North Carolina Office of State Human Resources Annual Report on State Government Equal Employment Opportunity

Transcription

1 North Carolina Office of State Human Resources 2014 Annual Report on State Government Equal Employment Opportunity C. Neal Alexander, Jr. State Human Resources Director November 2015 i

2 Table of Contents Executive Summary Demographic Snapshot Workforce Representation Standard Occupational Classification New Hires Compensation Equal Employment Opportunity Plans i iii iv vi viii ix xiv ii

3 State Human Resources Act (SHRA) Employee Demographic Snap-Shot (as of December 31) Employees Number/Percent of Employees 2014 Number/Percent of Employees 2013 Total # of Employees 85,224 86,451 Agencies 63,498 (75%) 64,673 (75%) Universities 21,726 (25%) 21,778 (25%) Average Annual Salary $43,965 $42,371 Average Age Age Less than 20 Age Age Age Age Age 60+ Education Levels Less Than High School High School + Associate Degree Bachelor Degree Masters Degree or Greater Unknown Gender Male Female 0.04% 10% 20% 28% 31% 11% 2% 40% 11% 26% 10% 11% 51% 49% 0.04% 9% 20% 30% 30% 11% 2% 42% 11% 25% 9% 11% 50% 49% Race/Ethnicity Male Female Male Female Hispanic Male Hispanic Female Asian Male Asian Female American Indian Male American Indian Female Ethnicity Unknown 36% 28% 11% 19% 0.8% 0.8% 0.9% 1.1% 0.8% 0.6% 1.2% % are rounded 36% 28% 11% 18% 0.7% 0.7% 0.9% 1.1% 0.7% 0.6% 1.2% % are rounded iii

4 Workforce Representation: The State of North Carolina reported 85,224 full-time, permanent SHRA employees as of December 31, This represents a decrease of 1,227 (-1.4%) since For statistical purposes, employees reporting ethnicity unknown have been included in the overall total since Workforce Agency 24, % University 6, % TOTAL 30, % Previous 30,985 Total % Previous 31,784 Total % Previous 31,851 Total % 16, % 7, % 23, % 24, % 25, % 25, % 7, % 2, % 9, % 9, % 10, % 10, % 12, % 3, % 15, % 15, % 15, % 16, % 1, % % 2, % 2, % 2, % 2, % 1, % % 2, % 2, % 2, % 1, % Eth. Unk % % 1, % 1, % % Disabled TOTAL 63, , ,224 1,053 86,451 1,158 87,965 1,237 87,735 Total State Representation by Demographic Group (2000 and 2014) iv

5 North Carolina State Government cabinet and council of state agencies employed 63,498 employees as of December 31, This accounted for 75% of the total 86,451 employees. North Carolina State Government universities employed 21,726 employees as of December 31, This accounted for 25% of the total 85,224 employees. The employees labeled as other minority males and other minority females include Hispanic, American Indian and Asian employees. Overall, these employees represented 5.1% of the entire workforce or 4,308 employees (an increase of 41 since 2013). Asian employees represented the largest other minority group within the agency and university workforce. Specifically, these groups represented the following: Workforce Hispanic Agency % University % TOTAL % Previous 644 Total % Previous 627 Total % Hispanic % % % % % Asian % % % % % Asian % % % % % American Indian % % % % % American Indian % % % % % TOTAL 2,684 1,624 4,308 4,267 4,249 Total Representation of Groups in Detail (2000 & 2014) Hispanic Hispanic Asian Asian American Indian American Indian v

6 Number of SPA Employees The following chart details the change in total workforce representation since Beginning in 2003 through 2008, the trend line for state employment indicates a basic pattern of increasing numbers of SPA employees in both the agency and university workforces. With the exception of the agency workforce in 2005, all points on the line indicate an increase in employees through In 2009 through 2011, the State of North Carolina experienced an economic crisis that resulted in a hiring freeze as well as a reduction-in-force throughout state government. As a result, both the agency and university workforce totals decreased. The impact of the reduction in the number of agency and university employees was a corresponding reduction in the total number of employees. In 2014, the employment figures decreased for both agency and university workforces, causing a corresponding decrease in the overall workforce representation level. Workforce Representation ( ) 100,000 90,000 80,000 70,000 60,000 50,000 40,000 30,000 20,000 10, ,690 86,110 86,504 88,917 90,894 93,542 91,543 90,950 87,735 87,965 86,451 85,224 64,565 65,764 65,475 67,667 68,951 70,823 69,185 68,646 66,237 66,130 64,673 63,498 20,125 20,346 21,029 21,550 21,942 22,719 22,358 22,304 21,498 21,835 21,778 21, Year University Agency TOTAL Standard Occupational Classification: The 2010 Standard Occupational Classification (SOC) system is used by Federal and state statistical agencies to classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data. All workers are classified into one of 840 detailed occupations. Data for the State of North Carolina is presented in eight broad groupings. vi

7 Category Employees by SOC Category (12/31/14) UNK Total Percent of Grand Total Officials & Admin. Agency , % 47.0% 33.1% 5.2% 10.0% 2.0% 1.2% 1.3% University % 53.4% 16.9% 11.8% 10.7% 3.4% 2.3% 1.7% Management Related Agency 1,458 1, , , % 29.4% 36.3% 8.2% 20.6% 1.4% 2.4% 1.7% University , % 20.6% 52.1% 3.2% 18.3% 0.9% 2.9% 2.1% Professional Agency 5,785 6,540 1,502 3, , % 31.8% 36.0% 8.3% 17.9% 2.7% 2.7% 0.6% University 1,634 1, , % 41.6% 33.3% 6.4% 8.0% 3.9% 4.2% 2.5% Technicians Agency , % 60.7% 17.6% 9.5% 7.5% 2.4% 1.4% 0.9% University , % 30.2% 40.6% 6.4% 10.1% 3.2% 8.1% 1.4% Admin. Support Agency 682 3, , , % 8.8% 51.1% 4.3% 31.1% 0.6% 2.8% 1.3% University 755 3, , , % 10.5% 53.0% 4.0% 25.3% 0.7% 4.3% 2.3% Law Enforcement Agency 6,987 1,230 2,745 2, , % 49.7% 8.8% 19.5% 16.5% 3.6% 1.3% 0.3% University % 50.6% 9.9% 21.3% 9.5% 5.6% 1.1% 2.0% Service Agency 913 1,576 1,299 2, , % 13.3% 23.0% 19.0% 41.7% 0.8% 1.4% 0.7% University , % 20.7% 17.7% 21.6% 21.9% 6.6% 7.8% 3.8% Skilled Craft Agency 6, , , % 77.4% 3.1% 13.2% 1.0% 3.5% 0.2% 1.5% University 1, , % 68.0% 8.2% 14.6% 2.8% 3.6% 1.0% 1.9% vii

8 New Hires: The State of North Carolina hired 6,819 new full-time, permanent SHRA employees during calendar year 2014, an increase of 249 (3.8%) employees from New hires include BEACON codes Z0 New Hire and ZS New Hire Date Adjusted and university equivalents. New Hires Agency 1, % University % TOTAL 1, % Previous 1,949 Total % Previous 2,187 Total % 1, % % 1, % 1, % 2, % % % % % % % % 1, % 1, % 1, % % % % % % % % % % % Ethnicity Unknown % % % % % TOTAL 4,500 2,319 6,819 6,570 7,550 New Hires Hispanic Agency % University % TOTAL % Hispanic % % % Asian % % % Asian % % % American Indian % 9 6.0% % American Indian % % % TOTAL Number of New Hires in State Government 2008 to 2014: Year Number of New Hires Number of Employees Percent of Employees ,133 93, % ,708 91, % ,958 90, % ,957 87, % ,550 87, % ,570 86, % ,819 85, % The highest percentage of new hires was in 2012 (8.6%) with the lowest in 4.1% (2009). viii

9 Compensation: This section of the report analyzes salary distributions in 10 categories ranging from salary grades through 85 and higher, non-graded and t-graded classifications. AGENCY: Overall, employees in salary grade range consisted of the highest level of representation, comprising 26.4% of the workforce. Employees in non-graded (mostly Career-Banded) classifications consisted of the second highest percentage of employees representing 26.1% of the agency workforce. Total Agency Workforce by Salary Grade Range ( ) NOTE: 1. T-grades are assigned specific salary grades, with corresponding minimum and maximum ranges. Demographic Analysis: Although employees of all demographic groups were distributed among each salary grade range, black males and black females represented a significant ix

10 percentage of employees at the lower salary grades. male employees had their highest level of representation in salary range 50-54, the lowest salary ranges in the state compensation structure. female employees had their highest level of representation in salary grades 55-59, the second lowest in the state compensation structure. Overall, total minority representation was concentrated in the lowest salary ranges, as minority employees represented 57.5% of salary grades and 51.2% of salary grades Overall female representation was also concentrated in the lower salary ranges. Female employees represented 75.2% of salary grades and 59.8% of salary grades Percentage of Representation by Salary Grade (Agency) Highest Percentage of Representation 2 nd Highest Percentage of Representation 3 rd Highest Percentage of Representation Male Banded (52.4%) Grades 85+ (47.7%) Flat Rates (46.8%) Female Flat Rates (42.2%) Grades (40.1%) Grades (38.6%) Male Grades (20.3%) Grades (18.7%) Grades (11.8%) Female Grades (37.1%) Grades (32.0) Grades (23.7%) Asian Male Medical Grades (9.3%) Flat Rates (1.6%) Banded (1.8%) Asian Female Medical Grades (4.5%) Flat Rates (1.6%) Grades 85+ (1.3%) Hispanic Male Grades (1.0%) Grades (0.8%) Grades (0.8%) Hispanic Female Grades (1.5%) Medical Grades (0.9%) T Grade (0.8%) American Indian Male Grades (1.5%) Banded (1.1%) Grades (0.9%) American Indian Female Medical Grades (0.9%) Grades (0.8%) Grades (0.6%) Total Grades (57.5%) Grades (51.2%) Grades (46.6%) Total Female Grades (75.2%) Grades (59.8%) Grades (52.7%) x

11 Employees by Grade Range and Demographic Group (Agency) Cal Month/Year DEC 2014 Male Female Male Female Ethnicity Unknown Total TOT MNRT TOT FEM DISB GR , % Represented Average Salary 25,502 25,335 25,689 25,727 24,959 25,564 25,680 25,513 26,173 GR , , ,217 4,211 6, % Represented Average Salary 28,359 30,044 27,889 27,849 28,261 28,971 28,354 29,248 29,874 GR ,926 2,908 3,129 3, ,738 7,807 7, % Represented Average Salary 32,215 33,972 31,791 32,270 31,687 32,424 32,010 32,951 32,720 GR ,243 2,702 1,139 1, ,474 3,416 4, % Represented Average Salary 43,480 40,920 40,731 39,826 36,485 41,707 40,283 40,399 41,052 GR ,164 2, ,515 1,276 2, % Represented Average Salary 53,150 51,267 51,620 50,094 50,637 51,850 50,590 50,893 52,148 GR , % Represented Average Salary 68,461 68,448 68,984 67,751 68,497 68,358 67,981 68,291 68,235 GR % Represented Average Salary 87,594 83,114 82,414 82,042 80,982 85,128 83,015 82,819 89,983 GR % Represented Average Salary 100,935 97, ,509 93, ,094 98,737 94,793 94,124 99,000 T-Grade , % Represented Average Salary 55,639 57,507 47,459 44,235 54,240 52,765 45,576 51,877 36,493 Banded 8,704 3,695 1,488 1, ,597 4,020 5, % Represented Average Salary 52,369 58,617 46,215 53,942 46,781 53,775 50,440 55,703 52,315 NOTE: Due to the inclusion of average salary, other minority males and females did not generate statistically significant percentages due to low levels of representation by salary grade. They are included in the total minority analysis. Also, non-statistically significant salary groupings were excluded from the table. xi

12 Non-Graded/Banded Classifications: The Career-Banded (non-graded) compensation system in the State of North Carolina collapsed existing classifications into broad classifications that are grouped into Job Families as are the graded classifications. The ten Job Families include: 1) Administrative and Managerial 6) Medical and Health 2) Information Technology 7) Institutional Services 3) Law Enforcement and Public Safety 8) Operations and Skilled Trades 4) Information and Education 9) Engineering and Architecture 5) Human Services 10) Natural Resources and Scientific Employees Assigned to Banded Classifications ( ) 20,000 18,000 16,000 14,000 12,000 10,000 8,000 6,000 4,000 2, ,914 13,897 18,458 18,558 17,553 17,632 17, Employees by Demographic Group in Non-Graded Classifications 2011 through 2014 (Agency) W H I T E M A L E S W H I T E F E M A L E S B L A C K M A L E S B L A C K F E M A L E S O T H E R M I N O R I T Y M A L E S O T H E R M I N O R I T Y F E M A L E S xii

13 UNIVERSITY: The university system has fully implemented a Career-Banded compensation system. Because of full implementation, the demographic distribution mirrors that of the overall representation figures for the university system. Competency Levels: In order to provide a more detailed analysis of the salary structure in the university system, the next table provides competency levels by demographic group. Each banded classification is divided into three competency levels (contributing, journey and advanced). Each competency level is associated with a minimum and maximum rate of compensation. Competency Levels by Demographic Group (University) Advanced Level 1,590 1, ,939 Percentage Avg. Market Index* Journey Level 3,3222 4, , ,825 Percentage Avg. Market Index Contributing Level 1,363 1, , ,962 Percentage Avg. Market Index Total 6,275 7,729 2,012 3, ,726 Percentage Avg. Market Index Eth. Uk. Total Average Market Index = relationship of pay to the established market rate. NOTE: Variation in total due to unassigned employees. Average Market Index: At the advanced competency level, while females had the highest market index, while black males and other minority females had the lowest market index. At the journey competency level, white females and black females had the highest average market index, although all the market indexes were plus/minus 4% from one another. At the contributing competency level, all demographic groups maintained an average market index at 100 or above, with the highest market index awarded to employees described as ethnicity unknown. xiii

14 Representation by Competency Level: female employees had the highest level of representation at the advanced, journey and contributing competency levels, and they correspondingly make up the largest percentage of the overall university workforce. When compared to representation levels, white male and white female employees comprised a larger percentage of the advanced and journey competencies levels than their total overall representation levels in the workforce. Comparatively, black male and black female employees had a higher level of representation in the contributing competency level than their total overall representation levels in the workforce. Competency Level by Demographic Group (University) Advanced Journey Contributing Representation Equal Employment Opportunity Plans: EEO PLAN COMPONENTS: Pursuant to G.S , all state agencies and universities are required to submit an Equal Employment Opportunity (EEO) plan to the Office of State Human Resources by March 1st of each year. These plans are to be reviewed for EEO program components which include policy statements, program initiatives as well as a data review. After the plans are reviewed to ensure compliance with established standards, agencies and universities are notified of their approval and a report is submitted to the N.C. State Human Resources Commission detailing the status of all EEO plans. xiv

15 The EEO plans are required to include the following elements: NC Policy Statement Agency or University Policy Statement Responsibility and Accountability Dissemination of EEO Policy and Plan (Internal and External) Workforce Analysis including establishment of Employment Objectives Program Activities o Recruitment o Selection and Hiring o Job Structuring (Optional) o Training and Development (Employee and Management) o Upward Mobility o Performance Appraisal o Transfer and/or Separation o Compensation o Program Evaluation o Harassment Prevention Employment Objective Overview: Agencies: During the 2015 planning cycle, 29 of 29 (100%) of North Carolina state agencies submitted an EEO Plan for review and approval. Of the 29 state agencies submitting EEO Plans, 24 agencies or 82.6% established employment objectives. The agencies that did not establish employment objectives cited concerns related to the Reduction-in-Force (RIF) and limitations on hiring due to budgetary constraints. Overall, these employment objectives were established in all eight of the occupational categories, although not all agencies established objectives in each of the eight occupational categories. During the 2014 EEO planning cycle, 21 out of 27 agencies or 77.7% were able to fully or partially achieve their employment objectives. Universities: During the 2015 planning cycle, all 17 institutions within the University of North Carolina (UNC) system, as well as UNC General Administration (100%), submitted an EEO Plan for review and approval. Of the 18 entities submitting EEO Plans, 17 universities and UNC General Administration or 100% established employment objectives. During the 2014 EEO planning cycle, 9 out of 11 or 81.8% of the universities that set goals within the state s format were able to fully or partially achieve their employment objectives. xv

16 2015 EEO PLAN STATUS: Agency, University, or Board and Commission Approved EEO Plan Agency, University, or Board and Commission Approved EEO Plan Agency, University, or Board and Commission Approved EEO Plan Agencies Agencies, continued Universities, continued Administration Yes State Human Resources Yes UNC-Greensboro Yes Administrative Yes State Treasurer Yes UNC-Pembroke Yes Hearings Agriculture & Yes Transportation Yes UNC-Wilmington Yes Consumer Service Commerce Yes UNC Health Care Yes Western Carolina Yes University Community Colleges Yes Wildlife Resources Yes Winston-Salem State Yes Commission University Cultural Resources Yes Environment and Natural Resources Yes Universities Boards and Commissions Health and Human Yes Appalachian State Yes Board of Cosmetic Arts Yes Services University Insurance Yes East Carolina University Yes Board of Elections Yes Information Yes Elizabeth City State Yes NC Education Lottery Yes Technology Services University Commission Justice Yes Fayetteville State Yes Banking Commission Yes University Labor Yes N.C. School of Science Yes & Math N.C. Housing Finance Yes North Carolina A&T Yes Agency University Public Instruction Yes North Carolina Central Yes University Public Safety Yes North Carolina School Yes of Arts Revenue Yes UNC-Asheville Yes Secretary of State Yes UNC-Chapel Hill Yes State Auditor Yes UNC-Charlotte Yes State Budget and Yes North Carolina State Yes Management University State Controller Yes UNC-General Administration Yes xvi