An Overview 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 ID: 907804
Download The PPT/PDF document "University of Pittsburgh’s Affirmative..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
University of Pittsburgh’s Affirmative Action Program
An Overview
Slide2AFFIRMATIVE 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
Slide3Why 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
Slide4Affirmative 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
Slide5AAP 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.
Slide6What 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.
Slide7What 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
Slide8Job Group Analysis
Slide9What 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.
Slide10How 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.
Slide11Internal Availability Analysis
Slide12How 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.
Slide13How 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.
Slide14How is External Availability Determined?
US Census Bureau Data
NORC- National Opinion Research Center
IPEDS-Integrated Postsecondary Education Data System
Slide15Placement 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
Slide16Areas of Focus for the OFCCP
Compensation inequity
Steering
Adverse Impact
Applicant disposition codes
Good faith efforts
Vets and IWD
Slide17Compensation 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
Slide18What 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
Slide19Disposition 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
Slide20Disposition 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
Slide21Disposition 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
Slide22Disposition 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
Slide23Disposition 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
Slide24Good 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
).
Slide25University 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”
Slide26Obligations 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
Slide27Documentation 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
Slide28Recent 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.
Slide29If you have questions,
contact the Office of Diversity and Inclusion
diversity@pitt.edu