PART II .tx.us



PART II

AFFIRMATIVE ACTION PLAN

SEPTEMBER 1, 2007 - AUGUST 31, 2008

TABLE OF CONTENTS

I. EQUAL EMPLOYMENT OPPORTUNITY (EEO) 3

A. Equal Employment Opportunity Policy 3

B. Sexual Harassment Policy 4

II. DELEGATION OF AUTHORITY OF AFFIRMATIVE ACTION - EEO OFFICER 6

III. ORGANIZATIONAL CHART 7

IV. FY07 AFFIRMATIVE ACTION PLAN (AAP) PROGRAM ACCOMPLISHMENTS 8-26

A. Introduction

B. Noteworthy Activities & Initiatives

C. FY07 Workforce Analysis by EEO Job Categories

V. FY08 AFFIRMATIVE ACTION PLAN - INITIATIVES & OBJECTIVES 27

A. FY08 Job Group Goals 27

B. FY08 AAP Recruitment Programs 27

APPENDIX A - FISCAL YEAR 2008 WORKFORCE ANALYSIS BY OCCUPATIONAL CATEGORY 30

APPENDIX B - PROMOTION, SEPARATION & HIRING ANALYSIS 31

APPENDIX C - TERMINATION ANALYSIS 39

APPENDIX D - FY07 DISCRIMINATION COMPLAINTS ANALYSIS 41

APPENDIX E - SALARY BY OCCUPATIONAL CATEGORY (EEO-4) 43

APPENDIX F - FY07 RECRUITMENT & HIRING ANALYSIS 47

APPENDIX G - SPECIAL REPORTS (Historical Workforce Utilization) 48

I. EQUAL EMPLOYMENT OPPORTUNITY (EEO)

A. Equal Employment Opportunity Policy

TxDOT is an equal employment opportunity employer and is committed to providing fair and equal treatment of all employees without regard to race, color, age, religion, sex, national origin or disability. This commitment also applies to applicants for employment, vendors, contractors and their employees, customers and the general public.

TxDOT is committed to complying with all equal employment opportunity (EEO) requirements, laws and regulations.

TxDOT is committed to hiring qualified applicants who reflect the diversity of the state’s available workforce, as well as retaining and promoting eligible and deserving employees.

TxDOT fosters a work environment free of discrimination and harassment.

The Office of Civil Rights Director is responsible for the development and implementation of TxDOT’s Affirmative Action Plan (AAP), as well as the monitoring and reporting of EEO activities.

All district engineers, division and office directors, EEO officers and coordinators, managers and supervisors are responsible for the compliance and enforcement of EEO and AAP programs and activities.

B. Sexual Harassment Policy

The department does not allow, condone or tolerate sexual harassment by anyone in the workplace.

• Sexual harassment - unwelcome sexual or gender-based conduct that has the purpose or effect of creating an intimidating, hostile or offensive work environment; unreasonably interferes with work performance; or is made a term or condition of employment; or used as the basis for an employment decision.

• Unwelcome conduct - conduct that an employee does not solicit or initiate and that the employee regards as undesirable and offensive.

1. Reporting Sexual Harassment

Employees who witness any incident that appears to be a violation of the department policy on sexual harassment will report the incident to their immediate supervisor, HRO, DE/DD/OD, or the Office of Civil Rights.

Employees who feel they are being subjected to sexual harassment by their peers or co-workers will report the incident to their immediate supervisor, HRO, DE/DD/OD, or the Office of Civil Rights.

Employees who feel they are being subjected to sexual harassment by their immediate supervisor or any other supervisor or manager should report such concerns directly to a higher level of management, as appropriate, or file a complaint with the Office of Civil Rights. (See Chapter 9, “Problem Resolution.”)

Supervisors or HROs will report behavior or allegations that may be regarded as sexual harassment to their DE/DD/OD.

DE/DD/ODs or designees will ensure all sexual harassment complaints are promptly reported to the Office of Civil Rights and prior to any investigation.

NOTE: Employees who report sexual harassment are protected against retaliation by state and federal laws.

2. Posting of Notices and Training

All employees will be made aware of issues concerning sexual harassment in the workplace through New Employee Orientation (NEO) Training. All districts, divisions and offices are required to post notices on employee bulletin boards. In addition, state law requires discrimination and sexual harassment supplemental training every two years (after the date of hire) for current employees.

II. DELEGATION OF AUTHORITY OF AFFIRMATIVE ACTION - EEO OFFICER

The Executive Director is responsible for efficiently and effectively leading all aspects of the department. This includes EEO and implementation of the department's policies, programs and operating strategies consistent with federal and state laws, as well as regulations and directives issued by the commission.

The OCR Director:

• Serves as the department’s designated EEO Officer;

• Manages the department's grievance, compliance and investigation processes, resulting from internal and external complaints;

• Interprets EEO/Civil Rights case law and internal policy;

• Disseminates information to management staff; and

• Manages internal EEO-related matters.

The Investigation Section Director:

• manages and oversees the agency’s grievance and investigation processes;

• establishes procedures; and

• monitors the progress of investigations.

The Diversity Program Coordinator develops and disseminates the agency's annual Affirmative Action Plan (AAP), EEO Quarterly Activity Reports and all other state and federally-mandated EEO reports.

The Human Resources Division (HRD) Director oversees all human resources activities for the department, including classification, employee relations and recruitment.

The Employment Opportunities Section (EOS) Director manages the Conditional Grant Program, the Transportation and Civil Engineering Recruitment Programs and the central employment office.

The Training, Quality and Development (TQD) Section Director oversees all training activity for the department, including developing and delivering policy and staff development courses.

Each District designates an internal and external EEO Coordinator.

Each Division/Office designates an internal Title VII EEO Coordinator, and those divisions subject to Title VI requirements also appoint external EEO Coordinators. These coordinators are responsible for integrating all aspects of the AAP and EEO activities within their particular organizations.

III. ORGANIZATIONAL CHART

IV. FY07 AFFIRMATIVE ACTION PLAN (AAP) PROGRAM ACCOMPLISHMENTS

A. Introduction

TxDOT's AAP is implemented and monitored on a fiscal-year basis with three main objectives:

1. Ensure that TxDOT has an aggressive Affirmative Action (AA) program which incorporates the most advanced concepts and monitoring methodologies available;

2. Ensure that the AA program complies fully with all applicable federal/state statutes and judicial decisions; and

3. Ensure that the AA program actively involves each district, division and office in the development, implementation and compliance monitoring of goals, objectives, guidelines and other applicable procedures.

The AAP is prepared by OCR and approved by the Executive Director. The plan specifies goals, objectives and guidelines pertaining to:

• Achieving workforce parity with available labor force within the state;

• Achieving and maintaining equity in employment and training opportunities for employees;

• Selecting employees for promotion;

• Participating in departmental educational assistance programs;

• Resolving employee problems and grievances; and

• Making reasonable employment accommodations in the event of injury or disability.

Monitoring of the AA program includes:

← Quarterly reports to OCR for tracking and analysis;

← Action plans developed to correct deficiencies;

← Monitoring procedures capable of objectively evaluating all equal employment opportunity programs and policies affecting employees; and

← Quarterly assessments of the AA program with reports to Administration and DEs/DDs/ODs.

Filling vacancies in the Professional and Technician job categories presented a challenge due to the demand for similar jobs in the private industry. A decline in the available workforce in some of the larger urban areas also contributed to the difficulty in filling vacancies in these categories.

B. Noteworthy Activities & Initiatives

• OCR conducted 32 Advisory Information Module Series (AIMS) presentations that provided EEO and employee relations information to include Cultural Diversity and Creating a Positive Work Environment. A total of 733 employees attended the 32 presentations in 9 districts, as well as 1 division.

• OCR participated in 17 New Employee Orientation (NEO) Training classes. Courses presented: Sexual Harassment and Grievances policies and procedures.

• An HRD TQD development team was formed in April 2006 to develop a fundamental supervisor course for all department supervisors and lead workers with less than two years experience, as well as those who require refresher training.

The course (Practical Supervision) includes case studies and class exercises in the areas of Affirmative Action, Employment Law, Disciplinary Actions and Best Practices of Supervisors.

It was piloted in August and September 2007 and is currently scheduled to be taught in each district and division a minimum of three times in FY08.

C. FY07 Workforce Analysis by EEO Job Categories

1. The benchmark for the total number of regular, full-time department employees was 14,575. The benchmark was taken on September 13, 2006:

TxDOT Beginning Workforce Comparison:

• Minorities represented 33.77% or 4,922 employees;

• Females represented 23.84% of the workforce or 3,474 employees;

• Hispanics represented 23.25% or 3,389 employees;

• Blacks represented 8.13% or 1,185 employees;

• Asian/Pacific Islanders represented 1.98% or 288 employees; and

• American Indians/Alaskan Natives represented 0.41% of the workforce or 60 employees.

3.

3. Salary Job Category Comparison

The FY06/FY07 EEO-4 salary classification comparison located in Appendix E indicates an increase in women and minorities from the lower classification levels into the two higher salary classification levels.

• The Professional, Technician and Skill Craft categories had the most minority and female increases in FY07.

• More minorities and females moved to the top two salary classification levels within the Administrative Support category than in FY06.

• More females moved to the top two salary classification levels within the Service/Maintenance category than in FY06.

4. Publicizing the AAP

Internal Dissemination

The AAP was posted on the department’s intranet web page and is accessible to TxDOT employees. Portions of the plan are also made available through various internal meetings and forums:

• Workforce Availability Analysis Report. This AAP report was used by district EEO Coordinators and recruiters to identify job categories that are underutilized locally.

• NEO Training. Conducted by HRD-TQD every three weeks for districts, divisions and offices, new employees are informed of department policies and procedures. A total of 1233 employees were trained in FY07.

• Training Coordinator Workshop. In June 2007 HRD-TQD conducted a workshop with representatives from every district and the majority of divisions and offices. Among the topics covered were the mandatory training requirements and compliance related to AAP programs.

• District Visits. The department's EEO Policy was reviewed with District Engineers, Directors of Administration and EEO Coordinators in the Austin, San Antonio, Beaumont and Ft Worth districts. The review included policy, reporting and analyzing EEO data. It also identified the goals and objectives of hiring managers and supervisors.

• EEO Compliance Training. Held in August 2007, this workshop covered Title VII-related issues, court cases, grievance procedures and other changes in federal civil rights laws. Total attendance was 36 and included district/division/office managers and supervisors.

• Department Bulletin Boards. The EEO and Sexual Harassment policies are displayed on bulletin boards throughout the department and are also available on TxDOT's website.

External Dissemination

The AAP was posted on the department’s internet web page and is accessible to contractors, minority groups and organizations, the transportation industry and the public.

5. FY07 Accomplishments

Organization and Resources

Goals and objectives for FY07 were achieved by utilizing the following resources:

Office of Civil Rights (OCR):

• The Special Projects Coordinator oversees the OCR daily administration and financial duties, including research, managing special projects and compiling reports.

• The Investigators conduct internal discrimination (Title VII), nondiscrimination and external discrimination (Title VI) investigations; disseminate EEO information via district visits; and provide other business-related assistance.

• The Information Specialist develops, disseminates, coordinates and presents EEO information, including the Advisory Information Module Series (AIMS) and participates in the agency's NEO Training.

Human Resources Division (HRD):

• HRD Employment Opportunities Section Recruiters (EOS) provide assistance with all program activities, including the Conditional Grant and Transportation & Civil Engineering Programs; assist assigned districts with recruitment activities; coordinate and attend selected recruiting events.

• HRD Training, Quality & Development (TQD) Section provides training programs for technical skills; management and supervisor development; educational and college degree assistance; and regulatory workshops and awareness. Quality Management provides teambuilding seminars, meeting facilitations and assists all DDO functions with national transportation awards submissions.

• The American with Disabilities Act (ADA) Coordinator develops and administers the department’s ADA Program; interprets and revises policies and procedures; and advises department personnel on ADA.

Districts, Divisions & Offices

Recruitment Team Members provide statewide recruiting assistance to HRD EOS recruiters. Members include engineering and information system personnel from each district/division/office.

D.

|FY07 GOALS/OBJECTIVES |RESPONSIBLE |TARGET |FINAL STATUS |

| |OFFICIAL(S) |DATE | |

|Distribute discrimination and harassment policies to all employees. |OCR & Finance |Aug07 |Accomplished; Distributed August 31st. |

|Monitor and evaluate AAP programs. |OCR |Quarterly |EEO Quarterly reports completed by all districts. |

|Distribute job postings to female and minority organizations to diversify |District HROs & EEO Coordinators |Quarterly |See page 22, item 4(i). |

|applicant pool. | | | |

|Inform all hiring supervisors of goals to improve underutilization of women |District DEs & Hiring Supervisors |Aug07 |Accomplished; Distributed via email to all districts by August 31st. |

|and minorities. | | | |

|Report all EEO activities to OCR. |District HROs & EEO Coordinators |Quarterly |Received all 4th Quarter EEO reports from districts. |

|Conduct outreach and recruitment efforts to female and minority |District HROs & EEO Coordinators |Quarterly |See pages 21, item 4(h). |

|organizations. | | | |

|Conduct four district visits to discuss department AAP goals. |OCR/District DEs |Aug07 |Visited four districts: BMT, FTW, SAT and AUS. |

|Update availability analysis to identify all underutilized groups of women |OCR/District HROs & EEO Coordinators |Nov06 |Completed; All analyses (4) updated with new data and forwarded to each |

|and minorities of the four districts selected for visits. | | |respective district. |

|Increase outreach and recruitment efforts in districts with identified |OCR/District HROs & EEO Coordinators |Quarterly |See page 21, item 4(h); page 22, item 4(i); & Appendix A. |

|underutilization in ethnic and gender groups. | | | |

|Monitor and evaluate mandatory state supplemental EEO/Sexual Harassment |HROs/EEO Coordinators & Hiring |Quarterly |Ongoing |

|Training. |Supervisors | | |

|Provide EEO Compliance training for managers and supervisors. |OCR |Annual |Accomplished August 30th; 36 attendees. |

|Monitor and evaluate NEO EEO/Sexual Harassment Training. |OCR & HRD |Quarterly |Participated in 5 NEO Training classes. |

|Monitor and evaluate AIMS presentations. |OCR |Quarterly |Conducted 7 presentations. |

|Update remaining district availability analyses. |OCR |Dec06 |Completed; Remaining 21 FY07 District Availability Analyses received. |

|Monitor and follow-up on previous district visits. |Dallas District & OCR |Quarterly |District had overall increases in (1) Females: Office Clerical and (2) |

| | | |Minorities: Professional, Technical, Office/Clerical & Skilled Craft. |

|Monitor and follow-up on previous district visits. |Houston District & OCR |Quarterly |District had overall increases in (1) Minorities: Professional, Tech, |

| | | |Office/Clerical, Service Maint. and (2) Females: Office/Clerical & Service |

| | | |Maint. |

6. FY07 Workforce Analysis

As of August 31, 2007, TxDOT had a total of 14,476 full-time employees:

• Minorities represented 33.88% or 4,905 employees;

• Females represented 24.10% or 3,489 employees;

• Hispanics represented 23.42% or 3,390 employees;

• Blacks represented 8.09% or 1,168 employees;

• Asian/Pacific Islanders represented 1.96% or 283 employees; and

• American Indians/Alaskan Natives represented 0.44% of the workforce or 64 employees.

There was a mixed number of categories that increased employment in both percentages and numbers since the beginning of the fiscal year.

The female category increased in percentages and numbers. Overall, the minority categories increased in percentages, but decreased in numbers. There were increases in the Hispanic and American Indians/Alaskan Natives categories in both percentages and numbers.

There were a total of 46,486 applications, resulting in 1,467 new hires, which included 564 minorities and 356 females.

7. Complaints of Discrimination

• OCR investigated 4 discrimination grievances based on race in FY07.

• TWC conducted required EEO Compliance Training on August 30, 2007. There were 36 TxDOT managers and supervisors in attendance.

8. FY07 AAP Recruitment & Hiring Programs

The Employment Opportunities Section (EOS) expanded recruitment to colleges, universities and other state organizations that have high Black and other minority-focused enrollment: Tennessee State University; Alabama A&M University; and the National Society of Black Engineers (NSBE) Conference.

a. College Cooperative Education Program - Planned and progressive learning process that integrates academic studies with supervised work experience.

Recruited and hired two participants: 1 Hispanic male and 1 Asian/Pacific Islander female.

b. Conditional Grant Program - Department financial opportunity for students; assists in providing higher education for eligible candidates and enhances department recruitment opportunities.

A total of 28 recipients: 12 Hispanic males; 5 Hispanic females; 6 White males; 1 Asian/Pacific Islander female; 2 Black females; 2 Black males. (78.6% minority: 71.4% males; 28.6% females).

c. College Internship Program - Introduces transportation-related career opportunities to college and graduate-level students.

Participants: 2 Hispanic males.

d. E.J. Conrad Leadership Program - Provides department summer internships and career opportunities for students who attend a four-year college/university and reside in the Dallas/Ft Worth Metropolitan Statistical Area (MSA).

Hired 1 Black male student.

e. High School Co-op Program - Provides students job experience by working in a TxDOT professional environment.

Recruited 4 participants: 1 White female; 3 White males.

f. Temporary Hiring Program (Directive 2-94) - Develops effective OJT training and cross-training for underutilized EEO groups and positions.

A total of 279 employees: 141 White males; 36 White females; 48 Hispanic males; 31 Hispanic females; 13 Black males; 8 Black females; 1 American Indian male; 1 American Indian female (36.6% minorities: 72.7% males; 27.3% females).

g. Texas Pre-Freshman Engineering (TexPREP) Program - Provides program support to institutions.

Recruited and hired 21 college students: 91% minority; 52% female; 8% non-minority.

h. Recruitment and Career Fairs:

o University of Houston NSBE Technology Fair, Fall 2006

o Lamar University Career Fair, Fall 2006

o TX A&M Engineering Fair, Fall 2006

o University of Arkansas Career Fair, Fall 2006

o New Mexico State University Career Fair, Fall 2006

o University of TX/San Antonio Career Fair, Fall 2006

o Huston Tillotson University Career Fair, Fall 2006

o Southern University Career Fair, Fall 2006

o Prairie View A&M Career Fair, Fall 2006

o University of Texas/Austin Engineering Fair, Fall 2006

o University of Texas/Austin Natural Science Fair, Fall 2006

o Tennessee State University Technical Fair, Fall 2006

o Louisiana Tech Career Fair Fall, 2006

o Texas State University Job Fair, Fall 2006

o Texas Tech University Engineering Fair, Fall 2006

o Alabama A&M Career Fair, Fall 2006

o TX A&M/Kingsville Career Fair, Fall 2006

o Amarillo Job Fair, Fall 2006

o Jarvis Christian College Career Day, Fall 2006

o West Texas A&M Career Fair, Fall 2006

o TX A&M Engineering Fair, Spring 2007

o New Mexico State University Career Fair, Spring 2007

o University of Texas/Austin Engineering Career Fair, Spring 2007

o University of Texas/Austin Natural Science Career Fair, Spring 2007

o Louisiana State University Career Expo, Spring 2007

o Southern University Career Fair, Spring 2007

o Texas Tech University Engineering Fair, Spring 2007

o Southern Methodist University Career Fair, Spring 2007

o University of Houston NSBE Career Fair, Spring 2007

o North Alabama Connection Professional Day Fair, Spring 2007

o University of TX /Arlington Engineering Fair, Spring 2007

o Galveston Chamber of Commerce/Ron Paul Career Fair, Winter 2007

o Texas State University Job Expo, Spring 2007

o Lamar University Invitational Job Fair, Spring 2007

o Eastfield College Fair, Spring 2007

o Jarvis Christian College Fair, Spring 2007

o St Edwards University Fair, Spring 2007

o Houston Area Texas Job Fair, Spring 2007

o University of TX/San Antonio Career Fair, Spring 2007

o Huston-Tillotson University Job Fair, Spring 2007

o University of Arizona Career Days, Spring 2007

o Georgia Association of Colleges & Employers Fair, Spring 2007

o Amarillo Career Fair, Spring 2007

o Prairie View A&M Career Fair Spring 2007

i. District Outreach - Community outreach to institutions and organizations that encourage minority and women applicants:

• Ft Worth (FTW) - Weatherford College Job Fair, Tarrant County Colleges; Dept of Human Sevices; Workforce Commission; Goodwill; National Association for the Advancement of Colored People (NAACP); Tarrant County Employee Network; CCI Training Center; Tarrant County College, Veterans Outreach; Texas A&M Career Placement; TCU Career Placement; FTW Hispanic Chamber of Commerce; Women's Center of Tarrant County; Minority Opportunity News; UT Arlington; Weatherford College; UT Tyler & Tarleton State University.

• Dallas (DAL) - Atlanta GA University Consortium; UT Arlington; UT El Paso; Prairie View A&M; City of Dallas; Hispanic Chamber of Commerce; Hispanic & Asian high schools; Asian Chamber of Commerce.

• Beaumont (BMT) - Lamar University Career Fair; Region V High School Career Fair.

• Bryan (BRY) - Job announments listed with TWC; minority community outreach organizations such as the League of United Latin American Citizens (LULAC); NAACP.

• Laredo (LRD) - UT Pan American; Sam Houston State University; Southwest Texas Junior College; Sul Ross State University; TX A&M Kingsville.

• Tyler (TYL) - Prairie View A&M University Career Planning & Outreach Service; Goodwill-OIT; ITT Technical Institute; Ernest Deckard/NAACP; Tyler Junior College/TX Deaf & Hearing Assoc.

• Paris (PAR) - TX A&M Engineering Extension; Viola Chapter #98; NAACP; Goodwill Industries; Les Belles Parisian Club; 4 minority church pastors (Greenville and Bonham). Local newspapers ads; internet; posted flyers at local businesses.

• San Angelo (SJT) - San Angelo Chamber of Commerce; San Angelo Human Resources Association; Association of Mexican-American Students; LULAC; Council #637; San Angelo Stock Show & Rodeo (special event).

• Corpus Christi (CC) - Mexican American Democrats; NAACP; CC Bay Area Minority Commission; CC Area Council for the Deaf.

9. FY07 Employee Training & Development

A sampling of courses delivered to department employees are shown below. At the time of this report, a department-wide summary of training completed was not available.

• Professional Ethics & Fundamentals of Ethics - 1,095 employees (majority managers/supervisors).

• Maintenance Section Supervisors - 38 supervisors to improve management and supervisory skills.

• Crew Leader Course (NEW) - 176 crew leaders for all districts.

• Maintenance Office Managers Course - 243 office managers.

• The Learning Content Management System (i-Way):

1. High usage rate throughout the department with over 400 on-line course titles available. Courses added: Project Management, Conflict Resolution, Business Ethics, Management and Leadership Skills.

2. Interviewing & Hiring Training: Required for all managers and supervisors. This class included policy information on EEO, AA and diversity. There were 186 managers and supervisors who attended for FY07 and 242 managers and supervisors accessed and completed the on-line I&H refresher, pre-assessment course.

• In August 2007 TQD began a mentoring and coaching program for its Engineering Assistants (EA’s) through a new Professional Development Advisor (PDA) program. Three PDA’s have been contracted (retired department engineers) to provide on-site mentoring and coaching to promote an accelerated timeline for licensure of professional engineers.

• HRD TQD provided the department 1,504 instructor-led courses, providing 324,026 contact hours of training for 20,927 employees.

• HRD TQD provided 353 on-line training courses available to all department employees; completed 21,099 course sessions, representing 36,737 on-line training contact hours.

9. FY06 & FY07 Non-Competitive Promotion Analysis (Performance-Based)

The department had a decrease in female (14.77%) and an increase in minority (7.76%) non-competitive promotions.

|JOB CATEGORY |Total |

|Previous FY06 |

|Professionals |  |

|Previous FY06 |

|Technicians |  |

|Previous FY06 |

|Protective Service |  |

|Previous FY06 |

|Office/Clerical |  |

|Previous FY06 |

|Skilled Craft | |

|Previous FY06 |

|Service/Maintenance | |

|Previous FY06 |

|Total Previous FY06 |1883 |438 |816 |

|Distribute discrimination and harassment policies to all employees; place on |OCR |Aug08 | |

|intranet. | | | |

|Monitor, evaluate, and report AAP programs. |OCR |Quarterly | |

|Distribute job postings to female and minority organizations to diversify |District HROs & EEO Coordinators |Quarterly | |

|applicant pool. | | | |

|Update all 25 district availability analyses. |OCR |Dec07 | |

|Inform all hiring supervisors of goals to improve underutilization of women |District DEs & Hiring Supervisors |Aug08 | |

|and minorities. | | | |

|Report all EEO activities to OCR. |District HROs & EEO Coordinators |Quarterly | |

|Conduct outreach and recruitment efforts to female and minority |Division/District HROs & EEO |Quarterly | |

|organizations. |Coordinators | | |

|Update availability analysis to identify all underutilized groups of women |OCR/District HROs & EEO Coordinators |Nov07 | |

|and minorities of the three districts selected for visits. | | | |

|Conduct three district visits to discuss department AAP goals. |OCR/District DEs |Aug08 | |

|Increase outreach and recruitment efforts in (3) districts with identified |OCR/District HROs & EEO Coordinators |Quarterly | |

|underutilization in ethnic and gender groups. | | | |

|Monitor and report on mandatory state supplemental EEO/Sexual Harassment |HROs/EEO Coordinators & Hiring |Quarterly | |

|Training. |Supervisors | | |

|Monitor and report NEO EEO/Sexual Harassment training. |OCR & HRD |Quarterly | |

|Monitor and report AIMS presentations. |OCR |Quarterly | |

|Monitor and follow-up on previous district visits. |AUS, SAT, BMT & FTW District & OCR |Aug08 | |

|Conduct EEO Compliance training for managers and supervisors. |OCR/TWC |Aug08 | |

|Update and post EEO Supplemental Video (DEV205) online. |OCR |Aug08 | |

|Conduct OCR/HRD Conference to discuss EEO updates, goals and objectives. |OCR/HRD |May08 | |

APPENDICES

APPENDIX A - FISCAL YEAR 2008 WORKFORCE ANALYSIS BY OCCUPATIONAL CATEGORY

APPENDIX B - PROMOTION, SEPARATION & HIRING ANALYSIS

APPENDIX C - TERMINATION ANALYSIS

APPENDIX D - FY07 DISCRIMINATION COMPLAINTS ANALYSIS

|BASIS(ES) |

|Total |

|ISSUE(S) | |Total |

|Harassment |

|Total |2 |

|Counseling within 35 days |

|FY07 CLOSED CASES | |

|Closed within 35 days |

|APPEALS | |

|Open 35 days |

COMPLAINTS FILED WITH EEOC |25 |8 |3 |4 |4 |3 |3 |- |- |- |- | |

APPENDIX E - SALARY BY OCCUPATIONAL CATEGORY (EEO-4)

APPENDIX F - FY07 RECRUITMENT & HIRING ANALYSIS

APPENDIX G - SPECIAL REPORTS (Historical Workforce Utilization)

Fiscal Year Ending |Total Work Force |Male |Female |White |Black |Hispanic |Asian/Pacific Islander |Native Indians/Alaskans | |2000 |13,771 |10,588

76.9% |3,183

23.10% |9,522

69.15% |1,099

7.98% |2,876

20.88% |210

1.52% |64

0.46% | |2001 |13,933 |10,665

76.50% |3,268

23.50% |9,546

68.50% |1,118

8.00% |2,983

21.40% |222

1.59% |64

0.46% | |2002 |14,011 |10,703

76.39% |3,308

23.61% |9,578

68.36% |1,109

7.92% |3,028

21.61% |229

1.63% |67

0.48% | |2003 |13,852 |10.560

76.23% |3,292

23.77% |9,454

68.25% |1,070

7.72% |3,010

21.74% |251

1.81% |65

0.47% | |2004 |13,753 |10,447

75.96% |3,306

24.04% |9,236

67.16% |1,075

7.82% |3,125

22.72% |258

1.88% |59

0.43 | |2005 |14,523 |11,020

75.88% |3,503

24.12% |9,652

66.46% |1,183

8.15% |3,349

23.06% |281

1.93% |58

0.40% | |2006 |14,550 |11,088

76.19% |3,464

23.81% |9,639

66.25% |1,181

8.12% |3,385

23.26% |285

1.96% |60

0.41% | |2007 |14,476 |10,987

75.90% |3,489

24.10% |9,571

66.12% |1,168

8.07% |3,390

23.42% |283

1.96% |65

0.44% | |[pic]

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________________________________ _________________________

Amadeo Saenz, Jr., P.E. Date

Executive Director

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