Office for Institutional Equity and Compliance Park Central Office Building Suite 111 4178364252 Meeting Agenda What is Affirmative Action What is an Affirmative Action Plan AAP The different sections of an AAP ID: 907805
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Affirmative Action Plan 2018-2019
Office for Institutional Equity and Compliance
Park Central Office Building , Suite 111
417-836-4252
Slide2Meeting Agenda
What is Affirmative Action?
What is an Affirmative Action Plan (AAP)?
The different sections of an AAPWhat is a goal?How do you use the AAP to determine if there is a goal?What should you do if there is a goal?Outreach effortsQuestions and answers
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Slide3Affirmative Action
is…
Organization having and abiding by an equal opportunity policy;
Organization analyzing its workforce to assess possible underutilization of women and minorities; Organization developing a plan of action to eliminate underutilization and making a good faith effort to execute the plan.The goal of AA is a diverse workforce!
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Slide4Affirmative Action does
not
allow…
QuotasExtending preferences to any individual based on race, color, religion, sexual orientation, gender identity, disability, veterans status, or national originMerit selection procedures to be superseded by affirmative action programs
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Slide5What is an AAP
An AAP is a management tool designed to ensure equal employment opportunity
AAPs contain a diagnostic component designed to evaluate the composition of the University’s workforce and compare it to the composition of the relevant labor pool
AAPs also include action-oriented programs designed to address the underutilization of underrepresented groupsAAPs include internal auditing and reporting systems
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Slide6Sections of an AAP
Quantitative
Workforce Analysis
Job Group AnalysisAvailability Analysis
Utilization Analysis
Personnel Action Analyses
Compensation Analysis
Qualitative (Narrative)
Responsibility for the AAP
Identification of a Problem Areas
Action-Oriented Programs
Internal Audit and Reporting Systems
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Slide7What is a goal?
A goal is established when the percentage of minorities or women employed in a particular job group is less than would reasonably be expected given their availability percentage in that particular job group
Placement goals serve as targets reasonably attainable by applying every good faith effort to make the AAP work
Placement goals are also used to measure progress toward achieving equal employment opportunity
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Slide8A goal is
NOT/
does
NOTQuotasProvide the University with a justification to extend preference to any individualCreate set-asides for specific groupsSupersede merit selection principlesRequire the University to hire a person who lacks the minimum qualifications for a job, or hire a less-qualified person in preference to a more-qualified person
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Slide9How do you find out if there is a goal?
First,
in the
JOB GROUP ANALYSIS, locate the position and determine which job group the position is in.Then, in the PLACEMENT GOALS report, locate the specific job group. If a goal is in place, there will be a YES in the right-hand column.
Note: These reports are posted on the OIEC website at https://www.missouristate.edu/equity/
Additional Information:
Use the
INCUMBENCY vs ESTIMATED AVAILABILITY
report to compare University employment percentages to the percentage of available minorities or females for that job group.
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Slide10What should you do if there is a goal?
Where a placement goal is set, the unit must develop action-oriented steps to increase the recruitment and training for minorities and women, or both.
The action-oriented steps (outreach efforts) developed by the unit must be provided in writing to the Office for Institutional Equity and Compliance for internal auditing and reporting purposes.
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Slide11Outreach Efforts
Action-oriented plans work best if they are…
Specific, results-oriented and well executed, including: what the actions are, who will accomplish them, how and when they will be accomplished;
Developed based on skill requirements and focused on needs of the targeted population;Designed to include defined procedures for monitoring and follow-up.
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Slide12Examples of Action-Oriented Programs
Recruitment of applicants in professional publications or journals focusing on women, ethnic/racial minorities, veterans, and or persons with disabilities;
Mentoring program focused on developing women, ethnic/racial minorities, veterans and/or persons with disabilities;
Inclusion of EO/AA and reasonable accommodation language in announcements.Be sure to tell us what you are doing!
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Slide13Overview of Related Policies
University Nondiscrimination Policy
Policy Prohibiting Discrimination and Harassment
Equal Opportunity Publication PolicyOffice for Institutional Equity and Compliance Complaint ProceduresAvailable Online at:http://www.missouristate.edu/equity/
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Slide14Related Programs
Diversity Hiring Program
Dual Career Assistance Program
Available online at:http://www.missouristate.edu/equity/47477.htm
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Slide15Questions and Answers
For additional information:
Office for Institutional Equity and Compliance
417/836-4252 equity@missouristate.edu
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