University of Pittsburgh’s Affirmative Action Program - PowerPoint Presentation

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University of Pittsburgh’s Affirmative Action Program

An Overview

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AFFIRMATIVE ACTION IS…

A Set of focused procedures and good faith efforts, which an employer establishes and implements to ensure that equal employment opportunities are provided for all employees and applicants.

A tool to be used to see current demographics

Sustained Commitment to increasing the diversity of the faculty and staff of the University of Pittsburgh

Slide3

Why do we create an AAP?

Required for certain Federal Contractors

Pitt has qualifying Federal Contracts

We can assess our progress with diversifying our staff/ faculty

Slide4

Affirmative Action Plan

AAP reviews and analyzes personnel data for the plan year.

Applicants, hires, terminations and promotions.

Our plan is only as good as the data that is included.

applicants – disposition codes – how did they hear about the position

hires and promotions – do they meet the requirements of the position

All – have they self identified their disability/veteran status

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AAP analyzes personnel practices

For Minorities and Women

For Veterans and Individuals with Disabilities

Veterans analysis compare total vets hired in establishment

IWD analysis compare IWD hires by job groups

Effective March 24, 2014- Statistical Reports required

VEVRAA

-

Annual Hiring Benchmarks- equal to National % of Veterans in civilian labor force or established Benchmarks using data from Bureau of Labor Statistics (BLS) and Veteran’s Employment and Training Service / Employment and Training Administration (VETS/ETA).

Section 503 of Rehabilitation Act

– 7% Utilization goal for qualified Individuals with Disabilities

Document and update annually several quantitative comparisons for the number of Veterans and Individuals with Disabilities (IDW’s) who apply for jobs and the number hired.

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What are the Main Statistical Reports included in the AAP

Job Group Analysis

Availability Analysis

Incumbency vs. Estimated Availability

Significance of Incumbency vs. Estimated Availability

Placement Goals

Hiring benchmarks for protected Veterans

is 5.7%.

Nationwide 7% utilization goal for qualified Individuals with Disabilities.

Quantitative comparisons for the number of Veterans and Individuals with Disabilities who apply for jobs and the number hired.

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What is a Job Group Analysis?

Job Group Analysis shows incumbency sorted by subgroups of the IPEDS Category, then identifies the race and gender composition of each resulting Job Group.

Job Groups are determined by:

Similar Content

Comparable compensation range

Similar opportunity

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Job Group Analysis

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What is the Availability Analysis?

It is an estimate of the number of qualified minorities and women available for employment in an individual job group, expressed as a percentage of the whole group of qualified persons.

Serves as a benchmark against which the composition of the contractor’s actual workforce can be measured in order to determine whether possible barriers to equal employment opportunity exist in any of the contractor's job groups.

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How is Internal Availability Determined?

One or more internal factors reflect the opportunity for the organization to train, transfer, and promote people from within the organization from one job group to a higher job group.

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Internal Availability Analysis

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How is Internal Availability Determined?

Feeder Jobs

:

Jobs

identified as positions that provide a normal promotion path into each job group. While feeder jobs can be identified manually, the identification should be based upon past promotion activity or upon a reasonable expectation of future promotion activity.

These Feeder Jobs are used to determine the percentage of women and minorities availability for employment opportunities within a particular job group at the University.

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How is External Availability Determined?

One or more external factors influencing the opportunity for the University to bring in new employees from outside the University.

One factor used is the percentage of minorities and women with the requisite skills in a reasonable recruitment area.

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How is External Availability Determined?

US Census Bureau Data

NORC- National Opinion Research Center

IPEDS-Integrated Postsecondary Education Data System

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Placement Goals (Opportunities)

Placement opportunities

serve as objectives or targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire

affirmative action program

work.

Placement opportunities

also are used to measure progress toward achieving equal employment opportunity.

They are NOT quotas they are targets

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Areas of Focus for the OFCCP

Compensation inequity

Steering

Adverse Impact

Applicant disposition codes

Good faith efforts

Vets and IWD

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Compensation Inequity

AAP as a tool – we have the salary information that enables us to review salaries and ensure that there are no inequities.

Lillie Ledbetter Act was signed to support the reduction of salary inequity –Pay transparency act

Staff cannot be reprimanded for discussing their salaries

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What is Steering

Steering occurs when it appears that women or underrepresented minorities are steered to apply for certain positions.

It may not be what is happening

OFCCP will ask questions about the data

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Disposition Codes

Should tell the story of how an applicant travelled through the search

Should be relevant and clearly stated

Should be completed for each individual who applies for the open opportunity

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Disposition codes- New to be Reviewed

Applicant Applied too late in the process –

an applicant is qualified, but search process had already determined the applicants who would be interviewed. The applicant submitted their CV after the requested submission date. Will not move forward in the search

Candidate communicates No longer interested –

the applicant does not respond to request for an interview, or expresses that they are no longer interested in the opportunity will not move forward in the search

Does not meet minimum qualifications – Education –

does not have the terminal degree for the position will not move forward in the search

Does not meet minimum qualifications – Experience –

does not have the experience requested on the job posting will not move forward in the search

Does not meet minimum qualifications – Both Education and Experience –

does not have the education or experiential requirements stated on the job posting will not move forward in the search

Qualified -

meets the requirements – will move forward in the search

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Disposition codes –Committee Review

Applicant Communicates No Longer Interested-

the applicant does not respond to request for an interview, or expresses that they are no longer interested in the opportunity will not move forward in the search

Qualified, Not Selected - Does not meet Preferred Qualifications and/or Qualifications Not as Strong as Other Applicants – Education –

although the applicant meets the minimum requirements of the position, there are preferred requirements, for example, applicants are required to have a Master’s degree, however a PhD is preferred

Qualified, Not Selected - Does not meet Preferred Qualifications and/or Qualifications Not as Strong as Other Applicants - Experience/Key Accomplishments-

applicant may meet all of the minimum qualifications, however preferred could be experience launching a center.

Qualified, Not Selected - Does not meet Preferred Qualifications and/or Qualifications Not as Strong as Other Applicants - Education and Experience/Key Accomplishments –

there area other applicants who meet both the minimum and the preferred qualifications of the position

Selected for Interview –

applicant moves forward in the search

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Disposition codes –Interview

Applicant Communicates No Longer Interested -

the applicant does not respond to request for an interview, or expresses that they are no longer interested in the opportunity will not move forward in the search

Interview showed some deficiencies –

applicant did not provide strong responses to the interview questions

Lacks sufficient contributions to diversity/cultural competence –

diversity statement not strong;

Lacks sufficient depth/breadth of research/creative excellence or impact-

at the interview, as research was discussed, found that it was not as robust as the committee expected

Lacks sufficient teaching achievement-

teaching experience not as relevant to the position

Publication Record shows some deficiencies-

authorship not as strong as other applicants

References were weak-

references not as strong as other applicants

Selected as a Finalist-

move forward in the search

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Disposition codes –Finalist

Applicant Communicates No Longer Interested -

the applicant does not respond to request for an interview, or expresses that they are no longer interested in the opportunity will not move forward in the search

Alternate for the position (ranking)-

2

nd

or 3

rd

choice

The in-person talk showed some deficiencies-

2

nd

interview not as strong as other finalists

Recommendations and dossier not as strong as other applicants-

comparatively packet not as strong as the other finalists

Not as strong relative to other finalists –

overall scores not as strong as the other finalists

Selected-

selected for hire

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Good faith efforts

A

s a Federal Contractor we must assess our good faith efforts annually.

Good faith efforts include posting positions on sites that cater to women, underrepresented minorities, individuals with disabilities and women.

Implict

bias training offered to Search committees to mitigate the impact of bias

Programs that mentor and support marginalized groups on campus

OFCCP

REQUIRES

that ALL of our postings be placed with the State Employment Agency,(Pa.

CareerLinks

).

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University of Pittsburgh

Because of the number of federal contracts that the University of Pittsburgh receives we are subject to the following executive orders:

Executive Order 11246 – requires that the University not discriminate in hiring decisions based on gender, race, ethnicity

Section 503 – reporting on efforts for individuals with disabilities

VEVRAA – reporting on efforts for veterans

University of Pittsburgh required tagline for all postings

“EOE, including disability/vets”

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Obligations for federal contractors in the hiring process

Action Required

E.O. 11246

VEVRAA

Section 503

Outreach

Set

up, register, and manage ESDS accounts [PA.

Careerlinks

]

X

Post open positions onto

PA. Careerlinks

X

Record

Confirmation listing ID from PA Careerlinks

X

Collect

demographic data through surveys

X

X

X

Set up disposition codes

to track candidates

X

X

X

Record

candidate's database searches

X

Create

partnerships with local organizations in the community

X

X

X

X

Email open positions to connect

employers with diverse job seekers

X

X

X

X

Reach

a diverse population including women, minorities, individuals with disabilities and more

X

X

X

X

Track

and manage good faith efforts

X

XXX

localjobnetwork.com

26

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Documentation Compliance Checklist

Establish relationships with community organizations

Send jobs to organizations within the community for women, minorities,

individuals with disabilities, and veterans

Conduct annual assessment of outreach

Register with the ESDS/state job bank

Notify ESDS/state job bank that you are a federal contractor and request priority referral

Must provide name and location of each hiring location within the state

Provide ESDS/state job bank with contact information of the person responsible for hiring at

each location and the contact information of the third party, if applicable

Post open positions onto the ESDS/state job bank in an acceptable format

Record/document the posting with a confirmation ID from the ESDS/state job bank

Save PDF snapshots of the job postings

Maintain and keep reports in case of an audit

Record searches in the resume database

Collect demographic data

localjobnetwork.com

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Recent Changes in the OFCCP

Focused Compliance Reviews

The director has implemented reviews that focus on individuals with disabilities. The contractor is required to submit the entire AAP, including the Section 503 report. The analysis will focus reviewing the report assesses the how close the contractor was in reaching the utilization goal for Individuals With Disabilities.

There is always an on-site component to the IWD focused compliance review.

Scheduling Letters were released for VEVRAA focused reviews. The process is like the IWD focused reviews. No VEVRAA focused reviews have begun.

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If you have questions,

contact the Office of Diversity and Inclusion

diversity@pitt.edu