROADCASTING / MEDIA TITLES


Technical/Paraprofessional

JOB GROUP:

BROADCASTING / MEDIA TITLES

FACTORS:1. % availability of Minorities/Females with requisite skills in immediate labor areas. 1.00 12.9 23.8 2.7 11.3 8.1 17.02. % of Minorities/Females promotable, transferable, or trainable.

GROUP TOTAL NO.:


CURRENT UTILIZATION: # 15 # 27 # 4 # 14 # 9 # 1% 29.4 % 52.9 % 7.8 % 27.5 % 17.6 % 2.0

OVERALL AVAILABILITY: % 12.9 % 23.8 % 2.7 % 11.3 % 8.1 % 17.0


# 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 7.67



Hispanic or Latino

Ital.Amer.

Hispanic or Latino

36 15Females

**TotalMinority

Weighting

51

FALL, 2015Central Office

Ital.Amer.

Broadcast Associate


Pac. Isl.Black or

African American

Females**Total

Minority


Pac. Isl.Black or

African American

29

CUNY ADMINISTRATIVE ASSISTANTSecretarial and Clerical

SOURCEFactor 1: N/A 0.0

Factor 2: 1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.91.1 72.2 6.7 39.0 26.0 6.3

FALL, 2015


CUNY ADMINISTRATIVE ASSISTANT CUNY Administrative Assistant

WEIGHTING

CUNY Survey Spring 2011 - Permanent CUNY Office Assistant (level 3 or above) and Mail Message Services Worker titles. The CUNY Administrative Assistant title is strictly promotional from the Permanent CUNY Office Assistant (level 3 or above) and Mail Message Services Worker titles with years of service requirement.

30


College:



CUNY ADMINISTRATIVE ASSISTANT


Secretarial and Clerical

JOB GROUP:

CUNY ADMINISTRATIVE ASSISTANT

FACTORS: Weighting

1. % availability of Minorities/Females with requisite skills in immediate labor areas.2. % of Minorities/Females promotable, transferable, or trainable.

1.00 91.1 72.2 6.7 39.0 26.0 6.3

GROUP TOTAL NO.:



% 100.0 % 60.0 % 10.0 % 40.0 % 10.0 % 10.0


% 91.1 % 72.2 % 6.7 % 39.0 % 26.0 % 6.3

UNDERUTILIZATION: % NONE % 12.2 % NONE % NONE % 16.0 % NONE

# 0.00 # 1.22 # 0.00 # 0.00 # 1.60 # 0.00




Hispanic or Latino


0 10Females

**TotalMinority


Pac. Isl.

Central Office

Ital.Amer.

Ital.Amer.

10

Hispanic or Latino

CUNY Administrative Assistant

Females**Total

Minority


Pac. Isl.

31

MANAGERIAL:COMPUTER MANAGER:

SOURCEFactor 1:

1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.28.5 26.6 15.7 4.3 5.2 15.3


Computer Systems ManagerComputer Operations Manager

FALL, 2015

WEIGHTING

MANAGERIAL: COMPUTER MANAGERExecutive/Administrative/Managerial

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA (4States) - "Computer and Information Systems Managers" (110). 1st ancestry and 50% 2nd ancestry for Italian Americans.

32


College:

Semester/Year:


COMPUTER MANAGER:



JOB GROUP:

COMPUTER MANAGER:

FACTORS:

1. % availability of Minorities/Females with requisite skills in immediate labor areas. 1.00 28.5 26.6 15.7 4.3 5.2 15.3

2. % of Minorities/Females promotable, transferable, or trainable.

GROUP TOTAL NO.:


CURRENT UTILIZATION: # 25 # 46 # 23 # 15 # 5 # 6% 28.1 % 51.7 % 25.8 % 16.9 % 5.6 % 6.7


% 28.5 % 26.6 % 15.7 % 4.3 % 5.2 % 15.3

UNDERUTILIZATION: % 0.4 % NONE % NONE % NONE % NONE % 8.6# 0.36 # 0.00 # 0.00 # 0.00 # 0.00 # 7.62UU 0 UU 0 UU 0 UU 0 UU 0 UU 8


64 25Females

**TotalMinority


Pac. Isl.

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.

Weighting Females**Total

Minority


Pac. Isl.

89

Central OfficeFALL, 2015

Computer Systems ManagerComputer Operations Manager

33

COMPUTER SPECIALIST:

IT Senior Associate IT AssociateIT AssistantIT Support Assistant

SOURCEFactor 1: 1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.26.4 33.6 19.7 7.1 5.4 12.1

FALL, 2015


COMPUTER SPECIALISTS Technical/Paraprofessional

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA (4States) - Computer Scientist Systems Analyst (1000); Computer Programmer (1010); Computer Software Engineers (1020); Computer Support Specialists (1050); Database Administrator (1060); Network Systems & Data Communication Analysts (1110); Computer Hardware Engineers (1400); Computer Operators (5800); and Computer Control Programmers and Operators (7900). 1st ancestry and 50% 2nd ancestry for Italian Americans.

WEIGHTING

34


College:



COMPUTER SPECIALISTS


Technical/Paraprofessional IT Senior Associate IT AssociateIT AssistantIT Support Assistant

JOB GROUP:

COMPUTER SPECIALISTS

FACTORS:1. % availability of Minorities/Females with

requisite skills in immediate labor areas. 1.00 26.4 33.6 19.7 7.1 5.4 12.1


GROUP TOTAL NO.:



% 40.1 % 71.1 % 23.2 % 22.5 % 24.6 % 4.2


% 26.4 % 33.6 % 19.7 % 7.1 % 5.4 % 12.1


# 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 11.18




Pac. Isl.Black or African

AmericanHispanic or

Latino


85 57Females

**TotalMinority


Pac. Isl.

Central Office

Ital.Amer.

Ital.Amer.

142

Hispanic or Latino


Minority

35

CUNY OFFICE/SECRETARIAL ASSISTANT:

SOURCEFactor 1: 1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.

89.9 26.5 3.7 11.6 9.8 16.7


2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA (4States) - Secretaries, and Administrative Assistants (5700); Word Processors and Typists (5820); and Office Administrative Support Workers, all other (5940), Office Clerks, General (5860). 1st ancestry and 50% 2nd ancestry for Italian Americans.

CUNY Office Assistant Clerical Associate

FALL, 2015

CUNY OFFICE/SECRETARIAL ASSISTANT Secretarial and Clerical

WEIGHTING

EOC Office Assistant

36


College:

Semester/Year:


CUNY OFFICE/SECRETARIAL ASSISTANT:

EEO CATEGORY: Job Titles: CUNY Office Assistant

Secretarial and Clerical

JOB GROUP:

CUNY OFFICE/SECRETARIAL ASSISTANT

FACTORS:




GROUP TOTAL NO.:



% 84.8 % 69.6 % 13.0 % 37.0 % 19.6 % 8.7


% 89.9 % 26.5 % 3.7 % 11.6 % 9.8 % 16.7

UNDERUTILIZATION: % 5.1 % NONE % NONE % NONE % NONE % 8.0

# 2.35 # 0.00 # 0.00 # 0.00 # 0.00 # 3.68



7 39Females

**TotalMinority


Pac. Isl.

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.


Minority


Pac. Isl.

46

Central OfficeFALL, 2015

Clerical AssociateEOC Office Assistant

37

SOURCEFactor 1: N/A 0.0

Factor 2: 1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.23.7 87.6 7.4 55.8 24.1 1.3

CUNY Survey Spring 2011 - Permanent Campus Peace Officer Level 1 and 2s with years of service requirement.


WEIGHTING

FALL, 2015

CAMPUS PUBLIC SAFETY SERGEANT formerly - Campus Peace/Security Officer Level 3

Service/Maintenance

CAMPUS PUBLIC SAFETY SERGEANT:

Campus Security Specialist

38


College:



CAMPUS PUBLIC SAFETY SERGEANT


Service/Maintenance

JOB GROUP:

CAMPUS PUBLIC SAFETY SERGEANT

FACTORS:


requisite skills in immediate labor areas.


1.00 23.7 87.6 7.4 55.8 24.1 1.3

GROUP TOTAL NO.:



% 11.1 % 88.9 % 0.0 % 33.3 % 55.6 % 0.0


% 23.7 % 87.6 % 7.4 % 55.8 % 24.1 % 1.3

UNDERUTILIZATION: % 12.6 % NONE % 7.4 % 22.5 % NONE % 1.3

# 1.13 # 0.00 # 0.67 # 2.02 # 0.00 # 0.12



8 1Females

**TotalMinority


Pac. Isl.

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.


Minority


Pac. Isl.

9

Central Office

Campus Security Specialist

39

MAIL / MESSAGE SERVICES WORKERSecretarial/Clerical

SOURCE

1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.41.5 42.7 4.9 19.2 16.9 11.6

FALL, 2015

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA (4States) - Mail Clerks/Mail Machine Operators, Except Postal Service (5850). 1st ancestry and 50% 2nd ancestry for Italian Americans.

WEIGHTING


MAIL / MESSAGE SERVICES WORKER

Mail/Message Services Worker

Factor 1:

40


College:





Secretarial/Clerical Mail/Message Services Worker

JOB GROUP:





GROUP TOTAL NO.:



% 12.5 % 75.0 % 0.0 % 50.0 % 25.0 % 12.5


% 41.5 % 42.7 % 4.9 % 19.2 % 16.9 % 11.6

UNDERUTILIZATION: % 29.0 % NONE % 4.9 % NONE % NONE % NONE

# 4.64 # 0.00 # 0.78 # 0.00 # 0.00 # 0.00



Ital.Amer.

Hispanic or Latino

Ital.Amer.

16


Minority



American

Central Office

14 2Females

**TotalMinority



AmericanHispanic or

Latino

41

MANAGERIAL: SECURITY DIRECTORExecutive/Administrative/Managerial

MANAGERIAL:SECURITY DIRECTOR:

SOURCEFactor 1:

1.0

Female**Total

Minority


Pac. Isl.

Black or African

AmericanHispanic or

LatinoItal.

Amer.

28.4 66.7 7.1 28.1 29.3 12.2

2007 - 2011 U.S. Census- American Community Survey (ACS) - Residence Geography, New York City (NYC) - Police and Sheriffs Patrol Officer (3850). 1st ancestry and 50% 2nd ancestry for Italian Americans.

WEIGHTING

FALL, 2015


Campus Security DirectorCampus Security Asst Director

42


College:



SECURITY DIRECTOR:



JOB GROUP:

SECURITY DIRECTOR:




GROUP TOTAL NO.:



% 20.0 % 40.0 % 0.0 % 40.0 % 0.0 % 0.0


% 28.4 % 66.7 % 7.1 % 28.1 % 29.3 % 12.2

UNDERUTILIZATION: % 8.4 % 26.7 % 7.1 % NONE % 29.3 % 12.2

# 0.42 # 1.34 # 0.36 # 0.00 # 1.47 # 0.61



Ital.Amer.

Hispanic or Latino

Ital.Amer.

4 1Females

**TotalMinority


Pac. Isl.

5

Hispanic or Latino


Minority



American


Campus Security Director

Central Office

Campus Security Asst Director

43

C. PERSONNEL ACTIVITY TABLE/APPLICANT DATA-RECRUITMENT DOCUMENTATION

44

2015 PERSONNEL ACTIVITY TABLE (page 1 of 2)

COLLEGE: Period Covered: 7 / 1 / 14 to 6 / 30 / 15

TOTAL**** BLACK OR HISPANIC OR ASIAN OR NAT. HAW. AMER. IND./ TWO OR MORE TOTAL WHITE ITALIAN UNKNOWN* TOTALAFRICAN AM. LATINO OR OTHER PAC. ISL. ALASK. NAT. RACES MINORITY*** NON-MINORITY**

MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL

EXEC./ADMIN./MANAGERIAL

New Hires 48 50 98 4 13 2 3 7 2 0 1 0 1 13 20 33 30 26 5 4 0 0 35 30 65 Terminations 7 10 17 0 2 3 4 1 0 0 0 0 0 4 6 10 2 3 1 1 0 0 3 4 7 Upgrades 27 21 48 3 3 3 3 4 2 0 0 1 1 11 9 20 12 10 4 2 0 0 16 12 28 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0FACULTY

New Hires 1 0 1 0 0 0 0 1 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 Terminations 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 Upgrades 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 0 0 0 0 0 0 0 0 0 0 0 0 0 0PROFESSIONAL/NON-FACULTY

New Hires 45 60 105 9 23 13 14 5 6 1 0 1 2 29 45 74 12 15 4 0 0 0 16 15 31 Terminations 6 14 20 2 4 2 3 1 3 0 0 0 0 5 10 15 1 4 0 0 0 0 1 4 5 Upgrades 19 19 38 5 4 6 8 3 3 0 0 0 0 14 15 29 4 4 1 0 0 0 5 4 9 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0SECRETARIAL/CLERICAL

New Hires 3 1 4 2 1 0 0 0 0 0 0 0 0 2 1 3 1 0 0 0 0 0 1 0 1 Terminations 0 1 1 0 0 0 1 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 0 0 0 Upgrades 0 1 1 0 0 0 1 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 0 0 0 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0TECHNICAL/PARAPROFESSIONAL

New Hires 2 4 6 0 0 0 2 0 1 0 0 0 0 0 3 3 2 1 0 0 0 0 2 1 3 Terminations 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 Upgrades 2 2 4 0 1 0 1 0 0 0 0 0 0 0 2 2 2 0 0 0 0 0 2 0 2 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0SKILLED TRADES

New Hires 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 Terminations 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 Upgrades 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 0 0 0 0 0 0 0 0 0 0 0 0 0 0SERVICE MAINTENANCE

New Hires 2 1 3 2 1 0 0 0 0 0 0 0 0 2 1 3 0 0 0 0 0 0 0 0 0 Terminations 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 Upgrades 1 0 1 1 0 0 0 0 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0T O T A L

New Hires 101 116 217 17 38 15 19 13 9 1 1 1 3 47 70 117 45 42 9 4 0 0 54 46 100 Terminations 13 25 38 2 6 5 8 2 3 0 0 0 0 9 17 26 3 7 1 1 0 0 4 8 12 Upgrades 49 43 92 9 8 9 13 7 5 0 0 1 1 26 27 53 18 14 5 2 0 0 23 16 39 Transfers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0REMINDER: *Unknowns are subtracted from all totals. ***Total Minority is the sum of Black or African Am., Hispanic or Latino, Asian or Nat. Haw. or Other Pacific Islander, American Indian/Alaska Native, and Two or More Races..**Total Non-Minority is the sum of White and Italian American. ****TOTAL is the sum of Total Minority and Total Non-Minority.

AMERICAN

Central Office

(excluding Ital. Am.)

45

2015 APPLICANT DATA - RECRUITMENT DOCUMENTATION (page 2 of 2)

COLLEGE: Period Covered: 7 / 1 / 14 to 6 / 30 / 15

TOTAL**** BLACK OR HISPANIC OR ASIAN OR NAT. HAW. AMER. IND./ TWO OR MORE TOTAL WHITE ITALIAN UNKNOWN* TOTALAFRICAN AM. LATINO OR OTHER PAC. ISL. ALASK. NAT. RACES MINORITY*** NON-MINORITY**

MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL

EXEC./ADMIN./MANAGERIAL

Applicants 1206 1282 2488 276 433 197 181 171 199 0 5 14 35 658 853 1511 512 406 36 23 747 924 548 429 977 Interviews 91 74 165 8 21 6 6 16 8 0 1 0 1 30 37 67 56 37 5 0 25 37 61 37 98 Offers 40 34 74 2 11 1 1 9 3 0 0 2 0 14 15 29 22 19 4 0 0 0 26 19 45TOTAL WORKFORCE Eth. & Gender Report 223 235 458 27 60 20 21 23 30 0 3 1 3 71 117 188 125 104 27 14 0 0 152 118 270FACULTY

Applicants 219 246 465 85 72 32 44 27 43 0 1 2 7 146 167 313 71 79 2 0 107 153 73 79 152 Interviews 3 0 3 0 0 0 0 3 0 0 0 0 0 3 0 3 0 0 0 0 0 0 0 0 0 Offers 1 0 1 0 0 0 0 1 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0TOTAL WORKFORCE Eth. & Gender Report 1 0 1 0 0 0 0 1 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0PROFESSIONAL/NON-FACULTY

Applicants 3120 3712 6832 925 1364 607 782 672 631 13 10 68 105 2285 2892 5177 774 796 61 24 1720 2392 835 820 1655 Interviews 84 106 190 13 39 27 22 21 19 0 0 1 0 62 80 142 18 26 4 0 42 35 22 26 48 Offers 25 43 68 3 15 10 10 6 11 0 0 1 0 20 36 56 5 7 0 0 3 2 5 7 12TOTAL WORKFORCE Eth. & Gender Report 174 255 429 35 91 35 57 30 38 1 0 1 4 102 190 292 56 55 16 10 0 0 72 65 137SECRETARIAL/CLERICAL

Applicants 217 337 554 100 147 58 88 26 48 2 1 5 8 191 292 483 25 45 1 0 84 167 26 45 71 Interviews 3 1 4 2 1 0 0 0 0 0 0 0 0 2 1 3 1 0 0 0 0 0 1 0 1 Offers 3 1 4 2 1 0 0 0 0 0 0 0 0 2 1 3 1 0 0 0 0 0 1 0 1TOTAL WORKFORCE Eth. & Gender Report 21 51 72 10 19 4 10 2 5 0 0 0 0 16 34 50 3 12 2 5 0 0 5 17 22TECHNICAL/PARAPROFESSIONAL

Applicants 56 25 81 17 7 9 3 10 8 0 0 1 1 37 19 56 19 6 0 0 24 13 19 6 25 Interviews 8 1 9 2 0 2 1 2 0 0 0 0 0 6 1 7 2 0 0 0 0 0 2 0 2 Offers 2 2 4 0 0 1 1 0 1 0 0 0 0 1 2 3 1 0 0 0 1 0 1 0 1TOTAL WORKFORCE Eth. & Gender Report 41 20 61 12 6 7 4 3 3 0 0 0 0 22 13 35 18 7 1 0 0 0 19 7 26SKILLED TRADES

Applicants 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 Interviews 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 Offers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0TOTAL WORKFORCE Eth. & Gender Report 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0SERVICE/MAINTENANCE

Applicants 45 23 68 23 20 12 1 4 1 0 0 1 0 40 22 62 5 1 0 0 8 2 5 1 6 Interviews 1 1 2 1 1 0 0 0 0 0 0 0 0 1 1 2 0 0 0 0 0 0 0 0 0 Offers 1 1 2 1 1 0 0 0 0 0 0 0 0 1 1 2 0 0 0 0 0 0 0 0 0TOTAL WORKFORCE Eth. & Gender Report 21 3 24 12 2 6 0 0 0 0 0 0 0 18 2 20 3 1 0 0 0 0 3 1 4T O T A L

Applicants 4863 5625 10488 1426 2043 915 1099 910 930 15 17 91 156 3357 4245 7602 1406 1333 100 47 2690 3651 1506 1380 2886 Interviews 190 183 373 26 62 35 29 42 27 0 1 1 1 104 120 224 77 63 9 0 67 72 86 63 149 Offers 72 81 153 8 28 12 12 16 15 0 0 3 0 39 55 94 29 26 4 0 4 2 33 26 59TOTAL WORKFORCE Eth. & Gender Report 481 564 1045 96 178 72 92 59 76 1 3 2 7 230 356 586 205 179 46 29 0 0 251 208 459REMINDER: *Unknowns are subtracted from all totals. ***Total Minority is the sum of Black or African Am., Hispanic or Latino, Asian or Nat. Haw. or Other Pacific Islander, American Indian/Alaska Native, and Twor or More Races.**Total Non-Minority is the sum of White and Italian American. ****TOTAL is the sum of Total Minority and Total Non-Minority.

AMERICAN

Central Office

(excluding Ital. Am.)

46

PART A

APPL HIRES APPL HIRES APPL HIRES APPL HIRES APPL HIRES APPL HIRES# TOTAL 2886 100 7602 117 10488 217 4863 101 5625 116 10488 217 3.5% 1.5% 2.1% 2.1%

1 Exec./Adm./Mngrl. 977 65 1511 33 2488 98 1206 48 1282 50 2488 98 6.7% 2.2% 4.0% 3.9%

2 Faculty 152 0 313 1 465 1 219 1 246 0 465 1 0.0% 0.3% 0.5% 0.0%

3 Professional/Non-Fac. 1655 31 5177 74 6832 105 3120 45 3712 60 6832 105 1.9% 1.4% 1.4% 1.6%

4 Secretarial/Clerical 71 1 483 3 554 4 217 3 337 1 554 4 1.4% 0.6% 1.4% 0.3%

5 Techn./Paraprofessional 25 3 56 3 81 6 56 2 25 4 81 6 12.0% 5.4% 3.6% 16.0%

6 Skilled Trades 0 0 0 0 0 0 0 0 0 0 0 0 0.0% 0.0% 0.0% 0.0%

7 Service/Maintenance 6 0 62 3 68 3 45 2 23 1 68 3 0.0% 4.8% 4.4% 4.3%89

10TOTAL 2886 100 7602 117 10488 217 4863 101 5625 116 10488 217 3% 2% 2% 2%

OVER

ALL STD FISHER'S FISHER TEST RESULT

RATE DEV VALUE NOTE# A D E F G H I J K L M N O P Q

1 Exec./Adm./Mngrl. MINORITY 2.2% NON-MIN 6.7% 0.33 3.9% 59 33 26 5.60 * ** N/A2 Faculty NON-MIN 0.0% MINORITY 0.3%3 Professional/Non-Fac. MINORITY 1.4% NON-MIN 1.9% 0.76 1.5% 79 74 5 1.28 * N/A4 Secretarial/Clerical MINORITY 0.6% NON-MIN 1.4% 0.44 0.7% 3 3 0 0.73 N/A5 Techn./Paraprofessional MINORITY 5.4% NON-MIN 12.0% 0.45 7.4% 4 3 1 1.05 * N/A6 Skilled Trades N/A N/A

7 Service/Maintenance NON-MIN 0.0% MINORITY 4.8%89

10TOTAL 145 113 32

OVER



1 Exec./Adm./Mngrl. FEMALE 3.9% MALE 4.0% 0.982 Faculty FEMALE 0.0% MALE 0.5% 0.00 0.2% 0 0 0 1.06 N/A

3 Professional/Non-Fac. MALE 1.4% FEMALE 1.6%

4 Secretarial/Clerical FEMALE 0.3% MALE 1.4% 0.21 0.7% 2 1 1 1.47 * N/A

5 Techn./Paraprofessional MALE 3.6% FEMALE 16.0%

6 Skilled Trades N/A N/A

7 Service/Maintenance FEMALE 4.3% MALE 4.4% 0.988 9

10 TOTAL: 2 1 1

STD DEV>=2

MIN APPLICANTS

female hires

TOTAL

* IRA LESS THAN 0.8 AND

** IRA LESS THAN 0.8 AND

female appACTL DIF ** IRA LESS THAN 0.8 AND

DIF >=1 PERSON

MIN HIRED

male app male hires

NON-MIN APPLICANTS NON-MIN HIRED

STD DEV>=2UNFAV. GROUPACTL DIFEXPECT


RATE FOR RATE FOR DIF >=1 PERSON

C

FAV. GROUP IRA

B

NON MIN

November 30, 2015JOB

CATEGORY

IRA WORKSHEET FOR MALE VS FEMALE % OF HIRES

AREAS/

IRA WORKSHEET FOR NON-MIN VS MIN % OF HIRESNovember 30, 2015

JOB

% of non-min hires % of min hires % of male hires % of female

hires

FISHER TEST

PERCENTAGE OF HIRESHIRES HIRES

November 30, 2015

JOB

CATEGORY

MIN TOTAL MALE

ONLY IF IRA UNDER 0.8

FEMALE

FAV. GROUP IRA

AREAS/

CATEGORY

COLLEGE NAME: CENTRAL OFFICEI M P A C T A N A L Y S I S W O R K S H E E T S

HIRES ANALYSIS CENTRAL OFFICE

AREAS/FEMALEMINORITY

F E M A L E S A N D M I N O R I T I E S

RATE FOR RATE FOR

B CUNFAV. GROUP

ONLY IF IRA UNDER 0.8EXPECT

FISHER'S TEST

47

PART B

INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED

# TOTAL 459 39 586 53 1045 92 481 49 564 43 1045 92 8% 9% 10% 8%1 Exec./Adm./Mngrl. 270 28 188 20 458 48 223 27 235 21 458 48 10% 11% 12% 9%

2 Faculty 0 0 1 0 1 0 1 0 0 0 1 0 0% 0% 0% 0%

3 Professional/Non-Fac. 137 9 292 29 429 38 174 19 255 19 429 38 7% 10% 11% 7%

4 Secretarial/Clerical 22 0 50 1 72 1 21 0 51 1 72 1 0% 2% 0% 2%

5 Techn./Paraprofessional 26 2 35 2 61 4 41 2 20 2 61 4 8% 6% 5% 10%

6 Skilled Trades 0 0 0 0 0 0 0 0 0 0 0 0 0% 0% 0% 0%

7 Service/Maintenance 4 0 20 1 24 1 21 1 3 0 24 1 0% 5% 5% 0%

89

10TOTAL 459 39 586 53 1045 92 481 49 564 43 1045 92 8% 9% 10% 8%

OVER


RATE DEV VALUE NOTE# A D E F G H I J K L M O P Q Q

1 Exec./Adm./Mngrl. NON-MIN 10.37% MINORITY 10.64%

2 Faculty N/A N/A

3 Professional/Non-Fac. NON-MIN 6.57% MINORITY 9.93%

4 Secretarial/Clerical NON-MIN 0.00% MINORITY 2.00%

5 Techn./Paraprofessional MINORITY 5.71% NON-MIN 7.69% 0.74 6.56% 2 2 0 0.31 N/A


7 Service/Maintenance NON-MIN 0.00% MINORITY 5.00%89

10TOTAL 2 2 0

OVER



1 Exec./Adm./Mngrl. FEMALE 8.9% MALE 12.1% 0.738 10.5% 24 21 3 1.11 * N/A

2 Faculty N/A N/A

3 Professional/Non-Fac. FEMALE 7.5% MALE 10.9% 0.682 8.9% 22 19 3 1.24 * N/A

4 Secretarial/Clerical MALE 0.0% FEMALE 2.0%

5 Techn./Paraprofessional MALE 4.9% FEMALE 10.0%


7 Service/Maintenance FEMALE 0.0% MALE 4.8% 0.000 4.2% 0 0 0 0.39 0.8750 21 1 3 0 NO SIGNIF. DIFF.

89

10TOTAL 46 40 6

EXPECT ACTLCATEGORY

B C

CENTRAL OFFICE

B C

RATE FOR RATE FOR

UNFAV. GROUP

male incum male prmt female incum

% of non-min PROMOTED

% OF FEMALE promoted

STD DEV>=2



DIF >=1 PERSON


STD DEV>=2

RATE FORDIF

EXPECT

female prmt

PERCENTAGE OF PROMOTION

DIF >=1 PERSON FISHER TEST

IRA WORKSHEET FOR MALE VS FEMALE % OF PROMOTIONNovember 30, 2015

JOBAREAS/

% of min promoted

% OF MEN promoted

PROMOTION

NON-MIN PRMT MIN INCUM

FISHER TESTNON-MIN INCUM

IRA

FEMALEPROMOTION

MIN TOTAL MALE FEMALE

MINORITY

TOTALAREAS/

CATEGORY

ACTL DIFIRA

ONLY IF IRA UNDER 0.8CATEGORY

FAV. GROUP

ONLY IF IRA UNDER 0.8

JOBAREAS/

NON MIN

PROMOTION ANALYSISNovember 30, 2015


UNFAV. GROUP

RATE FOR

MIN PRMT FAV. GROUP

IRA WORKSHEET FOR NON-MIN VS MIN % OF PROMOTIONNovember 30, 2015

JOB

48

PART C

INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED % of non-min TERMINATED

% of min TERMINATED

% OF MEN TERMINATED

% OF FEMALE TERMINATED

# TOTAL 459 12 586 26 1045 38 481 13 564 25 1045 38 3% 4% 3% 4%1 Exec./Adm./Mngrl. 270 7 188 10 458 17 223 7 235 10 458 17 3% 5% 3% 4%2 Faculty 0 0 1 0 1 0 1 0 0 0 1 0 0% 0% 0% 0%3 Professional/Non-Fac. 137 5 292 15 429 20 174 6 255 14 429 20 4% 5% 3% 5%4 Secretarial/Clerical 22 0 50 1 72 1 21 0 51 1 72 1 0% 2% 0% 2%5 Techn./Paraprofessional 26 0 35 0 61 0 41 0 20 0 61 0 0% 0% 0% 0%6 Skilled Trades 0 0 0 0 0 0 0 0 0 0 0 0 0% 0% 0% 0%7 Service/Maintenance 4 0 20 0 24 0 21 0 3 0 24 0 0% 0% 0% 0%89

10TOTAL 459 12 586 26 1045 38 481 13 564 25 1045 38 3% 4% 3% 4%

OVER



1 Exec./Adm./Mngrl. MINORITY 5.3% NON-MIN 2.6% 0.487 3.7% 6 10 4 1.52 * N/A

2 Faculty N/A N/A

3 Professional/Non-Fac. MINORITY 5.1% NON-MIN 3.6% 0.710 4.7% 13 15 2 0.68 * N/A

4 Secretarial/Clerical MINORITY 2.0% NON-MIN 0.0% 0.000 1.4% 0 1 1 0.67 * N/A

5 Techn./Paraprofessional N/A N/A


7 Service/Maintenance N/A N/A

89

10

TOTAL 19 26 7

OVER



1 Exec./Adm./Mngrl. FEMALE 4.3% MALE 3.1% 0.738 3.7% 8 10 2 0.632 * N/A

2 Faculty N/A N/A

3 Professional/Non-Fac. FEMALE 5.5% MALE 3.4% 0.628 4.7% 11 14 3 0.985 * N/A

4 Secretarial/Clerical FEMALE 2.0% MALE 0.0% 0.000 1.4% 0 1 1 0.646 * N/A

5 Techn./Paraprofessional N/A N/A


7 Service/Maintenance N/A N/A89

10

TOTAL 19 25 6

CATEGORY

DIF >=1 PERSON


TOTALCATEGORY

CENTRAL OFFICETERMINATION ANALYSIS

JOBFISHER TESTONLY IF IRA UNDER 0.8RATE FOR RATE FOR

IRA** IRA LESS THAN 0.8 AND

STD DEV>=2

*IRA LESS THAN 0.8 AND

DIF >=1 PERSON

female incumb

non-min terminated

TERMINATION TERMINATION

EXPECT FAV. GROUP

ACTL** IRA LESS THAN 0.8 AND

STD DEV>=2min incumb

PERCENTAGE OF TERMINATION

min terminated non-min incumb

female terminated male incumb

IRA WORKSHEET FOR NON-MIN VS MIN % OF TERMINATION

AREAS/

FISHER TEST

UNFAV. GROUP FAV. GROUP EXPECT ACTL DIF

B C UNFAV. GROUP

November 30, 2015JOB

FEMALEMIN TOTAL MALE

November 30, 2015FEMALE

CATEGORYRATE FOR

IRAONLY IF IRA UNDER 0.8

DIF

JOB

NON MIN

MINORITY

AREAS/ RATE FOR

#REF!

B C

male terminated

IRA WORKSHEET FOR MALE VS FEMALE % OF TERMINATIONNovember 30, 2015

AREAS/

49

D. ORGANIZATION CHART

50

51

INSIDE COVER - A written copy of this Affirmative Action Plan is available for inspection by any employee or applicant for employment, during normal business hours, in the Office of Recruitment and Diversity, 205 E. 42nd Street, Floor 10, New York, New York 10017. Interested persons should contact Michael J. Valente, Esq. Chief Diversity Officer, 646-664-3310 or [email protected] for assistance. (Rev. 11/2015)

52

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