I. INTRODUCTION
The University of Wyoming has prepared this affirmative action plan (AAP) under the requirements of Executive Order 11246, as amended, and implementing regulations, 41 C.F.R. Part 60-1. Terminology from Executive Order 11246 and its implementing regulations has been utilized as a guide. Therefore, the use of such terms as "underutilization", "problem identification", "corrective action", and so forth, should not be construed as an admission, in whole or in part, that in fact either minorities or women have been or are now presently being underutilized or discriminated against in any way which is in violation of any federal, state or local fair employment practice laws. Further, nothing contained in this AAP or its supporting data should be construed as an admission, in whole or in part, of any violation of such federal, state or local fair employment practices laws.
In developing and implementing this AAP, the University has been guided by its long established policy of providing equal employment opportunity. Any goals established herein are not intended as quotas that must be met, but rather as targets that are reasonably attainable by means of applying every good-faith effort. The use of goals and timetables is not intended, nor is the effect, to discriminate against an individual or group of individuals with respect to any employment opportunity for which they are qualified. Indeed, nothing herein is intended to sanction the discriminatory treatment of any person. Thus, this AAP has been developed in strict reliance upon the Guidelines on Affirmative Action issued by the Equal Employment Opportunity Commission (29 C.F.R. Part 1608).
The materials set forth in this AAP are deemed to constitute trade secrets, operations information, confidential statistical data and other confidential commercial and financial data, within the meaning of the Freedom of Information Act, 5 U.S.C. §552, Title VII of the Civil Rights Act of 1964 (as amended) 42 U.S.C. §2000e et seq., and the Trade Secrets Act, 18 U.S.C. §1905, and 44 U.S.C. §3508.
In addition to the narrative and the programs, there are several appendices, which relate to Plan content. They are:
Appendix A Work Force Analysis
Appendix B Staff and Administrative Job Groups
Appendix C Sources
Appendix D Recruitment, Selection, and Hiring Guidelines
D-1: Staff Appointments, Affirmative Action Guidelines
D-2: Faculty and Administrative Appointments, Affirmative Action Guidelines
Appendix E Staff Personnel Forms
Appendix F Faculty and Administrative Personnel Forms
Appendix G Organizational Chart
Appendix H Selection Process/Adverse Impact Analysis
Appendix I Exceptions to Advertising Policy
Appendix J University Regulation 4, Civil Rights Complaint Procedure
Appendix K University Regulation 42, Sexual Harassment
Appendix L University Regulation 174, Revision 5, Regulation Governing Staff Employees and Information Circular 1997-1, Staff-Classification/Compensation Plan
The University's Affirmative Action Plan is a flexible ongoing program. Therefore, as additional experience
is gained, current guidelines change, or new laws are introduced; the Plan will be modified to reflect these
altered circumstances. In addition, the Plan will be updated on an annual basis to incorporate changes
resulting from the previous year's activity. The Employment Practices will do the update activity
Office.
II. DISSEMINATION OF POLICY
A. INTERNAL DISSEMINATION
The University's Equal Employment Opportunity/Affirmative Action Policy is disseminated as follows:
1. The policy is distributed to the heads of all academic and administrative departments of the University.
2. Reference to the policy is made in the staff handbook, a copy of which is given to new employees at the time of hire. The handbook is also published on the University's web page.
3. Reference to the policy is incorporated in all recruitment brochures, bulletins, advertisements and announcements of position vacancies.
- Reference to the Equal Employment Opportunity/Affirmative Action clauses required by Section 202 of Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended and the Vietnam Era Veteran Readjustment Assistance Act of 1974, as amended, pursuant to Title 38, United States Code, Section 4212(d) and PL 105-339.
- All government posters are conspicuously displayed on campus bulletin boards in several campus buildings. A list of the poster locations is on file in the Employment Practices Office.
6. Meetings to explain and discuss the policy are arranged with faculty, staff, and administrative employees by the Employment Practices Officer/Affirmative Action Director to ensure that the policy is clearly understood and individual responsibilities are known.
7. Recruitment sources are encouraged to refer qualified women, minorities, and others in protected classes when position vacancies occur at the University.
8. Copies of the University's Affirmative Action Plan and supporting data are available in the Employment Practices Office, the Office of Human Resources, Coe Library, the Offices of the President and Vice Presidents, and the Faculty Senate and Staff Council offices. Persons wishing to review the Plan may do so at those locations.
B. EXTERNAL DISSEMINATION
Recruiting sources are informed of our Equal Employment Opportunity Policy. Our notification stipulates that recruiting sources actively recruit and refer minorities, females, the disabled, and armed forces veterans for all positions listed. Every effort will be made to utilize the State Employment Job Service Center as a recruitment source. Additionally, protected class organizations, schools and colleges, community agencies, and organizations for the disabled and veterans are notified of our EEO policy.
III. RESPONSIBILITY FOR IMPLEMENTATION
A. EXECUTIVE RESPONSIBLITY
The President has primary responsibility for this Affirmative Action Program and the Employment Practices Officer/Affirmative Action Director is assigned overall responsibility for administering the University's Affirmative Action Plan. The Employment Practices Officer/Affirmative Action Director is under the Office of the President and is responsible for developing, administering, coordinating, and monitoring the Program. The Director of Human Resources, the Director of Athletics, and the Vice Presidents for Academic Affairs, Student Affairs, Institutional Advancement, Information Technology, and Administration and Finance, assist the Employment Practices Officer/Affirmative Action Director in employment opportunity and affirmative action matters which relate to faculty and staff employment. Additionally, each administrative office, body, or search committee involved in the recruitment, selection, hiring, promotion, and supervision of academic and administrative positions has a continuing, ongoing responsibility to ensure that equal opportunity and affirmative action are meaningful parts of all personnel transactions, and to work with the Associate Employment Practices Officer, who has administrative oversight over all faculty search committees.
The specific duties of the Employment Practices Officer/Affirmative Action Director include, but are not limited to, the following:
1. Develop policy statements, affirmative action plans, internal and external communications techniques, and necessary procedures and reporting forms required to implement the Plan.
2. Assist in problem identification.
3. Assist line and staff management in resolving EEO problems.
4. Design and implement an audit and reporting system that will:
a) Monitor "applicant flow";
b) Measure the effectiveness of our affirmative action plan;
c) Indicate needs for remedial action;
d) Determine the degree to which our goals and objectives have been attained; and
e) Support our affirmative action performance review activity.
5. Serve as liaison between the University, Federal and State Regulatory agencies in regard to individual complaints and compliance reviews.
6. Serve as liaison between the University and minority and female organizations for the disabled, and community action groups concerned with the employment opportunities of minorities, women, the disabled, and veterans.
7. Keep management informed of the latest EEO and affirmative action developments, new supportive possibilities and/or innovative approaches.
8. To work with academic units in establishing reasonable goals and timetables.
9. To organize informational programs for University employees, which describe the Plan.
10. To work with the Director of Human Resources to ensure that relevant information is being documented and that procedures compatible with affirmative action are being followed to update the Plan.
11. To establish goals on an annual basis.
12. To provide necessary reports on the Plan.
13. To resolve individual complaints and administer the University's Civil Rights Complaint procedure.
14. To administer the University's Dispute Resolution procedure.
15. To administer the University's Termination Appeal Hearing procedure.
16. To work with individual departments and supervisors concerning implementation of the Plan and any problems, which may arise.
17. To provide affirmative action guidelines for appointing authorities and search committees regarding advertising, recruiting, and hiring.
18. Review employee qualifications to be sure that minorities, women, the disabled and veterans are given full opportunities for transfer and promotion.
19. To ensure that:
a) all required posters are properly displayed in their unit;
b) all our facilities are in fact desegregated; and
c) minorities and women are afforded full opportunity to participate in all sponsored training.
20. To prevent harassment and discrimination of all employees and students.
B. STAFF RESPONSIBILITY
Each staff manager of the University shall assist the Employment Practices Officer/Affirmative Action Director in carrying out and implementing the University's Equal Employment Opportunity/Affirmative Action policies within their areas by assisting with the following (also see Appendix D-1):
1. Problem identification;
2. Establishment of goals and objectives;
3. Training programs;
4. Evaluating hiring and promotion patterns and removing impediments that prevent attainment of the University's Affirmative Action goals and objectives; and
5. Informing managers and supervisors of the Affirmative Action Plan to ensure that our Equal Employment Opportunity Policy is being followed.
C. ACADEMIC RESPONSIBILITY
The Vice President for Academic Affairs shall assist the Employment Practices Officer/Affirmative Action Director in carrying out and implementing the University's Equal Employment Opportunity/Affirmative Action policies by requiring all of the academic administrative officers to assist the Associate Employment Practices Officer with the following (also see Appendix D-2):
1. Problem identification;
2. Establishment of goals and objectives;
3. Training programs; and
4. Evaluating hiring and promotion patterns and removing impediments that prevent attainment of the University's Affirmative Action goals and objectives.
The deans of each college and vice presidents of non-academic units shall assist the Employment Practices Officer/Affirmative Action Director by discussion of the Affirmative Action Program with associate deans and department heads to be certain that our Equal Employment Opportunity Plan is being followed. Additionally, at least one member of each academic and administrative search committee must meet with the Associate Employment Practices Officer early in the search process, and each search committee must comply with submitting required Affirmative Action/Equal Employment Opportunity paperwork.
IV. STATISTICAL ANALYSIS
In this section, we present the internal and external data required to carry out the problem identification process of Section V.
A. INTERNAL DATA
1. Planning Units
The Utilization Analysis and goal-setting process are carried out by organizational units, which in this plan are referred to as planning units. In this plan there are six (6) units: (1) Office of the President, (2) Vice President, Academic Affairs, (3) Vice President, Student Affairs, (4) Vice President, Administration & Finance, (5) Vice President, Research, and (6) Vice President,
Institutional Advancement. The six (6)-planning units are combined to provide an overall, consolidated University planning unit analysis, corrective action, and goal planning.
2. EEO-6 Categories, Job Groups and Job Classifications
The University of Wyoming's employee complement is divided into standard federal government EEO-6 reporting categories. The EEO-6 categories are very broad consolidations of job classifications that are somewhat similar in terms of job content. To make goal setting more meaningful, EEO-6 categories have been further divided into job groups. Each job group includes job classification (titles) that is similar in terms of work content, pay and opportunity for advancement. Listings of all the EEO-6 categories, related job groups and job classifications are on file in the Employment Practices Office.
3. Work Force Composition by EEO-6 Categories
A summary of the University's incumbent work force representation listed by EEO-6 category is on file in the Employment Practices Office.
4. Work Force Composition by Job Group Summaries
A summary of the University’s minority and female incumbent representation by the University’s job groups for each planning unit and a consolidation is on file in the Employment Practices Office. In these summaries, the minority and female mix is given in absolute numbers.
5. Participation Rate Summaries
Summaries of the incumbent minority and female representation by job group are on file in the Employment Practices Office. Herein, the mix is reflected in both their absolute numbers and related percentage rates. These participation rates indicate the percentage of employees, employed by the University, within each job group, who are protected class members.
6. Work Force Analysis Summary
An analysis of the University's work force by job classifications (titles) is on file in the Employment Practices Office. In the analysis, jobs are ranked from the lowest to the highest pay code. There are separate analyses for each department. Where there are separate lines of progression within a department, there are separate analyses for each progression line.
7. Human Resource Activity Summaries (Applicant Flow, Hires, promotions, transfers, terminations, training participation, etc.)
Summaries of employment activities (the prior and current plan years, summarized by each protected class) are on file in the Employment Practices Office. These summaries are used in
Sections V and VI to conduct and report the results of our selection rate (adverse impact) analysis.
B. EXTERNAL DATA/CENSUS 2000 U.S.
Labor Area, Recruiting Area and Comparison Jobs
To determine availability within normal University recruitment areas, the scientific Manpower Commission data source, Professional Women and Minorities, and the National Research Counsel's Office of Scientific and Engineering Personnel (OSEP) Summary Report, are used for job groups recruited on a national and regional basis. For job groups recruited locally, information is secured from census data for the State of Wyoming, U. S. Census Bureau, State and County Quick Facts, and for job groups normally filled internally, UW data on promotable and transferable employees is used. The recruiting areas for each of the major University employment categories are listed below:
Executive/Administrative National
Managerial National
Faculty National
Professional National, State, Local, and Internal