EQUAL EMPLOYMENT OPPORTUNITY (EEO) ACTIVITY REPORT

Transcription

1 EQUAL EPLOYENT OPPORTUNITY (EEO) ACTIVITY REPORT Y2012, 2 nd Quarter DECEBER 01, 2011 EBRUARY 29, 2012 Compiled by the Texas Department of Transportation Joe V. Sosa, jsosa@dot.state.tx.us Office of Civil Rights Updated arch 2012

2 TABLE O CONTENTS I. EQUAL EPLOYENT OPPORTUNITY (EEO) POLICY... 3 II. INTRODUCTION... 6 III. QUARTERLY EEO REPORT... 7 IV. STATEWIDE CIVILIAN LABOR ORCE... 8 V. WORKORCE COPILATION QUARTERLY & ISCAL YEAR COPARISON... 9 VI. GOALS & OBJECTIVES (TABLE ON PAGE 12) VII. Y12 AAP RECRUITENT & HIRING PROGRAS (2 ND QTR) VIII. Y12 STATISTICAL ANALYSIS & GOALS BY EEO JOB GROUPS...16 Officials/Administrators Professionals Technicians Protective Service Administrative Support Skilled Craft Service/aintenance nd Quarter Applicant low nd Quarter New Hire nd Quarter Separation IX. EEO WORKORCE PROGRESSION SUARY APPENDIX Page 2 of 38

3 I. EQUAL EPLOYENT OPPORTUNITY POLICY STATEENT The mission of the department is to work with others to provide safe and reliable transportation solutions for Texas. Employees play an essential role in meeting the department s mission. The department s public duties require integrity, competence, and the hard work of many employees with diverse skills and knowledge. The department cannot perform its mission well unless its employees perform their duties well. The core qualities inherent in the department s philosophy are public accountability, open government, high ethical standards, and respect for persons doing business with the department and its employment practices. The commissioners, executive administration, directors, managers, supervisors, and employees all govern their conduct by these qualities in carrying out department business and in dealing with members of the public and each other. The department stands as an equal employment opportunity employer and is committed to providing fair and equal treatment of all employees without regard to age, color, disability, national origin, race, religion, or sex. Applicants for employment, vendors, contractors and their employees, customers, and the general public also are recipients of this same commitment. The department strives to ensure full compliance with all equal employment opportunity (EEO) requirements, laws, and regulations. The department seeks to attract and hire qualified individuals who are part of the available workforce and who mirror the state s unique diversity. Through its employment practices, the department fosters and promotes successive employee career growth in a workplace environment free of intimidation, discrimination and harassment. The department considers any employee degradation or abusive conduct towards individuals external to the organization a serious violation of its EEO policy. Corrective action will be taken, as appropriate, for each behavior or event occurrence. The department communicates its EEO commitment to the public and employees by way of policy manuals, employee orientation and supplemental training, affirmative action statements on job applications, outreach efforts, and recruitment literature, advertising, and other media. Page 3 of 38

4 Sexual Harassment Policy The department does not allow, condone or tolerate sexual harassment by anyone in the workplace. Sexual harassment - Unwelcome sexual or gender-based conduct that has the purpose or effect of creating an intimidating, hostile or offensive work environment; unreasonably interferes with work performance; or is made a term or condition of employment; or used as the basis for an employment decision. Unwelcome conduct - Conduct that an employee does not solicit or initiate and that the employee regards as undesirable and offensive. Reporting Sexual Harassment Employees who witness any incident that appears to be a violation of the department policy on sexual harassment will report the incident to their immediate supervisor, manager, Human Resources Officer (HRO), DE/DD/OD/RD, Human Resources Division (HRD) or OCR. Employees who feel they are being subjected to sexual harassment by their peers or co-workers must report the incident to their immediate supervisor, manager, HRO, DE/DD/OD/RD, HRD or OCR. Employees who feel they are being subjected to sexual harassment by their immediate supervisor or any other supervisor or manager must report such concerns directly to a higher level of management, as appropriate, HRD or directly submit a sexual harassment grievance to OCR. Supervisors or HROs will report all behavior or allegations that may be regarded as sexual harassment to their DE/DD/OD/RD. DE/DD/OD/RDs or designees will ensure all concerns of sexual harassment are promptly reported to OCR prior to any informal inquiry or formal investigation. NOTE: Employees who report sexual harassment are protected against retaliation by state and federal laws. Page 4 of 38

5 Reporting Discrimination The department seeks to resolve differences among individuals internally and utilizes informal conflict resolution processes such as facilitated discussion and mediation to address concerns and issues. These processes are designed to provide affected parties with problem-solving enhanced environments that allow for open communication and resolution of differences. When informal processes do not render mutual agreements, employees may elect to engage in a formal grievance process. Employees are encouraged to visit the department s internal web-site, Crossroads to become familiar with their rights and the process for reporting discrimination, conflict resolution, filing grievances and appeals. Employees can find complete information for reporting any concerns by consulting the Human Resources anual, Chapter 9; Problem Resolution, Section 1: Conflict Resolution, and Section 3: Grievances. These sections contain information about facilitated discussion, mediation, grievances and appeals. Other topics like interviewing and hiring concerns, sexual harassment, retaliation, and whistle-blowing are detailed as well. Employees may not retaliate against or harass another employee who requests a facilitated discussion or mediation, or participates in the conflict resolution process. Employees who feel that they have been subjected to such treatment must report such incidents to their supervisor, manager, a higher level of management as appropriate, or directly submit a grievance to the Office of Civil Rights. External applicants wanting to file a complaint may contact the Texas Workforce Commission, Civil Rights Division, the U.S. Equal Employment Opportunity Commission, or the TxDOT Office of Civil Rights. Those agencies should be contacted to obtain information about the required periods for filing a complaint and the applicable process. Page 5 of 38

6 II. INTRODUCTION Affirmative Action Plan (AAP) is defined as A management plan that assesses the representation of minorities and women in the workforce, analyzes problem areas where full utilization of minorities and women are not being met and provides a plan of action to reach specific goals set to eliminate such underutilization. The department s goal is to reflect the diversity of the state s available workforce. The department s AAP establishes specific goals and timetables by comparing the proportional representation of different demographic groups in the state s available workforce. It also establishes methods and activities designed to achieve those specific goals and timetables. TxDOT s AAP is implemented and monitored on a fiscal-year basis (September 1 to August 31) with three main objectives: 1. Ensure that TxDOT has an aggressive Affirmative Action (AA) program which incorporates the most advanced concepts and monitoring methodologies available; 2. Ensure that the AA program complies fully with all applicable federal/state statutes and judicial decisions; and 3. Ensure that the AA program actively involves each district, division and office in objectives, guidelines and other applicable procedures. onitoring includes: Tracking and analyzing department quarterly reports; Developing action plans to correct deficiencies; onitoring procedures that objectively evaluate all equal employment opportunity programs and policies that affect employees; and Assessing quarterly affirmative action programs and submitting reports to administration, district engineers and directors. Page 6 of 38

7 III. QUARTERLY EEO REPORT The Quarterly EEO Report provides an analysis of the department s AAP, workforce activities and personnel transactions for a specific period. These quarterly reports are placed on the department websites and disseminated to the following: Administration; Districts/Divisions/Offices/Regions; The Texas Transportation Commission; The ederal Highway Administration (HWA); and The Texas Workforce Commission (TWC) Civil Rights Division. The Goals and Objectives section identifies specific projects, plans, programs, etc., with target dates, responsible parties and status information about each effort. It provides a comprehensive format by which to track several department units affirmative action goals to ensure EEO compliance. The report includes: iscal year goals and objectives identified in the AAP; Recruitment results; Workforce levels by EEO Job Group; and Hiring, separation and application movement. Page 7 of 38

8 IV. STATEWIDE CIVILIAN LABOR ORCE The 2000 Census Texas Civilian Labor orce (CL) includes all professions and occupations. TxDOT s availability analysis does not encompass all state CL professionals and occupations within its workforce, but compares its workforce to similar occupations of the state s CL: Officials/Administrators; Professional; Technicians; Protective Service (non-sworn); Administrative Support; Skilled Craft; and Service aintenance. This analysis compares TxDOT s workforce of professions and occupations to the Texas CL within a reasonable recruiting area. The comparison is used to establish an annual benchmark at the beginning of each fiscal year. Y12 Workforce Analysis The benchmark for the total number of regular, full-time department employees was 11,719. The beginning of the fiscal year benchmark was taken on September 12, TxDOT Beginning Y12 Workforce Comparison: inorities totaled 34.20% of the workforce or 4,008 employees; emales totaled 23.95% of the workforce or 2,501 employees; Hispanics totaled 23.76% or 2,785 employees; Blacks totaled 7.69% or 901 employees; Asian Americans/Pacific Islanders totaled 2.30% or 270 employees; and American Indians/Alaskan Natives totaled 0.44% or 52 employees. The Workforce Compilation table on Page 9 represents the overall second quarter performance summary of all EEO Jobs. Each job group performance of the second quarter is listed in the tables on Pages Page 8 of 38

9 V. WORKORCE COPILATION QUARTERLY & ISCAL YEAR COPARSION All EEO Job Groups - iscal Year 2012 Quarterly Comparison All EEO Job Groups IN E WHITE BLACK HISPANIC Ethnicity/Gender (E/G) W W B B H H ASIAN/PACIIC ISLANDER AERICAN INDIAN/ALASKAN Y12 Beg Workforce 11,719 4,008 2,501 1,635 6, , Beg. % nd Quarter Stats 11,468 3,948 2,378 1,553 5, , % Comments 1. This table is a combined statistical summary of TxDOT s workforce for the second quarter. It is also a comparison of the second quarter and the beginning of the fiscal year or benchmark. 2. The actual Parity and Utilization Totals are located in each EEO Job Group table on pages IN = inorities; E = emale. Page 9 of 38

10 VI. GOALS & OBJECTIVES (TABLE ON PAGE 12) A. Y12 Goals & Initiatives Using the 2000 Civilian Labor Workforce census data and comparing it to the TxDOT Workforce Analysis in Appendix A, the department will focus on the Professional and Technician categories in Y12. There is an underutilization disparity in both females and minorities in these categories. TxDOT recruitment efforts will focus on increasing the workforce new-hire by 2% in both the female and minority groups. Efforts will be focused on the Professional and Technician categories to try to narrow this disparity. The department will also focus on the following: Officials/Administrators White females; Black females and males; Hispanic females; Asian American/Pacific Islander females and males; and American Indian/Alaskan Native males. Professional White females; Black females; Hispanic females; Asian American/Pacific Islander females; and American Indian/Alaskan Native females and males. Technicians White females; Black females; Hispanic females; Asian American/Pacific Islander females and males; and American Indian/Alaskan Native females. Administrative Support Black males; Hispanic males; Asian American/Pacific Islander females and males; and American Indian/Alaskan Native females and males. Page 10 of 38

11 GOALS & OBJECTIVES (Cont d) Skilled Craft White females; Black females; Hispanic females and males; Asian American/Pacific Islander females and males; and American Indian/Alaskan Native males. Service aintenance White females; Black females and males; Hispanic females; Asian American/Pacific Islander females and males; and American Indian/Alaskan Native males. Page 11 of 38

12 B. Y12 GOALS & OBJECTIVES RESPONSIBLE TARGET OICIAL(S) DATE INAL STATUS Distribute discrimination and harassment policies to DEs/DDs/ODs/RDs for dissemination to all employees; place on intranet. OCR Aug/1 Working onitor, evaluate and report department AAP results. OCR Quarterly onitor and report department NEO presentations. OCR Quarterly Conduct training on department EEO and AAP requirements to two districts. Update district/region availability analyses to identify underutilized minority and women groups. Assist EEO/HR s with outreach and recruitment to achieve an overall 2% increase in female and minority groups with focus on Prof/Tech job categories Select two districts/regions with underutilization to increase outreach and recruitment efforts. See Page 13-16, Section VI, Items 1-2 & NEO classes; 215 participated OCR/Regions ar/11 Working OCR OCR/District/Region HROs & EEO Coordinators OCR/District/Region HROs & EEO Coordinators Dec/10 Aug/11 Quarterly Completed and to Districts. Working BWD,& PHR scheduled Conduct up to two district/regional visits to review and discuss underutilization and AAP goals. OCR/DEs/RDs/HROs & EEO Coordinators Aug/11 our to be scheduled, this Y onitor the distribution of job postings to area female and minority organizations for a more diverse applicant pool. onitor underutilization, outreach and recruitment efforts, and job postings of Y11 district visit. onitor and report progress on minority and female hiring and promotions to achieve a 2% increase onitor and report all EEO activities to OCR. OCR/DEs/RDs/HROs & EEO Coordinators Quarterly OCR & LRD & CRP District ay/12 Working OCR/District/Region HROs & EEO Coordinators District/Region HROs & EEO Coordinators Semi Quarterly See Page 13-16, Section VI, Items 1-2 & 4-8. Working DE/RD Reported in 2nd Qtrly report onitor and report mandatory state supplemental EEO/Sexual Harassment Training to OCR. HROs/EEO Coordrs & Hiring Supervisors Quarterly DE/RD 2nd Qtrly training Reported Page 12 of 38

13 VII. Y12 AAP RECRUITENT & HIRING PROGRAS (2 ND QUARTER) The Career Opportunities Section (COS) expanded recruitment to colleges, universities and other state organizations that have high Black and other minority-focused enrollment. 1. College Cooperative Education Program - Planned and progressive learning process for students that integrate academic studies with supervised work experience. No participates for the 2 nd quarter. 2. Conditional Grant Program - Provides educational and financial opportunities to students for hard-to-fill positions; provides higher education and potential recruitment opportunities for qualified candidates into the department s workforce. Total of 23 participants: 13 Hispanic males; 2 White males; 1 Black male; 2 Black females; 1 White female; 2 Asian American/Pacific Islander females; 1 Hispanic female; 1 Native Am/Native Alaskan male. (87% minority: 26% female; 74% male) Undergraduate ajors: Civil Engineering -21 participants (92%); Computer Information -1 participant (4%); Computer Science - 1 participant (4%). 3. District Outreach - Community outreach to institutions and organizations that encourage minority and women applicants (includes meetings, presentations and vacancy notices). Abilene District - Borden County Star News; Lamesa Press; Big Spring Herald; Snyder Daily News. illed 5 positions, 3 were minorities/females. Amarillo District - illed 27 positions, 5 were minorities/females. Austin District - illed 20 positions, 5 were minorities/females. Beaumont District - Lamar University; TX Rehabilitation Commission, and Business Women Association. illed 8 positions, 3 were minorities/females. Brownwood District - illed 16 positions, 1 were minority/female. Page 13 of 38

14 Bryan District - Bryan/College Station Chamber of Commerce; Brazos Valley Business & Professional Women; Girls Club of Brazos County; Brazos Valley Community Action Agency; Carnegie Center of Brazos Valley; Salvation Army; Lincoln Recreation Center; Brazos Valley Council of Government; Twin City ission; Knights of Columbus; Brazos County NAACP; Bryan Library; Goodwill Industries Stores; College Station Library; ACAP (military website); KBTX-TV Job Website; Texas A University Ex Student Association; Texas Work orce Commission. illed 13 positions, 3 were minorities/females. Childress District illed 21positions 7 were minorities/females. Corpus Christi District - Beeville Afterschool Centers on Education ACE College and Career air, illed 35 positions, 27 were minorities/females. Dallas District - Richland Chamber of Commerce; Career Days at Lincoln, Samuels, and Skyline High schools and Southern A&; Southern ethodist University Career air; TX A& (Commerce, Kingsville); TX Tech University; UT Arlington; TxPrep and E.J. Conrad Programs. illed 6 positions, 1 were minorities/females. t Worth District - DeVry Education America; t Worth Hispanic Chamber of Commerce; Goodwill; t Worth ISD; inority Opportunity News; NAACP; National Association of Women in Construction (NAWIC); Tarleton State University; Tarrant County College; TX A& Career Placement; TX Christian University Career Placement; UT Arlington; Women's Center of Tarrant County. illed 14 positions, 4 were minorities/females El Paso District - El Dorado iddle School Career Day; Riversige Tech Trades & Industry Career air; ontwood iddle School Spring Career Day; New exico State University Spring Career air; and UT EL Paso Spring Career Expo. illed 11 positions, 10 were minorities/females. Laredo District - Texas A& Kingsville; United High School; Big Brothers/Sisters of South Texas (Laredo); Webb County Sheriff Dept; Texas Dept. of Public Safety; Del Rio Communications Office; Eagle Pass iddle Rio Grande Development Council Work orce Solution; UT San Antonio Career Expo. illed 9 positions, 8 were minorities/females. Lubbock District - Hispanic News (West Texas); Hispanic Women s Network; Lubbock Community Services for the Deaf; Lubbock Housing Authority; Lubbock ISD College & Career Night; LULAC Council (#281, #262, #4522); NAACP Interest on Lawyers; TX Tech University inority Engineering. illed 12 positions, 8 were minorities/females. Page 14 of 38

15 Lufkin District - illed 7 positions, 1 was minority/female. Houston District - Porter High School Career air/remington College Job air. Odessa District - illed 4 positions, 3 were minorities/females. Tyler District - Goodwill Industries Opportunities in Tyler (OIT); ITT Technical Institute; Jacksonville College; NAACP; People Attempting to Help (PATH); Prairie View A& University; TX DARS; TX ISD; TX State Technical College; TX Veterans Commission (Van Zandt County); Tyler Junior College; UT Tyler. San Antonio District - Pearsall Newspaper; UT San Antonio CE Design Presentation; Texas A& (Kingsville); Blattman Elementary, Linton Elementary Career Day; Schreiner University Career air; Julian C. Gallardo's Annual Career Day. illed 36 positions, 10 were minorities/females. San Angelo - Ballinger High School Career air; Big Lake Chamber of Commerce; Christian en's Job Corps; Concho Valley amily Shelter; Howard College Job air; Labor Ready; LULAC Council #637; enard Chamber of Commerce; NAACP; San Angelo Chamber of Commerce; Southwest TX Junior College; TX Dept of Assistive & Rehabilitative Services (DARS); TX State Technical College; TX Veteran's Commission. illed 19 positions, 11 were minorities/females. Waco District - Cen-Tex Hispanic Chamber of Commerce; clennan County Restitution Center; Temple Community College; New t Zion Baptist Church; TX DARS; LULAC of Waco; NAACP of clennan County, University of ary Hardin-Baylor. illed 2 positions, 1 was minority/female. 4. College Internship Program - Provides students job experience by working in a TxDOT professional environment. There were two Hispanic males participating in the 2 nd quarter. 5. Recruitment & Career airs: New exico State University (La Cruces) 2012 Spring Career Connections air Prairie View A& University 2012 Spring Career Expo TX A& University (College Station) Student Engineers Council (SEC) 2012 Spring air TX A& University (Kingsville) 2012 Spring Career air TX State University (San arcos) 2012 STE air TX Tech (Lubbock,) 2012 Spring Engineering Job air University of Houston 2012 Spring Engineering Career air Page 15 of 38

16 UT Arlington 2012 Spring Job air UT Austin 2012 Spring Engineering Expo UT El Paso Spring 2012 Career Expo UT San Antonio 2012 Spring STE Career air 6. Summer Employment Program - Recruits students from high schools, technical schools, colleges and universities. Totals were 365 participants: 202 White males; 82 Hispanic males; 21 Black males; 29 White females; 12 Hispanic females; 9 Asian American/Pacific Islander males; 5 Black females; 4 Asian American/Pacific Islander females; and 1 American Indian male Total of 37% minorities; 86% male, 14% female 7. Temporary Hiring Program (Directive 2-94) - Develops effective applicant training and cross training for underutilized EEO groups and positions. Total of 16 employees: 5 White males; 3 Hispanic males; 3 White females; 2 Black males; 2 Hispanic female and 1 Black female; Total of 50% minority: 62.5% male; 37.5% female. 8. Texas Pre-reshman Engineering (TexPREP) Program - Provides engineering program support to institutions. Recruited and hired 10 college students: 3 Hispanic males; 1 Black female; 1 Hispanic female; 2 Black males; and 3 White males. Total of 70% minority: 20% female; 80% male. Page 16 of 38

17 VIII. Y12 STATISTICAL ANALYSIS & GOALS BY EEO JOB GROUPS 2ND QUARTER Officials/ Administrators Officials/Administrators by Gender/Ethnicity TOTAL W W B B H H in em TxDOT Beg. Workforce TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment st Qtr. Stats nd Qtr. Stats % Comments 1. emales represented 15.21%, less than the Y % goal. 2. Black female and male categories represented 0.88% and 1.75%, respectively; both remain underutilized. 3. Hispanic female and male categories represented 2.63% and 14.04%, respectively; only females remain underutilized. 4. Asian American/Pacific Islander female and male categories represented 0.29% and 1.46%, respectively; both remain underutilized. 5. American Indian/Alaskan Native female categories represented 0.29%; the male is underutilized. Page 17 of 38

18 1 st Qtr. Stats 4,621 1,531 1, , ,621 2 nd Qtr. Stats 4,571 1,528 1, , % Comments Professionals by Gender/Ethnicity Professionals TOTAL W W B B H H TxDOT Beg. Workforce 1. emales represented 30.98%, still below the 50.25% goal. 2. Black females and males represented 2.98% and 4.31%, respectively. Black males exceeded Parity; Black females remain underutilized. 3. Hispanic females and males represented 6.80% and 14.70%, respectively; Hispanic females remain underutilized. 4. Asian American/Pacific Islander females and males represented 1.34% and 2.91%, respectively; both remain underutilized. 5. American Indian/Alaskan Native males and females represented 0.15% and 0.24%, respectively; both remain underutilized. in em 4,708 1,557 1, , TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment Page 18 of 38

19 1 st Qtr. Stats 1, nd Qtr. Stats 1, % Comments Technicians by Gender/Ethnicity Technicians TOTAL W W B B H H in em TxDOT Beg. Workforce 1, , TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment emales represented 15.50%, below the 53.84% goal. 2. Black females and males represented 1.51% and 6.44%, respectively. Black males exceeded Parity; Black females remain underutilized. 3. Hispanic females and males represented 3.42% and 19.62%, respectively. Hispanic males exceeded Parity; Hispanic females remain underutilized. 4. Asian American/Pacific Islander females and males represented 0.52% and 1.63%, respectively; both remain underutilized. 5. American Indian/Alaskan Native females and males represented 0.23% and 0.41%, respectively; both remain underutilized. Page 19 of 38

20 Protective Service by Gender/Ethnicity Protective Service TOTAL W W B B H H in em TxDOT Beg. Workforce TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment st Qtr. Stats nd Qtr. Stats % Comments N/A Page 20 of 38

21 Administrative Support Administrative Support by Gender/Ethnicity 1st Qtr. Stats nd Qtr. Stats % Comments TOTAL W W B B H H in em TxDOT Beg. Workforce TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment emales represented 86.36%, exceeding the 67.09% goal. 2. Black females and males represented 6.90% and 1.93%, respectively; both remain underutilized. 3. Hispanic females and males represented 20.23% and 4.33%, respectively. Hispanic females exceeded Parity; Hispanic males remain underutilized. 4. Asian American/Pacific Islander females and males represented 0.0% and 0.16%, respectively; both remain underutilized. 5. American Indian/Alaskan Native females and males represented 0.32% and 0.0%, respectively; both remain underutilized. Page 21 of 38

22 Skilled Craft by Gender/Ethnicity Skilled Craft TOTAL W W B B H H TxDOT Beg. Workforce 1 st Qtr. Stats 3,893 1, , , nd Qtr. Stats 3,949 1, , , % Comments 1. emales represented 1.98%, less than the 6.0% goal. 2. Black females and males represented 0.18% and 7.24%, respectively; Black females remain underutilized. 3. Hispanic females and males represented 0.28% and 27.02%, respectively; both remain underutilized. 4. Asian American/Pacific Islander females and males represented 0.03% and 0.61, respectively; both females and males remain underutilized. 5. American Indian/Alaskan Native females and males represented 0.05% and 0.51%, respectively; both remain underutilized. in em 3,921 1, , , TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment Page 22 of 38

23 Comments Service/aintenance by Gender/Ethnicity Service/aintenance TOTAL W W B B H H in em TxDOT Beg. Workforce TxDOT Workforce % State CL % Representation Index Parity % Targeted Recruitment st Qtr. Stats nd Qtr. Stats % emales represented 10.59%, less than the 11.16% goal. 2. Black females and males represented 1.57% and 10.98%, respectively; both exceeded parity. 3. Hispanic females and males represented 0.78% and 38.04%, respectively; females remain underutilized. 4. Asian American/Pacific Islander males represented 1.19% American Indian/Alaskan Native females and males represented 0.0%; males remain underutilized. Page 23 of 38

24 2 ND Quarter Applicant low by Gender/Ethnicity APPLICANTS TOTAL W W B B H H 1 st Quarter 10,636 3,961 1, , ,888 2 nd Quarter 21,556 6,954 3,872 1,068 1,342 2,445 1, ,989 % Total Applicants Applicant Y Total 32,192 10,915 5,134 1,757 1,765 3,852 2,223 1, ,877 Other 2nd Quarter New Hire by Gender/Ethnicity 1 st QTR # Hired nd QTR # Hired % of Hire Y12 Total Comments The department HRD recruitment teams continue to be visible throughout the state by participating in various job and career fairs at colleges, universities and high schools. The department also advertises job opportunities through various publications, professional associations and specific minority organizations to broaden its pool of applicants. Page 24 of 38

25 2 nd Quarter Separation by Gender/Ethnicity SEPARATION TOTAL W W B B H H 1 st Qtr nd Qtr % Y12 Total Total Ethnicity % Comments A total of 282 employees separated this quarter, of which 13 (4.61%) were involuntary. Top our Reasons for Separations: 1. Retirement 23.40% 2. Personal 21.99% 3. Inadequate Salary 04.96% 4. Transfer Another State Ag 40.07% 90.42% NOTE: Separations (282) for the 2 nd Quarter outpaced New Hires (234. Page 25 of 38

26 IX. EEO WORKORCE PROGRESSION SUARY Page 26 of 38

27 APPENDIX TxDOT WORKORCE GRAPHS Y12, 2 nd Quarter December 01, ebruary 29, 2012 Page 27 of 38

28 TxDOT Workforce All EEO Categories 2 nd Quarter Y12 Ethnicity Gender Total: 11,468 Page 28 of 38

29 TxDOT Workforce Officials/Administrators 2 nd Quarter Y12 Gender Total: 336 *Civilian Labor orce Comparison Ethnicity Total: 336 *Civilian Labor orce Comparison Page 29 of 38

30 TxDOT Workforce Professionals 2 nd Quarter Y12 Gender Total: 4,621 *Civilian Labor orce Comparison Ethnicity Total: 4,621 *Civilian Labor orce Comparison Page 30 of 38

31 TxDOT Workforce Technicians 2 nd Quarter Y12 Total: 1,723 *Civilian Labor orce Comparison Ethnicity Total: 1,723 *Civilian Labor orce Comparison Page 31 of 38

32 TxDOT Workforce Protective Service 2 nd Quarter Y12 White 60.0% (3) Ethnicity 0.0% (0) *.90% Black 40.0% (2) *16.5% Asian/P.I. 0.0% (0) *0.60% Hispanic 0.0% (0) *21.90% Page 32 of 38

33 TxDOT Workforce Administrative Support 2 nd Quarter Y12 Gender emale 86.36% (538) *67.09% ale 13.64% (85) Total: 623 *Civilian Labor orce Comparison Ethnicity Total: 623 *Civilian Labor orce Comparison Page 33 of 38

34 TxDOT Workforce Skilled Craft 2 nd Quarter Y12 ale 98.02% (3,871) Gender Total: 3,949 *Civilian Labor orce Comparison emale 1.98% (78) *6.0% White 64.09% (2,531) Ethnicity Black 7.42% (293) *6.43% Hispanic 27.30% (1,078) *37.37% Asian/P.I. 0.63% (25) *1.83% 0.56% (22) *0.91% Total: 3,949 *Civilian Labor orce Comparison Page 34 of 38

35 TxDOT Workforce Service aintenance 2 nd Quarter Y12 Gender ale 89.41% (228) emale 10.59% (27) *11.16% Total: 255 *Civilian Labor orce Comparison Ethnicity Total: 255 *Civilian Labor orce Comparison Page 35 of 38

36 TxDOT Workforce Applicant low 2 nd Quarter Y12 Gender ale 52.46% (11,308) emale 33.68% (7,259) Total: 21,556 Unknown 13.87% (2,989) Ethnicity Black 11.18% (2,410) White 50.22% (10,826) Total: 21,556 Unknown 13.87% (2,989) Asian/P.I. 4.43% (955) 0.89% (192) Hispanic 19.41% (4,184) Page 36 of 38

37 TxDOT Workforce New Hire 2 nd Quarter Y12 ale 83.76% (196) Gender emale 16.24% (38) Total: 234 Ethnicity Total: 234 Page 37 of 38

38 TxDOT Workforce Separation 2 nd Quarter Y12 Gender emale 35.46% (100) ale 64.54% (182) Total: 282 Ethnicity Black 11.35% (32) Asian/P.I. 1.42% (4) White 64.54% (182) Hispanic 21.63% (61) 1.06% (3) Total: 282 Page 38 of 38