1. Affirmative action Plan It’s More than Just the Numbers
DIVISION OF FINANCE
Affirmative action Plan It’s More than Just the Numbers
Texas A&M University, Human Resources
February 29, 2012

2. Introduction What is an Affirmative Action Plan (AAP)?
Why do we have one?
How is it developed?
What does it mean to you?

3. A nonprofit group you join when you turn 50
POP QUIZ What is AAP?
A nonprofit group you join when you turn 50
The company you call when your car breaks down
A management tool establishing procedures and good faith efforts designed to increase opportunities to achieve full representation in all parts of the workforce
The website you log into when you want to book a vacation

4. POP QUIZ Executive Order 11246 was issued by which President?
George W. Bush
Lyndon B. Johnson
Barack Obama
Abraham Lincoln

5. United States Department of Agriculture (USDA)
POP QUIZ This organization oversees and administers Affirmative Action Plans
United States Department of Agriculture (USDA)
Department of Labor (DOL)
USA Pickleball Association (USAPA)
Office of Federal Contract Compliance Programs (OFCCP)

6. POP QUIZ Non compliance with Affirmative Action Plans could result in
Loss of research grant funding
Loss of hearing
Weight loss
Loss of insurance

7. Religion Race Sex Nail color
POP QUIZ Protected categories under EEO include all but one of the following
Religion
Race
Sex
Nail color

8. BMI analysis Job group analysis SWOT analysis Benefit analysis
POP QUIZ One of the required components of an Affirmative Action Plan is?
BMI analysis
Job group analysis
SWOT analysis
Benefit analysis

9. What is an AAP?
A plan to bring women and men, members of minority groups, covered veterans, and individuals with a disability into all levels and segments of Texas A&M University – College Station’s workforce in proportion to their representation in the qualified relevant labor market.

10. Purpose of AAP Where we stand now Where we must go
How best to get there

11. University Subject to EEO under Executive Order 11246
Administered by the Office of Federal Contract Compliance Programs (OFCCP)
Applies to federal contractors, recipients of federal funds or employers of more than 50 in the workforce
Non compliance could result in loss of research grant funding, OFCCP audits and fines
Law prohibits race, sex, color, national origin, religion and age discrimination, and requires employers to engage in affirmative action to employ and advance women and minorities

12. Executive Order 11246 in the Workplace
EEO covers the entire employment relationship
Recruitment, referral, interview and selection
Position duties, requirements, pay, other compensation
Promotion, demotion, reduction in force
Training and apprenticeship
Grievance processes
Leave programs, work hours, other practices
Affirmative Action is a management tool
Establishes procedures and good faith efforts
Emphasizes recruitment and outreach programs

13. Required Components of an Affirmative Action Plan
Narrative of policies, programs and monitoring plans
Five Statistical Analyses
Workforce Analysis
Job Group Analysis
Availability Analysis
Utilization Analysis
Annual Placement Goals

14. 1. Workforce Analysis Big picture of who we are and where we work
All active, budgeted employees and positions
Excludes positions requiring student status, vacancies, wage or temporary employees
Titles and departments are identified consistent with university’s organizational structure

15. 2. Job Group Analysis Big picture look of what we do at work
“Job Groups” is a term only used within the OFCCP’s Affirmative Action requirements
Job titles are assembled into job groups designed by the organization based on similar job content, pay rates and opportunities for advancement
The number of employees are listed by title and department within the job group, with minority and gender percentages

16. 3. Availability Analysis
Looks at where applicants for hires came from during past year
Lists Job Groups and percentage of women and minorities with requisite skills available for employment
Weighted averages for internal/external are assigned to university workforce, U.S. Census Bureau and/or other data
Data based on OFCCP criteria

17. 4. Utilization Analysis
Compares incumbent workforce to availability of women and minorities for each job group
Uses statistical tests to determine if incumbent workforce is less than would reasonably be expected in the recruitment area
Results of 2011 Utilization Analysis
21 Job Groups had placement goals for
either women, or minorities or both

18. 5. Annual Placement Goals
Utilization Analysis is used to establish goals for applicant pools in Job Groups where the percentage of women or minorities employed is less than reasonably expected given availability
Placement Goals are a means to demonstrate good faith effort to increase the opportunities for women and minorities
Placement Goals are not
Hiring goals for any Job Group or title
A lack of good faith affirmative action efforts
An admission or finding of discrimination

19. What does it mean to you? Affirmative Action is a management tool
Establishes procedures and good faith efforts designed to increase opportunities to achieve full representation in all parts of the workforce
Emphasizes recruitment and outreach programs

20. Recruitment—Hiring Practices
HR reviews the selection process
Techniques to increase the flow of minority and female applicants

21. Outreach Programs Benefits—insurance, leave Flexible schedules
Tuition assistance
Climate surveys
University Diversity Plan
Other?

22. Summary What is an AAP? Why? How? What does it mean to you?
Where we are now, where we need to go and what’s the best way to get there
Why?
Advances a diverse workforce, federally mandated
How?
Technical, legal and complex
What does it mean to you?
Recruitment and outreach

23. Any Questions? Janelle R. Ramirez, SPHR
Executive Director, Human Resources Operations ,