1. Affirmative Action Plan 2017-2018
Office for Institutional Equity and Compliance
Park Central Office Building , Suite 111

2. Meeting Agenda What is Affirmative Action?
What is an Affirmative Action Plan (AAP)?
The different sections of an AAP
What 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 efforts
Questions and answers

3. Affirmative 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!

4. Affirmative Action does not allow…
Quotas
Extending preferences to any individual based on race, color, religion, sexual orientation, gender identity, disability, veterans status, or national origin
Merit selection procedures to be superseded by affirmative action programs
Inclusion of EO/AA and reasonable accommodation language in announcements.
Be sure to tell us what you’re doing!

5. What is an AAP
An AAP is a management tool designed to ensure equal employment opportunity
AAP’s 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
AAP’s also include action-oriented programs designed to address the underutilization of underrepresented groups
AAP’s include internal auditing and reporting systems

6. Sections of an AAP Quantitative (Numbers) Qualitative (Narrative)
Workforce Analysis
Responsibility for the AAP
Job Group Analysis
Identification of a Problem Areas
Availability Analysis
Action-Oriented Programs
Internal Audit and Reporting Systems
Utilization Analysis
Personnel Action Analyses
Compensation Analysis

7. What 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

8. A goal is NOT/ does NOT Quotas
Provide the University with a justification to extend preference to any individual
Create set-asides for specific groups
Supersede merit selection principles
Require 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

9. How 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.
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.

10. What 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.

11. Outreach 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.

12. Examples 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.

13. Overview of Related Policies
University Nondiscrimination Policy
Policy Prohibiting Discrimination and Harassment
Equal Opportunity Publication Policy
Office for Institutional Equity and Compliance Complaint Procedures
Available Online at:

14. Related Programs Diversity Hiring Program
Dual Career Assistance Program
Available online at:

15. Questions and Answers
For additional information: Office for Institutional Equity and Compliance 417/