UConn HealthUConn Health Center Office of Diversity and Equity

Affirmative Action at UConn Health 

Affirmative Action Plans

UConn Health 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's plan is on CHRO's January agenda.

The entire plan, including attachments is currently available for review in the Office of Diversity and Equity.

Section 46a-68-33: Policy Statement
The policy statement communicates UConn Health'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.

Andrew Agwunobi will sign the policy statement as the appointing authority. Al Lizana, Associate Vice President, Office of Diversity and Equity is listed as the UConn Health'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 UConn Health 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 UConn Health 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 Procurement Department's annual report is part of this section.

UConn Health advertises job openings through the Internet, bulletin boards, emails to collective bargaining units, 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.

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 UConn Health'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. 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'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'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'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'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 demonstrates its good faith efforts in recruiting and promoting members of protected groups.

Section 46a-68-43: Identification of Problem Areas
This section includes 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.

Section 46a-68-47: Internal Program Evaluation
This section contains UConn Health's self-evaluation of its affirmative action program. Also written input from the appointing authority (the Executive Vice President for Health Affairs) and Affirmative Action Officer 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's good faith efforts.

Section 46a-68-49: Innovative Programs
This is the section that allows UConn Health 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 UConn Health 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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