AFFIRMATIVE ACTION PLAN (AAP)...Resources Management, the Chief Diversity Officer, and supervisory personnel who exercise authority on behalf of the University (deans, directors, executive

AFFIRMATIVE ACTION PLAN (AAP)

For

ITALIAN AMERICANS

Central Office

Affirmative Action Program

September 1, 2014 – August 31, 2015

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 2013 Results and 2014 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 2013-14 B. Response to Fall 2014 Underutilization

1. Placement Goals for 2014 -2015 2. Employment Practices: Recruitment, Selection and Advancement C. Internal Audit and Reporting

VI. APPENDICES

A. Executive Vice Chancellor’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, 2013 – June 30, 2014 Program year: September 1, 2014 – August 31, 2015 A. DESCRIPTION OF COLLEGE

The City University of New York (CUNY) is the nation's leading urban public university serving more than 480,000 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 270,000 degree- credit students and 218,083 continuing and professional education students are enrolled at its campuses located in all five boroughs of New York City. Its student body has ancestral ties to about 205 countries. Black, White, and Hispanic undergraduates each comprise more than a quarter of the student body, and Asians more than 15 percent. Approximately 47 percent of undergraduates have a native language other than English, approximately 41 percent work more than 20 hours a week, approximately 63 percent attend school full time, and approximately 15 percent support children. About 60 percent are female and about 29 percent are 25 or older. Of first-time freshmen, approximately 37 percent are born outside the U.S. mainland and approximately 70 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 1291 employees, 887 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, Operations, Computing and Information Services, and Facilities Planning, Construction, and Management. The Office of Human Resources

1 Note that this information is as of June 30, 2014, the controlling time reference for all workforce and utilization analysis discussed in this Affirmation Action Plan.

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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. In turn, the Associate Director of Workforce Diversity and Compliance Programs Office 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 20012-2016, “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, 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 behalf of the University (deans, directors, executive officers, administrators, or other persons with supervisory responsibility) have undertaken the responsibilities described below.

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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

A. EXECUTIVE VICE CHANCELLOR AND CHIEF OPERATING OFFICER

The primary responsibility and accountability for implementing the AAP rests with the Executive Vice Chancellor and Chief Operating Officer, Allan Dobrin. 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, Sexual Harassment Coordinator and Deputy Coordinator, a Sexual Harassment Awareness and Intake Committee, 504/ADA Coordinator, and Title IX Coordinator.

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

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

3. Impart the personal direction that ensures total involvement and commitment to equal

employment opportunity programs including the issuance of an annual reaffirmation 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 harassment, are fully trained and equipped to carry out their responsibilities.

5. Assure that supervisors receive training on the University’s Policies and Procedures

on Equal Opportunity, Non-Discrimination, and Against Sexual Harassment. 6. Ensure submission of an annual report on non-discrimination, 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 Against Sexual Harassment, 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 The Executive Vice Chancellor and Chief Operating Officer, Allan 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 Chief Diversity Officer, Title IX Coordinator, Sexual Harassment Coordinator, and 504/ADA Coordinator. His office and contact information are as follows:

205 E. 42nd Street, Room 1070 New York, New York 10017 (646) 664-3310 [email protected]

The Chief Diversity Officer is responsible, as the Executive Vice Chancellor’s designee, for the following:

1. Providing consultation, investigation, and resolution of all internal complaints of

discrimination.

2. Disseminating annually to all employees the University’s Policies and Procedures on Equal Opportunity, Non-Discrimination, and Against Sexual Harassment and the contact information regarding the Chief Diversity Officer, Sexual Harassment Coordinator, Title IX Coordinator, and 504/ADA Coordinator.

3. Publicizing these policies widely and ensuring that they are incorporated into the

training curriculum for employees who are involved in investigating discrimination complaints and conducting employment searches.

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.

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mailto:[email protected]

11. Providing training and information to employees, including managers, on the laws and CUNY policies against discrimination, including sexual harassment.

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

workplace.

D. SUPERVISORY PERSONNEL Supervisory personnel exercise authority on behalf of the University. They include deans, directors, executive officers, administrators, or other persons with supervisory responsibility. They must take steps to create a workplace free of discrimination and harassment, and must take each and every complaint seriously.

Supervisory personnel are crucial to the success of the AAP. As supervisors, they implement CUNY and Central Office policies, set the tone for what is acceptable behavior, and enforce CUNY and Central Office rules. Consequently, they are integral to the implementation of the AAP. In their direct day to-day contact with employees, these officials help ensure compliance with equal employment programs and implementation of the AAP and help foster an inclusive environment.

Their specific responsibilities include:

1. Adhering to CUNY’s equal employment opportunity and affirmative action policies.

2. Supporting and assisting the Executive Vice Chancellor, Vice Chancellor, and Chief

Diversity Officer 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 with annual appointments (excluding substitute and visiting titles) are included in the analyses discussed below.

A. JOB GROUP SUMMARY

The Central Office’s full-time employees are grouped into 7 categories using the relevant EEO-6 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),

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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). There is representation of Italian Americans in every AAU analyzed except the following two: Campus Public Safety Sergeant and Security Director.

Because the following AAUs contained less than 5 employees, no utilization analysis worksheets were developed for: Chief Administrative Superintendent of Buildings and Grounds Disability Accommodations Specialist Buildings and Grounds Basic Crafts: Buildings and Grounds Campus Peace/Security Officers, Levels 1 and 2 Custodial Assistant Senior Custodial Supervisor Skilled Trades/Crafts-Supervisory Titles Accountant Accountant Assistant Engineer-Technicians

B. DETERMINING AVAILABILITY

"Availability" is an estimate of the proportion of each gender and racial/ethnic group available for employment at the Central Office 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

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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.

D. COMPARISON OF RESULTS OF 2013 AND 2014 UTILIZATION ANALYSES

A comparison of the 2013 and 2014 utilization analyses identified changes in the numeric disparity in the AAUs by the EEO-6 Categories since the last AAP. The comparison indicates if changes in underutilization occurred. Within the EEO-6 categories, the difference in underutilization of Italian-Americans by AAU/job group between the current (2014) and prior (2013) plans:

Executive/Administrative/Managerial

The Administration I AAU remained unchanged from 2013 to 2014, with no underutilization of Italian Americans. Moreover, the number of Italian Americans in this AAU increased from 11 to 12. The Administration II AAU underutilization of Italian Americans decreased from 2013 to 2014, from 8 to 7, respectively. Security Director AAU underutilization of Italian Americans remained unchanged from 2013 to 2014, staying at 1, due to the lack of hiring for this Job Group. The Administration V AAU underutilization of Italian Americans increased from 2013 to 2014, from 0 to 1, respectively. The Computer Manager AAU underutilization of Italian Americans decreased from 2013 to 2014, from 9 to 5, respectively.

Professional/Non-Faculty The Administration III AAU underutilization of Italian Americans increased from 2013 to 2014, from 4 to 8, respectively. The Computer Specialist AAU underutilization of Italian Americans increased from 2013 to 2014, from 10 to 11, respectively.

Secretarial/Clerical The CUNY Administrative Assistant AAU underutilization of Italian Americans remained unchanged from 2013 to 2014, with no underutilization of Italian Americans. The CUNY Office/Secretarial Assistant AAU underutilization of Italian Americans decreased from 2013 to 2014, from 6 to 4, respectively.

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The Mail/Message Services Worker AAU underutilization of Italian Americans remained unchanged from 2013 to 2014, with no underutilization of Italian Americans.

Technical/Paraprofessional

The Computer Specialist AAU underutilization of Italian Americans increased from 2013 to 2014, from 10 to 11, respectively. The Broadcast/Media Titles AAU underutilization of Italian Americans increased from 2013 to 2014, from 6 to 7, respectively.

Service/Maintenance The Campus Public Safety Sergeant AAU underutilization of Italian Americans remained unchanged from 2013 to 2014, with no underutilization of Italian Americans.

E. EVALUATION OF PERSONNEL ACTIONS Information about personnel transactions for all University designated protected groups by EEO-6 categories is presented in the Personnel Activity Table and Applicant Data Recruitment Documentation. The survey of tenure decisions compares the number of employees eligible for tenure to those granted tenure or certificates of continuous employment. In addition to CUNYfirst reports, a variety of sources provide information for the analysis, including the Offices of Human Resources, Academic Affairs, 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 99 new full time employees, including 3 Italian Americans.

b. Promotions/Upgrades

The Central Office provided upgrades to 106 employees, including 0 Italian Americans. c. Terminations/Separations

The number of employees separated from the workforce was 60, including 2 Italian Americans.

d. Transfers

The number of employees transferred from the workforce was 3, including 0 Italian Americans.

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2. Analysis of Applicant Data-Recruitment Documentation Executive/Administrative/Managerial: There were 3330 applicants (61 Italian Americans) for 44 positions. The Central Office interviewed 157 applicants (7 Italian Americans) and made offers to 52 candidates (7 Italian Americans).

Faculty: There were 54 applicants (0 Italian Americans) for 12 positions. This is the result of a new initiative at the Advanced Science Research Center. Professional/Non-Faculty: There were 5090 applicants (52 Italian Americans) for the 46 positions. The Central Office interviewed 120 applicants (4 Italian Americans) and made offers to 48 applicants (1 Italian American). Included in these 44 appointments were 2 transfers.

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 6 appointments to the Secretarial/Clerical job category. There were 171 applicants (2 Italian Americans); 16 were interviewed (0 Italian Americans); and 8 were offered positions (0 Italian Americans).

There were 3 appointments to the Technical/Paraprofessional job category. There were 7 applicants (0 Italian Americans); 7 were interviewed (0 Italian Americans); and 4 were offered positions (0 Italian Americans).

There were 4 appointments to the Service/Maintenance job category. There were 6 applicants (0 Italian Americans); 5 were interviewed (0 Italian Americans); and 5 were offered the position (0 Italian Americans).

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 College tailored its action-oriented programs to ensure these initiatives are specific to the problem (s) identified.

A. IMPLEMENTATION OF INITIATIVES AND ACTIVITIES 2013 – 2014 The action-oriented activities to address underutilization during the past year (2013 – 2014) include:

1. Broadening recruitment efforts to reduce or eliminate underutilization

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

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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:

1) Maximizing Your Role on Your Team course; 2) Delegation and Time Management course; 3) Engaging Employees through Appreciative Coaching course; 4) Fundamentals of Supervision course; 5) Giving Effective Ongoing Feedback course; 6) Understanding and Managing Organizational Change course; 7) Stressmakers and Stressbreakers course; 8) Time Management Strategies course; 9) Mind Tools for Memory course; 10) Business Writing: Clarity Through Critical Thinking course; 11) Essentials for Successful Project Management course; 12) Excel Levels 1 & 2 courses; 13) The Situational Leadership II Workshop course; 14) Effective Office Management for Today’s Workplace course; 15) Effective Telephone Skills course; 16) Managing Multiple Priorities course; 17) PC Essentials course; 18) Emotional Intelligence: The Key to Effective Leadership course; 19) Managerial Power Tools course.

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

1) Non-discrimination and anti-sexual harassment trainings by the Chief Diversity Officer at

various Central Office locations; 2) Preventing Sexual Harassment online training course; 3) Respectful Workplaces: Preventing Sexual Harassment course; 4) Sexual Harassment Prevention: Policy and Procedures course for SHAIC members and

supervisors; 5) Sexual Harassment Prevention: Complaint Intake course for SHAIC members; 6) Sexual Harassment Prevention: Managing Intake Communications course for SHAIC

members; 7) Sexual Harassment Prevention: Informal Resolution: Conciliation course for SHAIC

members; 12

8) Communication Essentials for Resolving Conflict course; 9) Dealing with Difficult People course; 10) Attitude is Everything course; 11) Team Building course; 12) Attitudes at Work: Fostering Resilience and Optimism course; 13) Building Positive Workplace Relationships course; 14) Summer Beach Bash; 15) Employee Health Fair; 16) Diversity Projects Development Fund; and 17) 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 Workforce Diversity and Compliance. Additionally, in September 2013, 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. This communication again reminded employees of CUNY’s non-discrimination policy and provided an electronic link to the policy itself.

B. RESPONSE TO 2013 UNDERUTILIZATION

The College has established a placement goal whenever Italian American 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 College 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 1; Computer Manager with an underutilization of 5; Administration III with an underutilization of 8; Computer Specialist with an underutilization of 11; CUNY Office/Secretarial Assistant with an underutilization of 4; Computer Specialist with an underutilization of 11; and Broadcast/Media Titles with an underutilization of 7. To the extent there is any hiring into these AAUs during the Program Year 2014-2015, 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

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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 College 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 joint meeting between CDOs and the University Advisory Council on

Diversity (ACD) to discuss issues of concern.

4. Attending informational sessions and training provided at monthly meetings of the Council of Chief Diversity Officers (CCDO).

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

6. Encouraging employees to participate in University-sponsored professional

development programs.

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

8. Providing guidance and training to ensure equal opportunity in all employment decisions.

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

10. Evaluating employment decisions to ensure freedom from unlawful bias.

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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 president 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 RE-AFFIRMATION LETTER

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B. UTILIZATION ANALYSIS WORKSHEETS

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FALL, 2014ADMINISTRATION I: Executive Compensation Plan Titles

ChancellorExecutive Vice Chancellor, Senior Vice Chancellor, Vice Chancellor, Assoc Vice Chancellor Univ. Sr. Univ Dean/University Dean / Univ Asst DeanUniversity Administrator / Univ Assoc Administrator / Univ Asst AdministratorHEO / Asst Admin

2007-11 ACS US - Ital Am. degree

holders age 28-65

weight Ital. Amer. Degree holders

with CUNY degree holders

Ph.D. = 50.6 % 5.3 2.7M.A. = 32.7 % 6.6 2.2B.A. = 13.9 % 6.3 0.9

5.8

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 - 6556.1 24.8 7.6 10.1 6.3 5.8

multiply by weight - 0.4 22.4 9.9 3.0 4.0 2.5 2.3


Minority


Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. Total

HEO 388 293 60 137 96 81 726Professor 719 439 154 147 135 126 1,927

1,107 732 214 284 231 207 2,65341.7 27.6 8.1 10.7 8.7 7.8


OVERALL AVAILABILITY 47.4 26.5 7.9 10.4 7.7 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 2011.

CUNY Administration I Degree Weighting - Source: Frozen file as of April 16, 2012. (degrees held by employees in CUNY Administration I).

Earned Degrees Conferred (EDC) US - PHD, MA, BA 2009-10* for Federal Protected Groups. 2007-2011 - American Community Survey (ACS) - U.S. - Italian American PHD, MA, BA holders age 28 through 65.

20

Two Factor Availability

College:

Semester/Year: FALL, 2014AFFIRMATIVE ACTION UNIT: Constituent Departments:

ADMINISTRATION 1

EEO CATEGORY: Job Titles: EXECUTIVE COMPENSATION PLAN

EXECUTIVE/ADMINISTRATIVE/MANAGERIAL

JOB GROUP:

ADMINISTRATION 1

FACTORS: Weighting

**TotalMinority

1. % availability of Minorities/Females with requisite skills in immediate labor areas. 0.40 22.4 9.9 3.0 4.0 2.5 2.32. % of Minorities/Females promotable, transferable, or trainable

0.60 25.0 16.6 4.9 6.4 5.2 4.7 GROUP TOTAL NO.:

No. Male: No. Female:

CURRENT UTILIZATION: # 41 # 17 # 4 # 6 # 7 # 12

% 49.4 % 20.5 % 4.8 % 7.2 % 8.4 % 14.5

OVERALL AVAILABILITY:% 47.4 % 26.5 % 7.9 % 10.4 % 7.7 % 7.0

UNDERUTILIZATION: % NONE % 6.0 % 3.1 % 3.2 % NONE % NONE# 0.0 # 5.0 # 2.6 # 2.7 # 0.0 # 0.0UU 0 UU 5 UU 3 UU 3 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

Executive Vice Chancellor, Senior Vice Chancellor, Vice Chancellor, Assoc Vice ChanChancellor

41

Black or African

American

HEO / Asst Admin

83

42

Univ. Sr. Univ Dean/University Dean / Univ Asst DeanUniversity Administrator / Univ Assoc Administrator / Univ Asst Administrator

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

21

FALL, 2014

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

57.4 26.7 8.1 9.8 8.1 14.9multiply by weight 0.4 23.0 10.7 3.2 3.9 3.2 6.0

Female**Total

Minority

Asian or Nat. Haw.

or Other Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. Total

HE asst. 362 319 32 179 104 43 533

Asst. Prof. 440 349 128 148 70 49 820

TOTAL 802 668 160 327 174 92 1,35359.3 49.4 11.8 24.2 12.9 6.8

multiply by weight 0.6 35.6 29.6 7.1 14.5 7.7 4.1

58.6 40.3 10.3 18.4 10.9 10.1


Factor 2:

Factor 1:

Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring 2012.

OVERALL



4STATE - Earned Degrees Conferred (EDC) - Bachelors 2009-10* for Federal Protected Groups. 2007-2011 American Community Survey (ACS) - 4State -Italian American BA holders age 21 through 65.

22

UTILIZATION ANALYSIS WORKSHEETTwo Factor Availability

College:

Semester/Year: FALL, 2014

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 23.0 10.7 3.2 3.9 3.2 6.02. % of Minorities/Females promotable, transferable, or trainable

0.60 35.6 29.6 7.1 14.5 7.7 4.1 GROUP TOTAL NO.:



% 59.7 % 44.9 % 11.6 % 24.1 % 9.3 % 6.9

OVERALL AVAILABILITY:% 58.6 % 40.3 % 10.3 % 18.4 % 10.9 % 10.1

UNDERUTILIZATION: % NONE % NONE % NONE % NONE % 1.6 % 3.2# 0.0 # 0.0 # 0.0 # 0.0 # 3.5 # 6.9UU 0 UU 0 UU 0 UU 0 UU 4 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.

216

87 129

Females**Total

MinorityAsian or Nat. Haw. or

Other Pac. Isl.

Higher Education Associate (HEA)

Central Office

Higher Education Officer (HEO)

23

FALL, 2014

ADMINISTRATION III:

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

*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

57.4 26.7 8.1 9.8 8.1 14.9multiply by weight - 0.7 40.2 18.7 5.7 6.9 5.7 10.4


Minority


Pac. Isl.

Black or African

AmericanHispanic or

Latino Ital. Am. TOTAL

411 381 93 181 106 15 690

317 244 40 141 60 14 354728 625 133 322 166 29 1,04469.7 59.9 12.7 30.8 15.9 2.8


OVERALL AVAILABILITY 61.1 36.7 9.5 16.1 10.5 11.2


4STATES Earned Degrees Conferred (EDC) - Bachelors 2009-10* for Federal Protected Groups. 2007-2011 American Community Survey (ACS) - 4State -Italian American BA holders age 21 through 65.

Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring 2012.



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 20.9 18.0 3.8 9.2 4.8 0.8 GROUP TOTAL NO.:



% 74.2 % 67.1 % 11.3 % 34.3 % 21.6 % 7.5

OVERALL AVAILABILITY:

% 61.1 % 36.7 % 9.5 % 16.1 % 10.5 % 11.2

UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 3.7

# 0.0 # 0.0 # 0.0 # 0.0 # 0.0 # 7.9

UU 0 UU 0 UU 0 UU 0 UU 0 UU 8


55

Females**Total

MinorityHispanic or

Latino

213



Pac. Isl.

158

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


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

Central Office

25

ADMINISTRATION V:

University Associate Chief Engineer / EngineerUniversity Chief Architect / Architect Project 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, 2014

2007-2011 American Community Survey (ACS) - NY State.Occupation Census: Engineering Managers (300) and Architects, Except Naval (1300)


26


College:



ADMINISTRATION V



JOB GROUP:

ADMINISTRATION V

FACTORS: Weighting1. % availability of Minorities/Females with


GROUP TOTAL NO.: 14 No. Male: No. Female:


% 21.4 % 35.7 % 28.6 % 0.0 % 7.1 % 7.1


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

UNDERUTILIZATION: % 1.2 % NONE % NONE % 4.1 % 0.7 % 6.0

# 0.2 # 0.00 # 0.00 # 0.57 # 0.10 # 0.84



11 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 Associate Chief Engineer / EngineerUniversity Chief Architect / Architect Project Manager

27

SOURCE

Factor 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

FALL, 2014


Broadcasting/Media Titles:

Broadcast Associate

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA - Broadcast and Sound Engineer Technicians and Radio Operators and Other Media and Communications Equipment Workers (2900)

WEIGHTING

BROADCASTING / MEDIA TITLESTechnical/Paraprofessional

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: # 14 # 25 # 3 # 13 # 9 # 1% 29.8 % 53.2 % 6.4 % 27.7 % 19.1 % 2.1

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


# 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 6.99



FALL, 2014Central Office

Ital.Amer.

Broadcast Associate


Pac. Isl.Black or

African American

Females**Total

Minority


Pac. Isl.Black or

African American

Hispanic or Latino

Ital.Amer.

Hispanic or Latino

33 14Females

**TotalMinority

Weighting

47

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, 2014


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 % 70.0 % 0.0 % 50.0 % 20.0 % 10.0


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

UNDERUTILIZATION: % NONE % 2.2 % 6.7 % NONE % 6.0 % NONE

# 0.00 # 0.22 # 0.67 # 0.00 # 0.60 # 0.00



Central Office

Ital.Amer.

Ital.Amer.

10

Hispanic or Latino

CUNY Administrative Assistant

Females**Total

Minority


Pac. Isl.Black or African

AmericanHispanic or

Latino


0 10Females

**TotalMinority


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, 2014

WEIGHTING

MANAGERIAL: COMPUTER MANAGERExecutive/Administrative/Managerial

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA - "Computer and Information Systems Managers" (110)

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: # 22 # 32 # 15 # 10 # 7 # 6% 29.7 % 43.2 % 20.3 % 13.5 % 9.5 % 8.1


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

UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 7.2# 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 5.32UU 0 UU 0 UU 0 UU 0 UU 0 UU 5


Weighting Females**Total

Minority


Pac. Isl.

74

Central OfficeFALL, 2014

Computer Systems ManagerComputer Operations Manager

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.

52 22Females

**TotalMinority


Pac. Isl.

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, 2014


COMPUTER SPECIALISTS Technical/Paraprofessional

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA - 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).

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.:



% 39.8 % 72.7 % 25.0 % 24.2 % 23.4 % 3.9


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


# 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 10.49



Central Office

Ital.Amer.

Ital.Amer.

128

Hispanic or Latino


Minority



AmericanHispanic or

Latino


77 51Females

**TotalMinority


Pac. Isl.

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 - Secretaries, and Administrative Assistants (5700); Word Processors and Typists (5820); and Office Administrative Support Workers, all other (5940), Office Clerks, General (5860).

CUNY Office/Secretarial Assistant (all levels)Clerical Associate

FALL, 2014

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/Secretarial Assistant (all levels)

Secretarial and Clerical

JOB GROUP:

CUNY OFFICE/SECRETARIAL ASSISTANT

FACTORS:




GROUP TOTAL NO.:



% 80.0 % 73.3 % 11.1 % 42.2 % 20.0 % 8.9


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

UNDERUTILIZATION: % 9.9 % NONE % NONE % NONE % NONE % 7.8

# 4.46 # 0.00 # 0.00 # 0.00 # 0.00 # 3.52




Minority


Pac. Isl.

45

Central OfficeFALL, 2014

Clerical AssociateEOC Office Assistant

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.

9 36Females

**TotalMinority


Pac. Isl.

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

FALL, 2014

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

Service/Maintenance

CAMPUS PUBLIC SAFETY SERGEANT:

Campus Public Safety SergeantCollege Security Specialist

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


WEIGHTING

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.:



% 18.2 % 81.8 % 0.0 % 36.4 % 45.5 % 0.0


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

UNDERUTILIZATION: % 5.5 % 5.8 % 7.4 % 19.4 % NONE % 1.3

# 0.61 # 0.64 # 0.81 # 2.14 # 0.00 # 0.14




Minority


Pac. Isl.

11

Central Office

Campus Public Safety Sergeant

College Security Specialist

Hispanic or Latino

Ital.Amer.



Hispanic or Latino

Ital.Amer.

9 2Females

**TotalMinority


Pac. Isl.

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, 2014

2007 - 2011 U.S. Census- American Community Survey (ACS) - NY, NJ, CT, PA - Mail Clerks/Mail Machine Operators, Except Postal Service (5850).

WEIGHTING


MAIL / MESSAGE SERVICES WORKER

Mail/Message Services Worker

Factor 1:

40


College:





Secretarial/Clerical Mail/Message Services Worker

JOB GROUP:





GROUP TOTAL NO.:



% 16.7 % 83.3 % 0.0 % 50.0 % 33.3 % 16.7


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

UNDERUTILIZATION: % 24.8 % NONE % 4.9 % NONE % NONE % NONE

# 2.98 # 0.00 # 0.59 # 0.00 # 0.00 # 0.00



Central Office

10 2Females

**TotalMinority



AmericanHispanic or

LatinoItal.

Amer.

Hispanic or Latino

Ital.Amer.

12


Minority



American

41

MANAGERIAL: SECURITY DIRECTORExecutive/Administrative/Managerial

MANAGERIAL:SECURITY DIRECTOR:

Campus Security Director

SOURCE

Factor 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 - Police and Sheriffs Patrol Officer (3850)

WEIGHTING

FALL, 2014


University Security Director

Campus Security Assistant Director

42


College:



SECURITY DIRECTOR:



JOB GROUP:

SECURITY DIRECTOR:




GROUP TOTAL NO.:



% 16.7 % 33.3 % 0.0 % 33.3 % 0.0 % 0.0


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

UNDERUTILIZATION: % 11.7 % 33.4 % 7.1 % NONE % 29.3 % 12.2

# 0.70 # 2.00 # 0.43 # 0.00 # 1.76 # 0.73



University Security DirectorCampus Security DirectorCampus Security Assistant Directo

Central Office

Hispanic or Latino


Minority



American


Ital.Amer.

Hispanic or Latino

Ital.Amer.

5 1Females

**TotalMinority


Pac. Isl.

6

43

C. PERSONNEL ACTIVITY TABLE/APPLICANT DATA-

RECRUITMENT DOCUMENTATION

44

2014 PERSONNEL ACTIVITY TABLE (page 1 of 2)

COLLEGE: Period Covered: 7 / 1 / 13 to 6 / 30 / 14

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

MALE FEMALE TOTAL 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 14 28 42 1 6 3 2 3 5 0 1 7 14 21 6 13 1 1 0 0 7 14 21 Terminations 18 19 37 3 1 1 0 1 2 0 0 5 3 8 12 16 1 0 0 0 13 16 29 Upgrades 23 41 64 0 9 0 12 3 4 0 0 3 25 28 20 16 0 0 0 0 20 16 36 Transfers 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 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 Upgrades 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 0PROFESSIONAL/NON-FACULTY

New Hires 19 25 44 4 6 5 5 3 4 0 0 12 15 27 6 10 1 0 0 0 7 10 17 Terminations 4 9 13 0 1 0 4 3 2 0 0 3 7 10 1 2 0 0 0 0 1 2 3 Upgrades 12 27 39 0 10 4 7 4 4 0 0 8 21 29 4 6 0 0 0 0 4 6 10 Transfers 1 1 2 0 0 0 0 0 1 0 0 0 1 1 1 0 0 0 0 0 1 0 1SECRETARIAL/CLERICAL

New Hires 1 5 6 1 2 0 2 0 0 0 0 1 4 5 0 1 0 0 0 0 0 1 1 Terminations 0 1 1 0 0 0 0 0 0 0 0 0 0 0 0 1 0 0 0 0 0 1 1 Upgrades 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 0TECHNICAL/PARAPROFESSIONAL

New Hires 2 1 3 0 0 0 1 0 0 0 0 0 1 1 2 0 0 0 0 0 2 0 2 Terminations 2 2 4 0 1 2 0 0 0 0 0 2 1 3 0 1 0 0 0 0 0 1 1 Upgrades 0 1 1 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 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 Terminations 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 Transfers 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 4 0 4 3 0 1 0 0 0 0 0 4 0 4 0 0 0 0 0 0 0 0 0 Terminations 1 2 3 0 2 0 0 0 0 0 0 0 2 2 0 0 1 0 0 0 1 0 1 Upgrades 1 1 2 0 1 0 0 0 0 0 0 0 1 1 1 0 0 0 0 0 1 0 1 Transfers 1 0 1 1 0 0 0 0 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0T O T A L

New Hires 40 59 99 9 14 9 10 6 9 0 1 24 34 58 14 24 2 1 0 0 16 25 41 Terminations 25 33 58 3 5 3 4 4 4 0 0 10 13 23 13 20 2 0 0 0 15 20 35 Upgrades 36 70 106 0 21 4 19 7 8 0 0 11 48 59 25 22 0 0 0 0 25 22 47 Transfers 2 1 3 1 0 0 0 0 1 0 0 1 1 2 1 0 0 0 0 0 1 0 1REMINDER: *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 and American Indian/Alaska Native.**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

2014 APPLICANT DATA - RECRUITMENT DOCUMENTATION (page 2 of 2)

COLLEGE: Period Covered: 7 / 1 / 13 to 6 / 30 / 14

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

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

EXEC./ADMIN./MANAGERIAL

Applicants 1468 1862 3330 387 745 224 245 220 225 12 22 843 1237 2080 593 596 32 29 0 1 625 625 1250 Interviews 58 99 157 4 30 5 9 18 13 0 4 27 56 83 26 41 5 2 0 0 31 43 74 Offers 18 34 52 1 8 4 3 4 5 0 2 9 18 27 7 11 2 5 0 0 9 16 25Total Workforce EEO6-Category Descr. 237 271 508 28 67 21 27 20 35 0 2 69 131 200 142 121 26 19 0 0 168 140 308FACULTY

Applicants 41 13 54 3 0 3 1 23 7 0 0 29 8 37 12 5 0 0 0 0 12 5 17 Interviews 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 0Total Workforce EEO6-Category Descr. 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

Applicants 2274 2816 5090 741 1078 496 575 419 442 15 28 1671 2123 3794 574 670 29 23 5 5 603 693 1296 Interviews 56 64 120 15 16 15 16 11 13 0 1 41 46 87 12 17 3 1 0 0 15 18 33 Offers 21 27 48 4 7 6 5 3 4 0 1 13 17 30 7 10 1 0 0 0 8 10 18Total Workforce EEO6-Category Descr. 198 258 456 39 77 45 57 27 41 0 1 111 176 287 67 66 20 16 0 0 87 82 169SECRETARIAL/CLERICAL

Applicants 30 141 171 10 58 6 46 8 14 0 0 24 118 142 6 21 0 2 0 1 6 23 29 Interviews 4 12 16 4 6 0 3 0 0 0 0 4 9 13 0 3 0 0 0 0 0 3 3 Offers 2 6 8 2 3 0 2 0 0 0 0 2 5 7 0 1 0 0 0 0 0 1 1Total Workforce EEO6-Category Descr. 49 116 165 14 46 10 24 9 9 0 0 33 79 112 12 30 4 7 0 1 16 37 53TECHNICAL/PARAPROFESSIONAL

Applicants 5 2 7 0 0 3 2 0 0 0 0 3 2 5 2 0 0 0 0 0 2 0 2 Interviews 5 2 7 0 0 3 2 0 0 0 0 3 2 5 2 0 0 0 0 0 2 0 2 Offers 2 2 4 0 0 1 2 0 0 0 0 1 2 3 1 0 0 0 0 0 1 0 1Total Workforce EEO6-Category Descr. 76 46 122 23 11 13 6 4 6 0 0 40 23 63 34 23 2 0 0 0 36 23 59SKILLED 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 Interviews 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 0Total Workforce EEO6-Category Descr. 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 6 0 6 4 0 2 0 0 0 0 0 6 0 6 0 0 0 0 0 0 0 0 0 Interviews 5 0 5 4 0 1 0 0 0 0 0 5 0 5 0 0 0 0 0 0 0 0 0 Offers 5 0 5 4 0 1 0 0 0 0 0 5 0 5 0 0 0 0 0 0 0 0 0Total Workforce EEO6-Category Descr. 36 4 40 18 2 12 0 0 0 0 0 30 2 32 6 2 0 0 0 0 6 2 8T O T A L

Applicants 3824 4834 8658 1145 1881 734 869 670 688 27 50 2576 3488 6064 1187 1292 61 54 5 7 1248 1346 2594 Interviews 128 177 305 27 52 24 30 29 26 0 5 80 113 193 40 61 8 3 0 0 48 64 112 Offers 48 69 117 11 18 12 12 7 9 0 3 30 42 72 15 22 3 5 0 0 18 27 45Total Workforce EEO6-Category Descr. 596 695 1291 122 203 101 114 60 91 0 3 283 411 694 261 242 52 42 0 1 313 284 597REMINDER: *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 and American Indian/Alaska Native.**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 2594 41 6064 58 8658 99 3824 40 4834 59 8658 99 1.6% 1.0% 1.0% 1.2%

1 Exec./Adm./Mngrl. 1250 21 2080 21 3330 42 1468 14 1862 28 3330 42 1.7% 1.0% 1.0% 1.5%

2 Faculty 17 0 37 0 54 0 41 0 13 0 54 0 0.0% 0.0% 0.0% 0.0%

3 Professional/Non-Fac. 1296 17 3794 27 5090 44 2274 19 2816 25 5090 44 1.3% 0.7% 0.8% 0.9%

4 Secretarial/Clerical 29 1 142 5 171 6 30 1 141 5 171 6 3.4% 3.5% 3.3% 3.5%

5 Techn./Paraprofessional 2 2 5 1 7 3 5 2 2 1 7 3 100.0% 20.0% 40.0% 50.0%

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 0 0 6 4 6 4 6 4 0 0 6 4 0.0% 66.7% 66.7% 0.0%89

10TOTAL 2594 41 6064 58 8658 99 3824 40 4834 59 8658 99 2% 1% 1% 1%

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 1.0% NON-MIN 1.7% 0.60 1.3% 26 21 5 1.68 * N/A2 Faculty N/A N/A

3 Professional/Non-Fac. MINORITY 0.7% NON-MIN 1.3% 0.54 0.9% 32 27 5 2.01 * ** N/A4 Secretarial/Clerical NON-MIN 3.4% MINORITY 3.5%5 Techn./Paraprofessional MINORITY 20.0% NON-MIN 100.0% 0.20 42.9% 2 1 1 1.93 * 0.1429 2 2 5 1 NO SIGNIF. DIFF.

6 Skilled Trades N/A N/A

7 Service/Maintenance NON-MIN 0.0% MINORITY 66.7%89

10TOTAL 60 49 11

OVER



1 Exec./Adm./Mngrl. MALE 1.0% FEMALE 1.5%

2 Faculty N/A N/A

3 Professional/Non-Fac. MALE 0.8% FEMALE 0.9%

4 Secretarial/Clerical MALE 3.3% FEMALE 3.5%

5 Techn./Paraprofessional MALE 40.0% FEMALE 50.0%


7 Service/Maintenance FEMALE 0.0% MALE 66.7% 0.00 66.7% 0 0 0 N/ANO FEMALE APPLICANT

8 9

10 TOTAL: 0 0 0

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

February 11, 2015JOB

CATEGORY

IRA WORKSHEET FOR MALE VS FEMALE % OF HIRES

AREAS/

IRA WORKSHEET FOR NON-MIN VS MIN % OF HIRESFebruary 11, 2015

JOB

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

hires

FISHER TEST

PERCENTAGE OF HIRESHIRES HIRES

February 11, 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 597 47 694 59 1291 106 596 36 695 70 1291 106 8% 9% 6% 10%1 Exec./Adm./Mngrl. 308 36 200 28 508 64 237 23 271 41 508 64 12% 14% 10% 15%

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

3 Professional/Non-Fac. 169 10 287 29 456 39 198 12 258 27 456 39 6% 10% 6% 10%

4 Secretarial/Clerical 53 0 112 0 165 0 49 0 116 0 165 0 0% 0% 0% 0%

5 Techn./Paraprofessional 59 0 63 1 122 1 76 0 46 1 122 1 0% 2% 0% 2%

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

7 Service/Maintenance 8 1 32 1 40 2 36 1 4 1 40 2 13% 3% 3% 25%

89

10TOTAL 597 47 694 59 1291 106 596 36 695 70 1291 106 8% 9% 6% 10%

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 11.69% MINORITY 14.00%

2 Faculty N/A N/A

3 Professional/Non-Fac. NON-MIN 5.92% MINORITY 10.10%

4 Secretarial/Clerical N/A N/A

5 Techn./Paraprofessional NON-MIN 0.00% MINORITY 1.59%


7 Service/Maintenance MINORITY 3.13% NON-MIN 12.50% 0.25 5.00% 1 1 0 1.09 0.3641 8 1 32 1 NO SIGNIF. DIFF.

89

10TOTAL 1 1 0

OVER




2 Faculty N/A N/A

3 Professional/Non-Fac. MALE 6.1% FEMALE 10.5%

4 Secretarial/Clerical N/A N/A

5 Techn./Paraprofessional MALE 0.0% FEMALE 2.2%


7 Service/Maintenance MALE 2.8% FEMALE 25.0%89

10TOTAL 0 0 0

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 PROMOTIONFebruary 11, 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 ANALYSISFebruary 11, 2015


UNFAV. GROUP

RATE FOR

MIN PRMT FAV. GROUP

IRA WORKSHEET FOR NON-MIN VS MIN % OF PROMOTIONFebruary 11, 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 597 35 694 23 1291 58 596 25 695 33 1291 58 6% 3% 4% 5%1 Exec./Adm./Mngrl. 308 29 200 8 508 37 237 18 271 19 508 37 9% 4% 8% 7%2 Faculty 0 0 0 0 0 0 0 0 0 0 0 0 0% 0% 0% 0%3 Professional/Non-Fac. 169 3 287 10 456 13 198 4 258 9 456 13 2% 3% 2% 3%4 Secretarial/Clerical 53 1 112 0 165 1 49 0 116 1 165 1 2% 0% 0% 1%5 Techn./Paraprofessional 59 1 63 3 122 4 76 2 46 2 122 4 2% 5% 3% 4%6 Skilled Trades 0 0 0 0 0 0 0 0 0 0 0 0 0% 0% 0% 0%7 Service/Maintenance 8 1 32 2 40 3 36 1 4 2 40 3 13% 6% 3% 50%89

10TOTAL 597 35 694 23 1291 58 596 25 695 33 1291 58 6% 3% 4% 5%

OVER



1 Exec./Adm./Mngrl. NON-MIN 9.4% MINORITY 4.0%

2 Faculty N/A N/A

3 Professional/Non-Fac. MINORITY 3.5% NON-MIN 1.8% 0.509 2.9% 8 10 2 1.06 * N/A

4 Secretarial/Clerical NON-MIN 1.9% MINORITY 0.0%

5 Techn./Paraprofessional MINORITY 4.8% NON-MIN 1.7% 0.356 3.3% 2 3 1 0.95 * N/A


7 Service/Maintenance NON-MIN 12.5% MINORITY 6.3%89

10

TOTAL 10 13 3

OVER




2 Faculty N/A N/A

3 Professional/Non-Fac. FEMALE 3.5% MALE 2.0% 0.579 2.9% 7 9 2 0.934 * N/A

4 Secretarial/Clerical FEMALE 0.9% MALE 0.0% 0.000 0.6% 0 1 1 0.652 * N/A

5 Techn./Paraprofessional FEMALE 4.3% MALE 2.6% 0.605 3.3% 1 2 1 0.516 * N/A


7 Service/Maintenance FEMALE 50.0% MALE 2.8% 0.056 7.5% 0 2 2 3.402 * ** 0.022 4 2 36 1 SIGNIF. DIFF.

89

10

TOTAL 8 14 6

#REF!

B C

male terminated

IRA WORKSHEET FOR MALE VS FEMALE % OF TERMINATIONFebruary 11, 2015

AREAS/

CATEGORYRATE FOR

IRAONLY IF IRA UNDER 0.8

DIF

JOB

NON MIN

MINORITY

AREAS/ RATE FOR

FEMALEMIN TOTAL MALE

February 11, 2015FEMALE

B C UNFAV. GROUP

February 11, 2015JOB

UNFAV. GROUP FAV. GROUP EXPECT ACTL DIF female terminated male incumb

IRA WORKSHEET FOR NON-MIN VS MIN % OF TERMINATION

AREAS/

FISHER TESTmin terminated non-min incumb non-min

terminated

TERMINATION TERMINATION

EXPECT FAV. GROUP

ACTL** IRA LESS THAN 0.8 AND

STD DEV>=2min incumb

PERCENTAGE OF TERMINATION

FISHER 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

Central OfficeTERMINATION ANALYSIS

JOB

CATEGORY

DIF >=1 PERSON


TOTALCATEGORY

49

D. ORGANIZATIONAL CHART

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]. (Rev. 2/2015)

50

mailto:[email protected]

51

Documents

AFFIRMATIVE ACTION PLAN (AAP)...Resources Management, the Chief Diversity Officer, and supervisory personnel who exercise authority on behalf of the University (deans, directors, executive