AFFIRMATIVE ACTION PLAN (AAP) For ITALIAN AMERICANS. Central Office. Affirmative Action Program. September 1, 2014 August 31, 2015.

Transcription

1 AFFIRMATIVE ACTION PLAN (AAP) For ITALIAN AMERICANS Central Office Affirmative Action Program September 1, 2014 August 31, 2015 Contact: Michael J. Valente, Esq. Chief Diversity Officer CUNY Central Office Office of Recruitment & Diversity 205 East 42 nd Street, 10 th Floor New York, New York 10017

2 CENTRAL OFFICE AFFIRMATIVE ACTION PLAN FOR ITALIAN-AMERICANS TABLE OF CONTENTS I. INTRODUCTION A. Description of College B. History C. Mission II. III. NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICIES DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION A. President B. Chief Diversity/Affirmative Action Officer C. Executive Officers, Academic Chairpersons, Managers and Supervisory Personnel D. Diversity/Affirmative Action Committee IV. RESULTS OF STATISTICAL ANALYSES/AREAS OF CONCERN A. Job Group Summary B. Determining Availability C. Utilization Analysis/Comparison of Incumbency to Availability D. Comparison of 2013 Results and 2014 Utilization Analyses E. Evaluation of Personnel Actions 1. Analysis of Personnel Activity Table 2. Analysis of Applicant Data- Recruitment Documentation V. ACTION - ORIENTED PROGRAMS A. Implementation of Initiatives and Activities B. Response to Fall 2014 Underutilization 1. Placement Goals for Employment Practices: Recruitment, Selection and Advancement C. Internal Audit and Reporting VI. APPENDICES A. Executive Vice Chancellor s Annual Re-Affirmation Letter B. Utilization Analysis Worksheets C. Personnel Activity Table/Applicant Data-Recruitment Documentation D. Organizational Chart 1

3 NARRATIVE I. INTRODUCTION This report is the annual update of the Affirmative Action Plan (AAP) for Italian s prepared by agreement of The City University of New York which has designated Italian s as a protected group. The AAP covers the time periods: Reporting year: July 1, 2013 June 30, 2014 Program year: September 1, 2014 August 31, 2015 A. DESCRIPTION OF COLLEGE The City University of New York (CUNY) is the nation's leading urban public university serving more than 480,000 students at 24 colleges and institutions in New York City. The University's 24 institutions include 11 senior colleges, seven community colleges, the William E. Macaulay Honors College at CUNY, the Graduate School and University Center, the CUNY Graduate School of Journalism, the CUNY School of Law, the CUNY School of Professional Studies, and the CUNY School of Public Health. More than 100 centers and research institutes, located throughout the City s five boroughs, also are an integral part of the University. CUNY serves a diverse student body and offers a high quality, low-cost education to the city s residents, especially its poor, its working class and its immigrants. More than 270,000 degreecredit students and 218,083 continuing and professional education students are enrolled at its campuses located in all five boroughs of New York City. Its student body has ancestral ties to about 205 countries. Black, White, and Hispanic undergraduates each comprise more than a quarter of the student body, and Asians more than 15 percent. Approximately 47 percent of undergraduates have a native language other than English, approximately 41 percent work more than 20 hours a week, approximately 63 percent attend school full time, and approximately 15 percent support children. About 60 percent are female and about 29 percent are 25 or older. Of first-time freshmen, approximately 37 percent are born outside the U.S. mainland and approximately 70 percent attended New York City public high schools. CUNY graduates include 13 Nobel laureates, a U.S. Secretary of State, a Supreme Court Justice, several mayors, members of Congress, and state legislators. The Central Office is the administrative unit of CUNY. The essential function of the Central Office is to provide administrative, academic, logistical, financial, technical and other support and guidance to CUNY s 24 constituent colleges and institutions. The Central Office consists of a workforce of 1291 employees, 887 of whom are full time employees, located in 14 offices throughout New York City and Albany. 1 The headquarters of the Central Office is located at 205 E. 42 nd Street, New York, New York The Central Office consists of CUNY executive and administrative officers heading a workforce in the following areas: Academic Affairs, Student Affairs, University Relations, Legal Affairs, Budget and Finance, Human Resources Management, Labor Relations, Operations, Computing and Information Services, and Facilities Planning, Construction, and Management. The Office of Human Resources 1 Note that this information is as of June 30, 2014, the controlling time reference for all workforce and utilization analysis discussed in this Affirmation Action Plan. 2

4 Management provides comprehensive programs and services to the Central Office employees as well as providing guidance and support to CUNY s constituent colleges and institutions. The other departments of the Central Office primarily provide support, guidance, and assistance to CUNY s member colleges and institutions. All Central Office employees ultimately report to the Chancellor of CUNY, who reports to the Board of Trustees. The Affirmative Action Program for the Central Office emanates from the headquarters. Specifically, the CUNY Executive Vice Chancellor, who is also the Chief Operating Officer, is ultimately responsible for overseeing the Central Office s Affirmative Action Program. He has, however, delegated the oversight responsibility to the Vice Chancellor of the CUNY Office of Human Resources Management. In turn, the Associate Director of Workforce Diversity and Compliance Programs Office has the day-to-day responsibility of ensuring that equal employment opportunities are afforded to all applicants and employees of the Central Office. B. HISTORY The City University traces its origins to the founding of the Free Academy in 1847 by Townsend Harris. The Academy s goal was to educate male graduates of public grammar schools. The Free Academy later became the City College of New York, the oldest institution among the CUNY colleges. In 1914 Hunter College, which had existed as Normal College since 1870, opened its doors. By 1930 Brooklyn College had been established, and in 1937 Queens College began to admit students. The New York State Institute of Applied Arts and Sciences (forerunner of New York City Technical College) admitted its first class in 1947, and in 1955 the College of Staten Island started to admit students. The last four senior colleges established were: John Jay College of Criminal Justice in 1960, York College in 1966, Lehman College in 1968 (formerly the Bronx branch of Hunter College), and Medgar Evers College in In the decades after 1960, six community colleges joined the effort to meet the academic and career needs of the City s residents. Most recently, in August 2012, Guttman Community College (formerly known as the New Community College) opened its doors to students as CUNY s seventh community college. In 1926, the New York State Legislature created the Board of Higher Education of the City of New York to integrate, coordinate and expand the institutions of higher education in the city. In 1961, Governor Nelson Rockefeller signed the bill that formally created the City University of New York to integrate senior and community colleges and a new graduate school into a coordinated system of higher education for the City. By 1979, the Board of Higher Education had become the Board of Trustees of the City University. As demand for higher education rapidly grew after World War II, the increased demand for limited college slots had the effect of intensifying the competitiveness of the New York City's system of higher education. In response to demands for greater access, in particular from the City s underrepresented groups, the Board implemented an admissions policy to assure all high school graduates entrance to the University. Students who are not directly admitted to the senior colleges because they do not meet academic admissions standards may enroll in an associate degree program at one of CUNY s community colleges and then earn admission to the senior colleges. As stated in the City University of New York s Master Plan , CUNY is a leader in defining public education for the 21 st century, whether developing new approaches to student learning, building collaborative research models, or creatively partnering with the city s communities. 3

5 C. MISSION The 1979 New York State Education Law Section 6201 sets forth the mission of The City University of New York. This mission is to provide access to higher education for all who seek it, to continue to maintain and expand its commitment to academic excellence and to the provision of equal access and opportunity for students, faculty and staff from all ethnic and racial groups and from both sexes. The University embraces and advances its core values: an insistence on academic rigor, accountability, and assessment coupled with an unwavering commitment to serving students from all backgrounds and supporting a world class faculty. These values undergird the University s fundamental mission: teaching, research, and service. II. NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICIES It is the policy of the Central Office to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to race, color, national or ethnic origin, religion, age, sex, sexual orientation, gender identity, marital status, disability, genetic predisposition or carrier status, alienage, citizenship, military or veteran status, or status as victim of domestic violence. Sexual harassment, a form of sex discrimination, is prohibited under the University s Policy Against Sexual Harassment. As a part of The City University of New York, a public university system, Central Office adheres to federal, state, and city laws and regulations and University policies and procedures regarding non-discrimination and affirmative action including among others, Executive Order 11246, as amended, Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973 and the s with Disabilities Act of 1990, Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, as amended and the Age Discrimination Act of 1975, the New York State Human Rights Law and the New York City Human Rights Law. The protected classes, as delineated in Executive Order 11246: ( i.e. Indian or Alaska Native, Asian, Black or African,, Native Hawaiian or Other Pacific Islander, and Women), were expanded on December by the Chancellor of The City University of New York to include Italian-s. Updated federal guidelines further expanded these protected classes to include two or more races. For the complete Policies and Procedures on Non-Discrimination and Sexual Harassment and the Affirmative Action Policy of The City University of New York please visit: PROCEDURES.HTML. III. DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION To ensure effective implementation of this Affirmative Action Plan, the Central Office has designated specific responsibilities to various personnel. The Executive Vice Chancellor and Chief Operating Office of CUNY, the Vice Chancellor of the CUNY Office of Human Resources Management, the Chief Diversity Officer, and supervisory personnel who exercise authority on behalf of the University (deans, directors, executive officers, administrators, or other persons with supervisory responsibility) have undertaken the responsibilities described below. 4

6 A. EXECUTIVE VICE CHANCELLOR AND CHIEF OPERATING OFFICER The primary responsibility and accountability for implementing the AAP rests with the Executive Vice Chancellor and Chief Operating Officer, Allan Dobrin. This role includes, but is not limited to, the following duties: 1. Designate appropriate personnel with the responsibility for overseeing, administering, implementing, and monitoring the Central Office's AAP. Ensure that these personnel are identified in writing by name and job title. Specifically, appoint a Chief Diversity Officer, Sexual Harassment Coordinator and Deputy Coordinator, a Sexual Harassment Awareness and Intake Committee, 504/ADA Coordinator, and Title IX Coordinator. 2. Ensure that designated personnel responsible for all AAP components are given the necessary authority, top management support, and staffing to successfully implement their assigned responsibilities. 3. Impart the personal direction that ensures total involvement and commitment to equal employment opportunity programs including the issuance of an annual re- affirmation supporting affirmative action, diversity, and equal opportunity. (See copy of Executive Vice Chancellor s Re-Affirmation Memorandum in Appendix A). 4. Ensure that the individuals appointed to handle allegations of discrimination, including sexual harassment, are fully trained and equipped to carry out their responsibilities. 5. Assure that supervisors receive training on the University s Policies and Procedures on Equal Opportunity, Non-Discrimination, and Against Sexual Harassment. 6. Ensure submission of an annual report on non-discrimination, which shall include information on complaints filed within the past year, their resolution, and other relevant information. 7. Ensure that the University s Policies and Procedures on Equal Opportunity, Non- Discrimination, and Against Sexual Harassment, along with the Chief Diversity Officer s contact information, are annually disseminated to the Central Office community. B. VICE CHANCELLOR FOR THE OFFICE OF HUMAN RESOURCES MANAGEMENT The Executive Vice Chancellor and Chief Operating Officer, Allan Dobrin, has delegated the responsibility for implementing the Central Office s AAP to Gloriana Waters, Vice Chancellor for the Office of Human Resources Management. In this capacity, Vice Chancellor Waters assumes the responsibilities specified above in Section III.A. 5

7 C. CHIEF DIVERSITY OFFICER Executive Vice Chancellor Dobrin and Vice Chancellor Waters have designated Michael J. Valente, Esq. to serve as the Chief Diversity Officer, Title IX Coordinator, Sexual Harassment Coordinator, and 504/ADA Coordinator. His office and contact information are as follows: 205 E. 42nd Street, Room 1070 New York, New York (646) The Chief Diversity Officer is responsible, as the Executive Vice Chancellor s designee, for the following: 1. Providing consultation, investigation, and resolution of all internal complaints of discrimination. 2. Disseminating annually to all employees the University s Policies and Procedures on Equal Opportunity, Non-Discrimination, and Against Sexual Harassment and the contact information regarding the Chief Diversity Officer, Sexual Harassment Coordinator, Title IX Coordinator, and 504/ADA Coordinator. 3. Publicizing these policies widely and ensuring that they are incorporated into the training curriculum for employees who are involved in investigating discrimination complaints and conducting employment searches. 4. Assuring that supervisors receive orientation on these policies. 5. Reviewing employment policies and procedures to ensure compliance with nondiscrimination and equal opportunity laws and CUNY policies, including assisting with the development of policy statements and guidelines related to EEO/AA. 6. Guiding the recruitment and selection process to ensure equal opportunity in the hiring of employees, including providing informational presentations to administrative and supervisory personnel and search committees. 7. Guiding managers to ensure that employment decisions are premised on legitimate business needs, including providing updates on laws, regulations, and policies related to EEO/AA. 8. Conducting data analyses such as utilization analysis and impact ratio analysis for hires, promotions, transfers, and terminations to identify any problem areas and to assist management to formulate effective redress where needed. 9. Developing and implementing an effective AAP for Central Office. 10. Reviewing the AAP to evaluate the effectiveness of the program, determining the degree to which objectives are met, and recommending improvements where necessary. 6

8 11. Providing training and information to employees, including managers, on the laws and CUNY policies against discrimination, including sexual harassment. 12. Designing and implementing programs to promote diversity and inclusion in the workplace. D. SUPERVISORY PERSONNEL Supervisory personnel exercise authority on behalf of the University. They include deans, directors, executive officers, administrators, or other persons with supervisory responsibility. They must take steps to create a workplace free of discrimination and harassment, and must take each and every complaint seriously. Supervisory personnel are crucial to the success of the AAP. As supervisors, they implement CUNY and Central Office policies, set the tone for what is acceptable behavior, and enforce CUNY and Central Office rules. Consequently, they are integral to the implementation of the AAP. In their direct day to-day contact with employees, these officials help ensure compliance with equal employment programs and implementation of the AAP and help foster an inclusive environment. Their specific responsibilities include: 1. Adhering to CUNY s equal employment opportunity and affirmative action policies. 2. Supporting and assisting the Executive Vice Chancellor, Vice Chancellor, and Chief Diversity Officer in developing, maintaining, and successfully implementing the AAP. 3. Fostering an inclusive environment within their sphere of influence. IV. RESULTS OF STATISTICAL ANALYSES/AREAS OF CONCERN The Central Office monitors each phase of its selection process (i.e., hires, reclassifications, promotions, and terminations) by conducting the following statistical analyses: a) compilation and examination of information about the placement of incumbents; b) utilization analysis using data the University Office of Recruitment and Diversity derives to compare incumbency to availability and c) review of employment transactions. The data used in the preparation of the Affirmative Action Plan is collected from the CUNYfirst Ethnicity and Gender Report. Only full-time employees with annual appointments (excluding substitute and visiting titles) are included in the analyses discussed below. A. JOB GROUP SUMMARY The Central Office s full-time employees are grouped into 7 categories using the relevant EEO-6 Codes. These categories are divided into smaller subgroups called affirmative action units (AAUs), based on the duties as well as educational qualifications and skills required for job titles within the job categories. Each AAU has an individual utilization analysis worksheet (UAW), 7

9 listing the job titles included in the subdivision. The UAW depicts the total group number as well as the numerical and percentage representation of Females, Total, Blacks, Hispanics, Asians and Italian-s (See Appendix B). There is representation of Italian s in every AAU analyzed except the following two: Campus Public Safety Sergeant and Security Director. Because the following AAUs contained less than 5 employees, no utilization analysis worksheets were developed for: Chief Administrative Superintendent of Buildings and Grounds Disability Accommodations Specialist Buildings and Grounds Basic Crafts: Buildings and Grounds Campus Peace/Security Officers, Levels 1 and 2 Custodial Assistant Senior Custodial Supervisor Skilled Trades/Crafts-Supervisory Titles Accountant Accountant Assistant Engineer-Technicians B. DETERMINING AVAILABILITY "Availability" is an estimate of the proportion of each gender and racial/ethnic group available for employment at the Central Office for a given job group in the relevant labor market during the AAP year. Availability indicates the approximate level at which each gender and racial/ethnic group could reasonably be expected to be represented in a job group. The University Office of Recruitment and Diversity uses statistical information to derive availability figures recommended by the Expert Panel concerning Italian Representation at CUNY, as applicable. The sources and process to determine the availability data for the two factor analysis is detailed in the Factor/Source Sheet section of the Utilization Analysis Worksheets (see Appendix B). C. UTILIZATION ANALYSIS/COMPARISON OF INCUMBENCY TO AVAILABILITY The utilization analysis compares the percentages of employees by gender and race/ethnicity with the overall availability data for each AAU. The Utilization Analysis Worksheet (UAW) of each AAU indicates the current utilization of incumbents by gender and race/ethnicity. Italian- s are listed as a discrete group. The analysis disaggregates Blacks, Hispanics, and Asians from Total to identify the percentage representation of these federally protected racial/ethnic groups. Indian or Alaska Native employees comprise less than two percent of the University workforce and local population, thus are not identified as a discrete group in the analysis, but are included in the Total category. The utilization analysis determines if any disparity between incumbency and availability exists for any of the protected groups. This disparity or underutilization is defined as any AAU in which fewer Italian-s are employed than would reasonably be expected given their availability 8

10 in the relevant job market. The percentage difference between incumbency and availability is recorded in terms of whole persons, indicating how many women and members of protected racial/ethnic groups are underutilized. A placement goal equal to the overall availability is set when the underutilization of an AAU is one person or more. The underutilization of Italian-s is displayed in the UAW of each AAU in Appendix B. D. COMPARISON OF RESULTS OF 2013 AND 2014 UTILIZATION ANALYSES A comparison of the 2013 and 2014 utilization analyses identified changes in the numeric disparity in the AAUs by the EEO-6 Categories since the last AAP. The comparison indicates if changes in underutilization occurred. Within the EEO-6 categories, the difference in underutilization of Italian-s by AAU/job group between the current (2014) and prior (2013) plans: Executive/Administrative/Managerial The Administration I AAU remained unchanged from 2013 to 2014, with no underutilization of Italian s. Moreover, the number of Italian s in this AAU increased from 11 to 12. The Administration II AAU underutilization of Italian s decreased from 2013 to 2014, from 8 to 7, respectively. Security Director AAU underutilization of Italian s remained unchanged from 2013 to 2014, staying at 1, due to the lack of hiring for this Job Group. The Administration V AAU underutilization of Italian s increased from 2013 to 2014, from 0 to 1, respectively. The Computer Manager AAU underutilization of Italian s decreased from 2013 to 2014, from 9 to 5, respectively. Professional/Non-Faculty The Administration III AAU underutilization of Italian s increased from 2013 to 2014, from 4 to 8, respectively. The Computer Specialist AAU underutilization of Italian s increased from 2013 to 2014, from 10 to 11, respectively. Secretarial/Clerical The CUNY Administrative Assistant AAU underutilization of Italian s remained unchanged from 2013 to 2014, with no underutilization of Italian s. The CUNY Office/Secretarial Assistant AAU underutilization of Italian s decreased from 2013 to 2014, from 6 to 4, respectively. 9

11 The Mail/Message Services Worker AAU underutilization of Italian s remained unchanged from 2013 to 2014, with no underutilization of Italian s. Technical/Paraprofessional The Computer Specialist AAU underutilization of Italian s increased from 2013 to 2014, from 10 to 11, respectively. The Broadcast/Media Titles AAU underutilization of Italian s increased from 2013 to 2014, from 6 to 7, respectively. Service/Maintenance The Campus Public Safety Sergeant AAU underutilization of Italian s remained unchanged from 2013 to 2014, with no underutilization of Italian s. E. EVALUATION OF PERSONNEL ACTIONS Information about personnel transactions for all University designated protected groups by EEO-6 categories is presented in the Personnel Activity Table and Applicant Data Recruitment Documentation. The survey of tenure decisions compares the number of employees eligible for tenure to those granted tenure or certificates of continuous employment. In addition to CUNYfirst reports, a variety of sources provide information for the analysis, including the Offices of Human Resources, Academic Affairs, and Compliance and Diversity. The actions completed during the previous 12 months are summarized in the following documents: 1. Analysis of Personnel Activity Table a. New Hires The Central Office hired 99 new full time employees, including 3 Italian s. b. Promotions/Upgrades The Central Office provided upgrades to 106 employees, including 0 Italian s. c. Terminations/Separations The number of employees separated from the workforce was 60, including 2 Italian s. d. Transfers The number of employees transferred from the workforce was 3, including 0 Italian s. 10

12 2. Analysis of Applicant Data-Recruitment Documentation Executive/Administrative/Managerial: There were 3330 applicants (61 Italian s) for 44 positions. The Central Office interviewed 157 applicants (7 Italian s) and made offers to 52 candidates (7 Italian s). Faculty: There were 54 applicants (0 Italian s) for 12 positions. This is the result of a new initiative at the Advanced Science Research Center. Professional/Non-Faculty: There were 5090 applicants (52 Italian s) for the 46 positions. The Central Office interviewed 120 applicants (4 Italian s) and made offers to 48 applicants (1 Italian ). Included in these 44 appointments were 2 transfers. The civil service titles are classified in the Secretarial/Clerical, Technical/Paraprofessional, Skilled Trades and Service Maintenance EE0-6 categories. An appointment to a classified title occurs when someone is selected from a civil service list that is in effect for the title in accordance with civil service regulations. If there is no civil service list, a vacant position can be filled provisionally until a civil service exam is held and a list established. Civil service employees can also transfer between CUNY campuses if their name is on a transfer list. There were 6 appointments to the Secretarial/Clerical job category. There were 171 applicants (2 Italian s); 16 were interviewed (0 Italian s); and 8 were offered positions (0 Italian s). There were 3 appointments to the Technical/Paraprofessional job category. There were 7 applicants (0 Italian s); 7 were interviewed (0 Italian s); and 4 were offered positions (0 Italian s). There were 4 appointments to the Service/Maintenance job category. There were 6 applicants (0 Italian s); 5 were interviewed (0 Italian s); and 5 were offered the position (0 Italian s). See Appendix C for Personnel Activity Table/Applicant Data-Recruitment Documentation. V. ACTION-ORIENTED PROGRAMS The Action-Oriented Programs designed to address the underutilization of Italian-s are discussed below. These Programs are carried-out throughout the AAP year. The College tailored its action-oriented programs to ensure these initiatives are specific to the problem (s) identified. A. IMPLEMENTATION OF INITIATIVES AND ACTIVITIES The action-oriented activities to address underutilization during the past year ( ) include: 1. Broadening recruitment efforts to reduce or eliminate underutilization 2. Charging search committees to familiarize with recruitment and selection protocol and best practices. 11

13 3. Ensuring that all interviews, offers of employment and wage commitments are consistent with University policy. 4. Providing guidance and training to ensure equal opportunity in all employment decisions. 5. Evaluating employment decisions to ensure freedom from all unlawful bias. 6. Promoting professional development and an inclusive environment for Italian s through programs discussed below. Approximately 50 courses were offered through CUNY s Professional Development and Learning Management Office to foster the professional growth and advancement of Central Office employees. The following provides a sampling and range of the courses that were offered to address the different developmental needs of the staff: 1) Maximizing Your Role on Your Team course; 2) Delegation and Time Management course; 3) Engaging Employees through Appreciative Coaching course; 4) Fundamentals of Supervision course; 5) Giving Effective Ongoing Feedback course; 6) Understanding and Managing Organizational Change course; 7) Stressmakers and Stressbreakers course; 8) Time Management Strategies course; 9) Mind Tools for Memory course; 10) Business Writing: Clarity Through Critical Thinking course; 11) Essentials for Successful Project Management course; 12) Excel Levels 1 & 2 courses; 13) The Situational Leadership II Workshop course; 14) Effective Office Management for Today s Workplace course; 15) Effective Telephone Skills course; 16) Managing Multiple Priorities course; 17) PC Essentials course; 18) Emotional Intelligence: The Key to Effective Leadership course; 19) Managerial Power Tools course. Among the programs offered by the Central Office to promote diversity, foster inclusion, and maximize retention were the following: 1) Non-discrimination and anti-sexual harassment trainings by the Chief Diversity Officer at various Central Office locations; 2) Preventing Sexual Harassment online training course; 3) Respectful Workplaces: Preventing Sexual Harassment course; 4) Sexual Harassment Prevention: Policy and Procedures course for SHAIC members and supervisors; 5) Sexual Harassment Prevention: Complaint Intake course for SHAIC members; 6) Sexual Harassment Prevention: Managing Intake Communications course for SHAIC members; 7) Sexual Harassment Prevention: Informal Resolution: Conciliation course for SHAIC members; 12

14 8) Communication Essentials for Resolving Conflict course; 9) Dealing with Difficult People course; 10) Attitude is Everything course; 11) Team Building course; 12) Attitudes at Work: Fostering Resilience and Optimism course; 13) Building Positive Workplace Relationships course; 14) Summer Beach Bash; 15) Employee Health Fair; 16) Diversity Projects Development Fund; and 17) Employee appreciation events, such as a winter party hosted by the Chancellor. The non-discrimination policy was, and continues to be, available on the Central Office Human Resources website and, along with the AAP, in the Office of Workforce Diversity and Compliance. Additionally, in September 2013, Executive Vice Chancellor Dobrin communicated, electronically via Staff-L, to all Central Office employees, his reaffirmation of CUNY s and his commitment to diversity and equal opportunity in all aspects of employment practices. This communication again reminded employees of CUNY s nondiscrimination policy and provided an electronic link to the policy itself. B. RESPONSE TO 2013 UNDERUTILIZATION The College has established a placement goal whenever Italian representation within an AAU was less than would reasonably be expected given the availability data. Corrective actions were developed only when the underutilization equaled at least one whole person. 1. Placement Goals Placement goals to address underutilization of Italian-s are established by AAU equal to the overall availability data for the job group. Placement goals help guide recruitment activities and the College will observe good faith efforts to recruit a broad and inclusive pool of qualified applicants. The following AAUs have underutilization of Italian s: Administration II with an underutilization of 7; Security Director with an underutilization of 1; Administration V with an underutilization of 1; Computer Manager with an underutilization of 5; Administration III with an underutilization of 8; Computer Specialist with an underutilization of 11; CUNY Office/Secretarial Assistant with an underutilization of 4; Computer Specialist with an underutilization of 11; and Broadcast/Media Titles with an underutilization of 7. To the extent there is any hiring into these AAUs during the Program Year , efforts to address such underutilization will be directed accordingly. 2. Employment Practices: Recruitment, Selection, and Advancement The placement goals to eliminate underutilization will be achieved through advertising and recruiting efforts that broaden the applicant pool and other results oriented campus initiatives. The College s employment practices conform to the bylaws of the Board of Trustees of the City University, applicable collective bargaining agreements as well as federal, state, and local laws and regulations. The College s workforce is divided into a) the Instructional Staff, consisting of teaching and non-teaching employees, and b) the Classified Staff, whose employment is 13

15 governed by the Rules and Regulations of the CUNY Classified Civil Service. A three member independent Civil Service Commission, appointed by the Board of Trustees, helps to ensure compliance with affirmative action and equal employment policies. As part of the University s affirmative action program, procedures for the recruitment and appointment of members of the instructional staff have been developed. The Central Office posts vacancies as prescribed by CUNY policies to ensure equal employment opportunities. The recruitment, selection, and advancement processes for the members of the Instructional Staff comply with CUNY s policies and procedures. Non-teaching instructional staff vacancies are typically posted for 30 days and openings for appointments to the faculty are posted for 60 days. The PSC/CUNY Collective Bargaining Agreement expressly forbids promotions in the HEO series. The process for faculty promotions is outlined in BOT bylaws. There are promotional examinations offered to employees in select civil service titles. The College has developed search and screening guidelines for personnel involved in the recruiting and hiring process. The Compliance and Diversity and Human Resources Offices monitor the recruitment and selection practices of all employees. Specifically, the CDO is responsible for ensuring that the following initiatives are undertaken or continue to be implemented: 1. Broadening recruitment efforts to reduce or eliminate underutilization. 2. Charging search committees to familiarize them with recruitment protocol. 3. Attending joint meeting between CDOs and the University Advisory Council on Diversity (ACD) to discuss issues of concern. 4. Attending informational sessions and training provided at monthly meetings of the Council of Chief Diversity Officers (CCDO). 5. Demonstrating compliance with University policy and procedures during site visits. 6. Encouraging employees to participate in University-sponsored professional development programs. 7. Ensuring that all interviews, offers of employment and/or wage commitments are consistent with College policy. 8. Providing guidance and training to ensure equal opportunity in all employment decisions. 9. Addressing any complaint of inequity in any employment action. 10. Evaluating employment decisions to ensure freedom from unlawful bias. 14

16 C. INTERNAL AUDIT AND REPORTING The internal audit and reporting system is used as the basis for evaluating results-oriented programs and affirmative action efforts. The records are maintained in the CUNYfirst system to provide information for updating the Affirmative Action Plan. The president has designated responsibility for implementing the audit and reporting system of the AAP to the CDO who will: 1. Monitor the records of personnel activities, including new hires, transfers, promotions, and terminations. 2. Review personnel activities and the AAP with senior level officers. 3. Advise senior management of program effectiveness and provide recommendations to improve areas of concern. 15

17 VI. APPENDICES 16

18 A. EXECUTIVE VICE CHANCELLOR RE-AFFIRMATION LETTER 17

19 18

20 B. UTILIZATION ANALYSIS WORKSHEETS 19

21 FACTOR / SOURCE SHEET ADMINISTRATION I: Executive Compensation Plan Titles Chancellor Executive Vice Chancellor, Senior Vice Chancellor, Vice Chancellor, Assoc Vice Chancellor FALL, 2014 Univ. Sr. Univ Dean/University Dean / Univ Asst Dean University Administrator / Univ Assoc Administrator / Univ Asst Administrator HEO / Asst Admin CUNY Administration I Degree Weighting - Source: Frozen file as of April 16, (degrees held by employees in CUNY Administration I) ACS US - Ital Am. degree holders age weight Degree holders with CUNY degree holders Ph.D. = 50.6 % M.A. = 32.7 % B.A. = 13.9 % FACTORS SOURCES WEIGHT Factor 1 Earned Degrees Conferred (EDC) US - PHD, MA, BA * for Federal Protected Groups Community Survey (ACS) - U.S. - Italian PHD, MA, BA holders age 28 through 65. Factor 2 'Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey selected titles, service requirement and criteria -Source Spring *Note: Use of US Dept of Education's Postsecondary Studies Division's Earned Degrees Conferred is updated biannually. Factor 1: Black or African Am. PhD MA BA degree holders age Female multiply by weight Factor 2: Black or African Female Am. Total HEO Professor ,927 1, , multiply by weight OVERALL AVAILABILITY includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 20

22 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: ADMINISTRATION 1 Constituent Departments: EEO CATEGORY: Job Titles: EXECUTIVE COMPENSATION PLAN EXECUTIVE/ADMINISTRATIVE/MANAGERIAL Chancellor Executive Vice Chancellor, Senior Vice Chancellor, Vice Chancellor, Assoc Vice Chan Univ. Sr. Univ Dean/University Dean / Univ Asst Dean University Administrator / Univ Assoc Administrator / Univ Asst Administrator HEO / Asst Admin JOB GROUP: FACTORS: ADMINISTRATION 1 Weighting Females 1. % availability of Minorities/Females with requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable GROUP TOTAL NO.: 83 No. Male: 42 No. Female: 41 Black or Haw. or African Females Other Am. CURRENT UTILIZATION: # 41 # 17 # 4 # 6 # 7 # 12 % 49.4 % 20.5 % 4.8 % 7.2 % 8.4 % 14.5 Haw. or Other Black or African Am. OVERALL AVAILABILITY: % 47.4 % 26.5 % 7.9 % 10.4 % 7.7 % 7.0 UNDERUTILIZATION: % NONE % 6.0 % 3.1 % 3.2 % NONE % NONE # 0.0 # 5.0 # 2.6 # 2.7 # 0.0 # 0.0 UU 0 UU 5 UU 3 UU 3 UU 0 UU 0 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 21

23 FACTOR / SOURCE SHEET FALL, 2014 ADMINISTRATION II Higher Education Officer (HEO) Higher Education Associate (HEA) *NOTE: Research Associate is to be placed in Administration II or III depending on salary level. FACTORS SOURCES WEIGHT Factor 1 4STATE - Earned Degrees Conferred (EDC) - Bachelors * for Federal Protected 0.4 Groups Community Survey (ACS) - 4State -Italian BA holders age 21 through 65. Factor 2 Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey - selected titles, service requirement and criteria -Source Spring *Note: Use of US Dept of Education's Postsecondary Studies Division's Earned Degrees Conferred is updated biannually. Asian or Nat. Haw. or Other Black or African Am. BA holders age Factor 1: Female multiply by weight Asian or Nat. Haw. or Other Black or African Factor 2: Female Am. Total HE asst Asst. Prof TOTAL , multiply by weight OVERALL includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 22

24 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: Constituent Departments: ADMINISTRATION 2 EEO CATEGORY: Job Titles: EXECUTIVE/ADMINISTRATIVE/MANAGERIAL Higher Education Officer (HEO) Higher Education Associate (HEA) JOB GROUP: * NOTE: Research Associate to be placed in Admin. II or III depending on salary level. ADMINISTRATION 2 FACTORS: 1. % availability of Minorities/Females with Weighting requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable 216 GROUP TOTAL NO.: No. Male: 87 No. Female: 129 Females Haw. or Other Haw. or Other Black or African Black or African Females Am. CURRENT UTILIZATION: # 129 # 97 # 25 # 52 # 20 # 15 % 59.7 % 44.9 % 11.6 % 24.1 % 9.3 % 6.9 Am. OVERALL AVAILABILITY: % 58.6 % 40.3 % 10.3 % 18.4 % 10.9 % 10.1 UNDERUTILIZATION: % NONE % NONE % NONE % NONE % 1.6 % 3.2 # 0.0 # 0.0 # 0.0 # 0.0 # 3.5 # 6.9 UU 0 UU 0 UU 0 UU 0 UU 4 UU 7 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 23

25 FACTOR / SOURCE SHEET FALL, 2014 ADMINISTRATION III: Higher Education assistant (HEa) Assistant to Higher Education Officer (aheo) *NOTE: Research Associate is to be placed in Administration II or III depending on salary level. FACTORS SOURCES WEIGHT Factor 1 4STATES Earned Degrees Conferred (EDC) - Bachelors * for Federal Protected 0.7 Groups Community Survey (ACS) - 4State -Italian BA holders age 21 through 65. Factor 2 Promotable, Transferable, Trainable employees within contractors organization. - CUNY Survey selected titles, service requirement and criteria -Source Spring *Note: Use of US Dept of Education's Postsecondary Studies Division's Earned Degrees Conferred is updated biannually. Factor 1: Female Black or African Am. BA degree holders age multiply by weight Factor 2: College Asst. (holding BA degree or higher in title only) Female Black or African Am. TOTAL Gittlesons (holding BA degree or higher in title only) , multiply by weight OVERALL AVAILABILITY includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 24

26 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: Constituent Departments: ADMINISTRATION 3 EEO CATEGORY: Job Titles: Higher Education assistant (HEa) PROFESSIONAL/NON-FACULTY Assistant to Higher Education Officer (aheo *NOTE: Research Associate is to be placed in Administration II or III depending on s JOB GROUP: ADMINISTRATION 3 FACTORS: 1. % availability of Minorities/Females with Weighting requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable GROUP TOTAL NO.: No. Male: No. Female: 158 Black or Females African Am. CURRENT UTILIZATION: # 158 # 143 # 24 # 73 # 46 # 16 % 74.2 % 67.1 % 11.3 % 34.3 % 21.6 % 7.5 OVERALL AVAILABILITY: Females Black or African Am. % 61.1 % 36.7 % 9.5 % 16.1 % 10.5 % 11.2 UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 3.7 # 0.0 # 0.0 # 0.0 # 0.0 # 0.0 # 7.9 UU 0 UU 0 UU 0 UU 0 UU 0 UU 8 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 25

27 FACTOR / SOURCE SHEET FALL, 2014 ADMINISTRATION V: University Associate Chief Engineer / Engineer University Chief Architect / Architect Project Manager FACTORS SOURCES WEIGHT Factor Community Survey (ACS) - NY State.Occupation Census: Engineering 1.0 Managers (300) and Architects, Except Naval (1300) Female Black or African includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 26

28 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: Constituent Departments: ADMINISTRATION V EEO CATEGORY: Job Titles: Executive/Administrative/Managerial University Associate Chief Engineer / Engineer University Chief Architect / Architect Project Manager JOB GROUP: ADMINISTRATION V FACTORS: 1. % availability of Minorities/Females with Weighting requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable Females Black or African GROUP TOTAL NO.: 14 No. Male: 11 No. Female: 3 CURRENT UTILIZATION: # 3 # 5 # 4 # 0 # 1 # 1 OVERALL AVAILABILITY: Females Black or African % 21.4 % 35.7 % 28.6 % 0.0 % 7.1 % 7.1 % 22.6 % 24.9 % 11.6 % 4.1 % 7.8 % 13.1 UNDERUTILIZATION: % 1.2 % NONE % NONE % 4.1 % 0.7 % 6.0 # 0.2 # 0.00 # 0.00 # 0.57 # 0.10 # 0.84 UU 0 UU 0 UU 0 UU 1 UU 0 UU 1 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 27

29 FALL, 2014 BROADCASTING / MEDIA TITLES Technical/Paraprofessional Broadcasting/ Media Titles: Broadcast Associate SOURCE WEIGHTING Factor U.S. Census- Community Survey (ACS) - NY, NJ, CT, PA - Broadcast 1.0 and Sound Engineer Technicians and Radio Operators and Other Media and Communications Equipment Workers (2900) Haw. Or Other Black or African Female includes, Am. Ind./Al. Natives, Black or African, Hispanic or, and Two or More Races. 28

30 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Semester/Year: Central Office FALL, 2014 AFFIRMATIVE ACTION UNIT: BROADCASTING / MEDIA TITLES EEO CATEGORY: Job Titles: Broadcast Associate Technical/Paraprofessional JOB GROUP: BROADCASTING / MEDIA TITLES FACTORS: 1. % availability of Minorities/Females with requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable. Weighting Females Haw. Or Other Black or African 47 GROUP TOTAL NO.: No. Male: 33 No. Female: 14 Females Haw. Or Other Black or African CURRENT UTILIZATION: # 14 # 25 # 3 # 13 # 9 # 1 % 29.8 % 53.2 % 6.4 % 27.7 % 19.1 % 2.1 OVERALL AVAILABILITY: % 12.9 % 23.8 % 2.7 % 11.3 % 8.1 % 17.0 UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 14.9 # 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 6.99 UU 0 UU 0 UU 0 UU 0 UU 0 UU 7 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 29

31 FALL, 2014 CUNY ADMINISTRATIVE ASSISTANT Secretarial and Clerical CUNY ADMINISTRATIVE ASSISTANT CUNY Administrative Assistant SOURCE WEIGHTING Factor 1: N/A 0.0 Factor 2: CUNY Survey Spring Permanent CUNY Office Assistant (level 3 or above) and Mail Message 1.0 Services Worker titles. The CUNY Administrative Assistant title is strictly promotional from the Permanent CUNY Office Assistant (level 3 or above) and Mail Message Services Worker titles with years of service requirement. Black or African Female includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 30

32 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: CUNY ADMINISTRATIVE ASSISTANT EEO CATEGORY: Job Titles: CUNY Administrative Assistant Secretarial and Clerical JOB GROUP: CUNY ADMINISTRATIVE ASSISTANT FACTORS: 1. % availability of Minorities/Females with requisite skills in immediate labor areas. 2. % of Minorities/Females promotable, transferable, or trainable. Weighting Females Black or African GROUP TOTAL NO.: 10 No. Male: 0 No. Female: 10 Females Black or African CURRENT UTILIZATION: # 10 # 7 # 0 # 5 # 2 # 1 % % 70.0 % 0.0 % 50.0 % 20.0 % 10.0 OVERALL AVAILABILITY: % 91.1 % 72.2 % 6.7 % 39.0 % 26.0 % 6.3 UNDERUTILIZATION: % NONE % 2.2 % 6.7 % NONE % 6.0 % NONE # 0.00 # 0.22 # 0.67 # 0.00 # 0.60 # 0.00 UU 0 UU 0 UU 1 UU 0 UU 1 UU 0 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 31

33 FALL, 2014 MANAGERIAL: COMPUTER MANAGER Executive/Administrative/Managerial MANAGERIAL: COMPUTER MANAGER: Computer Systems Manager Computer Operations Manager SOURCE WEIGHTING Factor 1: U.S. Census- Community Survey (ACS) - NY, NJ, CT, PA - "Computer 1.0 and Information Systems Managers" (110) Black or African Female includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 32

34 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Semester/Year: Central Office FALL, 2014 AFFIRMATIVE ACTION UNIT: COMPUTER MANAGER: EEO CATEGORY: Job Titles: Computer Systems Manager Executive/Administrative/Managerial Computer Operations Manager JOB GROUP: COMPUTER MANAGER: FACTORS: 1. % availability of Minorities/Females with requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable. Weighting Females Black or African GROUP TOTAL NO.: 74 No. Male: 52 No. Female: 22 Females Black or African CURRENT UTILIZATION: # 22 # 32 # 15 # 10 # 7 # 6 % 29.7 % 43.2 % 20.3 % 13.5 % 9.5 % 8.1 OVERALL AVAILABILITY: % 28.5 % 26.6 % 15.7 % 4.3 % 5.2 % 15.3 UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 7.2 # 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # 5.32 UU 0 UU 0 UU 0 UU 0 UU 0 UU 5 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 33

35 FALL, 2014 COMPUTER SPECIALISTS Technical/Paraprofessional COMPUTER SPECIALIST: IT Senior Associate IT Associate IT Assistant IT Support Assistant SOURCE WEIGHTING Factor 1: U.S. Census- Community Survey (ACS) - NY, NJ, CT, PA - Computer Scientist 1.0 Systems Analyst (1000); Computer Programmer (1010); Computer Software Engineers (1020); Computer Support Specialists (1050); Database Administrator (1060); Network Systems & Data Communication Analysts (1110); Computer Hardware Engineers (1400); Computer Operators (5800); and Computer Control Programmers and Operators (7900). Black or African Female includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 34

36 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: COMPUTER SPECIALISTS EEO CATEGORY: Job Titles: Technical/Paraprofessional IT Senior Associate IT Associate IT Assistant IT Support Assistant JOB GROUP: COMPUTER SPECIALISTS FACTORS: 1. % availability of Minorities/Females with Weighting Females Black or African requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable. 128 GROUP TOTAL NO.: No. Male: 77 No. Female: 51 Females Black or African CURRENT UTILIZATION: # 51 # 93 # 32 # 31 # 30 # 5 % 39.8 % 72.7 % 25.0 % 24.2 % 23.4 % 3.9 OVERALL AVAILABILITY: % 26.4 % 33.6 % 19.7 % 7.1 % 5.4 % 12.1 UNDERUTILIZATION: % NONE % NONE % NONE % NONE % NONE % 8.2 # 0.00 # 0.00 # 0.00 # 0.00 # 0.00 # UU 0 UU 0 UU 0 UU 0 UU 0 UU 11 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 35

37 FALL, 2014 CUNY OFFICE/SECRETARIAL ASSISTANT Secretarial and Clerical CUNY OFFICE/SECRETARIAL ASSISTANT: CUNY Office/Secretarial Assistant (all levels) Clerical Associate EOC Office Assistant SOURCE WEIGHTING Factor 1: U.S. Census- Community Survey (ACS) - NY, NJ, CT, PA - Secretaries, 1.0 and Administrative Assistants (5700); Word Processors and Typists (5820); and Office Administrative Support Workers, all other (5940), Office Clerks, General (5860). Female Black or African includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 36

38 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Semester/Year: Central Office FALL, 2014 AFFIRMATIVE ACTION UNIT: CUNY OFFICE/SECRETARIAL ASSISTANT: EEO CATEGORY: Job Titles: CUNY Office/Secretarial Assistant (all levels) Secretarial and Clerical Clerical Associate EOC Office Assistant JOB GROUP: CUNY OFFICE/SECRETARIAL ASSISTANT FACTORS: 1. % availability of Minorities/Females with Weighting Females requisite skills in immediate labor areas Black or African 2. % of Minorities/Females promotable, transferable, or trainable. 45 GROUP TOTAL NO.: No. Male: 9 No. Female: 36 Females Black or African CURRENT UTILIZATION: # 36 # 33 # 5 # 19 # 9 # 4 % 80.0 % 73.3 % 11.1 % 42.2 % 20.0 % 8.9 OVERALL AVAILABILITY: % 89.9 % 26.5 % 3.7 % 11.6 % 9.8 % 16.7 UNDERUTILIZATION: % 9.9 % NONE % NONE % NONE % NONE % 7.8 # 4.46 # 0.00 # 0.00 # 0.00 # 0.00 # 3.52 UU 5 UU 0 UU 0 UU 0 UU 0 UU 4 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 37

39 FALL, 2014 CAMPUS PUBLIC SAFETY SERGEANT formerly - Campus Peace/Security Officer Level 3 Service/Maintenance CAMPUS PUBLIC SAFETY SERGEANT: Campus Public Safety Sergeant College Security Specialist SOURCE WEIGHTING Factor 1: N/A 0.0 Factor 2: CUNY Survey Spring Permanent Campus Peace Officer Level 1 and 2s with years of 1.0 service requirement. Black or African Female includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 38

40 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: CAMPUS PUBLIC SAFETY SERGEANT EEO CATEGORY: Job Titles: Campus Public Safety Sergeant Service/Maintenance College Security Specialist JOB GROUP: CAMPUS PUBLIC SAFETY SERGEANT FACTORS: Weighting Females Black or African 1. % availability of Minorities/Females with requisite skills in immediate labor areas. 2. % of Minorities/Females promotable, transferable, or trainable GROUP TOTAL NO.: No. Male: 9 No. Female: 2 Females Black or African CURRENT UTILIZATION: # 2 # 9 # 0 # 4 # 5 # 0 % 18.2 % 81.8 % 0.0 % 36.4 % 45.5 % 0.0 OVERALL AVAILABILITY: % 23.7 % 87.6 % 7.4 % 55.8 % 24.1 % 1.3 UNDERUTILIZATION: % 5.5 % 5.8 % 7.4 % 19.4 % NONE % 1.3 # 0.61 # 0.64 # 0.81 # 2.14 # 0.00 # 0.14 UU 1 UU 1 UU 1 UU 2 UU 0 UU 0 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 39

41 FALL, 2014 MAIL / MESSAGE SERVICES WORKER Secretarial/Clerical MAIL / MESSAGE SERVICES WORKER Mail/Message Services Worker SOURCE WEIGHTING Factor 1: U.S. Census- Community Survey (ACS) - NY, NJ, CT, PA - Mail Clerks/Mail Machine Operators, Except Postal Service (5850). 1.0 Black or African Female includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 40

42 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: MAIL / MESSAGE SERVICES WORKER EEO CATEGORY: Job Titles: Secretarial/Clerical Mail/Message Services Worker JOB GROUP: MAIL / MESSAGE SERVICES WORKER FACTORS: 1. % availability of Minorities/Females with Weighting Females Black or African requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable. 12 GROUP TOTAL NO.: No. Male: 10 No. Female: 2 Females Black or African CURRENT UTILIZATION: # 2 # 10 # 0 # 6 # 4 # 2 % 16.7 % 83.3 % 0.0 % 50.0 % 33.3 % 16.7 OVERALL AVAILABILITY: % 41.5 % 42.7 % 4.9 % 19.2 % 16.9 % 11.6 UNDERUTILIZATION: % 24.8 % NONE % 4.9 % NONE % NONE % NONE # 2.98 # 0.00 # 0.59 # 0.00 # 0.00 # 0.00 UU 3 UU 0 UU 1 UU 0 UU 0 UU 0 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 41

43 FALL, 2014 MANAGERIAL: SECURITY DIRECTOR Executive/Administrative/Managerial MANAGERIAL: SECURITY DIRECTOR: University Security Director Campus Security Director Campus Security Assistant Director SOURCE WEIGHTING Factor 1: U.S. Census- Community Survey (ACS) - Residence Geography, New 1.0 York City - Police and Sheriffs Patrol Officer (3850) Female Black or African includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 42

44 UTILIZATION ANALYSIS WORKSHEET Two Factor Availability College: Central Office Semester/Year: FALL, 2014 AFFIRMATIVE ACTION UNIT: SECURITY DIRECTOR: EEO CATEGORY: Job Titles: Executive/Administrative/Managerial University Security Director Campus Security Director Campus Security Assistant Directo JOB GROUP: SECURITY DIRECTOR: FACTORS: 1. % availability of Minorities/Females with Weighting Females Black or African requisite skills in immediate labor areas % of Minorities/Females promotable, transferable, or trainable. GROUP TOTAL NO.: No. Male: 5 No. Female: 1 6 Females Black or African CURRENT UTILIZATION: # 1 # 2 # 0 # 2 # 0 # 0 % 16.7 % 33.3 % 0.0 % 33.3 % 0.0 % 0.0 OVERALL AVAILABILITY: % 28.4 % 66.7 % 7.1 % 28.1 % 29.3 % 12.2 UNDERUTILIZATION: % 11.7 % 33.4 % 7.1 % NONE % 29.3 % 12.2 # 0.70 # 2.00 # 0.43 # 0.00 # 1.76 # 0.73 UU 1 UU 2 UU 0 UU 0 UU 2 UU 1 includes, Am. Ind./Al. Natives, Black or African,, and Two or More Races. 43

45 C. PERSONNEL ACTIVITY TABLE/APPLICANT DATA- RECRUITMENT DOCUMENTATION 44

46 EXEC./ADMIN./MANAGERIAL 2014 PERSONNEL ACTIVITY TABLE (page 1 of 2) COLLEGE: Central Office Period Covered: 7 / 1 / 13 to 6 / 30 / 14 TOTAL**** BLACK OR HISPANIC OR ASIAN OR NAT. HAW. AMER. IND./ TOTAL WHITE ITALIAN UNKNOWN* TOTAL AFRICAN AM. LATINO OR OTHER PAC. ISL. ALASK. NAT. MINORITY*** (excluding Am.) AMERICAN NON-MINORITY** MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL New Hires Terminations Upgrades Transfers FACULTY New Hires Terminations Upgrades Transfers PROFESSIONAL/NON-FACULTY New Hires Terminations Upgrades Transfers SECRETARIAL/CLERICAL New Hires Terminations Upgrades Transfers TECHNICAL/PARAPROFESSIONAL New Hires Terminations Upgrades Transfers SKILLED TRADES New Hires Terminations Upgrades Transfers SERVICE MAINTENANCE New Hires Terminations Upgrades Transfers T O T A L New Hires Terminations Upgrades Transfers REMINDER: *Unknowns are subtracted from all totals. * is the sum of Black or African Am.,, Pacific Islander and Indian/Alaska Native. Non- is the sum of White and Italian. ****TOTAL is the sum of Total and Total Non-. 45

47 EXEC./ADMIN./MANAGERIAL 2014 APPLICANT DATA - RECRUITMENT DOCUMENTATION (page 2 of 2) COLLEGE: Central Office Period Covered: 7 / 1 / 13 to 6 / 30 / 14 TOTAL**** BLACK OR HISPANIC OR ASIAN OR NAT. HAW. AMER. IND./ TOTAL WHITE ITALIAN UNKNOWN* TOTAL AFRICAN AM. LATINO OR OTHER PAC. ISL. ALASK. NAT. MINORITY*** (excluding Am.) AMERICAN NON-MINORITY** MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE TOTAL Applicants Interviews Offers Total Workforce EEO6-Category Descr FACULTY Applicants Interviews Offers Total Workforce EEO6-Category Descr PROFESSIONAL/NON-FACULTY Applicants Interviews Offers Total Workforce EEO6-Category Descr SECRETARIAL/CLERICAL Applicants Interviews Offers Total Workforce EEO6-Category Descr TECHNICAL/PARAPROFESSIONAL Applicants Interviews Offers Total Workforce EEO6-Category Descr SKILLED TRADES Applicants Interviews Offers Total Workforce EEO6-Category Descr SERVICE/MAINTENANCE Applicants Interviews Offers Total Workforce EEO6-Category Descr T O T A L Applicants Interviews Offers Total Workforce EEO6-Category Descr REMINDER: *Unknowns are subtracted from all totals. * is the sum of Black or African Am.,, Pacific Islander and Indian/Alaska Native. Non- is the sum of White and Italian. ****TOTAL is the sum of Total and Total Non-. 46

48 COLLEGE NAME: Central Office I M P A C T A N A L Y S I S W O R K S H E E T S F E M A L E S A N D M I N O R I T I E S HIRES ANALYSIS February 11, 2015 JOB AREAS/ CATEGORY Central Office MINORITY HIRES FEMALE NON MIN MIN TOTAL MALE FEMALE TOTAL APPL HIRES APPL HIRES APPL HIRES APPL HIRES APPL HIRES APPL HIRES # TOTAL % 1.0% 1.0% 1.2% 1 Exec./Adm./Mngrl % 1.0% 1.0% 1.5% 2 Faculty % 0.0% 0.0% 0.0% 3 Professional/Non-Fac % 0.7% 0.8% 0.9% 4 Secretarial/Clerical % 3.5% 3.3% 3.5% 5 Techn./Paraprofessional % 20.0% 40.0% 50.0% 6 Skilled Trades % 0.0% 0.0% 0.0% 7 Service/Maintenance % 66.7% 66.7% 0.0% % of non-min hires PERCENTAGE OF HIRES % of min hires % of male hires TOTAL % 1% 1% 1% HIRES % of female hires PART A February 11, 2015 JOB AREAS/ CATEGORY * IRA LESS THAN 0.8 AND RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON ALL STD ** IRA LESS THAN 0.8 AND FISHER'S NON-MIN FISHER TEST RESULT EXPECT ACTL DIF NON-MIN HIRED MIN APPLICANTS MIN HIRED RATE DEV APPLICANTS UNFAV. GROUP FAV. GROUP IRA STD DEV>=2 VALUE NOTE # A B C D E F G H I J K L M N O P Q 1 Exec./Adm./Mngrl. MINORITY 1.0% NON-MIN 1.7% % * N/A 2 Faculty N/A N/A 3 Professional/Non-Fac. MINORITY 0.7% NON-MIN 1.3% % * ** N/A 4 Secretarial/Clerical NON-MIN 3.4% MINORITY 3.5% NO SIGNIF. DIFF. 5 Techn./Paraprofessional MINORITY 20.0% NON-MIN 100.0% % * Skilled Trades N/A N/A 7 Service/Maintenance NON-MIN 0.0% MINORITY 66.7% TOTAL IRA WORKSHEET FOR NON-MIN VS MIN % OF HIRES FISHER TEST IRA WORKSHEET FOR MALE VS FEMALE % OF HIRES February 11, 2015 JOB * IRA LESS THAN 0.8 AND AREAS/ RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON FISHER'S TEST CATEGORY ALL STD ** IRA LESS THAN 0.8 AND FISHER'S FISHER TEST RESULT EXPECT ACTL DIF male app male hires female app female hires UNFAV. GROUP FAV. GROUP IRA RATE DEV STD DEV>=2 VALUE NOTE # A B C D E F G H I J K L M N O P Q 1 Exec./Adm./Mngrl. MALE 1.0% FEMALE 1.5% 2 Faculty N/A N/A 3 Professional/Non-Fac. MALE 0.8% FEMALE 0.9% 4 Secretarial/Clerical MALE 3.3% FEMALE 3.5% 5 Techn./Paraprofessional MALE 40.0% FEMALE 50.0% 6 Skilled Trades N/A N/A 7 Service/Maintenance FEMALE 0.0% MALE 66.7% % N/A TOTAL: NO FEMALE APPLICANT 47

49 PROMOTION ANALYSIS February 11, 2015 JOB AREAS/ CATEGORY NON MIN MINORITY Central Office FEMALE PROMOTION PROMOTION MIN TOTAL MALE FEMALE TOTAL INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED INCUMBENT PROMOTED % of non-min PROMOTED PERCENTAGE OF PROMOTION % of min promoted % OF MEN promoted % OF FEMALE promoted PART B # TOTAL % 9% 6% 10% 1 Exec./Adm./Mngrl % 14% 10% 15% 2 Faculty % 0% 0% 0% 3 Professional/Non-Fac % 10% 6% 10% 4 Secretarial/Clerical % 0% 0% 0% 5 Techn./Paraprofessional % 2% 0% 2% 6 Skilled Trades % 0% 0% 0% 7 Service/Maintenance % 3% 3% 25% TOTAL % 9% 6% 10% IRA WORKSHEET FOR NON-MIN VS MIN % OF PROMOTION February 11, 2015 JOB * IRA LESS THAN 0.8 AND AREAS/ RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON FISHER TEST CATEGORY ALL STD ** IRA LESS THAN 0.8 AND FISHER'S FISHER TEST RESULT EXPECT ACTL DIF NON-MIN INCUM NON-MIN PRMT MIN INCUM MIN PRMT UNFAV. GROUP FAV. GROUP IRA RATE DEV STD DEV>=2 VALUE NOTE # A B C D E F G H I J K L M O P Q Q 1 Exec./Adm./Mngrl. NON-MIN 11.69% MINORITY 14.00% 2 Faculty N/A N/A 3 Professional/Non-Fac. NON-MIN 5.92% MINORITY 10.10% 4 Secretarial/Clerical N/A N/A 5 Techn./Paraprofessional NON-MIN 0.00% MINORITY 1.59% 6 Skilled Trades N/A N/A 7 Service/Maintenance MINORITY 3.13% NON-MIN 12.50% % NO SIGNIF. DIFF TOTAL February 11, 2015 JOB IRA WORKSHEET FOR MALE VS FEMALE % OF PROMOTION * IRA LESS THAN 0.8 AND AREAS/ RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON FISHER TEST CATEGORY ALL STD ** IRA LESS THAN 0.8 AND FISHER'S FISHER TEST RESULT EXPECT ACTL DIF male incum male prmt female incum female prmt UNFAV. GROUP FAV. GROUP IRA RATE DEV STD DEV>=2 VALUE NOTE A B C D E F G H I J K L M N O P Q # 1 Exec./Adm./Mngrl. MALE 9.7% FEMALE 15.1% 2 Faculty N/A N/A 3 Professional/Non-Fac. MALE 6.1% FEMALE 10.5% 4 Secretarial/Clerical N/A N/A 5 Techn./Paraprofessional MALE 0.0% FEMALE 2.2% 6 Skilled Trades N/A N/A 7 Service/Maintenance MALE 2.8% FEMALE 25.0% TOTAL

50 TERMINATION ANALYSIS Central Office February 11, 2015 JOB MINORITY FEMALE AREAS/ TERMINATION TERMINATION CATEGORY NON MIN MIN TOTAL MALE FEMALE TOTAL INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED INCUMBENT TERMINATED % of non-min TERMINATED PERCENTAGE OF TERMINATION % of min TERMINATED % OF MEN TERMINATED % OF FEMALE TERMINATED PART C # TOTAL % 3% 4% 5% 1 Exec./Adm./Mngrl % 4% 8% 7% 2 Faculty % 0% 0% 0% 3 Professional/Non-Fac % 3% 2% 3% 4 Secretarial/Clerical % 0% 0% 1% 5 Techn./Paraprofessional % 5% 3% 4% 6 Skilled Trades % 0% 0% 0% 7 Service/Maintenance % 6% 3% 50% TOTAL % 3% 4% 5% IRA WORKSHEET FOR NON-MIN VS MIN % OF TERMINATION February 11, 2015 JOB * IRA LESS THAN 0.8 AND AREAS/ RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON FISHER TEST CATEGORY ALL STD ** IRA LESS THAN 0.8 AND FISHER'S non-min FISHER TEST RESULT EXPECT ACTL DIF min incumb min terminated non-min incumb IRA RATE DEV terminated UNFAV. GROUP FAV. GROUP STD DEV>=2 VALUE NOTE # A B C D E F G H I J K L M N O P Q 1 Exec./Adm./Mngrl. NON-MIN 9.4% MINORITY 4.0% 2 Faculty N/A N/A 3 Professional/Non-Fac. MINORITY 3.5% NON-MIN 1.8% % * N/A 4 Secretarial/Clerical NON-MIN 1.9% MINORITY 0.0% 5 Techn./Paraprofessional MINORITY 4.8% NON-MIN 1.7% % * N/A 6 Skilled Trades N/A N/A 7 Service/Maintenance NON-MIN 12.5% MINORITY 6.3% TOTAL #REF! IRA WORKSHEET FOR MALE VS FEMALE % OF TERMINATION February 11, 2015 JOB *IRA LESS THAN 0.8 AND AREAS/ RATE FOR RATE FOR OVER ONLY IF IRA UNDER 0.8 DIF >=1 PERSON FISHER TEST CATEGORY ALL STD ** IRA LESS THAN 0.8 AND FISHER'S FISHER TEST RESULT UNFAV. GROUP FAV. GROUP EXPECT ACTL DIF female incumb female terminated male incumb male terminated IRA RATE DEV STD DEV>=2 VALUE NOTE # A B C D E F G H I J K L M N O P Q 1 Exec./Adm./Mngrl. MALE 7.6% FEMALE 7.0% 2 Faculty N/A N/A 3 Professional/Non-Fac. FEMALE 3.5% MALE 2.0% % * N/A 4 Secretarial/Clerical FEMALE 0.9% MALE 0.0% % * N/A 5 Techn./Paraprofessional FEMALE 4.3% MALE 2.6% % * N/A 6 Skilled Trades N/A N/A 7 Service/Maintenance FEMALE 50.0% MALE 2.8% % * ** TOTAL SIGNIF. DIFF. 49

51 D. ORGANIZATIONAL CHART INSIDE COVER - A written copy of this Affirmative Action Plan is available for inspection by any employee or applicant for employment, during normal business hours, in the Office of Recruitment and Diversity, 205 E. 42 nd Street, Floor 10, New York, New York Interested persons should contact Michael J. Valente, Esq. Chief Diversity Officer, or Michael.Valente@cuny.edu. (Rev. 2/2015) 50

52 51