UW-River Falls

Introduction

General Report Background

The Affirmative Action Plan has been prepared to comply with the requirements of Executive Order 11246, as amended, and the implementing regulations, standards and guidelines contained in 41 CFR Chapter 60-2, Office of Federal Contract Compliance Programs, Equal Employment Opportunity, and Department of Labor. The plan also complies with affirmative action obligations contained in Title VII of the Civil Rights Act of 1964, as amended; the Equal Pay Act of 1963, as amended; the Age Discrimination in Employment Act of 1967; Sections 503 and 504 of the Rehabilitation Act of 1990, as amended; the Americans with Disabilities Act of 1990; the Vietnam Era Veterans Readjustment Assistance Act of 1974; and the Immigration Reform and Control Act of 1986.

In meeting the obligations and requirements of these orders, acts and programs, the Affirmative Action Plan provides both data and a framework to:

Identify the current employment status of women and people of color at UW-River Falls
Assess progress toward affirmative action goals over time
Examine the overall selection processes at UW-River Falls
Report technical compliance efforts
Identify problem areas and prompt initiatives to address those problems.

To determine whether or not minorities and women are fairly represented in the workforce, their representation is compared to their availability. This process includes four steps:

The development of a current workforce analysis
The placement of job titles into job groups
Determination of availability of women and minorities within job groups
A comparison of job group incumbents to estimated availability.

Workforce Analysis

The workforce analysis provides a listing of each job title in each department or other similar organizational unit. The titles are ranked from the lowest paid to the highest paid.

The following information is given for each job title:

The total number of incumbents
The total number and percent of female and male incumbents
The total number and percent of minority group incumbents
EEO code and wage grade for each incumbent

The UW-River Falls total workforce is 52.55 percent female and 5.11 percent members of racial/ethnic minority groups.
The instructional academic staff and faculty are 45.02 percent female and 7.13 percent members of racial/ethnic minority groups.
- Among faculty, 37.28 percent are female and 8.19 percent members of racial/ethnic minorities.
- Among instructional academic staff, 58.0% are female and 5.35 percent members of racial/ethnic minorities.
The administrative and professional academic staffs are 51.45 percent female and 5.8 percent members of racial/ethnic minorities.
- In a further examination of administrators at the department chair level, 32.1 percent of department chairs are female and 3.6 percent are members of racial/ethnic minorities. Among heads of interdisciplinary academic units or programs, 50.0 percent are women; no racial/ethnic minorities administer these programs.

Job Groups and Job Group Analysis

All positions from the workforce analysis are placed into job groups having similar content, wage rates and opportunities and ranked from lowest to highest paid job title. UW-River Falls' job groups are composed of classified staff, unclassified staff, non-instructional academic staff, instructional academic staff, and faculty.

Titles within job groups are ranked from the lowest paid to the highest. For each job title the following information is provided:

Total number of incumbents
Total number and percent of female and male incumbents
Total number and percent of racial/ethnic minority group incumbents
Total number and percent of female and male incumbents in each of the racial/ethnic categories.

Availability Analysis

The availability analysis calculates the expected participation level of persons of color and women in each job group based on the percent of women and racial/ethnic minorities within

The geographical pools of persons from which the university draws employees (local, regional, or national) and
The availability of women or minority employees in feeder groups for given positions

Each factor of the 2-Factor Analysis represents a separate pool of persons. The relevant factors are combined into final availability percentages for each job group.

Data Sources

Sources used in determining availability for the job groups were the following:

Census data from the U.S. Census Bureau of the U.S. Department of Commerce (national, state, and county statistics) data disk provided by Peopleclick.
2000 Census Occupation Codes data disk provided by Peopleclick.

Utilization Analysis by Job Group

The utilization analysis is prepared after availability rates for persons of color and women in each job group are established. The percentage of persons of color and women participating in each job group is compared with their availability in each job group. Any job group where the current participation rate is lower than the availability rate, utilizing the Two Standard Deviation Test, is identified as underutilized, indicated by "Y" on Table 1.