Affirmative Action Program for Minorities & Women

Transcription

1 Affirmative Action Program for Minorities & Women

2 Affirmative Action Plan for Minorities and Women May, 5 through April 3, 6 Plan Year

3 CONFIDENTIAL, TRADE SECRET, and PRIVATE MATERIAL For the purposes of this report, the term WVSU includes any of its divisions or subsidiaries. This Affirmative Action Plan contains confidential, trade secret, commercial, and private information of WVSU which is protected from disclosure by the Office of Federal Contract Compliance Programs pursuant to the Trade Secrets Act, 8 U.S.C. 95. The release of this information could cause substantial harm to WVSU or its employees within the meaning of the Freedom of Information Act ("FOIA"), 5 U.S.C. 55 (b)(3), (4), and (7) and the Trade Secrets Act. FOIA protects information in this document from mandatory disclosure to FOIA requestors. See, e.g., Chrysler v. Brown, 44 U.S. 8 (979). Furthermore, release of any trade secret, confidential statistical or commercial information would be arbitrary and capricious in violation of the Administrative Procedure Act. See, e.g., CNA Financial Corp. v. Donovan, 83 F.d 3, 44 (D.C. Cir.), cert. denied, 485 U.S. 977 (988).

4 AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN May, 5 through April 3, 6 Plan Year TABLE OF CONTENTS INTRODUCTION... REAFFIRMING COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY... INTERNAL DISSEMINATION OF EEO POLICY... EXTERNAL DISSEMINATION OF EEO POLICY... ESTABLISHMENT OF RESPONSIBILITY FOR IMPLEMENTATION OF THE PLAN... 4 IDENTIFICATION OF AREAS FOR DISCUSSION... 6 NARRATIVE DISCUSSION OF GOALS... 7 DEVELOPMENT & EXECUTION OF ACTION-ORIENTED PROGRAMS... 8 INTERNAL AUDIT AND REPORTING SYSTEM... GUIDELINES FOR PREVENTION OF SEX DISCRIMINATION...

5 Introduction (WVSU) has prepared this Affirmative Action Plan (AAP) for the period of May, 5 through April 3, 6, reaffirming its commitment to the spirit and letter of affirmative action law, including those administered by the U. S. Department of Labor s Office of Federal Contract Compliance Programs (OFCCP). Through the implementation of this AAP WVSU continues its efforts to comply with appropriate government regulations and to make the best possible use of personnel while contributing to the betterment of society and the community. In developing this AAP WVSU recognizes its duty to ensure equal employment opportunity. The following statement of policy reinforces that belief. Reaffirming Commitment to Equal Employment Opportunity In setting forth this AAP WVSU reaffirms its belief in equal employment opportunity for all employees and applicants for employment in all terms and conditions of employment. Dr. Brian O. Hemphill, President of WVSU, designated Joyce Chaney as the Equal Employment Opportunity Administrator (EEO Administrator). Joyce Chaney oversees the AAP development, modification, implementation, and reporting requirements and conducts management updates. The EEO Administrator also analyzes WVSU's selection process in order to further the principles of equal employment opportunity. As part of WVSU's commitment to this overall process, it will seek to ensure affirmative action to provide equality of opportunity in all aspects of employment, and that all personnel activities, such as the recruitment, selection, training, compensation, benefits, discipline, promotion, transfer, layoff and termination processes remain free of illegal discrimination and harassment based upon race, color, religion, sex and national origin. Regular review by WVSU, as described in this AAP, helps to ensure compliance with this policy.

6 Internal Dissemination of EEO Policy 4 C.F.R WVSU posts copies of the equal employment opportunity notices that comply with 4 C.F.R. 6-.4(a) in conspicuous places (including, where applicable, electronic websites) available to employees, applicants for employment, and (if applicable) representatives of each labor union or other organization representing its employees with which WVSU has a collective-bargaining agreement or other contract or understanding. The following exemplify the methods and locations WVSU may use in its ongoing efforts to ensure continuing dissemination of its policy and AAP, although WVSU may not always use each or any of the below methods, and it may use other methods not listed below:. Internal employee manuals contain the policy statement.. The policy statement is posted on bulletin boards accessible to employees. 3. Publicizes the policy in WVSU s newspaper, magazine, annual report and other media; 4. Orientation meetings for new employees and in-house employment-related training include references to WVSU's policy. 5. WVSU publications, if any, including those with photographs, generally feature individuals of diverse gender, race, color, sexual orientation, gender identity, and national origin, where feasible. 6. Pertinent portions of WVSU s Affirmative Action Plan are available during regular business hours for inspection by employees and applicants for employment. External Dissemination of EEO Policy 4 C.F.R. 6-.4; 4 C.F.R In solicitations or advertisements for employees placed by or on its behalf, WVSU complies with at least one of the following methods regarding the dissemination of its equal employment opportunity clause: a. WVSU states expressly in the solicitations or advertising that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin. 4 C.F.R. 6-.4(a). b. WVSU uses display or other advertising that includes an appropriate insignia prescribed by the Deputy Assistant Secretary, subject to the provisions of 8 U.S.C C.F.R. 6-.4(b).

7 c. WVSU uses a single advertisement, and the advertisement is grouped with other advertisements under a caption which clearly states that all employers in the group assure all qualified applicants equal consideration for employment without regard to race, color, religion, sex, sexual orientation, or national origin. 4 C.F.R..4(c). d. WVSU uses a single advertisement in which appears in clearly-distinguishable type the phrase an equal employment opportunity employer. 4 C.F.R..4(d). When pictures are included in these media, where feasible, efforts will be made to include pictures of individuals of diverse gender, race, sexual orientation, gender identity, and national origin.. The following exemplify the methods and locations WVSU may use in its ongoing efforts to ensure continuing dissemination of its policy and AAP, although WVSU may not always use all of the below methods, and it may use other methods not listed below: a. WVSU notifies subcontractors, suppliers and vendors of the policy about both its obligations to equal employment opportunity and about WVSU s AAP. b. WVSU advises recruitment sources, minority and female organizations, community agencies, leaders, secondary schools and colleges annually in writing of its commitment to this policy and AAP. WVSU informs these sources that job applicants will be treated fairly without regard to their race, color, religion, sex, sexual orientation, gender identity, and national origin. c. WVSU communicates with the state employment security office in writing regarding the policy. d. WVSU advises prospective employees of the existence of the AAP and makes pertinent portions of it available upon request, during regular business hours. 3. In addition, WVSU incorporates by reference the equal employment opportunity and affirmative action clauses into each of its covered Government contracts and subcontracts, including Government bills of lading, transportation requests, contracts for deposit of Government funds, and contracts for issuing and paying U.S. savings bonds and notes and such other contracts and subcontracts as required by law, purchase orders, lease agreements, Government contracts, and other covered contracts (and modifications thereof if not included in the original contract) in accordance with 4. C.F.R (a) (c) (unless exempted under 4 C.F.R. 6-.5). 3

8 Establishment of Responsibility for Implementation of the AAP 4 C.F.R. 6-.7(a) A. Identification and Responsibilities of EEO/AA Administrator Overall responsibility for WVSU's AAP rests with the EEO Administrator, Joyce Chaney. Joyce Chaney ensures that the AAP complies with all applicable laws, orders and regulations, including but not limited to, Executive Orders 46, 3496, and their progeny. Specifically, Joyce Chaney or the designated representative's duties include:. Developing, maintaining and, where appropriate, modifying WVSU's AAP to ensure compliance with the EEO/AA law.. Developing and, where appropriate, modifying procedures for effectively communicating the AAP and its elements both internally and externally. 3. Advising management on EEO/AA progress, reporting potential EEO/AA problem areas, and assisting management in finding equitable solutions, where feasible, to any identifiable EEO/AA problem areas. 4. Evaluating the effectiveness of WVSU's AAP on a regular basis, and reporting to management. 5. Designing, implementing, and overseeing audit and reporting systems that periodically measures the effectiveness of the total affirmative action program. 4 C.F.R (d) ()-(4), identifying need for remedial action, and determining the degree to which objectives have been achieved. 6. Acting as University representative and liaison with any government agencies regarding this AAP. 7. Monitoring University policies and procedures with regard to terms and conditions of employment to attempt to ensure compliance with affirmative action obligations. 8. Auditing the content of WVSU s bulletin board and electronic policies, as appropriate, to ensure compliance information is posted and up to date. 9. Keeping management up to date on the latest developments in the areas of EEO and affirmative action.. Serving as a liaison between WVSU and organizations, such as minority organizations and women's organizations.. When necessary, developing sales and management training programs to increase protectedgroup participation.. Assisting in the investigation, handling and disposition of employee harassment and discrimination complaints. 4

9 3. Discussing EEO/AA policies with all personnel, including management, to ensure that WVSU's policies and the need for their support are understood at all levels. 4. Reviewing WVSU's AAP for qualified women and minorities with all managers and supervisors to ensure the policy is understood and followed in all personnel actions. 5. Conducting periodic reviews of offices to ensure compliance in the areas of proper display of posters and notices, comparable facilities for both sexes, and opportunity for participation in University-sponsored recreational, educational and social activities. 6. Auditing training programs, hiring, and promotion patterns. B. Management Responsibilities Line and upper management share responsibility for the AAP, including but not limited to the following:. Assisting in auditing AAP progress, including identifying problem areas, formulating solutions, establishing appropriate goals, and developing necessary training programs.. Reviewing the qualifications of applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner in hiring, promotion, transfers, and termination actions. 3. Making available career counseling, when appropriate. 4. Reviewing the job performance of each employee to assess whether personnel actions are justified based on the employee and his or her duties. 5. Reviewing position descriptions of the jobs in the manager s area or department to see that they adequately reflect the job to be performed. 6. Assisting subordinates and upper management in the prevention of harassment. 5

10 Identification of Areas for Discussion 4 C.F.R. 6-.7(b) WVSU's commitment to fully implement this policy and AAP include periodic reviews of mission critical workforce factors in a number of ways, including performing an in-depth analysis of its total employment process to determine whether and where impediments to equal employment opportunity exist. These analyses include:. The workforce by organizational unit and job group of minority or female utilization and distribution;. Personnel activity to determine whether there are selection disparities; 3. Compensation systems to determine if there are gender-, race-, or ethnicity-based disparities; 4. Selection, recruitment, referral, and other personnel procedures to determine whether they result in employment or placement disparities of minorities or women; and, 5. Any other areas that might impact the success of the affirmative action program. 4 C.F.R..7 (b)()-(5), including, for example, WVSU s review of: a. The workforce composition by race and sex to compare it to the availability of these groups; b. WVSU's applicant flow compared to the availability for the protected groups; c. A comparison of hires to applicants pertaining to minorities and women; d. Compensation system(s) to determine whether there are gender-, race-, or ethnicity-based disparities; e. Selection forms, such as applications for employment, to ensure they comply with federal and state employment laws; f. Processes to ensure there are no artificially-created barriers or restrictive seniority provisions; and, g. Training opportunities to ensure they are available to minorities and women. Identification of problem areas are discussed in the next section titled Narrative Discussion of Goals. 6

11 Narrative Discussion of Goals The plan has 48 employees, including minorities and 6 females. The following goals exist for minorities and/or women: - EXECUTIVE / ADMIN / MANAGERIAL - This group consists of 6 employees, of whom are minorities and 3 are females. There is no underutilization present at this time for minorities or females. - PROFESSORS - This group consists of 8 employees, of whom 33 are minorities and 55 are females. There is no underutilization present at this time for minorities or females. A - INSTRUCTORS/LECTURERS - This group consists of 6 employees, of whom 6 are minorities and 64 are females. There is a goal of 4.4% for minorities, but there is no underutilization present at this time for females. 3 - PROFESSIONAL NON-FACULTY - This group consists of 45 employees, of whom 4 are minorities and 3 are females. There is no underutilization present at this time for minorities or females. 4 - CLERICAL / SECRETARIAL - This group consists of employees, of whom are minorities and are females. There is no underutilization present at this time for minorities or females. 5 - TECHNICAL / PARAPROFESSIONAL - This group consists of 7 employees, of whom 3 are minorities and are females. There is no underutilization present at this time for minorities or females. 7 - SERVICE / MAINTENANCE - This group consists of 3 employees, of whom 3 are minorities and is a female. There is no underutilization present at this time for minorities, but there is a goal of 9.3% for females. WVSU will use alternate recruitment sources when necessary to attract more qualified external applicants. In those instances where statistical adverse impact is indicated, WVSU will take action as outlined in the Action- Oriented Programs Section to monitor and eliminate any problem areas, as well as other similar actions. 7

12 Development & Execution of Action-Oriented Programs 4 C.F.R. 6-.7(c) WVSU has instituted action-oriented programs designed to eliminate any problem areas, should they exist, in accordance with 6-.7(b), and to help achieve specific affirmative action goals. WVSU also makes a goodfaith effort to remove identified barriers, expand employment opportunities, and produce measurable results. These programs may include items such as:. Conducting periodic reviews of job descriptions attempting to ensure they accurately reflect jobrelated duties and responsibilities.. Annually reviewing job qualifications by department and job title for job-relatedness, and using job performance criteria. 3. Making job descriptions and qualifications available to recruiting sources and to all members of management involved in the recruiting, screening, selection, and promotion processes. 4. Making good-faith efforts to select the most qualified candidates. WVSU recognizes the duty, should the need arise, to make good faith efforts to remedy any statistically significant underutilization of minorities and women. Accordingly, WVSU commits to evaluating the total selection process to ensure decisions are made in a nondiscriminatory manner through: a. Reviewing the job applications and other pre-employment forms to ensure information requested is job-related; b. Evaluating selection methods that may have a disparate impact to ensure that they are job-related and consistent with business necessity; c. Providing assistance, such as training and guidance on proper interviewing techniques and EEO training, to employees, management, and supervisory staff, including, but not limited to, those who are involved in the recruitment, selection, discipline and other related processes, so that personnel actions remain neutral to race, color, religion, sex, sexual orientation, gender identity, and national origin; and d. Reviewing selection techniques and employment standards. 5. WVSU employs appropriate methods to attempt to improve recruitment and increase the flow of qualified minorities and women applicants in its recruiting process, including a number of the following actions: a. Including the phrase, Equal Opportunity/Affirmative Action Employer in printed employment advertisements; b. Placing help-wanted advertisements, when appropriate, in local minority news media and women s interest media; 8

13 c. Disseminating information on job opportunities to organizations representing minorities, women, and employment development agencies when job opportunities occur; d. Encouraging all employees to refer qualified applicants; e. Actively recruiting in secondary schools, junior colleges, colleges and universities with predominantly minority or female enrollments where underutilization exists in such areas, and f. Requesting employment agencies to refer qualified minorities and women. g. WVSU considers using special employment programs designed to deal with underutilization. Business conditions and other feasibility matters remain the key factor in any decision to develop/implement such programs. h. Whenever feasible and appropriate, WVSU participates in job fairs, career days, youthmotivation programs and other programs that foster exposure for qualified minorities and women. i. WVSU encourages minorities and women to participate in University-sponsored activities and programs. j. WVSU utilizes various community organizations and schools as referral sources. 6. WVSU reviews promotion criteria and procedures so that job qualifications form the basis for the promotional decisions without regard to race, color, sex, religion, sexual orientation, gender identity, or national origin. WVSU monitors promotion rates for minorities and women and, when necessary, may employ one or more of the following procedures: a. Maintaining an inventory of current minority and women employees to determine special job-related talents, skills and experience. b. Providing job training, job-related courses or certificate programs. c. Reviewing work specifications and job qualifications to ensure job-relatedness. d. Reviewing promotion decisions for possible impact on women or minorities. e. Conducting career counseling, where appropriate, during performance evaluations. f. Informing employees about educational programs and other opportunities available to improve their employment prospects. g. Reviewing seniority practices for possible impact on women and minorities. h. Reviewing University-sponsored social and recreational activities to ensure nondiscriminatory participation and availability. 9

14 i. Ensuring that all employees are given equal opportunity for promotion. This is achieved by:. Generally posting or otherwise announcing most promotional opportunities.. Offering counseling to assist employees in identifying promotional opportunities, training and educational programs to enhance promotions and opportunities for job rotation or transfer; and 3. Evaluating job requirements for promotion. Internal Audit and Reporting System 4 C.F.R. 6-.7(d). Joyce Chaney, WVSU's EEO/AA Administrator, maintains an internal audit system to attempt to oversee WVSU's Affirmative Action Plan and assess progress. The EEO Administrator is responsible for ensuring that the formal AAP documents are developed and prepared and for the effective AAP implementation; however, responsibility is likewise vested with each department manager and supervisor, depending upon the specific responsibility. The audit system is designed and implemented to measure the effectiveness of the total affirmative action program [4 C.F.R..7 (d)()-(4)], including: a. Monitoring records of all personnel activity, including: referrals, placements, transfers, promotions, terminations, and compensation, at all levels, to ensure the nondiscriminatory policy is carried out, b. Requiring internal reporting on a scheduled basis as to the degree to which equal employment opportunity and organizational objectives are attained, c. Reviewing reports at all levels of management; and d. Advising top management of the program s effectiveness and submitting recommendations to improve unsatisfactory performance. 4 C.F.R..7 (d)()-(4).. WVSU reviews various employment decisions, such as job referrals, hiring decisions, transfers, promotions, and terminations. WVSU maintains summary data where necessary and feasible, and conducts regular reviews at least annually. 3. There is no "de facto" (in practice without being officially established) segregation. Further, WVSU ensures that facilities, as broadly defined in 4 C.F.R. 6-.8, provided for employees are provided in such a manner that segregation on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin cannot result, provided that separate or single-user restrooms and necessary dressing or sleeping areas shall be provided to ensure privacy between the sexes.

15 4. WVSU complies with required records retention provisions set forth in 4 C.F.R. 6-. and elsewhere in the applicable OFCCP regulations, and maintains a) employment applications (generally for two years); b) summary data of applicant flow by identifying, at least, total applicants, total minority applicants, and total female applicants, where necessary and feasible, and conducts regular reviews at least annually; c) applicant flow showing the name, race, sex, date of application, job title, interview status, and the action taken for all individuals applying for job opportunities, and the relevant applicant/hire decisions; d) summary data of external job offers and hires, promotions, resignations, terminations, and layoffs by job group and by sex and minority group identification; e) and records pertaining to its compensation system. 5. Provide needed reports to managers and supervisors regarding the results of the audit as well as WVSU's overall progress in the area of EEO/AA. Any recommended actions should be made as well. Reports shall be made to senior management on at least an annual basis. Guidelines for Prevention of Sex Discrimination 4 C.F.R. 6-. et seq. WVSU supports the promotion and ensuring of equal employment opportunity of its employees and applicants without regard to sex, and endorses and complies with the following policy statements.. WVSU employment advertisements do not express a sex preference nor does WVSU place advertisements in columns designated "males" or "females", unless sex is a bona fide occupation obligation. 4 C.F.R. 6-.(a).. Employees of both sexes at WVSU shall have an equal opportunity to any available job that he or she is qualified to perform, unless sex is a bona fide occupation obligation. 4 C.F.R WVSU maintains gender-neutral personnel policies that expressly indicate that there shall be no gender discrimination against employees. The terms and conditions of any written collective bargaining agreements shall not be inconsistent with these guidelines. 4 C.F.R. 6-.3(a). 4. WVSU makes no distinction based upon sex in employment opportunities, wages, hours, or other conditions of employment. 4 C.F.R 6-.3(c). 5. WVSU will not make any distinction between married and unmarried persons of one sex that is not made between married and unmarried persons of the opposite sex, or deny employment to women with young children unless it has the same exclusionary policies for men, or terminate the employment of an employee of one sex in a job classification upon reaching a certain age unless the same rule is applicable to members of the opposite sex. 4 C.F.R. 6..3(d). 6. WVSU has policies and practices to ensure appropriate physical facilities to both sexes. 4 C.F.R. 6-.3(e).

16 7. WVSU will not deny a female employee the right to any job she is qualified to perform in reliance on a State protective law regarding, for example, prohibiting women from performing work such as a bartender, or for working at jobs requiring more than a certain number of hours or lifting above a certain weight. 4 C.F.R. 6-.3(f). 8. WVSU endorses and complies with the 978 Pregnancy Discrimination Act, as it amended Title VII of the Civil Rights Act of 964. WVSU applies any leave of absence policy uniformly, regardless of sex. 4 C.F.R. 6-.3(g). 9. WVSU must not specify any differences for male and female employees on the basis of sex in either mandatory or optional retirement age. 4 C.F.R. 6-.3(h).. WVSU's seniority lines and lists must not be based on sex. 4 C.F.R WVSU's wage schedules are not related to or based on the sex of an employee. 4 C.F.R. 6-.5(a). Further, WVSU does not discriminatorily restrict one sex to certain job classifications, and instead must take steps to make jobs available to all qualified employees in all classifications without regard to sex. 4 C.F.R. 6-.5(b).. When appropriate, WVSU makes affirmative efforts to increase the number and percentage of women in the workforce, including, but not limited to the following: a. WVSU recruits women and encourages existing women employees to apply for positions historically labeled by society as "traditionally male". b. WVSU guarantees equal, gender-neutral access to training and tuition reimbursement programs, including management training, and other types of workplace training programs. c. WVSU informs management of its affirmative action responsibilities. 4 C.F.R 6-.6.

17 Policy with Respect to Religion/National Origin 4 C.F.R et seq. Pursuant to the guidelines prohibiting discrimination on the basis of religion or national origin, 4 C.F.R. 6-5., et seq., WVSU hereby reaffirms that it does not discriminate against employees, or applicants for employment, because of religion or national origin. WVSU takes affirmative action to seek to ensure that employees or applicants for employment are treated without regard to their religion or national origin in all aspects of the terms and conditions of employment, such as upgrading, demotion, transfer, recruitment, recruitment advertising, layoff, termination, rates of pay (or other forms of compensation), and selection for training. WVSU has reviewed its employment practices and determined that its employees, including those who belong to religious or ethnic groups, have received fair consideration for job opportunities. Based upon its review, and depending upon the circumstances, WVSU will undertake appropriate actions, which may include one or more of the following activities:. Issuing a policy directive to employees reaffirming the WVSU s obligation to provide equal employment opportunity without regard to religion or national origin. This policy will be communicated in such a manner as to foster understanding, acceptance, and support among executives, managers, supervisors, and other employees, and to encourage such persons to take the necessary action to aid WVSU in meeting its obligations.. Developing internal procedures to seek to ensure that WVSU s obligation to provide equal employment opportunity, without regard to religion or national origin, is being fully implemented. Specifically, employment activities are reviewed by the EEO Administrator. 3. Informing management annually of its commitment to equal employment opportunity, without regard to religion or national origin. 4. Enlisting the assistance and support of recruitment sources for this commitment. WVSU acknowledges its responsibility to make reasonable accommodations for the religious observances and practices of its existing or prospective employees under the terms of Title VII of the Civil Rights Act of 964. An accommodation for religious purposes will be denied should WVSU determine that it would have to suffer undue hardship. During this accommodation evaluation, the following factors will continue to be considered by WVSU:. Business necessity;. Financial costs and expenses; and 3. Resulting personnel problems.

18 Workforce Analysis Contractors and subcontractors are required to include in their AAPs an organizational profile of their workforce using either a workforce analysis or organizational display that provides detailed data reflecting staffing patterns within the establishment. 4 C.F.R An organizational profile shows the staffing pattern within a contractor s establishment. This profile assists an employer in identifying where, in the workforce of its site which is the subject of this AAP, women or minorities are underrepresented or concentrated. A workforce analysis is used in this AAP, which lists each job title from the lowest paid to the highest paid within each department or similar organizational unit.

19 Workforce Analysis Plan Date: 5//5 ADMISSIONS OFFICE Lines of Progression: NO Title ADMISSIONS ASSISTANT III ACADEMIC PROGRAM ASSISTANT III ACADEMIC PROGRAM ASSISTANT III ADMISSIONS COUNSELOR DIRECTOR - ADMISSIONS EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority 4 Summary of ADMISSIONS OFFICE

20 Workforce Analysis Plan Date: 5//5 ADVANCEMENT DEPARTMENT Lines of Progression: NO Title INTERIM DIRECTOR - ADVANCEMENT SERVICES DIRECTOR - DEVELOPMENT EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ADVANCEMENT DEPARTMENT

21 Workforce Analysis Plan Date: 5//5 ALUMNI AFFAIRS Lines of Progression: NO Title ALUMNI SPECIALIST DIRECTOR - ALUMNI RELATIONS EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ALUMNI AFFAIRS

22 Workforce Analysis Plan Date: 5//5 ART DEPT Lines of Progression: NO Title INSTRUCTOR - ART INSTRUCTOR - DANCE INSTRUCTOR - ART PROFESSOR - ART EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ART DEPT 8 8

23 Workforce Analysis Plan Date: 5//5 ATHLETIC TRAINING Lines of Progression: NO Title ATHLETIC TRAINER EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ATHLETIC TRAINING

24 Workforce Analysis Plan Date: 5//5 ATHLETICS - ADMINISTRATIVE Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR DIRECTOR - ATHLETICS / HEAD COACH - BASEBALL EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ATHLETICS - ADMINISTRATIVE

25 Workforce Analysis Plan Date: 5//5 BASKETBALL - MEN Lines of Progression: NO Title INTERIM ASSISTANT COACH - BASKETBALL HEAD COACH - BASKETBALL EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BASKETBALL - MEN

26 Workforce Analysis Plan Date: 5//5 BASKETBALL - WOMEN Lines of Progression: NO Title INTERIM ASSISTANT COACH - WOMENS BASKETBALL HEAD COACH - WOMENS BASKETBALL EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BASKETBALL - WOMEN

27 Workforce Analysis Plan Date: 5//5 BIOLOGY DEPT Lines of Progression: NO Title GRADUATE ASSISTANT - BIOLOGY ACADEMIC LAB MANAGER III INSTRUCTOR - BIOLOGY ASSISTANT PROFESSOR - BIOLOGY ASSOCIATE PROFESSOR - BIOLOGY PROFESSOR - BIOLOGY EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BIOLOGY DEPT

28 Workforce Analysis Plan Date: 5//5 BLDG & EQUIPMENT MAINTENANCE Lines of Progression: NO Title TRADES SPECIALIST I TRADES SPECIALIST TRADES SPECIALIST - LEAD EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BLDG & EQUIPMENT MAINTENANCE 9 8 9

29 Workforce Analysis Plan Date: 5//5 BOOKSTORE Lines of Progression: NO Title BOOKSTORE ASSISTANT RECEIVING / INVENTORY ASSISTANT LEAD MANAGER - BOOKSTORE II EEO 5 5 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BOOKSTORE 3 3 3

30 Workforce Analysis Plan Date: 5//5 BUSINESS ADMINISTRATION DEPT Lines of Progression: NO Title INSTRUCTOR - BUSINESS ADMIN PART-TIME INSTRUCTOR - BUSINESS ADMIN PART-TIME INSTRUCTOR - BUSINESS ADMIN INSTRUCTOR - BUSINESS ADMIN ASSISTANT PROFESSOR - BUSINESS ADMIN ASSOCIATE PROFESSOR - BUSINESS ADMIN PROFESSOR - BUSINESS ADMIN EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of BUSINESS ADMINISTRATION DEPT 4 4 3

31 Workforce Analysis Plan Date: 5//5 CAPITAL CENTER MANAGEMENT Lines of Progression: NO Title ACADEMIC PROGRAM ASSISTANT I TRADES SPECIALIST EEO 5 7 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of CAPITAL CENTER MANAGEMENT

32 Workforce Analysis Plan Date: 5//5 CAREER SERVICES & CO OP EDUCATION Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR ADMINISTRATIVE ASSOCIATE ACADEMIC PROGRAM ADMINISTRATOR - SENIOR EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of CAREER SERVICES & CO OP EDUCATION 3 3

33 Workforce Analysis Plan Date: 5//5 CASHIERS' OFFICE Lines of Progression: NO Title CONTROLLER OF FISCAL AFFAIRS ACCOUNTANT EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of CASHIERS' OFFICE

34 Workforce Analysis Plan Date: 5//5 CHEMISTRY DEPT Lines of Progression: NO Title ACADEMIC LAB MANAGER III PART-TIME INSTRUCTOR - ENGINEERING INSTRUCTOR - CHEMISTRY ASSISTANT PROFESSOR - CHEMISTRY ASSOCIATE PROFESSOR - CHEMISTRY PROFESSOR - CHEMISTRY EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 Summary of CHEMISTRY DEPT

35 Workforce Analysis Plan Date: 5//5 COLL OF BUSINESS & SOC SCIENCE Lines of Progression: NO Title ACADEMIC PROGRAM ASSOCIATE PART-TIME INSTRUCTOR - SOCIAL WORK DEAN - COLL OF BUSINESS & SOCIAL SCIENCES EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COLL OF BUSINESS & SOC SCIENCE 3

36 Workforce Analysis Plan Date: 5//5 COLL OF NATRL SCIENCE & MATH - DEAN Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR ACADEMIC PROGRAM ASSOCIATE ASSOCIATE PROFESSOR - MATHEMATICS EEO 4 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COLL OF NATRL SCIENCE & MATH - DEAN 3

37 Workforce Analysis Plan Date: 5//5 COLL OF PROFESSIONAL STUDIES - DEAN Lines of Progression: NO Title ACADEMIC PROGRAM ASSOCIATE INSTRUCTOR - GENERAL EDUCATION INSTRUCTOR - PROFESSIONAL STUDIES INTERIM DEAN / ASSOC PROF - EDUCATION EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COLL OF PROFESSIONAL STUDIES - DEAN 4 3 3

38 Workforce Analysis Plan Date: 5//5 COLLEGE OF ARTS & HUMANITIES - DEAN Lines of Progression: NO Title OFFICE ADMINISTRATOR DEAN OF THE COLLEGE OF ARTS & HUMANITIES EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COLLEGE OF ARTS & HUMANITIES - DEAN

39 Workforce Analysis Plan Date: 5//5 COMMUNICATIONS DEPT Lines of Progression: NO Title ADJUNCT FACULTY COMMUNICATIONS INSTRUCTOR EARLY ENROLLMENT COMMUNICATIONS TEACHING ASSISTANT ACADEMIC PROGRAM ASSOCIATE SUPERVISOR - THEATER FACILITY GRADUATE ASSISTANT - COMMUNICATIONS INSTRUCTOR - COMMUNICATIONS INSTRUCTOR - ART ASSISTANT PROFESSOR - COMMUNICATIONS ASSOCIATE PROFESSOR - COMMUNICATIONS PROFESSOR - COMMUNICATIONS EEO 3 5 Native Two or Black Hispanic Asian Hawaiian Indian More Minority

40 Workforce Analysis Plan Date: 5//5 COMMUNICATIONS DEPT Lines of Progression: NO Title EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COMMUNICATIONS DEPT

41 Workforce Analysis Plan Date: 5//5 COORDINATOR - RBA DEGREE PRGRM Lines of Progression: NO Title ADJUNCT INSTRUCTOR COMMUNICATIONS ASSISTANT PROFESSOR - COMMUNICATIONS EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COORDINATOR - RBA DEGREE PRGRM

42 Workforce Analysis Plan Date: 5//5 COPY SERVICES Lines of Progression: NO Title MAIL / DUPLICATION SERVICES SPECIALIST MANAGER - COPY CENTER EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COPY SERVICES

43 Workforce Analysis Plan Date: 5//5 COUNSELING ACAD SUPP SERV CASS Lines of Progression: NO Title COUNSELOR II MENTAL HEALTH SPECIALIST EEO 3 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of COUNSELING ACAD SUPP SERV CASS 3 3 3

44 Workforce Analysis Plan Date: 5//5 CRIMINAL JUSTICE DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR HHP INSTRUCTOR - CRIMINAL JUSTICE INSTRUCTOR - ART INSTRUCTOR - EARLY ENROLL CRIM JUSTICE PART-TIME INSTRUCTOR - CRIM JUSTICE PART-TIME INSTRUCTOR - COMM / PSYCH ASSISTANT PROFESSOR - CRIMINAL JUSTICE ASSOCIATE PROFESSOR - CRIMINAL JUSTICE EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of CRIMINAL JUSTICE DEPT

45 Workforce Analysis Plan Date: 5//5 CUSTODIAL SERVICES Lines of Progression: NO Title HOUSEKEEPER LANDSCAPER WORKER EEO 7 7 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of CUSTODIAL SERVICES

46 Workforce Analysis Plan Date: 5//5 DAVIS AND FERRELL THEATER REPAIRS Lines of Progression: NO Title PROGRAM COORDINATOR - SENIOR EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of DAVIS AND FERRELL THEATER REPAIRS

47 Workforce Analysis Plan Date: 5//5 EDUCATION DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR EDUCATION INSTRUCTOR - EDUCATION INSTRUCTOR INSTRUCTOR - EARLY ENROLL EDUC PART-TIME INSTRUCTOR - EDUCATION SUPERVISOR - STUDENT TEACHING INSTRUCTOR - EDUCATION ASSISTANT PROFESSOR - EDUCATION PROFESSOR - EDUCATION ASSOCIATE PROFESSOR - EDUCATION MANAGER - EDUCATIONAL PROGRAMS EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority

48 Workforce Analysis Plan Date: 5//5 EDUCATION DEPT Lines of Progression: NO Title EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of EDUCATION DEPT

49 Workforce Analysis Plan Date: 5//5 ENGLISH AS A SECOND LANGUAGE Lines of Progression: NO Title INSTRUCTOR FOR ESL PROGRAM EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ENGLISH AS A SECOND LANGUAGE

50 Workforce Analysis Plan Date: 5//5 ENGLISH DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR UPWARD BOUND DIRECTOR ESL PROGRAM INSTRUCTOR - EARLY ENROLL ENGL ADMINISTRATIVE SECRETARY - SENIOR INSTRUCTOR - EARLY ENROLL ENGL INSTRUCTOR - ENGLISH ASSISTANT PROFESSOR - ENGLISH ASSOCIATE PROFESSOR - ENGLISH PROFESSOR - ENGLISH ASSISTANT PROFESSOR - ENGLISH EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of ENGLISH DEPT

51 Workforce Analysis Plan Date: 5//5 FISCAL AFFAIRS Lines of Progression: NO Title ACCOUNTANT ACCOUNTING ASSISTANT I ADMINISTRATIVE SECRETARY - SENIOR ACCOUNTING ASSISTANT II PAYROLL REPRESENTATIVE SUPERVISOR - PAYROLL & ACCOUNTING PURCHASING AGENT DIRECTOR - PURCHASING II ACCOUNTANT - SENIOR ACCOUNTANT - SENIOR MANAGER - PAYROLL D EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority

52 Workforce Analysis Plan Date: 5//5 FISCAL AFFAIRS Lines of Progression: NO Title EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of FISCAL AFFAIRS 5 6 4

53 Workforce Analysis Plan Date: 5//5 FOOTBALL - MEN Lines of Progression: NO Title ASSISTANT COACH - FOOTBALL HEAD COACH - FOOTBALL EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 3 Summary of FOOTBALL - MEN 4 3 4

54 Workforce Analysis Plan Date: 5//5 FOREIGN LANGUAGE DEPT Lines of Progression: NO Title INSTRUCTOR - FOREIGN LANGUAGES ASSOCIATE PROFESSOR - FOREIGN LANGUAGES EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of FOREIGN LANGUAGE DEPT 3

55 Workforce Analysis Plan Date: 5//5 GENERAL EDUCATION Lines of Progression: NO Title ADJUNCT INSTRUCTOR GENERAL EDUCATION INSTRUCTOR PART-TIME INSTRUCTOR - FRESHMAN EXPERIENCE INSTRUCTOR - GENERAL EDUCATION ASSISTANT PROFESSOR - INTERNATIONAL STUDIES EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 Summary of GENERAL EDUCATION

56 Workforce Analysis Plan Date: 5//5 HEALTH CENTER Lines of Progression: NO Title LPN PHYSICIAN EEO 5 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of HEALTH CENTER

57 Workforce Analysis Plan Date: 5//5 HISTORY PROGRAM Lines of Progression: NO Title ADJUNCT INSTRUCTOR HISTORY INSTRUCTOR - HISTORY INSTRUCTOR - HISTORY INSTRUCTOR - GEOGRAPHY PART-TIME INSTRUCTOR - HISTORY ASSISTANT PROFESSOR - HISTORY ASSOCIATE PROFESSOR - HISTORY PROFESSOR - HISTORY EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 Summary of HISTORY PROGRAM 9 8

58 Workforce Analysis Plan Date: 5//5 HLTH & HUMAN PERFORMANCE DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR HHP INSTRUCTOR - HLTH & HUMAN PERF ACADEMIC PROGRAM ASSISTANT I PART-TIME INSTRUCTOR - HLTH & HUMAN PERF INSTRUCTOR - HLTH & HUMAN PERF ASSISTANT PROFESSOR - HLTH & HUMAN PERF ASSOCIATE PROFESSOR - HLTH & HUMAN PERF EEO 5 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of HLTH & HUMAN PERFORMANCE DEPT

59 Workforce Analysis Plan Date: 5//5 HUMAN RESOURCES OFFICE Lines of Progression: NO Title HUMAN RESOURCES REPRESENTATIVE DIRECTOR - HUMAN RESOURCES EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of HUMAN RESOURCES OFFICE

60 Workforce Analysis Plan Date: 5//5 INFORMATION TECHNOLOGY IT- ADMINIST Lines of Progression: NO Title IT DATA PROCESSING ANAYLST IT SYSTEMS ADMINISTRATOR DATA NETWORK MANAGER ASSOCIATE DIRECTOR - ENTERPRISE SYSTEMS DIRECTOR - INFORMATION TECHNOLOGY NETWORK DATA SPECIALIST II APPLICATION SYSTEMS ANALYST PROGRAMMER - LEAD EEO 3 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of INFORMATION TECHNOLOGY IT- ADMINIST 7 6 7

61 Workforce Analysis Plan Date: 5//5 LANDSCAPE & GROUNDS MAINTENANCE Lines of Progression: NO Title LANDSCAPE WORKER CERTIFIED SUPERVISOR - GROUNDS EEO 7 7 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of LANDSCAPE & GROUNDS MAINTENANCE

62 Workforce Analysis Plan Date: 5//5 LIBRARY Lines of Progression: NO Title ACADEMIC PROGRAM ASSISTANT III LIBRARY ASSOCIATE OFFICE ADMINISTRATOR LIBRARY FACULTY DIRECTOR - DRAIN JORDAN LIBRARY EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of LIBRARY 8

63 Workforce Analysis Plan Date: 5//5 MAILROOM Lines of Progression: NO Title POSTAL WORKER - LEAD EEO 7 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of MAILROOM

64 Workforce Analysis Plan Date: 5//5 MATHEMATICS DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR COMPUTER SCIENCE EARLY ENROLLMENT ADJUNCT INSTRUCTOR COMPUTER SCIENCE EE ADJUNCT INSTRUCTOR EARLY ENROLLMENT MATH EARLY ENROLLMENT ADJUNCT MATH ADMINISTRATIVE SECRETARY - SENIOR INSTRUCTOR - ART INSTRUCTOR - EARLY ENROLL MATH INSTRUCTOR - MATHEMATICS ASSISTANT PROFESSOR - MATHEMATICS ASSOCIATE PROFESSOR - MATHEMATICS PROFESSOR - MATHEMATICS EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 5 3

65 Workforce Analysis Plan Date: 5//5 MATHEMATICS DEPT Lines of Progression: NO Title EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of MATHEMATICS DEPT

66 Workforce Analysis Plan Date: 5//5 MILITARY SCIENCE DEPT Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of MILITARY SCIENCE DEPT

67 Workforce Analysis Plan Date: 5//5 MUSIC DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR MUSIC INSTRUCTOR - EARLY ENROLL MUSIC INSTRUCTOR - MUSIC PART-TIME INSTRUCTOR - MUSIC INSTRUCTOR - MUSIC ASSISTANT PROFESSOR - MUSIC ASSOCIATE PROFESSOR - MUSIC EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of MUSIC DEPT 8 6 5

68 Workforce Analysis Plan Date: 5//5 OFFICE OF THE PRESIDENT Lines of Progression: NO Title EXECUTIVE SECRETARY - PRESIDENT CHIEF OF STAFF / SPECIAL ASST TO THE PRESIDENT PRESIDENT - WVSU EEO 5 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of OFFICE OF THE PRESIDENT 3

69 Workforce Analysis Plan Date: 5//5 OFFICE OF THE REGISTRAR Lines of Progression: NO Title RECORDS ASSISTANT III DIRECTOR - REGISTRATION & RECORDS EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of OFFICE OF THE REGISTRAR

70 Workforce Analysis Plan Date: 5//5 PHYSICAL FACILITIES Lines of Progression: NO Title SHIPPING & RECEIVING ASSISTANT ADMINISTRATIVE SECRETARY ACADEMIC PROGRAM ASSISTANT I ADMINISTRATIVE SECRETARY - SENIOR OFFICE ADMINISTRATOR DIRECTOR - PHYSICAL FACILITIES EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of PHYSICAL FACILITIES 6 3 4

71 Workforce Analysis Plan Date: 5//5 PHYSICAL FACILITIES SUPPORT SERVICE Lines of Progression: NO Title MANAGER - BUSINESS OPERATIONS EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of PHYSICAL FACILITIES SUPPORT SERVICE

72 Workforce Analysis Plan Date: 5//5 PHYSICS DEPT Lines of Progression: NO Title ADJUNCT INSTRUCTOR ENGINEERING INSTRUCTOR - PHYSICS ASSISTANT PROFESSOR - PHYSICS ASSOCIATE PROFESSOR - PHYSICS EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of PHYSICS DEPT 5 4 5

73 Workforce Analysis Plan Date: 5//5 POLITICAL SCIENCE PROGRAM Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR INSTRUCTOR - POLITICAL SCIENCE PART-TIME INSTRUCTOR - POLITICAL SCIENCE ASSOCIATE PROFESSOR - POLITICAL SCIENCE EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of POLITICAL SCIENCE PROGRAM 3 3 5

74 Workforce Analysis Plan Date: 5//5 PSYCHOLOGY PROGRAM Lines of Progression: NO Title INSTRUCTOR - COMMUNICATIONS INSTRUCTOR - EARLY ENROLL PSYCH INSTRUCTOR - GENERAL EDUCATION INSTRUCTOR - PSYCHOLOGY ASSOCIATE PROFESSOR - PSYCHOLOGY PROFESSOR - PSYCHOLOGY EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 Summary of PSYCHOLOGY PROGRAM

75 Workforce Analysis Plan Date: 5//5 REGIONAL COMM POLICE INST Lines of Progression: NO Title DIRECTOR - RCPI EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of REGIONAL COMM POLICE INST

76 Workforce Analysis Plan Date: 5//5 RESIDENCE LIFE & SERVICES Lines of Progression: NO Title SECURITY GUARD ACADEMIC PROGRAM ASSISTANT II DIRECTOR - RESIDENCE LIFE EEO 7 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of RESIDENCE LIFE & SERVICES 3

77 Workforce Analysis Plan Date: 5//5 SECURITY SERVICE Lines of Progression: NO Title SECURITY GUARD CAMPUS POLICE OFFICER CAMPUS POLICE OFFICER - SUPERVISOR DIRECTOR - LAW ENFORCEMENT CAMPUS POLICE OFFICER - INVESTIGATOR II CAMPUS POLICE OFFICER - SUPERVISOR EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SECURITY SERVICE

78 Workforce Analysis Plan Date: 5//5 SOCIAL AND BEHAVIORAL SCIENCES Lines of Progression: NO Title ADJUNCT ISNTRUCTOR POLITICAL SCIENCE EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SOCIAL AND BEHAVIORAL SCIENCES

79 Workforce Analysis Plan Date: 5//5 SOCIAL AND BEHAVIORIAL SCIENCES Lines of Progression: NO Title ASSISTANT PROFESSOR - ECONOMICS ASSOCIATE PROFESSOR - ECONOMICS INTERIM DIRECTOR - CENTER FOR ONLINE LEARNING EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SOCIAL AND BEHAVIORIAL SCIENCES 3 4 3

80 Workforce Analysis Plan Date: 5//5 SOCIAL WORK DEPT Lines of Progression: NO Title ADMINISTRATIVE SECRETARY - SENIOR INSTRUCTOR - SOCIAL WORK ASSISTANT PROFESSOR - SOCIAL WORK ASSOCIATE PROFESSOR - SOCIAL WORK PROFESSOR - SOCIAL WORK EEO 4 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SOCIAL WORK DEPT 5 4 3

81 Workforce Analysis Plan Date: 5//5 SOCIOLOGY PROGRAM Lines of Progression: NO Title INSTRUCTOR - EARLY ENROLL SOC ASSISTANT PROFESSOR - SOCIOLOGY / PHILOSOPHY ASSOCIATE PROFESSOR - SOCIOLOGY EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SOCIOLOGY PROGRAM 3 3

82 Workforce Analysis Plan Date: 5//5 SOFTBALL - WOMEN Lines of Progression: NO Title HEAD SOFTBALL COACH EEO Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of SOFTBALL - WOMEN

83 Workforce Analysis Plan Date: 5//5 STUDENT FINANCIAL ASSISTANCE OFFICE Lines of Progression: NO Title FINANCIAL AID COUNSELOR DIRECTOR - FINANCIAL ASSISTANCE INTERIM ASSOCIATE DIRECTOR - FINANCIAL AID EEO 3 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority 3 3 Summary of STUDENT FINANCIAL ASSISTANCE OFFICE

84 Workforce Analysis Plan Date: 5//5 STUDENT SUPPORT SERVICES FY7 TO Lines of Progression: NO Title TUTOR TUTOR EEO 5 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of STUDENT SUPPORT SERVICES FY7 TO

85 Workforce Analysis Plan Date: 5//5 STUDENT SUPPORT SERVICES FY TO 5 Lines of Progression: NO Title TUTOR EEO 3 Native Two or Black Hispanic Asian Hawaiian Indian More Minority Summary of STUDENT SUPPORT SERVICES FY TO 5