FY 2002 State Affirmative Action Plan



Affirmative Action in IowaAn Annual Review of Affirmative Action in the Executive Branch of State GovernmentSeptember 2005Affirmative Action in IowaAn Annual Review of Affirmative Action in the Executive Branch of State GovernmentIowa Department of Administrative ServicesHuman Resources EnterpriseSeptember 30, 2005Please direct all questions and comments to:Joseph EllisIowa Department of Administrative ServicesHuman Resources EnterpriseGrimes State Office Building400 East FourteenthDes Moines, IA 50319-0150HYPERLINK "mailto:joe.ellis@ "joe.ellis@ HYPERLINK "mailto:" Table of ContentsEXECUTIVE SUMMARYUnderutilization in the State’s Workforce1FY 2005 Hiring Goals Achievement2Changes in the State’s Workforce2STATE AFFIRMATIVE ACTION PLAN3FY 2005 GOAL ACHIEVEMENT6FY 2006 UNDERUTILIZATION & GOALS 9DAS-HRE FY 2005 ACTIVITIESPartnerships to Employ Persons with Disabilities11Older Worker Initiative Task Force12State Diversity Conference12State Coordinated Recruitment13Minority Recruitment Task Force13AA/EEO/Diversity Training14Department Activities 15FY 2006 RECOMMENDATIONS17DAS-HRE FY 2006 PLANS18APPENDICESA.Affirmative Action Analysis by Department20B.Workforce Composition62C.Workforce Composition Over 10 Years65D.Minority 5-Year Net Change by Department 68E.Glossary69EXECUTIVE SUMMARYThe FY 2005 Affirmative Action Report describes the affirmative action efforts of Iowa executive branch departments during the period of June 18, 2004 through June 30, 2005. This report analyzes the progress that Iowa departments made to better represent females, minorities and persons with disabilities in the State’s workforce. The report highlights the qualitative efforts made to implement policies and practices that will bring more diversity into State employment. This report also assesses the overall underutilization in the State’s workforce and the impact of the 2000 Census on these calculations. Departments’ quantitative efforts to remedy this underutilization ultimately reflect changes in the State’s workforce composition. Underutilization in the State’s WorkforceFor the first time, the calculation of underutilization for females and minorities was based on the 2000 Census. This is the labor force standard used to measure the diversity of the State’s workforce. The 2000 Census shows that during the 1990’s, minority representation in the Iowa labor force increased from 3.4% to 6.03%. Key to this increase was the approximate 240% increase of Latinos alone. Female representation in the labor force increased during the 1990’s in several key areas: labor force overall—from 46.0% to 47.4%, Officials and Managers—from 28.4% to 34.7% and Professionals—from 54.4% to 58.2%. Notwithstanding the progress departments made in the past, the State’s representation of females, minorities and persons with disabilities did not kept pace with the growing labor force. Consequently, underutilization of females, minorities and persons with disabilities increased.In fiscal year 2005, underutilization totaled 656 females, 210 minorities and 662 persons with disabilities. (See “FY ’05 Underutilization & Remedial Goals.”)For fiscal year 2006, total underutilization of females and minorities and persons with disabilities increased to 847, 295 and 708, respectively. (See FY ’06 Underutilization & Remedial Goals.) FY 2005 Hiring Goal AchievementIndividual departments showed some progress in their attempt to balance their workforce. Often, these gains were off-set by decreases in other departments. See table: FY ’05 Underutilization & Remedial Goals” and “Underutilization & Progress Towards a Balanced Workforce” Eighteen departments set hiring goals for females that totaled 108 and 9 departments showed net progress towards balancing the female workforce. The overall progress of all departments towards balancing the female workforce was 11.Four departments set hiring goals for minorities that totaled 8 and 1 department showed progress towards balancing the State’s workforce. The overall progress of all departments towards balancing the minority workforce was a minus -3. Twenty-six departments set hiring goals for persons with disabilities that totaled 91. Of these departments, 4 showed progress towards achieving these goals. The overall progress of all departments towards balancing the persons with disabilities workforce was a minus -54. Changes in the State’s Workforce CompositionsEfforts to remedy underutilization ultimately affect the overall composition of the State’s workforce:During FY 2005, the State’s full-time workforce decreased by 3 employees overall, from 19,198 to 19,195. Females in the State’s workforce increased by 49 from 49.6% to 49.9%. Females now represent 47.4% of the available labor force based on the 2000 U.S. Census. While the state’s female workforce exceeds the available labor force, underutilization continues to exist in positions where females faced barriers to entry in the past. Some of these include management, skilled craft, and protective services positions.Minorities in the State’s workforce decreased 8 employees from 5.08% to 5.04%. Minorities now represent 6.03% of the available labor force based on the 2000 U.S. Census.Persons with disabilities decreased by 20 during FY 2005 from 7.0% to 6.9%. Persons with disabilities now represent 11.8% of the available labor force based on the 2000 U.S. Census. STATE AFFIRMATIVE ACTION PLANOverviewIowa Code section 19B.5(2) requires each State agency to annually prepare an affirmative action plan and to submit those plans to the Department of Administrative Services, Human Resource Enterprise (DAS-HRE). DAS-HRE is authorized to oversee the attainment of affirmative action goals and timetables by all State agencies and submit a report on the condition of affirmative action, diversity, and multicultural programs in State agencies by September 30th of each year to the Governor and the General Assembly.Additionally, Iowa Code section 19B.7(1) authorized the Department of Management to impose appropriate sanctions on individual state agencies, in order to ensure compliance with state programs emphasizing equal opportunity through affirmative action, contract compliance policies, and requirements for procurement goals for targeted small businesses.The annual Affirmative Action Report includes a compilation of the individual departments' plans and a summary of the cumulative results. The report also provides a general review of the State's overall affirmative action program, citing strengths and areas needing improvement. The basic requirements for departmental affirmative action plans and annual reports are found in the DAS-HRE administrative rules. These requirements follow the standards outlined in the Equal Employment Opportunity Commission's (EEOC) “Guidelines on Affirmative Action Appropriate Under Title VII of the Civil Rights Act of 1964,” as amended, 44 CFR 4422 (November 21, 1991), 29 CFR 1608. The State adopted these requirements in good faith and in conformance with and reliance upon those guidelines and subsequent guidance contained in relevant U.S. Supreme Court decisions. Affirmative Action Plan MethodologyCalculating UnderutilizationAffirmative Action is defined in Iowa Code Section 19B.1 as "Action appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity.” The U.S. Supreme Court recognized at least two permissible bases for employers to implement voluntary affirmative action: (1) to remedy a clear and convincing history of past discrimination by the employer or union, and (2) to cure a manifest imbalance in the employer's workforce.Because employers must substantiate compelling conditions of disparity in their workplace to justify the use of race and sex as factors in the selection process, the State of Iowa affirmative action program differentiates between the degrees of underutilization in its workplace. It does so by utilizing two types of affirmative action measures. The first is preferential (remedial) affirmative action. It is the most intrusive and, as a result, has been the most likely basis for affirmative action litigation. Preferential affirmative action permits numerical goals to be set that consider race and sex as factors in the selection process. The second is non-preferential (non-remedial) affirmative action. This results in active efforts by an employer to attack and prevent discrimination by concerted proactive programs other than by setting numerical hiring goals. Non-preferential goals result in system improvements and are more enduring than isolated affirmative action hires.A key element of the planning and reporting process involves the comparison of the composition of the workforce to the availability of females, minorities and persons with disabilities within the qualified labor market pool. The affirmative action planning process involves the following steps:Quantitative Underutilizationa)The quantitative underutilization analysis compares the State's end-of-fiscal-year workforce composition to the relevant labor force data, i.e., the 2000 Census labor force for Iowa.The groupings used to categorize the workforce into EEO-4 job categories are based on recommendations from the Equal Employment Opportunity Commission (EEOC). These categories were revised with the release of the 2000 Census and are as follows:01 Official/Administrator02 Professional03 Technician04 Protective Service: Sworn05 Protective Service: Non-Sworn06 Administrative Support07 Skilled Craft08 Service/MaintenanceUnderutilization exists when females, minorities and persons with disabilities are less than the relevant labor force representation for these groups. For example, a department with 100 employees in its Professional EEO category that also includes 4 minorities would have a representation of 4% minorities. If the labor force showed a representation for that category of 6%, the difference of 2% (6%-4%) or 2 minorities is referred to as underutilization. If this underutilization is within job groupings previously identified as an area of significant underutilization or “manifest imbalance,” numerical hiring goals may be set. Hiring goals form the basis of departments’ quantitative plan and continue to be set until underutilization is corrected. d)Hiring goals are based on the number of projected hires occurring during the plan period. These should be set so that the goal-to-hire projection ratio is at least equivalent to the labor market representation of the underutilized groups. The projected hires are multiplied by the rate of the underutilized group in the labor force. For example, 10 hires are projected and the labor force availability in the female underutilized group is 50%. A hiring goal of at least 5 females would be expected (10 hires * 50%). Suggested goals may be adjusted for a variety of reasons, such as special one-time hiring opportunities that may occur during the next fiscal year.For persons with disabilities, underutilization is now calculated based on the 2000 statewide labor force availability rate of 11.8%. Unlike racial and gender groups, persons with disabilities are not divided into EEO-4 categories and goals are set department-wide.Qualitative UnderutilizationWhen underutilization occurs that does not meet the statistical standard for setting remedial numerical goals or “manifest imbalance,” affirmative action measures (non-remedial goals) must also be set to correct underutilization by implementing changes in processes or programs. A qualitative analysis is the process for determining the appropriate measures to remedy non-preferential underutilization, i.e., underutilization that does not rise to the level of manifest imbalance in the workforce. Departments are requested to do a qualitative analysis for all underutilization, both remedial and non-remedial. This analysis is designed to identify potential barriers to equal employment opportunity. Departments review the success of their previous efforts and analyze factors that may still be contributing to their underutilization. From this review, the reporting units develop action plans to eliminate/overcome those barriers. Examples of these types of goals are found at the following website: , affirmative action progress during the previous year is reported to the Department of Administrative Services—Human Resources Enterprise, summarized in this report and reported to the Governor and General Assembly in accordance with Iowa Code Section 19B.FY 2005 GOAL ACHIEVEMENTDuring FY 2005, executive branch departments experienced the following results in meeting their affirmative action goals:Ten departments had neither remedial nor non-remedial underutilization, i.e., their workforce population represented females, minorities and persons with disabilities at a rate that equaled or exceeded the available labor market. Included among these are 6 departments with less than 25 employees that are not required to complete an affirmative action plan.Four departments out of 17 that set remedial hiring goals for females fully met their goal. Another four made partial progress in meeting them.Two departments out of 4 that set remedial hiring goals for minorities met their goal.The following departments positively contributed towards balancing the State’s workforce:Hiring Goals Set and Progress:Departments AA Hiring Goals Set/MetAgriculture4/1 FemalesAgriculture1/1 Persons with DisabilitiesCultural Affairs1/1FemalesEducation5/1FemalesCollege Student Aid 1/1FemalesHuman Services 5/4MinoritiesInspections and Appeals7/3Person with a DisabilityNatural Resources30/6FemalesNatural Resources10/1Person with a DisabilityPublic Defense4/1FemalesPublic Health4/4Persons with DisabilitiesPublic Safety4/4FemalesRevenue9/9FemalesFY '05 Underutilization & Remedial GoalsDEPARTMENT/DIVISIONFemaleMinorityDisabilityNRUURUURUU GoalNRUURUURUU GoalUUGoalAdministrative Services8??2????Agriculture 0204750191Auditor2??1??61Blind????????Civil Rights????????College Student Aid?11???11Commerce-Alcoholic Beverage??????52Commerce-Banking1131???51Commerce-Credit Union????????Commerce-Insurance?11???11Commerce-Prof License????????Commerce-Utilities?22???41Corrections82043856419332Cultural Affairs?11???31Economic Development??????61Education3105?????Elder Affairs????????Ethics & Campaign Disclosure????????Finance Authority1?????22Human Rights????????Human Services100??292552325Inspections and Appeals1??4??177Iowa Communications Network6??1??21Iowa Law Enforcement Academy?01?????IPERS1??0??42Justice1110??172Lottery?91???51Management?21???11Natural Resources4523039??5110Parole????????Public Defense41944??144Public Employment Relations????????Public Health???2??134Public Safety10184711492Public Television231???71Revenue ?1591????Secretary of State??????31Transportation212131191621Treasurer????????Veterans Affairs???2??405Workforce Development10???????TOTAL16449210816644866291NRUU means Non-Remedial Underutilization. While underutilization exists, it does not meet the statistical standard necessary to set numerical hiring goals.RUU means Remedial Underutilization. Underutilization exists and meets the statistical standard necessary to set numerical hiring goals.FY 05 Underutilization & Progress Towards a Balanced Workforce* ?TOTALUNDERUTILIZATIONNET PROGRESS TOWARDS BALANCED WORKFORCEDEPARTMENT/DIVISIONFEMALEMINORITYPWDFEMALEMINORITYPWDAdministrative Services82**?0***0?Agriculture 201219101Auditor216?00Blind??????Civil Rights??????College Student Aid1?11?0Commerce--Alcoholic Beverage??5??0Commerce—Banking14?50?0Commerce—Insurance1?10?-2Commerce—Utilities2?40?0Corrections2126093-10-6-12Cultural Affairs1?31?0Economic Development??6??-1Education13?10?Elder Affairs??????Finance Authority1?20?-1Human Rights??????Human Services1005423204-24Inspections and Appeals1417003Iowa Communications Network (ICN)612-11-1Iowa Law Enforcement Academy ??0??Iowa Public Employees Retirement1?40?0Justice2?17-2-2Lottery9?50?-1Management2?10?0Natural Resources563951601Public Defense2341410-3Public Health?213?04Public Safety2884940-2Public Television5?70?-1Revenue 151?90?Secretary of State??3??0Transportation12311620-1-12Veterans Affairs24000-1Workforce Development10??0??TOTAL65621066211-3-54* Table excludes departments with less than 25 employees where no underutilization is calculated. (SOURCE: Affirmative Action Goals Achievement Quarterly Report. ** Blank cell identifies no underutilization***A zero in the cell show there was underutilization but no change occurred. FY 2006 UNDERUTILIZATION AND GOALSRemedial goals, taking into consideration projected hires for FY 2006, were set by departments to correct underutilization that is statistically significant. FY 2006 hiring goals for females address 20.7% of the total remedial (numeric) underutilization identified compared to 22% last year.FY 2006 hiring goals for racial/ethnic minorities address 21.1% of the remedial underutilization compared to 18.2%.FY 2006 hiring goals for persons with disabilities will address 13.7% of overall underutilization compared to 13.8%.Departments must set more aggressive goals to meet the challenge of the 2000 Census labor force data. Non-remedial underutilization, while lacking statistical significance, presents an opportunity for departments to improve policies and practices that may contribute to imbalances in the workforce. See the following table: “FY '06 Underutilization & Remedial Goal.” FY '06 Underutilization & Remedial Goals*DEPARTMENT/DIVISIONFemaleMinorityDisabilityNRUURUURUU GoalNRUURUURUU GoalUUGoalAdministrative Services?159211141Agriculture 32212?5373Auditor7???21??Blind3??1????Civil Rights????????College Student Aid1?????21Commerce-Alcoholic Beverage2?????52Commerce-Banking553???61Commerce-Insurance1?????32Commerce-Utilities?61???11Corrections23064712571310117Cultural Affairs4??1??41Economic Development??????63Education23??31111Elder Affairs??????1?Finance Authority??????31Human Rights????????Human Services91111974112756Inspections and Appeals1?????178ICN?321??31ILEA 5???????IPERS1??1??31Justice1??2??182Lottery342???71Management4?????11Natural Resources?1443162235210Public Defense1351511182Public Health3??1??88Public Safety43710?124539Public Television111?2171Revenue ?2072????Secretary of State??????41Transportation470539202452Veterans Affairs2???214310Workforce Development24??1????TOTAL208639132961994270897 * Table excludes departments with less than 25 employees where no underutilization is calculated.NRUU means Non-Remedial Underutilization. While underutilization exists, it does not meet the statistical standard necessary to set numerical hiring goals.RUU means Remedial Underutilization. Underutilization exists and meets the statistical standard necessary to set numerical hiring goals.DAS-HRE FY 2005 ACTIVITIESPartnerships to Employ Persons with DisabilitiesDuring FY 2005, DAS-HRE expanded its involvement in partnerships to employ more persons with disabilities in State government. This continues the efforts begun during FY 2004 when DAS-HRE partnered with the Department of Human Rights—Division of Persons with Disabilities (DHR) to address the underutilization of persons with disabilities in the State’s workforce. DHR recognized the importance of helping the State become a model employer and ensuring that, as an employer, the State was identifying and removing barriers to the employment of persons with disabilities. Partnerships were expanded in the following additional ways:Central Iowa Employment and Training Consortium (CIETC)—Project Employment. Project Employment is a CIETC program that focuses on serving people with disabilities with less than a high school education who are seeking employment and job advancement. DAS-HRE now serves as a member of CIETC’s System Resource Team and through this participation it has done the following:Met regularly as a member of the CIETC Resource Team to discuss coordination of services. Collaborated with CIETC—Project Employment Team to draft a Memorandum of Understanding (MOU) for the purpose of improving and increasing coordination and collaboration between our agencies. Shared information on employment opportunities within State government. Requested assistance from Project Employment to refer its clients to the State of Iowa for employment.Olmstead Plan: Governor’s Executive Order 27 specifically directed State agencies to undertake steps to identify and address barriers to community living for individuals with disabilities and long-term illness in Iowa. DAS-HRE and the DAS General Services Enterprise (GSE) were among several State agencies that participated in the initiative to identify employment and other barriers in State government for persons with disabilities. The Executive Order resulted from the U.S. Supreme Court decision, Olmstead v. L.C., 527 U.S. 581 (1999), that interpreted Title II of the Americans with Disabilities Act (ADA) to require “States to place qualified individuals with disabilities in community settings, rather than in institutions, whenever treatment professionals determine that such placement is appropriate, the affected persons do not oppose such placement, and the State can reasonably accommodate the placement….”Activities undertaken during FY 2005 continue the coordination begun with the merger of HRE and GSE implementation plans. This coordinated effort between these two divisions merged staffing and accessibility concerns and provided the base to address a broader range of barriers confronting persons with disabilities. Presentations were also made to department leadership staff to assist them to better address disability issues in the workplace.Additional Outreach: DAS-HRE met with the Mainstream Living Employment Preparation Class to discuss State employment and expectation in the workplace. These initiatives help program participants to become job ready. They also assist the State in its recruitment efforts for persons with disabilities. Older Worker Initiative Task ForceDuring FY 2005, the “Iowa State Task Force on the Mature Worker” was created. Its purpose was to design and, thereafter, the oversight of the implementation of the Iowa State Mature Worker effort. Among its initiatives are to host regional and statewide conferences. The State of Iowa and numerous organizations partnered with AARP Foundation’s Workforce Initiative in this initiative to benefit Iowa’s mature workforce. State departments including DAS are serving on this task force and recognize it as a viable source for qualified workers.State Diversity ConferenceDAS-HRE staff participated in the months of planning required to present the the Iowa’s Mosaic Diversity Conference. The conference is to held on October 17, 2005 at the Scheman Center at Iowa State University in Ames. The conference is aimed at employers, advocates for various protected class groups, youth and the general public. The theme for this year’s conference is “Families, Workers & Neighbors—Discovering our Hidden Assts. Additionally, an institute is planned to provide practitioners with a greater opportunity to learn more about diversity and gain the skills to pass that information on within their areas of discipline. The institute will be held on October 18, 2005.State Coordinated RecruitmentAs the centralized human resources contact for executive branch vacancies, DAS-HRE processed 43,374 job applications for 1,354 hires. DAS-HRE recognizes its responsibility to notify the public of State of Iowa employment opportunities and to provide a convenient means by which interested applicants can receive vacancy information and apply for State jobs. Several initiatives took place during FY 2005 to facilitate this effort:21 recruitment events were attended. Special recruitment assistance was provided to departments and the Governor’s Office. Some of this assistance included drafting job descriptions, essential functions and job notices, preparing resume and interview scoring tools and providing other assistance to assist in the recruitment and hire process. Additionally, professional organizations, recruitment sources and advocacy groups were contacted to provide recruitment assistance.Staff participated in community and other organizational events promoting diversity, State employment opportunities, and general awareness of the State of Iowa as an employer. Some these included the monthly Workforce Development Job Clubs, Greater Des Moines Multi-Cultural Receptions, Polk County Enrichment Center Job Fair and Latino Resources Fairs. Minority Recruitment Task ForceThe 2004 Annual Affirmative Action Report state that “the State’s workforce overall, based on the 2000 U.S. Census, has not kept pace with the increasing diversity in Iowa.” The Minority Recruitment Task Force was convened in August 2005 in coordination with the Governor’s office. The Task Force included key personnel from the Department of Human Rights that include director Walter Reed, administrator Kimberly Baxter of the Commission on the Status of African Americans, and administrator John-Paul Chaisson-Cardenas of Commission on Latino Affairs, Mollie Anderson, director of the Department of Administrative Services the chief operating officer for DAS-HRE Nancy Berggren and Representative Wayne Ford. Its purpose is to revitalize the State’s efforts to better represent minority workers in State government. Among initiatives being proposed for implementation in FY 2006 are:Establish performance expectation for department directors.Prepare regular staffing report on the diversity of the State’s workforce to the Governor.Provide departments with reports that better advise them of their staffing status and available minority hiring opportunities.Meet with departments to identify barriers in HR systems that limit their progress.Identify positions appropriate for targeted recruitment and adjust recruitment periods as needed.Provide guidance on workforce data, trends, maintaining a welcoming workplace, and establishing a standard for cultural competencies required for a diverse workplace.AA/EEO/Diversity TrainingIn FY 2005, the number of participants attending the DAS-HRE Personnel Development Seminars addressing EEO/AA/Diversity/ADA related topics increased 37.9% over the previous fiscal year. DepartmentsAttendanceAdministrative Services5Agriculture3Blind97Commerce (Includes all Commerce Divisions)136Corrections53Economic Development2Education-Vocational Rehabilitation6Health7Human Services137Finance Authority1Inspections and Appeals3Iowa Public Television2Justice2Natural Resources134Secretary of State2Transportation366Veterans Home 25Workforce Development 26Non-State Attendees3TOTAL1,011In total, 1,010 participants attended one of the seven courses offered compared to 650 in FY 2004 and 914 in FY 2003. Class SelectionsAttendanceEEO/AA for Supervisors85 Preventing Sexual Harassment for Supervisors180Preventing Sexual Harassment for Employees413What is Sexual Harassment13What is the ADA?103Valuing Diversity in the Workplace201Workplace Diversity15 TOTAL1,010Department Activities During FY 2005Several departments conducted activities this fiscal year that can serve as models for other Iowa departments. These efforts entailed recruitment activities, partnerships, diversity initiatives, data tracking and employee involvement. Each department demonstrated through these efforts their desire to build equity and diversity into their organizational strategies.Department of Human Services (DHS): DHS has, in recent years, focused its affirmative action efforts on its diversity initiatives. It supports diversity teams within its organization. With its FY 2006 affirmative action (AA) plan, DHS chose to model some recognized best practices in diversity. It sought to have leadership invested in its AA plan and diversity program by requiring all top management to sign the AA plan policy commitment, not just the director. Additionally, DHS is aligning its affirmative action and diversity strategies to the DHS strategic plan. It identified eight priorities for FY 2006: management commitment, employee involvement, management accountability, communication, recruitment, diversity education and training, compliance reviews and investigations and inclusion. Department of Public Health (DPH): During the past 5-years, Public Health had the highest increase of minorities in its workforce at 10. Its success is seen in its recruitment of professional staff and in its efforts to develop a working relationship with the School of Public Health at the University of Iowa. Public Health is a frequent user of college interns and these interns are encouraged continue the State’s application process to obtain permanent employment upon graduation. Public Health’s efforts to grow its own staff pays off as many individuals credit their internship as the starting point in their career.Department of Natural Resources (DNR): DNR has had a diversity team for a number of years. This year, its efforts were revitalized and tied to the department’s workforce planning. Extensive staffing data was developed, team planning meetings were held and focus groups were conducted. DNR’s work is continuing; however, it is well on its way to merging its workforce planning to its diversity goals. Its efforts have already kept it as one of the top four departments in increasing its minority workforce over the past 5 years, with an increase of 4 minority employees.Department of Transportation (DOT): Annually, DOT analyzes that steps applicants take to be hired. By conducting this applicant flow study, DOT assesses where applicants face barriers develop remedial measures to break down those barriers. While this report has been done over several years, it is not routine. The DOT reviews these data seriously, discusses the results with its Federal grantor and, as needed requests clarification and additional reports from DAS-HRE as needed. FY 2006 RECOMMENDATIONSThe following observations were considered when establishing the FY 2006 recommendations.The rate of goal achievement for females was a gain of 11 of the 110 goals set. However, for minorities and persons with disabilities, the goals achievement was not sufficient to offset the number of minorities and persons with disabilities leaving State government. As a result, the goal achievement for minorities was a minus 3 and the goal achievement for persons with disabilities as a minus 54. During fiscal year 2005, the State hired 1,354 hires while the applicant rates for females, minorities and persons with disabilities exceeded their representation in the Iowa labor force. Additionally, there were 1,314 separations from State government in fiscal year 2005. While considerable affirmative action, diversity, equal employment opportunity and disability training currently takes place in State government, only half of the departments appear to use it.The following actions are recommended:Department managers must understand their role for affirmative action within their area of responsibility. They must receive training on how to administer affirmative action programs and address workplace issues that create and maintain a welcoming work environment for all employees. Department managers must become more diligent in meeting the goals they set. Both aggressive hiring and retention efforts will be necessary to improve results.System improvements must be addressed so that the future hiring opportunities are improved. Departments can attract diverse applicants through internships, actively participate in diversity community events, provide mentoring opportunities for underutilized groups in the workforce, and follow other such practices noted at the following website: . Department managers must be held accountable for initiatives directed towards balancing their workforce. DAS-HRE FY 2006 PLANSDAS-HRE plays a leadership role in bringing about the commitment required to comply with 19B of the Code of Iowa. To that end, it plans the following initiatives for FY 2006:New Initiatives:Implement the work plan developed by the Minority Recruitment Task Force.Review AA reporting process and assess methods for improvement. Consideration needs to be given to ways in which the program can be simplified.Develop procedures to measure the accomplishment of qualitative AA goals including expanding the quarterly report of affirmative action progress to include qualitative goals updates.Review overall State recruitment and develop a State recruitment plan.Offer targeted recruitment and additional support to departments with chronic difficulty in meeting their AA goals. Provide to all departments the models developed by the departments of Natural Resources and Human Services to integrate their annual affirmative action and diversity programs into their workforce and strategic planning processes. As a result of the 2000 Census, minority categories were revised. Upon receipt of further Guidance from the Equal Employment Opportunity Commission (EEOC), DAS-HRE will make appropriate revisions in data systems and applications for employment that track and record employee characteristics so that they match those required by EEOC. Continuing Activities:Pursue efforts to strengthen hiring of persons with disabilities and to maintain their representation in State government. Such efforts should include:Identifying and expanding recruitment sources for persons with disabilities through contacts with State agencies and other organizations that work with and/or advocate for persons with disabilities. These resources will be made available to agencies that are underutilized for persons with disabilities.Expanded networking with various advocacy and service groups working with persons with disabilities by attending the board/commission meetings of advocacy groups, personal visits to providers of services to persons with disabilities, and receipt of newsletters and other information from advocacy groups.Continuing to make State agencies aware of their hiring opportunities for persons with disabilities as well as females and minorities.Proceeding with the partnership with the Department of Human Rights and Department for the Blind and, this next year, involving the Department of Education Vocational Rehabilitation Services Division to attract and retain more persons with disabilities to State government.DAS-HRE will continue to address the action plan to implement the Olmstead decision in State government.DAS-HRE will continue to maintain its partnerships and will also build upon those with organizations that can assist it in its efforts for a diverse State workforce. These include: Department of Human Rights, Central Iowa Employment and Training Consortium, Easter Seals, Mainstream Living and other such organizations.DAS-HRE will continue to serve as a member of the ADA Advisory Committee, as ex officio member of the Commission on persons with disabilities, as a Task Force member of the Older Worker Task Force and as a Member of the Minority Recruitment Task Force. It will continue to be involved in such organizations and efforts that help it is its role to support a diverse workforce in State government.Evaluate the results of the annual and cumulative State Exit Survey report to further identify any potential problems that may be indicated for members of protected classes such as allegations of harassment or other bias or patterns of conduct that may sabotage diversity and affirmative action efforts.APPENDICESA. AFFIRMATIVE ACTION ANALYSIS BY DEPARTMENTNotes on Department Tables:FY 05 Workforce Changes:This table shows fiscal year 2005 staffing changes. It details the composition of each department's workforce at the beginning and ending of the fiscal years and the number of hires/promotions and terminations that also occurred during this period. These totals are broken down by Minority, Female and Disability status and by EEO Code. The purpose of these data is to show how the departments’ staffing changes during the fiscal year affected its current staffing compositions.FY 05 Goal & AchievementsThese tables summarize the progress departments made during FY 2005 in meeting the affirmative action goals they set by EEO category. The numbers for persons with disabilities are only displayed by department overall. (See AA Plan Methodology for details.)Column LabelsTTotal Full-time WorkforceFFemaleMnRacial/Ethnic MinoritiesDPersons with DisabilitiesThreshold LabelsNUNo underutilizationBABalanced workforceNANot applicableSTStatewide measure of underutilization.PNNumeric (remedial) hiring goals to address underutilization are neededNPNon-remedial methods to address underutilization through means other than using racial/ethnic, gender or disability classification as factors in selection FY 06 Affirmative Action Goals BOFY (Beginning of Fiscal Year)This table details each department's underutilization--both remedial (manifest imbalance) and non-remedial. By projecting the hires anticipated during the fiscal year, departments can more realistically set attainable goals to correct their remedial underutilization. Numerical goals are not set for non-remedial underutilization; however, departments must address these through other means.Administrative Services (010)FY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 44181?31???74???4420 ?Professional 1706810?84???126???171699?Technical 22192?11???44???23203?Protective Service ??????????????????Paraprofessional 651??????11???761?Admin. Support 32214?1????21???31204?Skilled Craft 26?3?4????4????27?3?Service/Maint. 661913?53???762??632014?TOTALS366150344722900?372222?3661553447FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NPNP??21??????2??Professional NPNU??5???????2??Technical NUNU?????????????Protective Service NANA?????????????Paraprofessional NUNU?????????????Admin. Support NUNU?????????????Skilled Craft NUNP???1???????0?Service/Maint. NPNU??1???????0??TOTALS????820?000?40NUFY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???PN171???Professional PN15159NP2?????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. BA???BA??????TOTALS?15159?371000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Agriculture & Land Stewardship (010)FY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin317??31???3????276??Professional 89283?71???154???96313?Technical 13324??62???511??128211?Protective Service ??????????????????Paraprofessional 99???????11???99??Admin. Support 1191172?33???22???1171152?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS38118552219701?26810?377182626FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin STNU??8???1???0??Professional PNNP??36??1???20?Technical PNNP??95??2???-11?Protective Service NANA?????????????Paraprofessional BANP?????????????Admin. Support BANP???1?????????Skilled Craft NANA?????????????Service/Maint. BABA?????????????TOTALS????201219?401?114FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NP3??BA??????Professional PN891NP291???Technical PN1431PN231???Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???PN141???Skilled Craft NA???NA??????Service/Maint. BA???BA??????TOTALS?25122?516314201See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.AuditorFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 104??1????21???106??Professional 8547??2216???5429???9649??Technical 11????????????11??Protective Service ??????????????????Paraprofessional ??????????????????Admin. Support 44???????11???44??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS1005605231601?573100?1116005FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BANP???1???????0?Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????016?001?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP7??PN2211???Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NU???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?700?22117243 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.BlindFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 621???????????621?Professional 50323?21???53???52343?Technical 54????????????54??Protective Service ??????????????????Paraprofessional 1261?1?????????1051?Admin. Support 1917??43???11???1615??Skilled Craft 10?????????????10???Service/Maint. ??????????????????TOTALS102615287401?6401?9960528FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????? ?Paraprofessional BABA?????????? ?Admin. Support BABA?????????? ?Skilled Craft BABA?????????? ?Service/Maint. NANA?????????? ?TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???NP1?????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. NA???NA??????TOTALS?000?100000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Civil RightsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 521?2?????????320?Professional 1797?11????????1687?Technical ?????????????????Protective Service ??????????????????Paraprofessional 11?11????????????Admin. Support 441?11???11???441?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS26161055302?1100?231483FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical NANA?????????????Protective Service NANA?????????? ?Paraprofessional BABA?????????? ?Admin. Support BABA?????????? ?Skilled Craft NANA?????????? ?Service/Maint. NANA?????????? ?TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???BA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.College Student AidFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 75??1????41???74??Professional 83???????11???95??Technical 22????????????22??Protective Service ??????????????????Paraprofessional 127???????22???149??Admin. Support 761??????22???981?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS3623121000?9600?412812FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????? ?Paraprofessional STBA??1???1???2??Admin. Support BABA?????????? ?Skilled Craft NANA?????????? ?Service/Maint. NANA?????????? ?TOTALS????101?101?200FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP1??BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?100?000261 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3. Commerce/Alcoholic BeveragesFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 62???????1????62??Professional 103???????1????102??Technical 22????????????33??Protective Service ??????????????????Paraprofessional 43????????????54??Admin. Support 1010??11???11???99??Skilled Craft 1???1?????????????Service/Maint. 141??101???17?3??18?1?TOTALS47210012200?20130?51201?FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BANP?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft BABA?????????????Service/Maint. NANA?????????????TOTALS????005?002?002FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP2??BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. NA???NA??????TOTALS?200?0005142 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page merce/BankingFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 72??1?????????72??Professional 50141?72???51???52151?Technical 11????????????11??Protective Service ??????????????????Paraprofessional 11????????????????Admin. Support 22????????????22??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS61201?8200?5100?622010FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA??1??????????Professional PNBA??13???????1??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????1405?001?100FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional PN1053BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?1053?000661 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page merce/Credit UnionFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 32????????????32??Professional 113??4????52???125??Technical ??????????????????Protective Service ??????????????????Paraprofessional ??????????????????Admin. Support 11????????????11??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS156014000?5200?16801FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page merce/InsuranceFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 19101?11???1????2091?Professional 48213?41???412??45205?Technical 11????????????????Protective Service ??????????????????Paraprofessional 88????????????88??Admin. Support 1092?33???541??11102?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS8649678502?10530?844785FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional PNBA??1???1???0??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????101?101?00-2FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???BA??????Professional NP???BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???BA??????Service/Maint. BA???NA??????TOTALS?000?0003112 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page merce/Professional LicensingFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 53????????????53??Professional 1?????????????1???Technical 11????????????11??Protective Service ??????????????????Paraprofessional 11????????????11??Admin. Support 22????????????22??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS107000000?0000?10700FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.Hire?TotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page merce/UtilitiesFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 135???????1????125??Professional 3411??1????611??38134?Technical 51????????????61??Protective Service ??????????????????Paraprofessional 44????????????44??Admin. Support 881???????????881?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS64291?1000?7110?683155FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional PNBA??4???2???0??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NABA?????????????Service/Maint. NANA?????????????TOTALS????401?201?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional PN611BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?611?000111 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Corrections?EOFY 2004FY 2005FY 2005EOFY 2005?WorkforceTerminationsAll Hires Workforce?TFMnDTFMnDTFMnDTFMnDOfficial /Admin 87315?42??82??88315?Professional 48223829?2212??37245?47524229?Technical 37241?33??22??36232?Protective Service 176930494?11627??140319?173129487?Paraprofessional 34341?22??????35341?Admin. Support 1791608?109??1614??1721547?Skilled Craft 19474?151??81??18564?Service/Maint. 157724?105??84??149704?TOTALS293987014618218261016219781482871854139170FY ‘05 Workforce ChangesFY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin PNBA??9???3???-1??Professional PNNP??932??15???-10?Technical NPNP??11??????00?Protective Service PNNP??8649??15???-5-5?Paraprofessional BABA?????????????Admin. Support BANP???2???????-1?Skilled Craft NPST??74???1??-10?Service/Maint. STBA??162??5???-2??TOTALS????2126093?38132?-10-6-12FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN1982BA??????Professional PN784715NP??????Technical NP131NP31????Protective Service PN20118828NP1889????Paraprofessional NA???NA??????Admin. Support NP2??NP??????Skilled Craft NP7121PN1221???Service/Maint. BA???NP151????TOTALS?30825847?21813110121317See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Cultural AffairsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 72??11???43???83??Professional 37231?11???11???37231?Technical 52??21????????31??Protective Service ??????????????????Paraprofessional 55????????????65??Admin. Support 84??11????????63??Skilled Craft 3?????????????4???Service/Maint. ?1??1??????????2??TOTALS6537136400?5400?643713FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin STBA??1???1???1??Professional NPBA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support NPBA?????????????Skilled Craft NANA?????????????Service/Maint. BABA?????????????TOTALS????103?101?100FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP4??NP1?????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. BA???BA??????TOTALS?400?100471See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Economic DevelopmentFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 2212???????1????2312??Professional 79444?41???125???81444?Technical 55????????????55??Protective Service ??????????????????Paraprofessional 531???????????641?Admin. Support 15143???????????13123?Skilled Craft ??????????????????Service/Maint. 661?33????????331?TOTALS13284987400?13500?1318097FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????006?003?00-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?0006193 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3EducationFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 3217??64???64???3116??Professional 33920223?3520???32212??32919822?Technical 92665?65???10101??92685?Protective Service ??????????????????Paraprofessional 1513????????????1514??Admin. Support 1231169?87???74???1171108?Skilled Craft 51????????????51??Service/Maint. 3?1???????????3?1?TOTALS6094153867553606?553933?5924073663FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BANP?????????????Professional PNBA??101??5???11?Technical NPBA??2???????-1??Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft BABA?????????????Service/Maint. STBA?????????????TOTALS????1210?500?01NUFY ‘04 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???PN141???Professional NP21??NP3?????Technical NP2??BA??????Protective Service BA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. BA???BA??????TOTALS?2300?4411501 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Elder AffairsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 84???????22???95??Professional 851?11???33???1181?Technical 32???????11???32??Protective Service ??????????????????Paraprofessional 22???????11???22??Admin. Support 33????????????33??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS2416121100?7700?282012FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000100 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Ethics & Campaign DisclosureFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 1?????????????1???Professional 33????????????33??Technical 22????????????22??Protective Service ??????????????????Paraprofessional ??????????????????Admin. Support ??????????????????Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS65000000?0000?6500FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Finance AuthorityFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 2181??????21???24111?Professional 38191?32???43???36181?Technical 11????????????11??Protective Service ??????????????????Paraprofessional 1816??11????????19161?Admin. Support 66???????211??65??Skilled Craft ?????????21???????Service/Maint. ??????????????????TOTALS8450274301?10611?865136FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NPBA??1???????3??Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????102?001?30-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000321 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3. Human RightsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 1053?11???211??1153?Professional 34172?1????33???37211?Technical 22????????????22??Protective Service ??????????????????Paraprofessional 33????????????33??Admin. Support 551?11????????441?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS5432653200?5411?573559FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NP9??PN6161???Professional NP26??NP13?????Technical NP3??NP5?????Protective Service PN11931PN91938???Paraprofessional NA???NA??????Admin. Support BA???NP1?????Skilled Craft NP1??PN361???Service/Maint. NP52??PN5721???TOTALS?921931?94217112754816 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Human ServicesFY ‘05 Workforce Changes?EOFY 2004FY 2005FY 2005EOFY 2005?WorkforceTerminationsAll Hires Workforce?TFMnDTFMnDTFMnDTFMnDOfficial /Admin 139676?122??2314??154786?Professional 17701318100?13187??23717717?1809135798?Technical 87075135?4843??988611?89477342?Protective Service 216639?2412??168??210587?Paraprofessional 121783435?11782??1671069?124684436?Admin. Support 62359338?4544??86828?64858839?Skilled Craft 11951?8???81??11881?Service/Maint. 1921219?159??2113??18812110?TOTALS51463752233288400279031656487451452673827239281FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NPBA??3???????6??Professional NPNP??3415??????-14?Technical BANP???1???????0?Protective Service NPNP??187??????-1-1?Paraprofessional NPPN??4025???5??111?Admin. Support BABA???1???????0?Skilled Craft NPNP??32??????20?Service/Maint. NPNP??23??????10?TOTALS????10054232?055?184-24FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NP9??PN6161???Professional NP26??NP13?????Technical NP3??NP5?????Protective Service PN11931PN91938???Paraprofessional NA???NA??????Admin. Support BA???NP1?????Skilled Craft NP1??PN361???Service/Maint. NP52??PN5721???TOTALS?921931?94217112754816 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Inspections & AppealsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 31151??????11???33171?Professional 34318414?3024???51356??35718819?Technical 421???????????421?Protective Service ??????????????????Paraprofessional 1515??11???55???1717??Admin. Support 81807?55???871??77757?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS4742962330363001?654873?4882992836FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional NPNP??14??????00?Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. BANA?????????????TOTALS????1417?007?003FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP1??BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?100?00017648 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Iowa Communications NetworkFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 2673?42????????2251?Professional 49141?21???11???47142?Technical 1172?11???11???1172?Protective Service ??????????????????Paraprofessional 55????????????66??Admin. Support 55????????????44??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS9638667401?2200?903656FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NPBA??4???????-2??Professional BANP??21??????11?Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????612?002?-11-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN221BA??????Professional PN121NP1?????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?342?100321 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3Iowa Public Employees Retirement System (IPERS)FY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 136??31????????105??Professional 52294?53???851??52285?Technical 109???????22???109??Protective Service ??????????????????Paraprofessional 44??11???22???44??Admin. Support 751?11???11???751?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS86535510600?131010?835165FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional NPBA??1???????0??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????104?002?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP1??NP1?????Technical BA???NP??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?100?100381 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.JusticeFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 218??11???1????207??Professional 170845?149???1681??164766?Technical ??????????????????Protective Service ??????????????????Paraprofessional 98????????????98??Admin. Support 30301?66???12121??31312?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS23013067211601?292021?22412285FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NPBA??1???????-1??Professional PNBA??1???1???-1??Technical NANA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????2017?102?-20-2FY ‘06 Affirmative Action Goals BOFY205 Justice?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???NP1?????Professional NP1??NP1?????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?100?20018172 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Law Enforcement AcademyFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 21????????????21??Professional 154????????????154??Technical ??????????????????Protective Service 1?????????????1???Paraprofessional ??????????????????Admin. Support 77????????????77??Skilled Craft 2?????????????2???Service/Maint. ??????????????????TOTALS2712010000?0000?271202FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional STBA??3???1???0??Technical NANA?????????????Protective Service BABA?????????????Paraprofessional NANA?????????????Admin. Support BABA?????????????Skilled Craft BABA?????????????Service/Maint. NANA?????????????TOTALS????300?100?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NP???BA??????Professional NP5??BA??????Technical NA???NA??????Protective Service BA???BA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. NA???NA??????TOTALS?500?000000\ See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.LotteryFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?Workforce N/ATerminations?All Hires ?Workforce?????TFMnD?TFMnD?TFMnDOfficial /Admin ??????????????136??Professional ????2????2????66161?Technical ??????????????97??Protective Service ??????????????????Paraprofessional ??????????????????Admin. Support ??????????????18133?Skilled Craft ??????????????????Service/Maint. ??????????????2?1?TOTALS000312001?2000?1084255FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BANP?????????????Professional PNBA??9???1???0??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. BABA?????????????TOTALS????904?101?00-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional PN911BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. BA???BA??????TOTALS?911?000511 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.ManagementFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 85???????1????84??Professional 1741?1????1?1??1642?Technical ??????????????????Protective Service ??????????????????Paraprofessional 11????????????11??Admin. Support 22???????11???22??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS2812121000?3110?271121FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional STBA??2???1???0??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????201?101?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP4??BA??????Technical BA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?400?000121See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Natural ResourcesFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 812226?4????1031??85241?Professional 4481121?184???34112??45711826?Technical 116??11???11???1171?Protective Service 112118?2????11????116118?Paraprofessional 28254?21???22???26243?Admin. Support 45423?44???882??47445?Skilled Craft 3?????????????2???Service/Maint. 170202?51???61???168192?TOTALS8982384444361102?722653?9122474647FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin PNNP??162??3???21?Professional PNNP??3234??26???42?Technical BABA?????????????Protective Service PNBA??6???1???0??Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft BABA?????????????Service/Maint. NPNP??43??????00?TOTALS????583951?30010?631FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN1142PN241???Professional PN394827NP6?????Technical PN5711PN811???Protective Service PN3771PN1271???Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft BA???BA??????Service/Maint. NP???NP??????TOTALS?1446031?28123108310 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.ParoleFY ’05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 422?11????????322?Professional 42????????????42??Technical ??????????????????Protective Service ??????????????????Paraprofessional 11????????????11??Admin. Support 22????????????22??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS117211100?0000?10721FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Public DefenseFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 348??21???5????377??Professional 80314?52???1131??82315?Technical 1651??????1????1861?Protective Service 120127?71???10????121127?Paraprofessional 1612??2????33???1312??Admin. Support 13121???????????1110??Skilled Craft 5132?1????5????5732?Service/Maint. 3643?2????41???3452?TOTALS36687182019403?39711?373861720FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin STBA??7???1???0??Professional NPNP??32??????-11?Technical NPBA??1???????1??Protective Service STBA??72??2???01?Paraprofessional NPBA??????????0??Admin. Support BABA?????????????Skilled Craft BANP???????????0?Service/Maint. STBA??5???1???1??TOTALS????23414?404?12-3FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN511PN111???Professional NP8??NP1?????Technical NP???BA??????Protective Service NP4??NP1?????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NP1??NP1?????Service/Maint. BA???NP2?????TOTALS?1811?61118102 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Public Employment RelationsFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 31????????????31??Professional 41????????????41??Technical ??????????????????Protective Service ??????????????????Paraprofessional ??????????????????Admin. Support 33????????????33??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS105000000?0000?10500FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Public HealthFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 65441?62???952??67463?Professional 21714013?2216???44282??22614814?Technical 871?11???1????76??Protective Service ??????????????????Paraprofessional 38363?22???11???33304?Admin. Support 60576?22???1110???61585?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS3882842430332303?664446?3942882635FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BANP???2???????1?Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????0213?004?015FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. STBA??BA??????Professional BA???NP2?????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?20013404 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Public SafetyFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 223??21???52???2841?Professional 93407?3????52???92428?Technical 27103?22????????29133?Protective Service 5593315?272???12982??5713413?Paraprofessional 1715??1?????????1210??Admin. Support 120954?87???109???114923?Skilled Craft ?????????1????????Service/Maint. ??????????????1???TOTALS8381962933431203?1502123?8471952836FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin STBA??3???1???1??Professional NPNP??34??????11?Technical PNNP??11??????00?Protective Service PNBA??121??31??2-1?Paraprofessional BABA?????????????Admin. Support BANP??72??????10?Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????26849?412?50-2FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. ST521BA??????Professional NP3??NP4?????Technical PN100NP1?????Protective Service PN12303PN1301???Paraprofessional NA???NA??????Admin. Support NP7??NP2?????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?28324?830149322 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Public TelevisionFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 1612???????1????1612??Professional 49161?62???4????44131?Technical 356????????????356??Protective Service ??????????????????Paraprofessional 65????????????65??Admin. Support 1081?11????????971?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS11647257301?5000?1104324FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional STBA??3???1???0??Technical NPBA??2???????0??Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????507?101?00-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP1??BA??????Technical PN111PN211???Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?211?211721 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.RevenueFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 5218??211??621??43151?Professional 29112016?1233??40203??23311215?Technical 1311???????11???55??Protective Service ??????????????????Paraprofessional 331??????65???761?Admin. Support 106948?4????108???81745?Skilled Craft ??????????????????Service/Maint. 2?1???????????????TOTALS467246264818443?633645?3692122242FY ‘05 Goals & Achievements ?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin PNNP??51??2???11?Professional PNBA??10???7???10??Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. BABA?????????????TOTALS????1510?900?1110FY ‘06 Affirmative Action Goals BOFY ?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN542NP1?????Professional PN10127BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. BA???BA??????TOTALS?15169?100000 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Secretary of StateFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 1051?1????31???941?Professional 64???????21???107??Technical 11????????????????Protective Service ??????????????????Paraprofessional 66????????????66??Admin. Support 12112??????11???12122?Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS3527301000?6300?372930FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. BANA?????????????TOTALS????003?001?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???BA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000351 See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.TransportationFY ‘05 Workforce Changes?EOFY 2004FY 2005FY 2005EOFY 2005?WorkforceTerminationsAll Hires Workforce?TFMnDTFMnDTFMnDTFMnDOfficial /Admin 141522?81??????132522?Professional 61318831?227??195??60718428?Technical 64714424?332??71??63114522?Protective Service 12095?91??9???12085?Paraprofessional 28222?????????31242?Admin. Support 34131318?2524??35301?33830717?Skilled Craft 12264160?522??4621?12154159?Service/Maint. 40133?22??51??37122?TOTALS315678214526615139013121392133111773137257FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional BABA?????????????Technical BABA?????????????Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. BANA?????????????TOTALS????003?001?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. PN156?NP2?????Professional PN3201NP7?????Technical PN87381PN9381???Protective Service ST981BA??????Paraprofessional NA???NA??????Admin. Support BA2??NP??????Skilled Craft PN438?NP1?????Service/Maint. PN363NP1?????TOTALS?1231166?20381391432See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.TreasurerFY ‘05 Workforce Changes?EOFY 2004FY 2005?FY 2005?EOFY 2005?WorkforceTerminations?All Hires ?Workforce?TFMnDTFMnD?TFMnD?TFMnDOfficial /Admin 74???????21???53??Professional 117??55???42???1210??Technical 11??11????????32??Protective Service ??????????????????Paraprofessional 22???????11???22??Admin. Support 33????????????22??Skilled Craft ??????????????????Service/Maint. ??????????????????TOTALS2417016600?7401?241900FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin NANA?????????????Professional NANA?????????????Technical NANA?????????????Protective Service NANA?????????????Paraprofessional NANA?????????????Admin. Support NANA?????????????Skilled Craft NANA?????????????Service/Maint. NANA?????????????TOTALS????000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. NA???NA??????Professional NA???NA??????Technical NA???NA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support NA???NA??????Skilled Craft NA???NA??????Service/Maint. NA???NA??????TOTALS?000?000000See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Veterans AffairsFY ‘05 Workforce Changes?EOFY 2004FY 2005FY 2005?EOFY 2005?WorkforceTerminationsAll Hires ?Workforce?TFMnDTFMnDTFMnD?TFMnDOfficial /Admin 208??21??63???2310??Professional 1781455?139??3328???1891544?Technical 93862?1514??14132??84772?Protective Service 5???1????????5???Paraprofessional 27424915?3534??50472??28425712?Admin. Support 67611?44??77???65591?Skilled Craft 251??????1????241??Service/Maint. 107787?118??116???105765?TOTALS769628303781700612210445?7796342443FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA??1???????1??Professional BANP???1?????????Technical BABA?????????????Protective Service BABA?????????????Paraprofessional BABA?????????????Admin. Support BANP?????????????Skilled Craft BABA?????????????Service/Maint. BABA?????????????TOTALS????1140?0012?10-1FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO Code?TotalProj.HireTotalProj.HireTotalProj.Hire?LabelUUHiresGoalLabelUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional BA???NP1?????Technical BA???NP??????Protective Service BA???BA??????Paraprofessional NA???NA??????Admin. Support BA???NP1?????Skilled Craft BA???BA??????Service/Maint. BA???BA??????TOTALS?000?200409512See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.Workforce DevelopmentFY ‘05 Workforce Changes?EOFY 2004FY 2005FY 2005EOFY 2005?WorkforceTerminationsAll Hires Workforce?TFMnDTFMnDTFMnDTFMnDOfficial /Admin 47303?932?72??45295?Professional 55631971?26133?3619??53130667?Technical 756117?21??75??695617?Protective Service ????????????????Paraprofessional 15141?33??22??1616??Admin. Support 878214?17142?54??908415?Skilled Craft ????????????????Service/Maint. 32??????????21??TOTALS783508106575734715732013753492104117FY ‘05 Goals & Achievements?Threshold?BOFY 05?FY 2005?EOFY 05EEO CodeLabel?Total UU?Hire Goal*?Net Change?FMnD?FMnD?FMnD?FMnDOfficial /Admin BABA?????????????Professional NPBA??9???????0??Technical NPBA??1???????0??Protective Service NANA?????????????Paraprofessional BABA?????????????Admin. Support BABA?????????????Skilled Craft NANA?????????????Service/Maint. NABA?????????????TOTALS????1000?000?000FY ‘06 Affirmative Action Goals BOFY?FemaleMinorityPersons w/DisabilitiesEEO CodeBal.TotalProj.HireBal.TotalProj.HireTotalProj.Hire?YearUUHiresGoalYearUUHiresGoalUUHireGoalsOfficial /Admin. BA???BA??????Professional NP24??BA??????Technical BA???BA??????Protective Service NA???NA??????Paraprofessional NA???NA??????Admin. Support BA???NP1?????Skilled Craft NA???NA??????Service/Maint. BA???BA??????TOTALS?2400?100000See Appendix A for Notes on Department Tables, page 19. See AA Plan Methodology on page 3.B. WORKFORCE COMPOSITIONTOTAL FULL-TIME WORKFORCE?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 9,6209,672-5250.12%50.38%52.60%Female9,5759,5264949.88%49.62%47.40%Non-Minority18,27718,2225595.22%94.92%94.00%Minority968976-85.04%5.08%6.03%W/Disability1,3281,348-206.92%7.02%11.80%W/O Disability15,53315,4904380.92%80.69%88.20%Unk/Disability2,3342,360-2612.16%12.29%UnkTOTALS19,19519,198-3???1. OFFICIAL/ADMINISTRATOR??June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 631633-256.39%57.44%65.30%Female4884691943.61%42.56%33.60%Non-Minority1,08410691596.87%97.01%97.30%Minority353323.13%2.99%2.67%TOTALS1,119110217???2. PROFESSIONAL?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 3,0033,010-745.31%45.85%41.80%Female3,6243,5556954.69%54.15%58.20%Non-Minority6,2366,1756194.10%94.06%94.70%Minority39139015.90%5.94%5.27%TOTALS6,6276,56562???3. TECHNICIAN?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 856877-2140.13%40.92%36.30%Female1,2771,2661159.87%59.08%63.60%Non-Minority2,0312,047-1695.22%95.52%95.40%Minority1029664.78%4.48%4.61%TOTALS2,1332,143-10???4. PROTECTIVE SERVICE?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 2,4592,470-1185.50%85.11%83.00%Female417432-1514.50%14.89%16.90%Non-Minority2,7462,764-1895.48%95.24%93.90%Minority130138-84.52%4.76%6.12%TOTALS2,8762,902-26???5. PARAPROFESSIONAL?June '05June '04Net ChangeState GovernmentWorkforce %1990 Census Data Only Available for this CategoryJune '05June '04Male 470488-1825.05%26.57%7.20%Female1,4061,3891774.95%75.61%92.80%Non-Minority1,8121,7704296.59%96.35%95.80%Minority6467-33.41%3.65%4.20%TOTALS1,8761,83739???6. ADMINISTRATIVE SUPPORT?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 16716707.81%7.64%30.10%Female1,9722,018-4692.19%92.36%69.90%Non-Minority2,0032,048-4593.64%93.73%95.30%Minority136137-16.36%6.27%4.73%TOTALS2,1392,185-46????June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 1,5861,604-7696.35%96.51%92.50%Female605823.65%3.49%7.50%Non-Minority1,5771,592-1595.81%95.79%95.90%Minority6970-14.19%4.21%4.11%TOTALS1,6461,662-16???8. SERVICE MAINTENANCE?June '05June '04Net ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '04Male 448463-35457.51%57.73%57.00%Female331339-842.49%42.27%43.00%Non-Minority735757-2294.35%94.39%90.60%Minority4445-15.65%5.61%9.43%TOTALS779802-23???Payroll Query, Executive Branch Full-time Workforce Composition (pay periods ending 6-17-04 and 6-30-2005). Does not include Fair Authority, Regents, Governor's Office, and Elected Officials, Alliance on Substance Abuse or Board Members and Commissioners. State Government Workforce % identifies the percentage of each employee group compared to all groups within each EEO `. For example, of all employees in the Professional category in 2005, 5.9% were racial/ethnic minority.Census 2000 EEO Tool, eeo2000/ Census 2000 Summary File 3, employed person with disabilities age 16-64C. WORKFORCE COMPOSITION OVER 10 YEARSTOTAL FULL-TIME WORKFORCE?June '05June '9510 YearNet ChangeState Government2000 Census Iowa Labor Force Availability?Workforce %?June '05June '95Male 9,6209,36925150.12%50.91%52.60%Female9,5759,03554049.88%49.09%47.40%Non-Minority18,27717,39588295.22%94.52%94.00%Minority968974-65.04%5.29%6.03%W/Disability1,3289803486.92%5.32%11.80%W/O Disability15,53317,424-1,89180.92%94.68%88.20%Unk/Disability2,334?2,33412.16%0.00%UnkTOTALS19,19518,404791???1. OFFICIAL/ADMINISTRATOR?????June '05June '9510 YearNet ChangeState Government2000 Census Iowa Labor Force Availability?Workforce %?June '05June '95Male 6315488356.39%65.63%65.30%Female48828720143.61%34.37%33.60%Non-Minority1,08481526996.87%97.60%97.30%Minority3520153.13%2.40%2.67%TOTALS1,119835284???2. PROFESSIONAL?June '05June '9510 YearNet ChangeState Government2000 Census Iowa Labor Force Availability?Workforce %?June '05June '95Male 3,0032,85414945.31%49.87%41.80%Female3,6242,86476054.69%50.04%58.20%Non-Minority6,2365,37885894.10%93.97%94.70%Minority391345465.90%6.03%5.27%TOTALS6,6275,723904???3. TECHNICIAN???June '05June '9510 YearNet ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '95Male 8561,145-28940.13%47.18%36.30%Female1,2771,282-559.87%52.82%63.60%Non-Minority2,0312,317-28695.22%95.47%95.40%Minority102110-84.78%4.53%4.61%TOTALS2,1332,427-294???4. PROTECTIVE SERVICE???June '05June '9510 YearNet ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '95Male 2,4592,00545485.50%87.17%83.00%Female41729512214.50%12.83%16.90%Non-Minority2,7462,20054695.48%95.65%93.90%Minority130100304.52%4.35%6.12%TOTALS2,8762,300576???5. PARAPROFESSIONAL???June '05June '9510 YearNet ChangeState GovernmentWorkforce %1990 Census Data Only Available for this CategoryJune '05June '95Male 470508-3825.05%26.82%7.20%Female1,4061,3862074.95%73.18%92.80%Non-Minority1,8121,826-1496.59%96.41%95.80%Minority6468-43.41%3.59%4.20%TOTALS1,8761,894-18???6. ADMINISTRATIVE SUPPORT???June '05June '9510 YearNet ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '95Male 167211-447.81%7.73%30.10%Female1,9722,517-54592.19%92.27%69.90%Non-Minority2,0032,520-51793.64%92.38%95.30%Minority136208-726.36%7.62%4.73%TOTALS2,1392,728-589???7. SKILLED CRAFT???June '05June '9510 YearNet ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '95Male 1,5861,684-17896.35%95.46%92.50%Female6081-213.65%4.59%7.50%Non-Minority1,5771,693-11695.81%95.98%95.90%Minority6972-34.19%4.08%4.11%TOTALS1,6461,764-118???8. SERVICE MAINTENANCE???June '05June '9510 YearNet ChangeState GovernmentWorkforce %2000 Census Iowa Labor Force AvailabilityJune '05June '95Male 448414-28457.51%56.56%57.00%Female3313181342.49%43.44%43.00%Non-Minority7356815494.35%93.03%90.60%Minority4451-75.65%6.97%9.43%TOTALS77973247???Payroll Query, Executive Branch Full-time Workforce Composition (pay period 6-30-05) and Affirmative Action in Iowa, Iowa Department of Personnel, September 1995. Does not include Fair Authority, Regents, Governor's Office, and Elected Officials, Alliance on Substance Abuse or Board Members and Commissioners. State Government Workforce % identifies the percentage of each employee group compared to all groups within each EEO `. For example, of all employees in the Professional category in 2005, 5.9% were racial/ethnic minority.Census 2000 EEO Tool, eeo2000/ Census 2000 Summary File 3, employed person with disabilities age 16-64D. MINORITY 5-YEAR NET CHANGE BY DEPARTMENT TITLEFY '00 TOTALWHITEAFRICAN/AMASIAN/PACIFIC ISLNATIVE AM/ALASKAN NTVLATINOTOTAL MIN*NET 5-YR CHANGEAdmin Services**515-140-82-2-2-10-152Agriculture 436-57-1-100-2-59Auditor128-1600000-16Blind991-110000Civil Rights32-5-6000-6-9Commerce-Alc Bev24260001127Commerce-Banking78-15-1000-1-16Commerce-CU160000000Commerce-Insurance810110133Commerce-Prof Lic 11-100000-1Commerce-Utilities632010125Commerce***16-15000-1-1-16Corrections3,069-177-1251-6-12-198Cultural Affairs85-16-10-10-2-21Transportation3,569-440-6-8-3-3-20-457Economic Dev1290210142Education5915-71-13-41Elder Affairs2640-100-12Ethics & Cmpgn Disc 8-200000-2Human Rights489100-109Human Services5,428-208-1-3-6111-191Iowa Comm Network9319-1-1020-3Finance Authority5631-1001030Inspections & Appls4687-2020020Public Television135-22000-1-1-25Justice235-101-1011-10Law Enf Academy29-200000-2Lottery1081-1000-10Management31-410001-4Natural Resources83672-3700476Parole12-200000-2PERB12-200000-2Public Defense276934300797Public Health3464114321048Public Safety943-94-22-1-2-3-96Revenue 458-85-7001-6-89Secretary of State40000000-1College Student Aid356000006Treasurer25-1000000Workforce Dev847-94-56-232-94TOTAL20199-1073-5614-813-37-1123PERCENT100.0%-5.3%-0.3%0.1%0.0%0.1%-0.2%-5.6%*This table does not include non-responses**Administrative Services represents adjusted figures bases on the FY 2000 counts within Personnel, Information Technology, IPERS, General Services.*** Commerce 2000 counts are indistinguishable from its divisions so it was included, even though the core department no longer exists.E. GLOSSARYAccessibilityAccessibility for persons with disabilities requires a barrier-free environment in which the mobility of physically disabled persons is not inhibited by external barriers such as architectural design. This includes entrances into buildings, elevators, restrooms, water fountains, cafeterias, and conference rooms and office equipment.Affirmative Action"Action appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity (Iowa Code Section 19B.1).AvailabilityThe availability of minorities or females for a job group means the percentage of minorities or females among persons in the relevant labor area having the requisite qualifications to perform the positions included in the job group. The availability of persons with disabilities means the percentage of persons with disabilities among persons the statewide labor area. The term is broad enough to include any factor that is in fact relevant to determining the availability of individuals for the. Availability figures are used in determining whether underutilization exists, and, where a goal is established, in determining the level of the goal. (Adapted from the Glossary of Equal Opportunity/Affirmative Action Terms, Mary Jane Sinclair, and SPHR. SHRM White Paper.) Balanced WorkforceA workforce that has women, racial/ethnic minorities and persons with disabilities represented in all job groups and salary ranges at approximately the same rate as their representation in the wider labor force, as reflected by availability.DisabilityA Disability is a physical or mental impairment, which substantially limits one or more major life activity, a record of having such an impairment, or being perceived as having such impairment. DiversityDiversity refers to any perceived difference among people. According to Roosevelt Thomas, Executive Director of the Institute for Managing, managing diversity is a complex process for developing an environment that works for all employees. Ann Morrison in New Leaders: Guidelines on Leadership Diversity in America has defined diversity on four levels:Diversity as racial/ethnic and gender balanceDiversity as understanding of other culturesDiversity as culturally divergent valuesDiversity as broadly inclusiveThe key to an organization initiating diversity as a managerial process is to clarify the organization’s diversity objectives and to incorporate the objectives into its strategic plan. Equal Employment OpportunityA system of practices that guarantees, by law, the same employment opportunity to all individuals regardless of their gender, creed, race, color, religion, national origin, age or physical or mental disabilities. GoalAn annual target for the placement of underutilized groups of protected class members in job groups where underutilization exists. Goals are not rigid and inflexible quotas. They must be targets reasonably attainable through good faith effort and must not cause any group of applicants to be excluded from the hiring process.Manifest ImbalanceManifest imbalance occurs when the representation of protected groups in specific occupational groupings in the workforce is substantially below its representation in the relevant labor market. Numerical Goals can only be used as an affirmative action remedy for those job groupings that are identified as substantially underutilized. See Manifest Imbalance.Olmstead PlanGovernor’s Executive Order 27 directs state agencies to undertake steps to identify and address barriers to community living for individuals with disabilities and long term illness in Iowa. DAS-HRE was one of the identified state agencies and is participating in the initiative to identify employment barriers in state government for persons with disabilities. The “Olmstead decision” resulted from the U.S. Supreme Court decision, Olmstead v. L.C., 527 U.S. 581 (1999), that interpreted Title II of the ADA to require “States to place qualified individuals with disabilities in community settings, rather than in institutions, whenever treatment professionals determine that such placement is appropriate, the affected persons do not oppose such placement, and the State can reasonably accommodate the placement….”Preferential and Non-preferentialPreferential (remedial) affirmative action permits numerical hiring goals that consider race and gender as factors in the selection process. It is the most intrusive and, as a result, the most likely basis for affirmative action litigation. Non-preferential (non-remedial) affirmative action results in active efforts by an employer to attack and prevent discrimination by concerted proactive programs, but not by setting numerical goals. Non-preferential goals result in system improvements and are more enduring than isolated affirmative action hiresProtected GroupsAll employees regardless of racial/ethnic, gender, disability status or age groups are regarded as “protected groups” under equal employment opportunity laws. Those groups for which affirmative action remedies or EEO compliance are appropriate are those groups of employees, former employees or applicants who have experienced and/or continue to experience the loss of employment opportunities or benefits due to discriminatory practices or policies of the employer. Racial/Ethnic CategoriesBlack, (not of Hispanic Origin): A person having origins in any of the Black racial groups of Africa.Hispanic: A person of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.Asian or Pacific Islander: A person having origins in any of the original people of the Far East, Southeast Asia, the Indian subcontinent, or the Pacific Islands.American Indian or Alaskan Native: A person having origins in any of the original people of North America who maintains cultural identification through tribal affiliation or community recognition.White, Not of Hispanic Origin: A person having origins in any of the original people of Europe, North Africa, or the Middle East. (Source: EEOC Form 164, State and Local Government Information, (EEO-4))Reasonable AccommodationThe ADA does not define “reasonable accommodation.” Equal EmploymentOpportunity Commission (EEOC) regulations define “reasonable accommodations” as modifications or adjustments to the application process, work environment, or manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to be considered for a desired position, perform the essential functions of a position, or enjoy equal benefits and privileges of employment to other similarly-situated employees without disabilities (29 C.F.R. § 1630.2(o)(1) (1999)). EEOC interpretive guidelines define “reasonable accommodation” as any change in the work environment or in the way things are usually done that results in equal employment opportunities for an individual with a disability (29 C.F.R. Pt. 1630, App. §1630.2(o) (1999)).Relevant Labor Force or MarketThe relevant labor force or labor market is the geographic area from which an employer obtains a large portion of its workforce for a given occupational group.Remedial and Non-remedial UnderutilizationExecutive branch departments are required to participate in the State's Affirmative Action Plan and address all areas of underutilization with appropriate goals. Areas of manifest imbalance require both remedial (numeric) goals for balancing the state's workforce within that department and non-remedial goals, i.e., any methods in addition to affirmative action hires designed to balance the department's workforce. Where underutilization is not statistically significant and for underutilization of persons with disabilities, non-remedial goals are required.Qualitative AnalysisA qualitative utilization analysis shows whether and where an agency’s employment policies and practices do or tend to exclude, disadvantage, restrict or adversely affect employees based on their age, sex, disability, and racial/ethnic Minorities status. It should also show whether and where effects of prior illegal discrimination are left uncorrected. The analysis may include, but not be limited to, the following areas:Recruitment efforts and methods.Applicant flow characteristics study.Interview, selection, appointment, and placement policies and practices.Policies and practices affecting transfers, promotions, and reallocations.Selection of employees for training.Policies and practices in demotion, discipline, termination, and reduction in force.Laws, policies, and practices external to the agency that discourage effective results in affirmative action.Quantitative AnalysisA quantitative utilization analysis compares the employers workforce with relevant labor force in order to calculate the numerical and percentile of underrepresentation in the agency’s work force, if any, by racial /ethnic Minorities, gender and disability. (Adapted from IAC 581—20.1(19B))A qualitative analysis determines the appropriate numerical hiring goals to set for preferential underutilization, i.e., underutilization that statistically significant and indicative of manifest imbalance in the workforce.UnderutilizationCondition when there are fewer women, racial/ethnic minorities, or persons with disabilities with requisite skills in a particular job category/group than would reasonably be expected by their availability in the relevant labor market for which an organization recruits. ................
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