1. 8/17/20101Office for Institutional Equity and Compliance|| Affirmative Action Plan 2010-2011 Office for Institutional Equity and Compliance Park Central Office Building, Suite 111 836-4252

2. 8/17/20102Office for Institutional Equity and Compliance|| 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. 8/17/20103Office for Institutional Equity and Compliance|| Affirmative Action is … Organizations having and abiding by an equal opportunity policy; Organizations analyzing its workforce to assess possible underutilization of women and minorities; Organizations 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. 8/17/20104Office for Institutional Equity and Compliance|| Affirmative Action does not allow… Quotas Extending preferences to any individual based on race, color, religion, gender, or national origin Merit selection procedures to be superseded by affirmative action programs

5. 8/17/20105Office for Institutional Equity and Compliance|| 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 Finally, AAP’s include internal auditing and reporting systems

6. 8/17/20106Office for Institutional Equity and Compliance|| Sections of an AAP Quantitative Workforce Analysis Job Group Analysis Availability Analysis Utilization Analysis Personnel Action Analyses Compensation Analysis Qualitative (Narrative) Responsibility for the AAP Identification of Problem Areas Action-Oriented Programs Internal Audit and Reporting Systems

7. 8/17/20107Office for Institutional Equity and Compliance|| 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. 8/17/20108Office for Institutional Equity and Compliance|| A goal is NOT /does NOT …. Quotas Provide the University with a justification to extend a 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 one

9. 8/17/20109Office for Institutional Equity and Compliance|| How do you find out if there is a goal? In the JOB GROUP ANALYSIS, locate the position and determine which job group the position is in. In the UTILIZATION AND SIGNIFICANCE section, locate the specific job group. If a goal is in place, there will be a YES in the far right-hand column. The left-hand column under the heading Employment %, identifies the current University employment percentages. The middle column under the heading Availability % represents the % of available minorities or females, as appropriate, for that job group.

10. 8/17/201010Office for Institutional Equity and Compliance|| 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. 8/17/201011Office for Institutional Equity and Compliance|| Outreach Efforts Action-oriented programs 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. 8/17/201012Office for Institutional Equity and Compliance|| 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; Inclusion of EO/AA and reasonable accommodation language in announcements. Be sure to tell us what you’re doing!!!!

13. 8/17/201013Office for Institutional Equity and Compliance|| Overview of Related Policies University Nondiscrimination Policy Policy Prohibiting Discrimination and Harassment Equal Opportunity Publication Policy Office for Equity and Diversity Complaint Procedures Available online at http://www.missouristate.edu/equity/

14. 8/17/201014Office for Institutional Equity and Compliance|| Related Programs Diversity Hiring Program Dual Career Assistance Program Available online at http://www.missouristate.edu/equity/47477.htm

15. 8/17/201015Office for Institutional Equity and Compliance|| Questions and Answers For additional information: Office for Institutional Equity and Compliance 417/836-4252 equity@missouristate.edu