Affirmative Action at the UConn Health Center
Training Forms
As part of the Health Center’s Affirmative Action Plan we are required by Connecticut Regulations Sec. 46a-68-42. Employment Analyses, to report on the training that our employees
have attended.
The training information should include all courses, workshops, conferences, and seminars attended by your
full-time employees (not including Post Docs, Graduate
Assistants, Special Payroll, and students) between 2/1/2009 through
6/30/2009. Please do not
include trainings provided by Human Resources, Department of Administrative Services In-Service Trainings or Tuition Reimbursement.
The attached form, should be submitted electronically to
segar@uchc.edu by August 28,
2009
If you have any questions, please contact Terry Segar, Affirmative Action Specialist at 860-679-3060.
Affirmative Action Plans
The Health Center has a State of
Connecticut Affirmative Action Plan, a
Minorities and Women Federal Affirmative Action Plan, and a
Veterans and Individuals with Disabilities Federal Affirmative
Action Plan. The Connecticut Affirmative Action Plan
is below.
Section 46a-68 of Connecticut General Statutes (CGS) requires
each agency under the Executive Branch of state government to
annually submit a written Affirmative Action Plan to the
Connecticut Commission on Human Rights and Opportunity (CHRO)
for review and approval. To satisfy requirements each plan must
contain the 18 elements identified by the previously referenced
statutes and Public Acts 83-569 and 84-41. The Affirmative
Action Plan is not considered effective until approved by CHRO's
commission. UConn Health Center's plan is usually on CHRO's
January agenda.
The entire plan, including attachments is currently available
for review in the Office of Diversity Programs.
Section 46a-68-33: Policy Statement
The policy statement communicates the Health Center's commitment
to affirmative action. It must include the signature of the
appointing authority and the name, address, telephone number and
position the person responsible for the day-to-day activities of
the affirmative action plan.
Carolyn Lyle, Executive Director of the Office of Diversity
and Equity.
Dr. Laurencin will sign the policy statement as the appointing
authority. Carolyn Lyle, Executive Director of the Office of
Diversity and Equity is listed as the Health Center's
Affirmative Action Officer.
Affirmative Action Policies
The policies below are in the
Adobe PDF
format.
Section 46a-68-34: Internal Communication
Information in this section describes the method in which the
Health Center posts and distributes its internal policy
statements as well as communication to the workforce on their
right to review the plan. In addition employees are informed of
the time period in which they can submit written comments.
Section 46a-68-35: External Communication
This section describes the method in which the Health Center
notifies the public that it is an affirmative action/equal
employment opportunity employer. This includes notification to
recruitment sources, bargaining units, bidders, contractors and
subcontractors.
The Purchasing Department's annual report is part of this
section.
The Health Center advertises job openings through its weekly
Human Resources Bulletin, the Internet, job hot line, weekly
mailings to approximately 300 entities, newspapers, and other
print media. Detailed information on face-to-face outreach
efforts such as job fairs and attendance at professional
functions are also included in this section.
Section 46a-68-36: Assignment of Responsibility
Included in this section are the duties of the Affirmative
Action Officer and information on the Diversity Advisory
Committee.
Section 46a-68-37: Organizational Analysis
This section lists lines of progression by job title and assigns
all job titles to occupational groups. Occupational groups
include all positions with similar job content, salary schedules
and opportunity. Salary ranges are also included in this
section.
Information in this section is consistent from year to year
and is only revised as new job titles are established or
abolished.
Section 46a-68-38: Workforce Analysis
This section lists the Health Center's full time workforce by
occupational category, race, sex, age and disability. Part time
employees are listed separately. A separate analysis must be
complete for any job title with 25 or more incumbents. UConn
Health Center currently has 27 such titles. For a complete
listing, see a copy on file in the Office of Diversity Programs.
Section 46a-68-39: Availability Analysis
The availability analysis determines what statistical data will
be used to conclude whether or not any of the protected groups
in UConn Health Center's workforce are underrepresented. The
sources used to determine availability computations are
employment figures, unemployment figures, racial and sexual
compositions or persons in feeder groups, population figures,
requisite skill figures and educational/technical training
figures.
Section 46a-68-40: Utilization Analysis
Utilization analysis is a numerical calculation that determines
if a protected group is fully or fairly utilized. This numerical
calculation compares UConn Health Center's workforce to the
availability base from the previous section.
Under representation results in a goal being set for the
upcoming plan period. The goals are listed in the next section.
Section 46a-68-41: Hiring/Promotion Goals and Timetables
Hiring or promotion goals are set for each protected group
identified as being underrepresented in the Utilization analysis
section. Goals for underrepresented positions can be set as
hires or promotional ones.
**Goals reflect optimal parity with labor market area and are
set in accordance with CHRO guidelines. They do not take into
account any anticipated personnel activities, such as layoffs,
which may impact the actual number of opportunities to hire.
This type of information is included in the report of goal
achievement.
Section 46a-68-42: Employment Analysis
The employment analyses section includes information on the
reasons for increases and decreases in UConn Health Center's
workforce; reasons why members of protected groups were not
selected for positions and at what point in the process they
were not longer viable candidates; all training activity and
personnel evaluation information.
It is important to note that CGS does not allow for the
inclusion of part time employees in workforce data or
calculations. Therefore any employee whose FTE changes is
considered either an addition or reduction to even though they
might not physically be entering or departing UConn Health
Center's workforce.
Accurate and detailed Applicant Flow Analysis data is
critical because CHRO utilizes information contained in this
section to detect any barriers for inclusion of protected
groups. This is the area where UConn Health Center demonstrates
its good faith efforts in recruiting and promoting members of
protected groups.
Information in this section demonstrates that UConn Health
Center has been diligent in its efforts to diversity its
workforce.
Section 46a-68-43: Identification of Problem Areas
This section includes information on adverse impact tests, which
may indicate potential problems with the employment process.
These problems may impede or prevent the full and fair
participation of protected group members. The impact tests cover
such areas as employment application, recruitment activities,
performance evaluation and termination. Results of these tests
are used to establish program goals in the next section.
Section 46a-68-44: Program Goals and Timetables
Program goals are established in areas that affect the
employment process or may impede full participation of protected
group members. State Statutes require that program goals to
intensify recruitment efforts be set when the Adverse Impact
Test Numbers 1-6 indicates that the representation of any group
in the applicant pool is less than 80%.
Section 46a-68-45: Upward Mobility
Each agency must establish an upward mobility program that meets
or exceeds minimum guideline requirements. Human Resources
prepares this section.
Section 46a-68-46: Grievance Procedure
Each agency is required to establish procedures to process and
resolve employee allegations of discrimination and harassment.
UConn Health Center recently revised its grievance procedures.
Section 46a-68-47: Internal Program Evaluation
This section contains UConn Health Center's self-evaluation of
its affirmative action program. Also written input form the
appointing authority (the Executive Vice President for Health
Affairs), Affirmative Action Officer and diversity advisory
committee is required.
Section 46a-68-48: Goals Analysis
This is a narrative section that provides a rational for each
search conducted that did not result in the hiring or promotion
of a goal candidate. In critiquing this section CHRO not only
looks at the percentage of goals achieved but also UConn Health
Center's good faith efforts.
Section 46a-68-49: Innovative Programs
This is the section that allows UConn Health Center to pat
itself on the back. Included are programs that are not
necessarily a product of the affirmative action plan but
contribute to the diversification of the workforce. Various
departments within the Health Center community provide the
information contained in this section.
Section 46a-68-50: Concluding Statement
In this section the Appointing Authority communicates his
commitment to affirmative action and pledges to make every good
faith effort to achieve the objectives set forth in the plan.
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