cuny affirmative action plan narrative · the other departments of the central office primarily...

CUNY Central Office 2018-2019

AFFIRMATIVE ACTION PLAN

Aff irmative Action Plans covering Minorities and Women (Executive

Order 11246), Individuals with Disabil it ies (Section 503) and Veterans

(VEVRAA)

Contact:

Michael J. Valente, Esq. , Chief Diversity Off icer

395 Hudson Street, 5 t h F loor

New York, New York 10014

646-664-3310

[email protected]

Please contact Mr. Valente if you require assistance with reading this

document due to a disabil ity.

This plan is available for review at the address noted above.

mailto:[email protected]

2

TABLE OF CONTENTS

PART ONE: INTRODUCTION AND BACKGROUND . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

COLLEGE OVERVIEW . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

H is tory . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Miss ion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

ORGANIZATION CHART . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Relevant Pol ic ies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Equa l Opportuni ty and Non -D iscr iminat ion Po l icy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Af f i rmat ive Act ion Pol icy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Sexua l Misconduct Pol icy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Other Po l ic ies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

RESPONSIBIL ITY FOR IMPLEMENT ATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

The V ice Chance l lor for the Of f ice o f Human Resources Management . . . . . . . . . . . . . . . 10

Chie f D ivers ity Of f icer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Cent ra l Of f ice Of f ic ia l s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Univers i ty Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

PART TWO: DATA AND A NALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

WORKFORCE ANALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

JOB GROUPS, DISCIPLINES, AND MARKET DATA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Job Groups . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Labor Market Ava i labi l i ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

UTIL IZATION ANALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

D iscuss ion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Ut i l i zat ion, Underut i l i zat ion, and P lacement Goals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

OTHER ANALYSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Personne l Act iv i ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Recru i t ing Act iv i ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Hi r ing f rom C iv i l Serv ice Appl icant Poo ls . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Compensat ion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

PART THREE: ACTION-ORIENTED PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

IMPLEMENTATION OF PRIOR -YEAR PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Exh ib i t : Summary o f Campus Programs, 2017 -2018 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

IMPLEMENTATION OF 2018 -2019 PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

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Exhib i t : P lanned Campus Programs, 2018 -2019 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

ONGOING ACTIVITIES IN SUPPORT OF AFFIRMATIVE ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

INTERNAL AUDIT AND REPORTING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

PART FOUR: INDIVIDUA LS WITH DISABILITIES AND PROTECTED VETERANS . . . . . . . . . . . . . 26

EQUAL OPPORTUNITY AND NON -DISCRIMINATION POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

REVIEW OF PERSONNEL PROCESSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

REVIEW OF PHYSICAL AND MENTAL QUALIF ICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

REASONABLE ACCOMMODATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

HARASSMENT PREVENTION PROCEDURES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

EXTERNAL DISSEMINATION OF POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

OUTREACH AND POSIT IVE RECRUITING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Summary o f Pr ior Year Outreach E f forts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

P lanned Outreach for 2018 -2019 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

INTERNAL DISSEMINATION OF POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

RESPONSIBIL ITY FOR IMPLEMENTATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

The V ice Chance l lor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

504/A.D.A Coordinator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Centra l Of f ice Of f ic ia l s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Univers i ty Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

TRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

AUDIT AND REPORTING SYSTEM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

BENCHMARK COMPARISONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Veterans Hi r ing Benchmark . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

Hi r ing Rate , Ind iv iduals wi th D isabi l i t ies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

APPENDICES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

The Appendices fo l low th is document and are numbered separate ly .

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PART ONE: INTRODUCTION AND BACKGROUND

This report i s the annual update o f the Af f irm at ive Act ion P lan (AAP) required by

federa l regulat ions :

For wom en and federa l ly protected rac ia l/ethnic groups : Pres ident ia l Execut ive

Order 11246

For covered Veterans : Vietnam Era Veterans ’ Readjustment Ass is tance Act o f

1974, as amended

For Indiv idua ls wi th D isabi l i t ies : Sect ion 503 o f the Rehabi l i tat io n Act o f 1973 , as

amended.

The U .S . Departm ent o f Labor ’s Of f ice o f Federa l Contract Com pl iance Program s

(OFCCP) oversees Af f ir m at ive Act ion P lan report ing requirements . Som e aspects o f

th is p lan are a l so informed by New York State and New York C i ty regulat ions and

guide l ines for publ ic agenc ies .

Part One prov ides an overv iew of the C entra l Of f ice and those indiv idua ls and

groups who share respons ib i l i ty for the Centra l Of f i ce ’ s Aff i rm at ive Act ion and

D ivers i ty program s.

The Census Date for em ployees i s June 1 , 201 8. The P lan Report ing Y ear (bas is for

h is tor ica l data) i s June 1 , 2017 –May 31 , 201 8. The Program Year i s Septem ber 1 ,

201 8–August 31 , 2019 .

Th is P lan i s ava i lab le for publ ic rev iew at the locat ion l is ted on the f ront cover .

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C O L L E G E O V E R V I E W

The C i ty Univers i ty o f New York (CUNY) i s the nat ion's leading urban publ ic

univers i ty serv ing hundreds o f thousands o f s tudents at 24 co l leges and inst itut ions

in New York C i ty . The Univers ity 's 2 5 inst i tut ions inc lude 11 senior co l leges , seven

community co l leges , the Wi l l iam E . Macaulay Honors Co l lege at CUNY, the Graduate

Schoo l and Univers i ty Center , the CUNY Graduate Schoo l o f Journa l i sm, the CUNY

Schoo l o f Law, the CUNY Schoo l o f Profess iona l Studies , the CUNY Schoo l o f Publ ic

Hea l th , and the CUNY Schoo l o f Labor and Urban Studies . More than 100 centers

and research inst i tutes , located throughout the C ity ’ s f ive boroughs , a l so are an

integra l part o f the Univers i ty .

The Centr al Of f ice i s the adminis t rat ive uni t o f CUNY. The essent ia l funct ion o f the Central Of f ice i s to prov ide adminis t rat ive , acade mic , log is t ica l, financ ia l , technica l

and o ther support and guidan ce to CUNY’s 24 const i t uent co l leges and inst i t ut ions . The Central Of fice cons is ts o f 929 fu l l -t ime employees , located in 14 o ff ices throughout New York C ity and A lb any . The he adquarters o f the Centra l Of f ice is

located at 205 E . 42nd

Street , New York, New York 10017. The Centra l O ff ice cons is ts o f CUNY executive and adminis trat ive o f ficers heading a workforce in the fo l lowing areas: Ac ade mic Af fa i rs , S tudent Af fa i rs , Univers i ty Re latio ns , Lega l

Affa i rs , Budget and F inance , Hu man Resources Manage ment , Labor Re lat ions , Enro l lment Management , Ope rat ions , Comput ing and Info rmat ion Se rv ices , Publ ic

Safety , a nd Fac i l i t ies P lanning, Construct ion, a nd Management . The O ff ice o f Human Resources Manage ment prov ides comprehens ive prog rams and serv ices to the Centra l O ff ice employees as wel l as p rovid ing guida nce and sup port to CUNY’s

const i tuent co l leges and inst i t ut io ns . The other de partments o f the Centra l Off ice pr imar i ly prov ide support, gu ida nce , and ass i stance to CUNY’s member co lleges and

inst i tut ions . A ll Central Of fice employe es u lt imate ly report to the Chance l l or o f CUNY, who repor ts to the Board o f Trustees .

The Af f i r mat ive Action Program fo r the Centra l Of f ice emanates f rom the

headquart ers . Spec i f ica l ly , the Vice Chancel lor o f the CUNY Off ice o f Human

Resources Management (OHRM) has been de legated respons ib i l i ty for overs ee ing the

Centra l Off ice ’s Aff irmat ive Action Progra m. She has , however, delegated the

overs ight respo ns ib il i ty to the Centra l Of f ice Chie f D ivers i ty Of f icer , who works in

OHRM’s Of f ice o f Recru i tment and D ivers ity , and who has the da y-to -day

respons ibi l i ty o f ensuring that equal e mplo yment opportunit ies a re a fforded to a l l

appl icants and employees o f the Centra l Of f ice .

H i s t o r y

The C i ty Univers i ty o f New York t races i t s or ig ins to the founding o f the Free

Academy in 1847 by Townsend Harr is . The Academy’s goa l was to educate male

graduates of publ ic grammar schoo ls . The Free Academy later became the C i ty

Co l lege o f New York , the o ldest inst i tut ion among the CUNY co l leges . In 1914

Hunter Co l lege , which had ex is ted as Normal Co l lege s ince 1870, opened i ts doors .

By 1930 Brook lyn Co l lege had been establ i shed, and in 1937 Queens Co l lege began

to admit s tudents . The New York State In st i tute o f Appl ied Arts and Sc iences

6

( forerunner o f New York C ity Technica l Co l lege) admit ted i t s f i rst c lass in 1947 , and

in 1955 the Co l lege of Staten I s land s tarted to admit s tudents . The last four senior

co l leges establ i shed were: John Jay Co l lege o f Cr imina l Just ice in 1960, York

Co l lege in 1966 , Lehman Co l lege in 1968 ( former ly the Bronx branch o f Hunter

Co l lege) , and Medgar Evers Co l lege in 1970. In the decades a f ter 1960 , s ix

community co l leges jo ined the e f fort to meet the academic and career ne eds o f the

City ’ s res idents . In August 2012, Guttman Community Co l lege ( former ly known as

the New Community Co l lege) opened i t s doors to s tudents as CUNY’s seventh

community co l lege .

In 1926 , the New York State Leg is lature created the Board o f H igher Edu cat ion o f

the C i ty o f New York to integrate , coordinate and expand the inst i tut ions o f h igher

educat ion in the c ity . In 1961 , Governor Ne lson Rockefe l ler s igned the b i l l that

formal ly c reated the C i ty Univers ity o f New York to integrate senior and communi ty

co l leges and a new graduate schoo l into a coordinated system of h igher educat ion

for the C i ty . By 1979, the Board o f H igher Educat ion had become the Board o f

Trustees of the C i ty Univers i ty .

As demand for h igher educat ion rapid ly grew after Wor ld War I I , the increased

demand for l imited co l lege s lots had the ef fect o f intens i fy ing the compet i t iveness

o f the New York C ity 's system of h igher educat ion. In response to demands for

greater access , in part icu lar f rom the C ity ’s underrepresented groups , the Board

implemented an admiss ions po l icy to assure a l l h igh schoo l graduates entrance to

the Univers i ty . S tudents who are not d i rect ly admit ted to the senior co l leges

because they do not meet academic admiss ions s tandards may enro l l in an

assoc iate degree p rogram at one of CUNY’s community co l leges and then earn

admiss ion to the senior co l leges . As stated in the C i ty Univers ity o f New York ’s

Master P lan 2012 -2016, “ CUNY i s a leader in def in ing publ ic educat ion for the

21stcentury , whether deve loping new app roaches to s tudent learn ing, bui ld ing

co l laborat ive research models , o r creat ively partner ing with the c i ty ’ s

communit ies .”

M i s s i o n

The 1979 New York Sta te Educat ion Law Sect i on 6201 sets forth the mission o f The

C i ty Univers ity of New York . Th is mission is to prov ide access to h igher educat ion for

a l l who seek i t, to “ cont i nue to mainta in and expand i t s co mmitment to acade mic

exce l lence and to the prov is ion o f equal access and oppor tuni ty for s tudents , facul ty

and s taf f from a l l e thn ic and rac ia l grou ps and f rom both sexes .” The Unive rsi ty

embraces and advances i t s core va lues : an ins istence on academic r igor , a ccountabil ity ,

and assess ment coup led with an un wavering com mitment to serv ing students f rom a l l

backgrounds and support ing a wor ld class f acul ty . These va lues underg i rd the

Univers i ty ’s funda menta l mission: teaching, research, and serv ice .

7

O R G A N I Z A T I O N C H A R T

Appendix A d i sp lays an organizat ion chart .

R E L E V A N T P O L I C I E S

As a part o f The C i ty Univers i ty o f New York (CUNY) , a publ ic univers i ty system, the

Central Office adheres to federa l , s tate , and c i ty laws and regulat ions regarding non -d iscr im inat ion and aff i rm at ive act ion inc luding am ong others , Execut ive Order

11246, as amended, T i t les V I and VI I o f the C iv i l R ights Act o f 1 964, T i t le IX o f the

Educat ion Am endm ents o f 1972 , Sect ions 503 and 504 o f the Rehabi l i tat ion Act o f

1973 and the Am er icans with D isabi l i t ies Act o f 1990 , Sect ion 402 o f the V ietnam

Era Veterans ’ Readjustm ent Ass is tance Act o f 1974 , as am ended, the Equal P ay Act

o f 1963 , the Age D iscr im inat ion in Em ploym ent Act o f 1967, as am ended and the Age

D iscr im inat ion Act o f 1975 , the New York State Hum an R ights Law and the New York

City Hum an R ights Law. The “ protected c lasses ,” de l ineated in Execut ive Order

11246 and updates are : Am er ican Indian or A laska Nat ive , As ian, B lack or Afr ican

Am er ican, H ispanic or Lat ino , Nat ive Hawai ian or Other Pac i f i c Is lander , Two or

More Races , and Wom en. Addi t iona l ly , the Chance l lor o f CUNY des ignated I ta l ian

Am er icans as a protected group in 1976 and CUNY prepares a separate I ta l ian

Am er ican Af f i rm at ive Act ion P lan.

CUNY has posted i t s p ol ic ies and procedures on non -d iscr im inat ion, sexua l

m isconduct , and af f i rm at ive act ion on i t s webs i te .

Cl ic k for CUNY's Pol ic i es

(www.c uny.edu/about/adminis trat ion/off ic es/ohrm/pol ic i es -proc edures .html )

E q u a l O p p o r t u n i t y a n d N o n - D i s c r i m i n a t i o n P o l i c y

The C i ty Univer s i ty of New Yor k (“Univers i ty” or “ CUNY” ) , located in a

his tor ica l ly d iverse munic ipa l i ty , i s committed to a po l i cy of equal

employment and equal access in i ts educat ional pr ograms and act iv i t ies .

D ivers i ty , inc lus ion, and an env i ronment f ree f rom d iscr imi nat ion are

centra l to the miss ion of T he Univers ity .

I t i s the po l i cy of T he Univers ity —appl icable to a l l co l leges and uni t s —

to r ecr u i t , employ , reta in , pr omote , and prov ide benef i t s to employees

( inc lud ing paid and u npaid interns ) and to admit and prov i de serv ices

for s tudents without regar d to race , co lor , c reed, nat ional or ig in ,

e thnic i ty , ancestr y , re l ig ion, age , sex ( inc lud ing pregnancy , ch i ldb i r th

and re lated condi t ions ) , sexual or ientat ion, gender , gender ident i ty ,

mar i ta l s tatus , par tnersh ip statu s , d isabi l i ty , genet ic in format ion,

a l ienage, c i t i zensh ip , mi l i tary or veteran status , status as a v ic t im of

domest ic v io lence/stalk ing/sex of fenses , unemployment s tatus , or any

other legal ly prohib i ted bas is in accor dance with federa l , s tate and c i ty

laws .

http://www.cuny.edu/about/administration/offices/ohrm/policies-procedures.html


8

I t i s a l so T he Univers ity ’ s po l i cy to prov ide reasonable acco mmodat ions

to appl icants , employees and other persons on the bas is of d i sabi l i ty ,

re l ig ious pract ices , pregnancy or ch i ldb i r th - re lated medica l condi t ions ,

or s tatus as v ic t ims of domest ic v io le nce/sta lk ing/sex of fenses .

Th is Po l i cy a lso prohib i t s reta l iat ion for repor t ing or oppos ing

d iscr iminat ion, or cooperat ing with an invest igat ion of a d iscr iminat ion

compla int .

A f f i r m a t i v e A c t i o n P o l i c y

The Univers i ty ’ s overa l l po l icy on Af f i rmat ive Act io n of May 28 , 1985 i s part o f

CUNY’s Manua l o f Genera l Po l icy .

ARTICLE V FACULTY, STAFF AND ADMINISTRATION

Pol icy 5 .04 - Af f i rmative Act ion:

RESOLVED, that the Boar d of Trustees of The C i ty Univers ity of New York

reaf f i rms i t s commitment to af f i rmat ive a ct ion and d i rects the

Chance l lery and the co l leges to reemphas ize the tak ing of the pos i t ive

s teps that wi l l lead to recr u it ing, h i r ing, reta in ing, tenur ing, and

promot ing increased numbers of qual i f ied minor i t ies and women. (Board

of Trustees Minutes , 1985 -05-28 , Sect ion 6-C)

S e x u a l M i s c o n d u c t P o l i c y

CUNY’s Po l icy on Sexua l Misconduct addresses sexua l harassment , gender -based

harassm ent and sexua l v io lence . I t out l ines procedures appl icable to s tudents and

employees for address ing compla ints . The text o f the po l icy s tatement fo l lows:

Every member of The C i ty Univer s i ty of New York (“ CUNY” ) community ,

inc lud ing s tudents , employees and v is i tors , deserves the opportuni ty to

l i ve , lear n and work fr ee fr om Sexual Misconduct ( sexual harassment ,

gender -based harassment and sexual v io lence) . A ccor d ingly , CUNY i s

committed to :

Def in ing conduct that const i tutes prohib i ted Sexual Misconduct ;

P rov id ing c lear gu ide l ines for s tudents , employees and v i s i tors on how

to r epor t inc idents of Sexual Misconduct and a commitment that any

compla ints wi l l be handled respect fu l ly ;

P rompt ly r esponding to and invest igat ing a l legat ions of Sexual

Misconduct , pur su ing d isc ip l inary act ion when appropr iate , re fer r ing the

inc ident to loca l law enforcement when appropr iate , and tak ing act ion

to invest igate and address any a l legat ions of reta l iat ion;

9

Prov id ing ongoing ass i s tance and support to s tudents and employees

who make a l legat ions of Sexual Misconduct;

P rov id ing awareness and prevent ion informat ion on Sexual Misconduct ,

inc lud ing wide ly d isseminat ing th is po l i cy , as wel l as a “ s tudents ’ b i l l o f

r ights” and implement ing t r a in ing and educat ional programs on Sexual

Misconduct to co l lege const i tuenc ies; and

Gather ing and analyz ing informat ion and data that wi l l be rev iewed in

or der to improve safety , repor t ing, respon siveness and the reso lut ion of

inc idents .

Th is i s the so le po l i cy at CUNY addr ess ing Sexual Misconduct and i s

appl icable at a l l co l lege and uni t s at the Univers i ty . I t w i l l be

interpreted in accordance with the pr inc ip les of academic freedom

adopted by CU NY’s Board of Trustees .

CUNY has establ i shed the fo l lowing po l ic ies . L inks are accurate as o f June, 2018 .

The CUNY Po l icy o n Equal Oppo rtuni ty and Nondiscr im inat ion prohib i t s

d iscr iminat ion o n the bas is o f numerous protected character i s t ics in accordance

with federa l , s tate and loca l law , and addresses sex d iscr iminat ion other than

Sexua l Misconduct covered by th is po l icy .

The CUNY Campus and Workplace V io lence Po l icy addresses workplace v io lence .

The CUNY Domest ic Vio lence and the Workplace Po l icy addresses domest ic

v io lence in or a f fect ing employees in the workplace .

The CUNY Procedures for Implement ing Reasonable Accommodat ions and

Academic Adjustments addresses the procedures CUNY wi l l fo l low when there i s

a request fo r a reasonable accommodat ion or academic adjustment .

In addi t ion, CUNY cam puses are required to repo rt c r im e s tat i st ics , inc luding

s tat i s t ics re lat ing to sexua l v io lence , under the federa l J eanne C lery Act .

Informat ion i s ava i lab le f rom the Of f ice o f Publ ic Safety .

O t h e r P o l i c i e s

I t i s the po l icy o f the Central Office to recru i t , em ploy , reta in , promote , and prov ide

benef i t s to em ployees and to adm it and prov ide serv ices for s tudents wi thout regard

to race, co lor , nat iona l or e thnic or ig in , re l ig ion, age, sex , sexua l or ientat ion,

gender ident i ty , m ar ita l s tatus, d i sabi l i ty , genet ic predispos i t ion or carr ier status ,

a l ienage , c i t i zenship , m i l i tary or veteran status , unem ploym ent s tatus or status as

v ic t im of domest ic v io lence .

The Central Office po l i cy i s reaf f i rmed by the Chancellor annual ly . Appendix B conta ins a

copy o f the annual Reaf f i rm at ion Let ter which was i ssued on Decem ber 8 , 2017 .

http://www2.cuny.edu/wp-content/uploads/sites/4/page-assets/about/administration/offices/hr/policies-and-procedures/PEONon-Discrimination12.4.2014.pdf

http://www2.cuny.edu/wp-content/uploads/sites/4/page-assets/about/administration/offices/legal-affairs/CUNY-Campus-and-Workplace-Violence-Prevention-Policy-2.28.11-and-amended-9.26.2011.pdf

http://policy.cuny.edu/general-policy/article-v/#policy_5.061

http://www2.cuny.edu/about/administration/offices/legal-affairs/policies-procedures/reasonable-accommodations-and-academic-adjustments/

http://www2.cuny.edu/about/administration/offices/legal-affairs/policies-procedures/reasonable-accommodations-and-academic-adjustments/

10

R E S P O N S I B I L I T Y F O R I M P L E M E N T A T I O N

Whi le the ent i re Centra l Of f i ce com m unity part ic ipates in promot ing divers i ty and

inc lus ion, the Central Off ice has ass igned certa in respons ib i l i t ies in implem ent ing

Af f i rm at ive Act ion programs .

T h e V i c e C h a n c e l l o r f o r t h e O f f i c e o f H u m a n R e s o u r c e s M a n a g e m e n t

The pr imary respons ib i l i ty for im plem ent ing the AAP rests with Margaret Egan, the

Interim Vice Chance l lor for the Of f ice o f Hum an Resources Managem e nt . The V ice

Chance l lor has the pr im ary respons ib i l i ty to prov ide leadership and oversee the

im plem entat ion o f the Centra l Of f ice ’s a f f i rm at ive act ion po l ic ies , procedures and

divers i ty program s as we l l as assur ing compl iance with a l l re lated federa l , s tate , and

c i ty laws , ru les and regulat ions as we l l as the po l ic ies o f The C ity Univers i ty o f New

York . Th is ro le inc ludes , but i s not l im ited to :

Des ignates perso nnel respons ib le for aspects o f Af f i rm at ive Act io n, d ivers i ty ,

and com pl i ance , inc luding a Chie f D ivers ity Of f icer (CDO) , 504/ADA

Coordinator and T i t le IX Coordinator , and ensures respons ib le personnel have

the author i ty , s ta f f , and other reso urces to success fu l ly implement the i r

ass igned respons ib i l i t ies

Communicates a co mm i tment to equal employment opportuni ty programs,

d ivers i ty , and af f i rmat ive act ion.

Submits required reports to Univers i ty o ff i ces and externa l part ies as needed.

C h i e f D i v e r s i t y O f f i c e r

The V ice Chance l lor has des ignated Michael J . Va lente , Esq. as the Chie f D ivers i ty

Of f icer (CDO) . As the V ice Chance l lor ’ s pr imary des ignee, the CDO:

• P rov ides conf ident ia l consul tat ion for , invest igat es and reso lves

discr im inat ion/harassm ent com pla ints

• Dist r ibutes re levant po l ic ies , not ices and rev is ions , and assures integrat ion into t ra in ing programs, search comm ittee or ientat ions , webs i tes , and other media

• Prepares and com m unicat es Af f i rm at ive Act ion P lan reports and eva luates t he im pact o f spec i f i c in it ia t ives and Af f i rm at ive A ct ion program s overa l l

• Consul t s wi th search c om m ittees and h i r ing m anagers on recru itm ent and

se lect ion, oversee ing search p lans and e f fect ive recru i tm ent/select ion

st rateg ies to promote a d iverse workforce

• Assures the C entra l Of f ice ’ s part ic ipat ion in diversity and inclusion in i t ia t ives

11

C e n t r a l O f f i c e O f f i c i a l s

Centra l Of f ice execut ive s , managers , and superv isor s are c r i t i cal partners in the

equal employment/ aff i rmat ive act ion program . They he lp ensure compl iance with

regulat ions and po l ic ies , fo ster an inc lus ive env i ronment , and ass i s t in deve loping,

mainta in ing, and implement ing the Af f i rmat ive Act io n P lan.

U n i v e r s i t y M a n a g e m e n t

The Univers i ty ’ s Of f ice o f Recru itment and D ivers i ty reports summary s tat is t ics to

senior managem ent on a quarter ly bas is and pro v ide per io dic data f i les to the

co l leges . Det a i l s o f Univers i ty reports and d ivers i ty pro grams are prov ided here :

C l i ck for Univers i ty Divers i ty Resources

http://www2.cuny.edu/about/administration/offices/hr/recruitment-diversity/

12

PART TWO: DATA AND ANALYSIS

The C entra l Of f ice ana lyzes data us ing mult ip le metho ds prescr ibed by regulat ion and

best pract ice in prepar ing Af f i rmat ive Act ion P lans . No one metho d prov ides a complete

p ic ture , and none should be used as a so le m easurement . Methods inc lude:

Workforce Analys i s of em ployees with in organizat iona l uni t s

Establ i shment o f Jo b Groups and re levant academic D isc ip l ines

Deve lopment o f Labor Market Ava i lab i l i ty measure s

Ut i l i zat ion Analys i s fo r Job Gro ups and D isc ip l ine s

Rev iew of Personnel Act ions (e .g . , H i r ing , Separat ion, Promot ion)

Rev iew of Recru i tm ent Act iv i ty

Rev iew of Hi r ing f ro m C iv i l Serv ice appl icant poo ls

Rev iew of Compensat ion.

Indiv idua ls interested in learn ing mo re abo ut data ana lys i s in Af f i rmat ive Act io n P lans

may wish to re fer to resources prov ided by the U .S . Department o f Labor ’s Of f ice o f

Contr act Co mpl iance Programs (OFCCP) at : C l i ck for U.S . Department o f Labor Webs i te

The so urce for th is rev iew and a l l subsequent data i s an ext ract f rom CUNY’s system

of record, CUNYFirs t , o f fu l l - t ime act ive emplo yees and employees on se lected pa id

leaves ( such as medica l leave or fe l lowship/ sabbat ica l leave) as o f June 1 , 2018 . The

populat ion does not inc lude s tudent wo rkers or ind iv idua ls employed by CUNY’s

Research Foundat ion. We created th is ext ract in Ju ly , 2018 .

To eva luate representat io n by race/ethnic ity , w e use federa l ly -mandated categor ies

o f As ian, B lack/ Afr ican Am er ican, and Hispanic . Emplo yees who ident i fy as Amer ican

Ind ian/ Alaska Nat ive and emplo yees who ident i fy as “Two or More Races” are not

l i s ted separate ly , but are inc luded in the Tota l Minor ity category . Employees

ident i fy ing as Hawai ian/Nat ive Pac i f i c I s lander are l i sted with the As ian catego ry .

To eva luate representat io n by gender , we use federa l ly -mandated categor ies o f

Male and Female .

https://www.dol.gov/ofccp/regs/compliance/ofcpcomp.htm

13

W O R K F O R C E A N A L Y S I S

The Wo rkforce Analys i s i s a rev iew of protected group s (gender and ethnic i ty )

organized by department/uni t and presented by job t i t le in descending h ierarchica l

o rder .

The Workforce Analys i s i s intended to rev iew overa l l representat ion o f fem ales or

minor it ies by organizat iona l uni t and t i t le/rank with in uni t .

Due to length , the Wo rkfo rce Analys i s charts are not inc luded in the P lan.

The C entra l Of f ice conducted a se l f - ident i f i cat ion canvas in May 2018 by contact ing

employees v ia emai l , enco urag ing them to update se l f - ident i f i cat ion data . The

Centra l Of f ice prov ided inst ruct ions and a Quest ion and Answer document

expla in ing the reasons behind co l lect ing sel f - ident i f i cat ion data , and s t ress ing that

pro v id ing th is informat ion was vo luntary .

In tota l , no employees at the C entra l Of f ice d id not ident i fy a gender and only 1

employee e i ther d id not ident i fy a race/ethnic i ty or d id not com plete ly spec i fy one

( fo r example , ident i f ied as non -Hispanic without pro v id ing a spec i f i c race) . Anyone

who d id not spec i fy a ge nder and/or ethnic i ty i s inc luded in the workforce ana lys i s

but not inc luded in a pro tected group for further ana lyses .

J O B G R O U P S , D I S C I P L I N E S , A N D M A R K E T D A T A

We base further ana lyses o n creat ing job grou ps cons is t ing o f job t i t les wi th s imi lar

respons ib i l i t ies and opportuni t ies fo r advancement . The Centra l Of f ice , which does

not em ployee Faculty or Co l lege Laborato ry Technic ians , i s not a “ t radit iona l

co l lege” in the academic instruct iona l and d isc ip l ine sense .

Appendix C presents further deta i l s o f the t i t les inc luded in each Job Group .

J o b G r o u p s

Job Groups are comprised o f s imi lar job t i t les b ased on dut ies , qua l i f i cat ions , and other

condi t ions o f employment . The Univers ity rev iews gro upings annual ly . The Exhib i t on

the fo l lowing page l i st s the Job Groups and summar izes s taf f ing in each group.

Central Office Total Employees: 929

Exhibit: Workforce Summary

Executive/Administrative/Managerial

StaffJob Group Female # Minority #Female % Minority %

Administration 1 (Executive) 79 44 55.7% 20 25.3%Administration 2 (Manager) 250 152 60.8% 118 47.2%Facility Manager 2 0 0.0% 0 0.0%IT Computer Manager 76 22 28.9% 43 56.6%Security Manager 4 1 25.0% 2 50.0%

Professional Non‐Faculty


Accountant 3 3 100.0% 3 100.0%Administration 3 (Professional) 237 180 75.9% 173 73.0%Administration 5 (Engineer‐Architect 20 3 15.0% 9 45.0%IT Computer Professional 129 51 39.5% 88 68.2%

Administrative Support Workers


Accountant Assistant 3 3 100.0% 3 100.0%Administrative Assistant 7 7 100.0% 6 85.7%Office Assistant 32 26 81.3% 24 75.0%Mail Services Worker 12 0 0.0% 9 75.0%

Craft Workers


Laborers and Helpers 1 0 0.0% 0 0.0%

Technicians


Broadcast/Media 38 13 34.2% 21 55.3%Engineering Technician 1 0 0.0% 0 0.0%IT Support Technician 11 5 45.5% 10 90.9%Print Shop 2 0 0.0% 2 100.0%

Service Workers and Others


Campus Peace Officer‐Sergeant 10 3 30.0% 8 80.0%Campus Peace Officer‐Level 2 1 0 0.0% 1 100.0%Campus Peace Officer‐Level 1 4 0 0.0% 4 100.0%Custodial Supervisor 3 0 0.0% 3 100.0%Custodial 4 1 25.0% 3 75.0%

Workforce Summary: Page1

15

L a b o r M a r k e t A v a i l a b i l i t y

Labor Market Ava i labi l i ty i s the measurement used to benchmark ut i l i zat ion o f

protected g roups . I t represents t he proport ion o f each protected group ava i lab le for

employment in the labor market f rom which we recru i t .

The Univers i ty ca lcu lates ava i lab i l i ty by job group and d isc ip l ine , based on interna l

and externa l factors . The interna l labor market i s an est imate o f e l ig ib le employees

on a promot iona l path into a job group and has been ca lcu lated based on employee

data in e i ther fa l l 2013 or s pr ing 2014. The externa l labor market uses locat ion and

qua l i f i cat ions o f ind iv idua ls ava i lab le for employment , typ ica l ly an educat ion factor

and a geographic factor . Educat iona l data comes from “ Earned Degrees Conferred”

reports f rom the U.S . Department o f Educat ion (2013 -2014 f igures) and other

informat ion comes f rom the Amer ican Communi ty Survey o f t he U.S . Census (2007 -

2011) . G eographic factors may be Nat ional (genera l ly for h ighest - leve l pos i t ions and

facul ty ) , Reg iona l ( the four -state reg ion o f New York , New Jersey , Pennsy lvania , and

Connect icut ) , o r Local (New York C i ty ) .

CUNY rev iews and updates Labor Market Ava i lab i l i ty f igures every other year . There

were no updates made to the ava i lab i l i ty data th is past year .

Appendix C (prev iously re ferenced ) l i s t s ava i lab i l i ty factors and weight ings .

U T I L I Z A T I O N A N A L Y S I S

D i s c u s s i o n

The C entra l Of f ice rev iewed i t s employee populat ion by Job G roup and protected

c lass in compar ison to Labor Market Ava i lab i l i ty for groups where there are f ive or

more employees .

We report underut i l i zat ion when s ign i f i cant ly fewer minor i t ies or women are

employed than would be reasonably expected g iven ava i lab i l i ty . We report

underut i l i zat ion where the ut i l i zat ion i s more than 20% be low ava i lab i l i ty and the

d i f ference can be expressed as at least one fu l l - t ime equiva lent employee.

Job Groups and D isc ip l in es for which there i s underut i l i zat ion are cons idered

pr ior i t ies for Co l lege Af f i rmat ive Act ion programs.

Appendix E deta i l s each indiv idua l Job Group/Aff i rmat ive Act ion Uni t and Academic

Program/Category (Facul ty and Co l lege Laboratory Technic ians) .

Changes in underut i l izat ion f rom year to year m ay ar i se f rom mult ip le factors . These

inc lude h i res , separat ions ( inc luding vo luntary separat ions and ret i rements) ,

updated Labor Market A va i lab i l i ty and changes to the compos i t ion o f Job G roups or

16

D isc ip l ines . I t i s o f ten not po ss ib le to p inpo int a s ing le , d i rect cause , and i t may not

a lways be poss ib le to ant ic ipate and/or preven t increases in underut i l i zat ion in

border l ine s i tuat ions .

The fo l lowing Exhib i t summar izes staf f ing and underut i l i zat ion for each jo b group

with a compar ison to the two prev ious years .

Exhibit: Summary of Historical Changes in Underutilization ‐Staff

This is a summary of utilization, and underutilization, of protected groups by staff Job Group. Only those groups with five or more employees are included here.

This version compares underutilization for this report (2018) to that reported in the 2017 Affirmative Action Plan. If there is no entry under Total Staff, this means that the discipline was not reported in the Affirmative Action Plan in one of the years.

Boxes in red represent increases in underutilization (negative progress); boxes in green represent decreases in underutilization (positive progress).

Female Total Minority

Asian/Nat. Haw./Other

Pac. Isl.

Black/African Am.

Hispanic/ Latino

2018 20182018201820182017 2017201720172017Job Group

UNDERUTILIZATION

Total Staff

2018 2017

Central Office

Category: Executive/Administrative/Managerial

36 3 379Administration 1 (Executive) 81

250Administration 2 (Manager) 253

76IT Computer Manager 74

Category: Professional Non‐Faculty

237Administration 3 (Professional) 243

2 220Administration 5 (Engineer‐Architect) 20

129IT Computer Professional 132

Category: Administrative Support Workers

1 1 17Administrative Assistant 9

5 16 112Mail Services Worker 14

32Office Assistant 36

Category: Technicians

38Broadcast/Media 41

1 111IT Support Technician 14

Category: Service Workers and Others

1 31 310Campus Peace Officer‐Sergeant 11

18

U t i l i z a t i o n , U n d e r u t i l i z a t i o n , a n d P l a c e m e n t G o a l s

Changes in underut i l izat ion are noted be low, f rom 2017 to 2018:

The Administ rat ion I AAU el iminated underut i l i zat ion for Tota l Minor i t ies and for

As ians , w i th 4 As ians h i red into th is AAU . However, underut i l i zat ion remained a t 3

for B lacks .

The Administ rat ive Ass is tant AAU increased underut i l i z at ion f rom 0 to 1 As ian , w i th

the loss o f 1 As ian .

The Mai l Serv ices Worker AAU reduc ed underut i l i zat ion f rom 6 to5 Females , w i th

the loss o f 2 Males .

O T H E R A N A L Y S E S

P e r s o n n e l A c t i v i t y

We rev iew personnel act ions for potent ia l adverse impact , meaning personnel

se lect ions at d i f ferent rates for d i f ferent groups .

Appendix F prov ides deta i l on personnel a ct iv i ty by Job Group :

Job Act ions by Job Group and Ethnic i ty

Job Act ions by Job Group and Gender

We compare d employee t i t le changes between reference dates ( i .e . , Ju ly 1 , 2017 and

June 1 , 2018) . The reports t rack h i res , moves to a h igher or lower Job Group, moves

with in a Job Group, and Separat ions .

P ersonnel act ions invo lv ing employees who leave one Job Group to take a pos i t ion

in another are reported as two act ions and are l i s ted as hav ing separated f rom one

group and jo ined another group .

R e c r u i t i n g A c t i v i t y

Recrui t ing and se lect ion take p lace with in a process des igned to promote both

e f fect iveness and d ivers i ty . P r ior to post ing a pos i t ion, the Chief D ivers i ty Of f icer

rev iews and approves the post ing language f rom the s tandpo int o f any requirements

that may impose b ias. The Chie f D ivers ity Of f icer may a lso create and/or rev iew a

Search P lan out l in ing intended methods of outreach for the pos it ion , or o f fer

suggest ions on addi t iona l outreach e f forts .

19

Many h i r ing pro jects are conducted by a d iverse Search Commit tee , part icu lar ly

searches for facul ty , adminis t rators , and execut ives . The Chie f D ivers i ty Of f icer

prov ides an or ientat ion , o r “charge ,” to committee members on e f fect ive se lect ion

pract ices , inc luding pract ices a imed at reduc ing the potent ia l for b ias . T he CDO

rev iews the appl icant poo l for suf f ic ient representat ion and cert i f ies the poo l pr ior

to a rev iew by the committee . The CDO rev iews the l i s t o f ind iv idua ls se lected for

interv iews, and at the end o f the recru it ing process , approves the ent i re search .

The s tandard in eva luat ing recru i t ing data i s re ferred to as Impact Ana lys i s . Federa l

guide l ines recommend that “ Adverse Impact” may occur when any one group has a

se lect ion rate which is less than 80% of the se lect ion rate o f the group which i s

most f requent ly se lected.

Appendix G summar izes recru i t ing , by job group, data based on current ly ava i lab le

informat ion about searches that were noted as o f f i c ia l ly conc luded with a job o f fer

between June 1 , 2017 and May 31 , 2018 .

For some job groups , notably facul ty , there i s a t ime gap between of fers and s tart

dates . For recru it ing rev iews, we t rack t iming on the bas is o f the c lose o f the search

(accepted job o f fer ) . A lso , we report on a l l searches resul t ing in an o f fer , regardless

o f whether the search i s c ance l led at some po int a f ter an o ffer i s made.

Current ly , appl icant categor ies fo l low the Internet Appl icant Rule and cons is t o f :

Appl icant (Qual i f ied indiv idua l submit t ing an appl icat ion for a spec i f i c

pos i t ion)

Interv iew (Se lected for an interv iew, and interv iewed)

Offer/Hire (Se lected for the pos it ion)

As with many h igher educat ion inst i tut ions , there may be a gap in t ime between

of fer and h i re for facul ty members , as they are genera l ly se lected in the spr in g to

teach the fo l lowing fa l l . Th is t ime per iod can span two academic years . We report

recru i t ing data based upon the date the search c loses , and we report personnel

act iv i ty data based on the employee’s h i re date . Thus the number o f h i res in

recru i t ing exhib i t s may not match the number o f h i res in the personnel exhib i t s .

In the normal conduct o f bus iness , the Chie f D ivers ity Of f icer rev iews appl icant se l f -

ident i f i cat ion data and determines whether there i s a need for r ea l - t ime

adjustments to recru it ing and outreach p lans in order to as sure d iver se , qua l i f ied

appl icant poo ls . The Chie f D ivers ity Of f icer may require addi t iona l outreach pr ior to

proceeding with se lect ion and/or interv iews should there be a concern that

appl icant poo ls are not suf f ic ient ly d iverse .

20

H i r i n g f r o m C i v i l S e r v i c e A p p l i c a n t P o o l s

The Co l lege part ic ipated in no Univers i ty -wide h i r ing poo ls for C lass i f ied C iv i l

Serv ice h i res . At a h i r ing poo l , appl icants who a re pre -qua l i f ied based on a C iv i l

Serv ice examinat ion score i ndicate the i r inte rest in work ing at one or mo re

Co l leges, and co l leges make se lect ions as per C iv i l Serv ice regulat ions . These h i res

are inc luded in the counts o f employees hi red in Appendix F and the counts o f

appl icants in Appendix G.

C o m p e n s a t i o n

The Univers i ty deve lops and manages pay plans according to t i t le and/or barga in ing

uni t . These inc lude an Execut ive Compensat ion P lan (ECP) , Facul ty and Non -Teaching

Inst ruct iona l Staf f Pay Schedules , and C lass i f ied C iv i l Serv ice P lans for Manager ia l

Personnel , Non -Manager ia l Staf f , and Sk i l led Trades . P lans are subject to barga in ing

unit contracts , C iv i l Serv ice regulat ions , New York C i ty Comptrol ler ’ s

Determinat ions , and/or Univers i ty po l icy , and these factors somet imes l imit the

f lex ib i l i ty o f the pay p lans .

We rev iew po l ic ies such as :

Sett ing o f Start ing Salar ies

Performance -Based Pay

Pay Increases Upon Promot ion

Track ing o f Compensat ion Dec is ions

Document Retent ion Pract ices

Ass ignment o f Overt ime/Addit iona l Ass ignments .

We a lso rev iew sa lar ies by job group and t i t le and eva luate areas w here there i s a

d iscrepancy o f 5% of more based on average sa lary as wel l as a mater ia l number of

employees .

On August 30 , 2018 , the Chie f D ivers i ty Of f icer and the Centra l Of f ice Human

Resources D i rector met to d iscuss spec i f ic f ind ings as wel l as compen sat ion best

pract ices . They rev iewed areas o f pay d iscrepancy and Centra l Of f ice compensat ion

rev iew processes .

A lso , on August 3 1 , 2018 , the Inter im Vice Chance l lor was not i f ied o f sa id rev iew’s

overa l l assessment , i .e . , there were no ident i f ied major concerns for which

leg i t imate explanat ions could not be prov ided.

21

To he lp ensure fa i rness and equi ty , the Centra l Of f ice ut i l i zed a mult i layered -rev iew

process towards compensat ion management , espec ia l ly for fu l l - t ime employees .

A lso , the Chie f D ivers i ty Of f icer rout ine ly adv ised h i r ing managers not to inquire

into an appl icant ’s compensat ion h is tory . Moreover, h i r ing managers submit ted

proposed sa lary or compensat ion requests to the i r respect ive V ice Chance l lors , who,

in turn, forwarded such requests to the Human Resources Of f ice.

The Human Resources Of f ice would then ana lyze a number o f factors regarding the

proposed sa lary , inc luding: the candidate’s qua l i f i cat ions and exper ience; the sa lary

o f the former incumbent ( i f any) ; the average sa lary in same or s imi lar t i t les

throughout the uni t and Univers i ty , and the approved sa lary range. At the same

t ime, the Chie f D ivers i ty Of f icer would have an opportuni ty to rev iew the proposed

sa lary to ensure equi ty . Next , the Budget Of f ice would make i t s deter minat ion on

the proposed sa lary in l ight o f f inanc ia l contro ls and constra ints . The proposed

sa lary or compensat ion i ssue would o ften be submitted to the Workforce

Management Committee for rev iew and approva l .

22

PART THREE: ACTION-ORIENTED PROGRAMS

Th is sect ion deta i l s a qua l i tat ive assessment o f programs over the pr ior year ,

eva luate s how the Col lege has , o r has not , ach ieved i t s goa ls , and ident i f ies p lanned

act iv i t ies a imed at achiev ing the coming year ’ s goa ls .

Part Three conta ins :

Implementat io n o f Pr ior -Year Programs

Implementat ion o f 2018 -2019 Programs

Ongoing Act iv i t ies in Support o f Af f i rmat ive Act ion

Interna l Audi t and Report ing .

I M P L E M E N T A T I O N O F P R I O R - Y E A R P R O G R A M S

Over the pr ior p lan year , the Co l lege undertook the fo l lowing programs to support

Af f i rmat ive Act ion and create a c l imate o f inc lus ion.

E x h i b i t : S u m m a r y o f C a m p u s P r o g r a m s , 2 0 1 7 - 2 0 1 8

Program Impac t

C o n t i n u a t i o n o f t h e C D O ’ s i n - p e r s o n ,

i n t e r a c t i v e E E O t r a i n i n g s e s s i o n s f o r

a l l C e n t r a l O f f i c e e m p l o y e e s , i n c l u d i n g

m a n a g e r s a n d s u p e r v i s o r s .

E d u c a t e a l l C e n t r a l O f f i c e e m p l o y e e s ,

i n c l u d i n g h i r i n g m a n a g e r s a n d

p o t e n t i a l s e a r c h c o m m i t t e e

m e m b e r s , o n t h e b e n e f i t s o f

w o r k p l a c e d i v e r s i t y a n d t h e l a w s a n d

p o l i c i e s g o v e r n i n g f a i r e m p l o y m e n t

p r a c t i c e s . W i t h r e d u c t i o n a n d / o r

e l i m i n a t i o n o f u n d e r u t i l i z a t i o n i n

s o m e A A U s d u r i n g t h e p a s t y e a r , t h e

t r a i n i n g s s e e m t o h a v e h a d a p o s i t i ve

i m p a c t o n t h e C e n t r a l O f f i c e h i r i n g

p r o c e s s a n d i n c l u s i v e c l i m a t e .

C D O c h a r g e o f s e a r c h c o m m i t t e e s . S e n s i t i z e h i r i n g m a n a g e r s a n d s e a r c h

c o m m i t t e e m e m b e r s t o c h e c k t h e i r

i m p l i c i t b i a s e s ; P r o v i d e g u i d a n c e o n

l a w s a n d p o l i c i e s g o v e r n i n g e q u a l

e m p l o y m e n t o p p o r t u n i t y ; H i g h l i g h t

f o c u s o n a c a n d i d a t e ’ s q u a l i f i c a t i o n s

f o r t h e p o s i t i o n . W i t h s o m e

r e d u c t i o n a n d / o r e l i m i n a t i o n o f

23

Program Impac t

u n d e r u t i l i z a t i o n i n va r i o u s A A U s

d u r i n g t h e p a s t y e a r , th e C D O c h a r g e

m e e t i n g s s e e m t o h a ve h a d a p o s i t i ve

i m p a c t o n t h e C e n t r a l O f f i c e h i r i n g

p r o c e s s a n d i n c l u s i v e c l i m a t e .

T a r g e t e d o u t r e a c h w h e r e t h e r e i s

u n d e r u t i l i z a t i o n , e . g . , f o r w a r d i n g

A d m i n i s t r a t i o n 1 j o b p o s t i n g s t o A s i a n

A m e r i c a n / A s i a n R e s e a r c h I n s t i t u t e

( A A A R I )

4 A s i a n s w e r e h i r e d i n t o t h e

A d m i n i s t r a t i o n 1 r a n k s , w h i c h

e l i m i n a t e d t h e A s i a n u n d e r u t i l i z a t i o n

f o r t h a t A A U .

I M P L E M E N T A T I O N O F 2 0 1 8 - 2 0 1 9 P R O G R A M S

In th is sect ion, we af f i rm the Col lege ’s placement goa ls and key in i t iat ives for the

coming year .

E x h i b i t : P l a n n e d C a m p u s P r o g r a m s , 2 0 1 8 - 2 0 1 9

Program Expec ted Impac t

C o n t i n u e w i t h t h e C D O ’ s l i v e E E O t r a i n i n g

s e s s i o n s f o r a l l C e n t r a l O f f i c e e m p l o y e e s ,

b e c a u s e a f e w o f f i c e s h a ve n o t b e e n

t r a i n e d . T o d a t e , a l m o s t a l l C e n t r a l

O f f i c e u n i t s h a v e r e c e i ve d t r a i n i n g , w i t h

n e a r l y 1 2 0 0 C e n t r a l O f f i c e e m p l o y e e s

t r a i n e d .

G o a l i s t o f u r t h e r r e d u c e

u n d e r u t i l i z a t i o n .

C D O c h a r g e o f s e a r c h c o m m i t t e e s . G o a l i s t o f u r t h e r r e d u c e

u n d e r u t i l i z a t i o n .

T a r g e t e d O u t r e a c h f o r A d m i n i s t r a t i o n 1

j o b o p e n i n g s . F o r A d m i n i s t r a t i o n 1 A A U , A s i a n a n d

T o t a l M i n o r i t y u n d e r u t i l i z a t i o n w e r e

e l i m i n a t e d , b u t g o a l i s t o f u r t h e r

r e d u c e u n d e r u t i l i z a t i o n f o r B l a c k s i n

t h e A d m i n i s t r a t i o n 1 A A U , w h i c h

r e m a i n e d a t 3 .

O N G O I N G A C T I V I T I E S I N S U P P O R T O F A F F I R M A T I V E A C T I O N

The Centra l Of f ice ’ s programs benef it f rom addi t iona l Univers i ty -wide recru i tment ,

d ivers i ty , and compl iance programs . The Univers i ty :

Sends job post ings to State Workforce Agenc ies and Veterans ’ career centers

24

Mainta ins conso l idated advert i s ing programs, inc luding job boards serv ing

Veterans , Ind iv idua ls wi th D isabi l i t ies , wom en, and protected minor ity groups

Mainta ins soc ia l media accounts for recru i tment and employment branding

Advert i ses and adminis ters C iv i l Serv ice examinat ions

Publ i shes gu ides and t ra in ing mater ia l s on e f fect ive and compl iant search

pract ices

Publ i shes an ann ual not ice o f non -d iscr iminat ion in the New York T imes

Prov ides t ra in ing and ongo ing updates to Chie f D ivers i ty Of f icers .

Recru i tment po l ic ies support deve loping d iverse appl icant poo ls through:

Required post ing o f open pos i t ions and o f C iv i l Serv ice Not ices o f Exam ;

typ ica l faculty vacancies are posted for 30 -60 days and adminis trat ive

vacanc ies are post ed for 14-30 days

Col lect ion o f a l l appl icat ions into a s ing le automated system where pre -

establ i shed screening pract ices re levant to the spec i f i c funct ion may be

appl ied

A job appl icat ion process where a l l candidates are automat ica l ly inv i ted to

se l f - ident i fy race/ethnic i ty , gender , veteran s tatus , o r d isabi l i ty s tatus;

informat ion i s kept conf ident ia l ly and used to ana lyze the compos i t ion o f

appl i cant poo ls

A committee recru i t ing process by which a d iverse team eva luates candidates

according to cons is tent c r i ter ia and job -re lated interv iew quest ions

An annual survey o f newly appo inted employees to ident i fy potent ia l areas o f

concern in how the Co l lege communicates with i t s candidates .

I N T E R N A L A U D I T A N D R E P O R T I N G

The Chie f D ivers i ty Of f icer posts and d ist r ibutes not ices o f non -d iscr iminat ion

po l ic ies , changes in regulat ions , and s imi lar compl iance informat ion, and makes the

Af f i rmat ive Act ion P la n ava i lab le for publ ic inspect ion. He a lso integrates

compl iance informat ion into t ra in ing programs for staf f .

The Chie f D ivers i ty Of f icer i s respons ib le for audi t s and rev iew s o f the e f fe ct iveness

o f Co l lege programs. Th is inc ludes :

25

Monitor ing records of personnel act iv i t ies , inc luding new hi res , t ransfer s ,

promot ions , and terminat ions

Monitor ing the s tatus o f employee se l f - ident i f i cat ion programs

Rev iewing the e f fect iveness o f recru it ing outreach and advert i s ing

Monitor ing compla ints or inc ident reports which may indicate under ly ing t rends

Rev iew ing personnel act iv i t ies and the A f f irmat ive Act ion P lan with senior leve l

o f f i cers

Adv is ing management o f program ef fect iveness and prov ide recommendat ions for

improvement .

The C entra l Of f ice mainta ins employment records in the centra l CUNYFirs t system

used to prov ide the data under ly ing Af f i rmat ive Act ion P lans . The Chie f D ivers i ty

Of f icer works with Human Resources staf f to assure that records are complete ,

accurate , and t imely . Data qua l i ty i s audi ted further by the Univers i ty per iodica l ly

throughout the year .

The Univers i ty reports s tat i st ics and d ivers i ty metr ics to the Univers i ty Community

and the CUNY Board o f Trustees on a quarter ly bas is .

26

PART FOUR: INDIVIDUALS WITH DISABILITIES AND

PROTECTED VETERANS

Federa l regulat ions mandate that Af f i rmat ive Act ion p lans be prepared to address the

h i r ing and advancement o f Ind iv idua ls with D isabi l i t ies and Veterans . The topics

covered in Part Four are s imi lar to those covered in the other sect ions except that we

ana lyze data in a s impler format and make compar isons bas ed on federa l ly -

recommended benchmarks .

The sect ions o f Part Four are mandated by regulat ion . They are :

Po l icy Statement

Rev iew of Personnel Processes

Rev iew of Phys ica l and Menta l Qual i f i cat ions

Reasonable Accommodat ions

Harassment Prevent ion Procedures

Externa l D isseminat ion o f Po l icy

Outreach and Pos i t ive Recru i t ing

Interna l D isseminat ion o f P o l icy

Respons ib i l i ty for Implementat ion

Tra in ing

Audit and Report ing System

Benchmark Compar isons

27

E Q U A L O P P O R T U N I T Y A N D N O N - D I S C R I M I N A T I O N P O L I C Y

The C i ty Univers i ty of New York (“Univers i ty” or “ CUNY” ) , located in a

his tor ica l ly d iverse munic ipa l i ty , i s committed to a po l i cy of equal

employment and equal access in i ts educat ional programs and act iv i t ies .

D ivers i ty , inc lus ion, and an env i ronment f re e f rom d iscr iminat ion are

centra l to the miss ion of The Univers ity .

I t i s the po l i cy of The Univers ity —appl icable to a l l co l leges and uni t s —

to recru i t , employ , reta in , promote , and prov ide benef i t s to employees

( inc lud ing paid and u npaid interns ) and to admit and prov ide serv ices

for s tudents without regard to race , co lor , c reed, nat ional or ig in ,

e thnic i ty , ancestry , re l ig ion, age , sex ( inc lud ing pregnancy , ch i ldb i r th

and re lated condi t ions ) , sexual or ientat ion, gender , gender ident i ty ,

mar i ta l s tatus , pa r tnersh ip status , d isabi l i ty , genet ic in format ion,

a l ienage, c i t i zensh ip , mi l i tary or veteran status , status as a v ic t im of

domest ic v io lence/stalk ing/sex of fenses , unemployment s tatus , or any

other legal ly prohib i ted bas is in accordance with federa l , s tat e and c i ty

laws .

I t i s a l so The Univers ity ’ s po l i cy to prov ide reasonable accommodat ions

to appl icants , employees and other persons on the bas is of d i sabi l i ty ,

re l ig ious pract ices , pregnancy or ch i ldb i r th - re lated medica l condi t ions ,

or s tatus as v ic t ims of domest ic v io lence/sta lk ing/sex of fenses .

Th is Po l i cy a lso prohib i t s reta l iat ion for repor t ing or oppos ing

d iscr iminat ion, or cooperat ing with an invest igat ion of a d iscr iminat ion

compla int .

The C i ty Univers i ty o f New York , located in a h is tor ica l ly d ive rse munic ipa l i ty , i s

committed to a po l icy o f equal employment and equal access in i t s educat iona l

programs and act iv i t ies . D ivers ity , inc lus ion, and an env i ronment f ree f rom

discr iminat ion are centra l to the miss ion of The Univers ity . Further deta i l s on

Univers i ty po l ic ies are ava i lab le at : Cl ic k for CUNY's Pol ic ies .

R E V I E W O F P E R S O N N E L P R O C E S S E S

Our goa l i s to ensure a l l personnel act iv i t ies are cons is tent with the goa l o f

prov id ing equal employment opportuni ty for employees and appl icants who are

Indiv idua ls wi th D isabi l i t ies and/or Protected Veterans . To that end, we per iodica l ly

rev iew our personnel processes for potent ia l barr iers to emplo yment , t ra in ing, and

promot ion .

The Centra l Of f ice ’ s personnel processes do not s tereotyp e Indiv idua ls wi th

D isabi l i t ies or P rotected Veterans or o therwise l imits the i r access to jobs for which

they are qua l i f ied ; further , the C entra l Of f ice s t r ives to inc lude I ndiv idua ls wi th

D isabi l i t ies and Veterans in media such as co l lege publ icat ions and webs i tes .


28

We inv ite em ployees to se l f - ident i fy through a n onl ine system ava i lab le in CUNY’s

Employee Se l f -Serv ice Porta l . We inv i te appl icants to se l f - ident i fy th rough CUNY’s

o nl ine recru i t ing system with each appl icat ion. The Univers i ty mainta ins th is data in

i t s system of record with appropr iate secur i ty measures for conf ident ia l i ty o f

ind iv idua l informat ion. As was descr ibed in Part Two, the Ce ntra l Of f ice conducted a

se l f - ident i f i cat ion campaign in 2018.

Dur ing the 201 7-201 8 report ing per iod, 29 c urrent ful l - t ime employees se l f -

ident i f ied as indiv iduals wi th di sabi l i t ies and 14 c urrent fu l l -t ime employees se l f -

ident i f ied as protec ted veterans .

R E V I E W O F P H Y S I C A L A N D M E N T A L Q U A L I F I C A T I O N S

Our goa l i s to ensure that a l l phys ica l and menta l qua l i f i cat ions and requirements

are job -re lated and cons is tent with bus iness necess i ty and safe per formance o f the

job. We per iodica l ly rev iew the phys ica l and menta l qu a l i f i cat ions and requirements

as they re late to employment, t ra in ing, and promot ion.

We wi l l repeat a rev iew of a g iven pos i t ion when there i s a change in work ing

condi t ions that may inf luence the job 's phys ica l o r menta l requirements . Examples

may inc lud e new work r equirements or new equipment . As new job qua l i f i cat ions

are establ i shed, the C entra l Of f ice wi l l rev iew them to ensure that the y would not

screen out qua l i f ied Indiv idua ls wi th D isab i l i t ies or Protected Veterans . To the

extent that such a s i tua t ion might occur , the C entra l Of f ice takes s teps to ensure

the requirements are essent ia l funct ions of these part icu lar jobs .

The Univers i ty ’ s C iv i l Serv ice uni t rev iews job requirements for potent ia l i s sues at

pr ior to i ssu ing rev ised C iv i l Serv ice spec i f i cat ions . The Univers ity a l so prov ides a

check l i s t for p lanning a recru i t ing e f fort that inc ludes a s ign -of f on a rev iew of job

qua l i f i cat ions .

R E A S O N A B L E A C C O M M O D A T I O N S

The C entra l Of f ice prov ides reasonable accommodat ions to phys ica l and menta l

l im itat ions o f appl icants and employees who are Indiv idua ls with D isa bi l i t ies or

D isabled Veterans . As per CUNY Procedures for Implement ing Reasonable

Accommodat ion and Academic Adjustments , the Human Resou rces D i rector i s

respons ib le for responding to requests by ap pl icants for employment , current

employees and v is i tors . Anyone may request an accommodat ion by contact ing the

Human Resources Of f ice .

The C entra l Of f ice contact for accommodat ion requests i s :

Name: Sonia Pearson

T i t le : D i rector o f Human Re sources

29

Phone: (646) 664 -3264

Emai l : Sonia .pearso n@mai l .cuny .edu

CUNY Procedures for Implement ing Reasonable Accommodat ion and Academic

Adjustments i s ava i lab le on CUNY’s webs i te .

C l i ck for CUNY's Po l ic ies

(ht tp://www.cuny .edu/about/administ rat ion/of f ices/ohrm/po l ic ies -

procedures .html) .

Appl icants for employment may request accommodat ions to phys ica l and menta l

l im itat ions dur ing the recru i t ing and interv iewing process . The procedure i s

prov ided on the Employment Page o f the CUNY Webs ite

ht tp://www2.cuny .edu/employment .html . The text o f the statement i s as fo l lows:

Any appl icant who requires an accommodat ion for a d isabi l i ty in order to

apply for a pos it ion or proceed with the job search process should contact the

Human Resources o f f ic e at the Co l lege post ing the pos it ion ( l i s t a t

www.cuny .edu/employment/campus -hr .html) or contact the Off ice o f

Recru i tment and D ivers i ty at [email protected] or at 395 Hudson St . , New York ,

NY 10014.

As per Univers i ty po l icy , the C entra l Of f ice a lso prov ides reasonable

accommodat ions to indiv idua ls based on a d isabi l i ty ; pregnancy, ch i ldbi r th , or a

medica l condi t ion re lated to pregnancy or ch i ldbi r th; re l ig ious pract ices and s tatus

as a v ic t im of domest ic v io lence, sex o f fense or s ta lk ing.

In the last year :

Whi le recogniz ing that many requests are reso lved through an informal

process, the Centra l Of f ice responded to 8 o f f i c ia l request s for employee

accommodat ions , for which the process was success fu l ly conc luded 8 t imes

and appealed 0 t imes. At th is t ime there are no outstanding appeals .

The Centra l Of f ice responded to 0 requests f or reasonable accommodat ion

f rom job appl icants .

H A R A S S M E N T P R E V E N T I O N P R O C E D U R E S

The Univers i ty has deve l oped procedures to ensure that Indiv idua ls wi th D isabi l i t ies

or P rotected Veterans are not harassed. (See above, Pol icy Statements on Equal

Employment Opportuni ty ) . The 504/A.D .A. Coordinator Michae l Va lente , Esq.

adminis ters ef forts to ensure acc ess and non -discr iminat ion for Indiv idua ls wi th

D isabi l i t ies .





http://www2.cuny.edu/employment.html


30

E X T E R N A L D I S S E M I N A T I O N O F P O L I C Y

Each job vacancy announcement has a summary o f CUNY’s pol icy .

The Univers i ty a l so posts i t s Non-D iscr iminat ion Po l icy on i t s employment webs i te

(C l i ck for CUNY's Employment Page (www.cuny .edu/employment.html) and

advert i ses the po l icy annual ly in the New York T imes newspaper .

The Univers i ty Of f ice o f Labor Re lat ions prov ide s an annual not ice o f our po l ic ies to

labor unions .

The Co l le ge sends wr it ten not ice o f the Af f i rmat ive Act ion P o l icy to a l l

subcontractors , vendors , and suppl iers request ing the i r compl iance with our po l icy .

O U T R E A C H A N D P O S I T I V E R E C R U I T I N G

S u m m a r y o f P r i o r Y e a r O u t r e a c h E f f o r t s

In the last P lan Year , the Co l lege undertook the fo l lowing targeted e f forts for

outreach to Veterans and Indiv idua ls wi th D isabi l i t ies:

Program / E f fort Impac t/Disc uss ion

Job post ings with D i rect Employers ,

which sends job post ings to var ious

webs i tes for , among other groups ,

ind iv idua ls wi th d isabi l i t ies and

veterans , and a verbal reminder at

charge meet ings to prov ide access to

employment opportuni t ies for

qua l i f ied indiv idua ls wi th d isabi l i t ies

and veterans

For h i res resul t ing f rom search

processes over the past report ing

year , the Centra l Of f ice saw

great ly improved h i r ing rates for

Indiv idua ls wi th D isabi l i t ies at 11%

and for Veterans at 4%, c ompared

to 1 .8% h i r ing rates for Indiv idua ls

wi th D isabi l i t ies and Veterans for

the pr ior year .

P l a n n e d O u t r e a c h f o r 2 0 1 8 - 2 0 1 9

The Co l lege P lans to in i t iate the fo l lowing new act iv i t ies over the next P lan Year:

Program / E f fort Goals/Expec ted Impac t

Cont inue with D i rect Employers and

with charge meet ing inst ruct ions .

Goal i s to increase employee

representat ion o f indiv idua ls wi th

d isabi l i t ies and veterans .

http://www.cuny.edu/employment.html

31

In addi t ion, genera l , ongo ing e f forts to d isseminate the CUNY Pol icy on Non -

D iscr iminat ion and conduct outreach and pos i t ive recru i tment inc lude the fo l lowing:

Disseminat ing informat ion co ncerning employment opp ortuni t ies to media that

reach D isabled V eterans , o ther P rotected Veterans , and I ndiv idua ls wi th

D isabi l i t ies

Advert i s ing job openings with a var iety o f externa l resources , inc luding required

report ing to the New York State Labor Department and re lated agenc ies

F i l ing the federa l VETS-4212 report annual ly

Veterans who rece ived a pass ing score on a compet i t ive C iv i l Serv ice examinat ion

may apply for addi t iona l po ints to be added to the i r score based on Veteran or

D isabled Veteran Status as def ined by New York State s tatute .

The Univers i ty may appo int qua l i f ied d isabled indiv idua ls to c lass i f ied

compet i t ive C iv i l Serv ice t i t les wi thou t an examinat ion .

I N T E R N A L D I S S E M I N A T I O N O F P O L I C Y

To foster pos i t ive support for the Af f i rmat ive Act ion P rogram for P rotected Veterans

and Indiv idua ls wi th D isabi l i t ies , the Co l lege has implemented the fo l lowing

measures :

Inc luding po l ic ies in the manual s and other in -house publ icat ions

Meet ing with senior staf f and other superv isor s to expla in the intent o f the

po l icy and indiv idua l respons ib i l i t y for e f fect ive implementat ion

Schedul ing t ra in ing sess ions for employees invo lved in recru i tment , se lect ion,

and promot ion dec is ion -mak ing

Discuss ing po l ic ies thoroughly in both employee o r ientat ion a nd management

t ra in ing programs

Inc luding art ic les on accompl ishments o f D isabled Veterans , other V eterans , and

Indiv idua ls wi th D isabi l i t ies in Co l lege publ icat ions

Post ing the CUNY Procedures for Implement ing Reasonable Accommodat ion and

Academic Adjustments on Co l lege bul le t in boards , a long with the CUNY Pol icy

on Non-Discr iminat ion (which a lso covers protect ion f rom harassment on the

bas is o f d isabi l i ty )

Featur ing persons w ho are Indiv idua ls with D isabi l i t ies in handbooks or s imi lar

32

publ icat ions .

R E S P O N S I B I L I T Y F O R I M P L E M E N T A T I O N

As part o f i t s e f forts to ensure e qual employment opportuni ty to D isabled Veterans ,

o ther Veterans , and Indiv idua ls wi th D isabi l i t ies , the Co l lege has des ignated spec i f i c

respons ib i l i t ies to var ious s taf f .

T h e V i c e C h a n c e l l o r

The V ice Chance l lor for Human Resources oversees Af f i rmat ive A ct ion and

compl iance programs. He/she appo ints the 504/A .D .A. Coordinator to oversee

Co l lege compl iance act iv i t ies and prov ides management support and resources to

manage the implementat ion o f Af f i rmat ive Act ion and compl iance programs. I ssues

uncovered in se l f -audi ts or rev iews are u l t imate ly reported to the Pres ident who

oversees implementat ion o f appropr iate responses .

5 0 4 / A . D . A C o o r d i n a t o r

The V ice Chance l lor ass igned the dut ies o f the 504/A.D .A. Coordinator to Michae l J .

Va lente , Esq . His respons ib i l i t ies inc lude:

Monitor ing the Centra l Of f ice for 504/A.D .A. compl iance

Reso lv ing i ssues before they become potent ia l gr ievances ; consider ing appeals

and d isputed accommodat ion dec is ions

Mainta in ing information on accommodat ions requested and prov ided

Ensur ing pert inent records are s tored secure ly and conf ident ia l i ty i s mainta ined

Prov id ing t ra in ing as needed on i ssues re lated to Indiv idua ls wi th D isabi l i t ies .

C e n t r a l O f f i c e O f f i c i a l s

In the i r d i rect day - to-day contact wi th Centra l Of f ice employees, Superv isors and

Managers assume certa in respons ib i l i t ies to he lp the Centra l Off ice comply with

d isabi l i ty regulat ions, inc luding work ing with the Of f ice o f Human Resources to

prov ide reasonable accommodat ions .

U n i v e r s i t y M a n a g e m e n t

The Univers i ty ’ s Of f ice o f Recru itment and D ivers i ty reports summary s tat is t ics to

33

senior management on a quar ter ly bas is . These reports inc lude both univers i ty -wide

and co l lege -spec i f i c data . The Univers i ty posts these reports onl ine at :

C l i ck here for Univers i ty Resources:

ht tp: //www2.cuny .edu/about/administ rat io n/of f ices/hr/ recru i tment -d ivers i ty/

T R A I N I N G

Employees invo lved with the recru i tment , se lect ion, promot ion, d isc ip l inary act ions ,

t ra in ing, and re lated processes o f Ind iv idua ls wi th D isabi l i t ies or V eterans are

acquainted with the C entra l Of f ice ’ s A f f i rmat ive Act ion Program. CUNY’s Off ice o f

Recru i tment and D ivers i ty and the Of f ice of Profess iona l Deve lopment and Learning

Management prov ide t ra in ing opportuni t ies to he lp employees max imize the i r

personal and workplace e f fect iveness , inc luding D ivers ity Tra in ing courses .

The CDO has cont inued with h is l i ve EEO tra in ing sess ions for Centra l Of f ice

employees , which inc ludes informat ion and d iscuss ion o f prohib i t ions aga inst

d iscr iminat ion aga inst ind iv idua ls with d isabi l i t ies and veterans, and the abi l i ty o f

employees to request reasonable accommodat ions .

A U D I T A N D R E P O R T I N G S Y S T E M

The 504/A .D .A. Coordinator i s respons ib le for the C entra l Of f ice ’ s audi t and

report ing system to monitor the Centra l Of f ice ’ s overa l l programs in support o f

Ind iv idua ls wi th D i sabi l i t ies , measur ing the degree to which the Centra l Of f ice i s

meet ing i t s object ives and ident i fy ing the need for remedia l act ion. The Coordinator

a l so determines whether there are any undue hurdles for both Indiv idua ls wi th

D isabi l i t ies and Protected Ve terans in ga in ing access to co l lege programs and

act iv i t ies o f a l l k inds .

The Chie f D ivers i ty Of f icer i s respons ib le for monitor ing recru i tment outreach , as

wel l as c la ims o f d iscr iminat ion re lated to s tatus as a Veteran or Indiv idua l w i th a

D isabi l i ty . The CDO audi ts the e f fect iveness o f outreach and Aff i rmat ive Act ion

programs as part o f the Af f i rmat ive Act ion P lan process .

F indings are reported to the V ice Chance l lor for Human Resources .

B E N C H M A R K C O M P A R I S O N S

The federa l gu ide l ine for ut i l i zat ion o f Ind iv idua ls wi th D isabi l i t ies i s 7 .0%.

Appendix H deta i l s the ut i l i zat ion o f Ind iv idua ls wi th D isabi l i t ies by Job Group.

There i s no guide l ine for ut i l i zat ion o f Veterans .



34

In March 201 8 , the federa l benchmark Hi r ing Rate for Veterans was set at 6 .4%. The

exhib i t on the next page i l lust rates Co l lege h i r ing rates for Veterans . Whi le we

ca lcu lated a Hi r ing Rate for Indiv idua ls wi th D isabi l i t ies , there is no recommended

benchmark .

We monitor r ecru i tment , appl icat ion and appo intment processes to assure

representat ion o f Protected V eterans and Indiv idua ls wi th D isabi l i t ies .

35

E x h i b i t : B e n c h m a r k C o m p a r i s o n s f o r V e t e r a n s a n d I n d i v i d u a l s w i t h

D i s a b i l i t i e s

V e t e r a n s H i r i n g B e n c h m a r k

The benchmark Hi r ing Rate i s 6 .4% as establ i shed in March 2018 by the U.S .

Department o f Labor .

Fac tor 2017 -2018 2016 -

2017

2015 -

2016

A. Number o f appl icants who se l f - ident i f ied

as Veterans before an o f fer o f employment

i s made 213 1 1 4

B. Tota l number o f job openings 96 5 5

C. Tota l number o f jobs f i l led 92 8 3

D . Tota l number o f appl icants for a l l jobs 9653 4 7 7 3

E. Number o f Veteran appl icants h i red 4 1

F. Tota l number o f appl icants h i red 92 5 5

H i r ing Rate (E d iv ided by F) 4% 1 . 8 %

Was Benc hmark Met? (Yes/No)

No, but

Progress

made N o

H i r i n g R a t e , I n d i v i d u a l s w i t h D i s a b i l i t i e s

There current ly i s no benchmark rate for Indiv idua ls wi th D isabi l i t ies .

Fac tor 2017 -

2018

2016 -

2017

2015 -

2016

A. Number o f appl icants who se l f - ident i fy as

Indiv idua ls wi th D isabi l i t ies before an o f fer

o f employment i s made 324 1 4 4

B. Tota l number o f job openings 96 5 5

C. Tota l number o f jobs f i l led 92 8 3

D . Tota l number o f appl icants for a l l jobs 9653 4 7 7 3

E. Number o f Ind iv idua ls wi th D isabi l i t ies

h i red 10 1

F. Tota l number o f appl icants h i red 92 5 5

H i r ing Rate (E D iv ided by F) 11% 1 . 8 %

36

APPENDICES

A. SUMMARY ORGANIZATION CHART

B . RE-AFFIRMATION LETTE R

C . JOB GROUPS AND LABOR MARKET AVAILABIL ITY FACTORS

E . UTIL IZATION ANALYSIS (ADMINISTRATORS AND STAFF)

F . SUMMARY OF P ERSONNEL ACTIVITY

G . SUMMARY OF RECRUITMENT ACTIVITY

H. UTIL IZATION OF INDIVIDUALS WITH DISABIL IT IES

APPENDIX A ‐ ORGANIZATION CHART

This Appendix provides a high‐level organization chart.

Central Office

APP A

Board of Trustees

Chairman

William C Thompson Jr.

Central Administration OverviewJune 2018

Secretary of the Board

Gayle Horwitz

Interim Vice Chancellor

Human Resources

Management

Meg Egan

Interim Deputy to Vice

Chancellor

Dona Roy

Univ. Dean Recruitment,

Diversity & Compliance

Arlene Torres

Deputy General

Counsel

Jane Sovern

Assoc. General

Counsel

Education Unit

Katherine Raymond

Vice Chancellor

Facilities Planning,

Construct. & Mgmt.

Judith Bergtraum

Chief of Staff

Gustavo Ordonez

Sr. Univ Director

Of Human Resources

Operations

Judith Opperman

Director

City Relations

John Kotowski

Assoc. General

Counsel

Commercial Unit

Marina Ho

Interim Chancellor

Vita Rabinowitz

Exec. Director Design,

Construction &

Management

Robert Lemieux

Interim Executive Vice Chancellor & Univ. Provost

Academic Affairs

Jane Bowers

Exec. Dir. Central Office

Human Resources

Sonia Pearson

Interim Chief Operating Officer

Marc Shaw

Director Admin.

Computing

James Anastasio

Vice Chancellor

Chief Info Officer

Brian Cohen

Director

Administrative

Services

Richard Del Giorno

Sr. Vice Chancellor

Chief Financial Officer

Matthew Sapienza

Univ Deputy Exec

Budget Director

Catherine Abata

Interim Vice

Chancellor

Student Affairs

Christopher Rosa

Univ. Dean Institutional

Research & Assessment

David Crook

Univ. Director

Admission Services

Laura Bruno

Executive Director

CUNY Athletic

Conference

Zarko Ivkovic

Deputy CIO

Enterprise Application

Infrastructure

Lester Jacobs

Univ Vice Provost for

Research

Gary Michael Guy

University Dean

Lucinda Zoe

Univ. Director

Environmental Health,

Safety & Risk Mgmt

Howard Apsan

Board of Trustees

Loretta Martinez

General Counsel to the Board

Vice Chancellor for

Legal Affairs

Loretta Martinez

Deputy Vice Chancellor Operations

Burton Sacks

Interim Director

CUNY-TV

Gail Yancosek

Director, Internal

Audit

Gordon Taylor

Special Advisor to Vice

Chancellor

Ivan Nunez

Director Management

Analysis

&Communications

Wendy Lader

Deputy CIO Strategic

Initiatives

James Haggard

Univ. Deputy Secretary

to Board

Anne Fenton

University Deputy

Controller

Vacant

University Library Systems

Director

Gregory Gosselin

Sr. Univ. Dean Academic Affairs & Dean

School of Prof. Studies

John Mogulescu

Vice Chancellor

Labor Relations

Pamela Silverblatt

Univ. Director

Classified Staff Labor

Relations

Carmelo Batista

Deputy Senior Univ.

Director for Labor

Relations

Laura Blank

Univ. Associate Dean

Ashleigh Thompson

Sr. Univ. Dean of Academic

Affairs & Dean School of

Professional Studies

John Mogulescu

Director Space Planning

& Cap Budget

Meghan Moore-Wilk

Acting Director Public

Private Partnership

Meghan Mulgrew

Director Capital Budget

Gwen Perlman

University Exec

Director Public Safety

William Barry

Univ. Director, Internal Audit

Gordon Taylor

Director

Media Relations

Frank Sobrino

Chief Investment Officer

Janet M. Krone

University Director of

Labor Hearings and

Appeals

Vacant

Univ. Admin - Chief of Staff

Vacant

University Student

Affairs Director

Kevin Tucker

University Controller

Sara Pappas Montero

University Treasurer

Thomas Zhou

Deputy Chief Financial

Officer

Christina Chiappa

Univ. Dir. Of

Compliance

Vacant

Assoc. VC for Corp. Foundation and Major Gifts Dev.

Andrea Davis

Vice Chancellor Institutional

Advancement

Brigette Bryant

University Director of

Instructional Staff

Labor Relations

Jerry Rothman

Director Rogowsky

Internship Program

Anthony Maniscalco

Deputy Chief Operating

Officer

Ronald Spalter

Assistant Vice Chancellor

Rachel Stephenson

University Assoc VC

Academic Strategy

Amy McIntosh

Special Advisor

Gayle Horwitz

APPENDIX B ‐ REAFFIRMATION LETTER

This Appendix contains a copy of the Re‐affirmation Letter distributed this past Plan Year.

Central Office

APP B

APPENDIX C ‐ JOB GROUPS / LABOR MARKET AVAILABILITY FACTORS

This report lists those CUNY job groups for which the college has employees. Groups with fewer than five employees are listed here but will not be included in Utilization Analysis worksheets. Titles added to CUNY's job system in the past year are listed at the end of this Appendix.

Individuals in the Chief Executive role are not included in this report.

Labor Market Availability factors (LMA) are listed for each group. LMA Factor 1 is an external Labor Market measure. LMA Factor 2 is an internal factor (i.e., employee eligible for promotion into the group).

929Full Time Employee Count:

Central Office

APP C‐1



Employee Count: 79

Administration 1 (Executive)

Executive Compensation Plan (Other Than Chief Executive)

Title(s)

1‐External Earned Degrees Conferred (EDC) US ‐ Ph.D., M.A., B.A., 2013‐1440.00%

2‐Internal Promotable, Transferable, Trainable employees within contractors organization. ‐ CUNY Survey ‐ selected titles, service requirement and criteria ‐Source Spring 2013.

60.00%

Executive Compensation Plan; Chief Executives (Presidents, Deans of Major Schools) are excluded

Employee(s)

LMA Factor ExplanationWeightLabor Market Availability Factors

1Exec Vice Chancellor

1HEO/Asst Admin

1Secy to Board

1Sr Vice Chancellor

32Univ Administrator

12Univ Assc Administrator

5Univ Assc Dean

8Univ Asst Administrator

1Univ Asst VC

7Univ Dean

4University Associate VC

6Vice Chancellor

Employee Count: 250

Administration 2 (Manager)

Manager‐Level Administrators

Title(s)

1‐External Earned Degrees Conferred (ECD) 4‐State (NY/NJ/CT/PA); B.A., 2013‐201440.00%


60.00%

Employee(s)


116HE Associate

134HE Officer

APP C‐2



Employee Count: 2

Facility Manager

Facility Superintendents (Managerial)

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), First Line Supervisor/Managers of Housekeeping and Janitorial Workers (4200)

100.00%

2‐Internal NA0.00%

In 2017, combined Admin Superintendent and Chief Admin Superintendent groups.

Employee(s)


1Admin Supt Builds Grds

1Chief Admin Supt ‐ Competitive

Employee Count: 76

IT Computer Manager

Information Technology Managers (Managerial)

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Computer and Information Systems Managers (1110)

100.00%


Employee(s)


3IT Computer Operations Mgr

73IT Computer Systems Mgr

Employee Count: 4

Security Manager

Campus Security Managers (Managerial)

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) ‐ Residence Geography, New York City ‐ Police and Sheriffs Patrol Officer (3850)

100.00%


Employee(s)


1Campus Security Asst Dir

3Campus Security Dir

APP C‐3



Employee Count: 3

Accountant

Accountants (Professionals)

Title(s)

1‐External Internal Only0.00%

2‐Internal CUNY Survey Fall 2013, Permanent College Accounting Assistants. On September 19, 2013 College Accounting Assistants received an opportunity for promotion based on service and educational qualifications.

100.00%

Employee(s)


1Finance Accountant

2Purchasing Agent

Employee Count: 237

Administration 3 (Professional)

Administrators (Professionals)

Title(s)

1‐External Earned Degrees Conferred (ECD) 4‐State (NY/NJ/CT/PA); B.A., 2013‐201470.00%


30.00%

Employee(s)


141Asst to HEO

95HE Assistant

1Research Assc

Employee Count: 20

Administration 5 (Engineer‐Architect)

Engineers and Architects and related professional staff

Title(s)

1‐External 2007‐2011 American Community Survey (ACS) for NY State only; Engineering Managers (300) and Architects, Except Naval (1300)

100.00%


Employee(s)


1Architect

3Engineer

13Project Mgr

2Univ Assc Chief Engineer

1Univ Chief Architect

APP C‐4



Employee Count: 129

IT Computer Professional

Information Technology Professionals

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Computer Scientist Systems Analyst (1000); Computer Programmer (1010); Computer Software Engineers (1020); Database Administrator (1060); Network Systems & Data Communication Analysts (1110); Computer Hardware Engineers (1400); Computer Operators (5800); and Computer Control Programmers and Operators (7900)

100.00%


In 2017, split from IT Technicians and moved to Professionals' group

Employee(s)


31IT Associate

47IT Asst

1IT Software Dev‐PeopleSoft

50IT Sr Associate

APP C‐5



Employee Count: 3

Accountant Assistant

Accounting Support Staff

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS)‐NY/NJ/CT/PA, Accountants and Auditors (code 800) and Purchasing Managers (150)

100.00%


In 2017, incorporated new CUNY Payroll Clerk title

Employee(s)


1Asst Purchasing Agent

1Finance Accountant Asst

1Univ Payroll Analyst

Employee Count: 7

Administrative Assistant

Administrative Support Staff‐Senior Level

Title(s)


2‐Internal CUNY Survey Spring 2011 ‐ CUNY Administrative Assistant title is strictly promotional from the Permanent CUNY Office Assistant (level 3 or above).

100.00%

Employee(s)


7CUNY Admin Asst

Employee Count: 12

Mail Services Worker

Mail Services Workers

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Mail Clerks/Mail Machine Operators, Except Postal Service (5850)

100.00%


Employee(s)


12Mail Message Svcs Worker

APP C‐6



Employee Count: 32

Office Assistant

Administrative Support Staff‐Entry Level

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Secretaries, and Administrative Assistants (5700); Word Processors and Typists (5820); and Office Administrative Support Workers, all other (5940), Office Clerks, General (5860)

100.00%


Employee(s)


4Clerical Associate

27CUNY Office Assistant

1EOC Office Assistant

APP C‐7



Employee Count: 38

Broadcast/Media

Broadcast and Mass Media Technicians

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Broadcast and Sound Engineer Technicians and Radio Operators and Other Media and Communications Equipment Workers (2900)

100.00%


Employee(s)


38Broadcast Assc

Employee Count: 1

Engineering Technician

Engineering and Architectural Technicians

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Engineering Technicians (1550)

100.00%


Employee(s)


1Facilities Coord

Employee Count: 11

IT Support Technician

IT Technical Support Workers

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Computer Support Specialists (1050)

100.00%


In 2017, split from the Professional IT Staff

Employee(s)


11IT Support Asst

APP C‐8



Employee Count: 2

Print Shop

Print Shop and Related Tech Workers

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Miscellaneous Media & Communication Workers (2860) and Printing Machine Operators (8255)

100.00%


Employee(s)


1Graphics Designer

1Print Shop Associate

APP C‐9


Category: Craft Workers

Employee Count: 1

Laborers and Helpers

Entry‐Level Craft Workers

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Laborers (53‐7062) and Helpers (47‐3010)

100.00%


In 2017, split from Skilled Trades

Employee(s)


1Stock Worker

APP C‐10



Employee Count: 4

Campus Peace Officer‐Level 1

Campus Security‐Entry Level Staff

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) ‐ Residence Geography, New York City ‐ Police and Sheriffs Patrol Officer (3850)

100.00%


Employee(s)


4Campus Peace Officer

Employee Count: 1

Campus Peace Officer‐Level 2

Campus Security‐Mid Level Staff

Title(s)


2‐Internal CUNY Survey Spring 2011 ‐ Permanent Campus Peace/Security Officer Level 1 ‐ The Campus Peace/Security Officer Level 2 title is strictly promotional from the Permanent Campus Peace/Security Officer Level 1 title with years of service requirement.

100.00%

Employee(s)


1Campus Peace Officer

Employee Count: 10

Campus Peace Officer‐Sergeant

Campus Security Supervisors

Title(s)


2‐Internal CUNY Permanent Campus Peace Officer Level 1 and 2100.00%

Employee(s)


1Campus Pub Safety Sergeant

9Campus Security Specialist

APP C‐11



Employee Count: 4

Custodial

Custodians‐Entry Level

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), Janitors and Building Cleaners (4220)

100.00%


Employee(s)


4Custodial Assistant

Employee Count: 3

Custodial Supervisor

Custodial Supervisors

Title(s)

1‐External 2007‐2011 US Census‐American Community Survey (ACS) 4‐State (NY/NJ/CT/PA), First Line Supervisors/Managers of Housekeeping/Janitorial Workers (4200)

100.00%


Employee(s)


1Custodial Asst Principal Supv

1Custodial Principal Supv

1Custodial Supervisor

APP C‐12


Note: In the 2017‐2018 Academic Year, CUNY added the titles listed below (not all are used at the College).

Job Code Title Name Job Group200444 University Senior Vice Chancellor for Design and Construction Administration 1 (Executives)

200544 University Associate Vice Chancellor for Research Administration 1 (Executives)

200545 Exec Dir Labor Relations‐Assistant Administrator Administration 1 (Executives)

200546 Dean School Prof Stds‐Senior University Dean Administration 1 (Executives)

200547 University Associate Vice Chancellor for Academic Strategy Administration 1 (Executives)

200548 University Executive Director of Procurement Administration 1 (Executives)

200549 Associate Dean Research Administration 1 (Executives)

200550 University Assistant Vice Chancellor Academic Affairs Administration 1 (Executives)

200551 University Deputy Secretary to the Board‐University Associate Administrator Administration 1 (Executives)

200552 Exec Chief Librarian ‐ Dean Administration 1 (Executives)

200553 University Executive Director of Technology Strategy‐University Administrator Administration 1 (Executives)

200554 University Vice Chancellor University Advancement Administration 1 (Executives)

200555 University Associate Vice Chancellor for Academic Affairs Administration 1 (Executives)

200556 Assistant Dean Institutional Research and Strategic Planning Administration 1 (Executives)

200557 University Assistant Vice Chancellor Enrollment Management Administration 1 (Executives)

200558 Assistant VP Enroll Management Student Success Administration 1 (Executives)

200559 University Dean Health and Human Services Administration 1 (Executives)

200560 Dean School of Labor and Urban Studies Administration 1 (Executives)

200561 Executive Director Financial Services‐AstAdm Administration 1 (Executives)

400697 Associate Legal Counsel‐Higher Education Officer Administration 2 (Managers)

500086 Elevator Mechanic (previous title re‐activated) Skilled Trades

500282 University Senior Payroll Analyst 1 Accountant Assistant

500283 University Senior Payroll Analyst 2 Accountant Assistant

200564 Univ Exec Gen Counsel‐Uadm Administration 1 (Executives)

APP C‐13

APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP

Appendix E‐1 presents utilization and underutilization of protected groups by job group. A group is displayed only when there are five or more employees assigned to it.

Underutilization occurs where the utilization of a protected group is less than 80% of Labor Market Availability. We calculate a number approximating the number of full‐time employees that would be needed to make utilization equal to the labor market. Where utilization is zero (0), underutilization exists but not to the level of one full‐time equivalent employee. Blanks indicate no underutilization.

Underutilization numbers represent specific placement goals as prescribed for federal Affirmative Action Plans.

Total Minority is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

Central Office

APP E1‐1



Job Group: Administration 1 (Executive)

Employees in this group hold the following titles:

Full‐time Employees 79

Description: Executive Compensation Plan (Other Than Chief Executive)

Title ID Title Name

Exec Vice Chancellor04329

HEO/Asst Admin04494

Secy to Board04715

Sr Vice Chancellor04712

Univ Administrator04704

Univ Assc Administrator04318

Univ Assc Dean04317

Univ Asst Administrator04721

Univ Asst VC04351

Univ Dean04703

University Associate VC04350

Vice Chancellor04326

Utilization Report

Number of Employees

8.9%11.1%8.5%49.3%Labor Market Avail. Percent 29.7%

7.6%7.6%10.1%25.3%Actual Utilization Percent 55.7%

3Number Underutilized

YUnderutilized (Yes/No)?

Hispanic/ Latino

6

Black/African Am.

6


Pac. Isl.

8

Total Minority

20

Female

44

APP E1‐2



Job Group: Administration 2 (Manager)



Description: Manager‐Level Administrators

Title ID Title Name

HE Associate04075

HE Officer04097

Utilization Report

Number of Employees



Number Underutilized

Underutilized (Yes/No)?

Hispanic/ Latino

34

Black/African Am.

52


Pac. Isl.

29

Total Minority

118

Female

152

APP E1‐3



Job Group: IT Computer Manager



Description: Information Technology Managers (Managerial)

Title ID Title Name

IT Computer Operations Mgr04972

IT Computer Systems Mgr04973

Utilization Report

Number of Employees





Hispanic/ Latino

5

Black/African Am.

11


Pac. Isl.

23

Total Minority

43

Female

22

APP E1‐4



Job Group: Administration 3 (Professional)



Description: Administrators (Professionals)

Title ID Title Name

Asst to HEO04017

HE Assistant04099

Research Assc04134

Utilization Report

Number of Employees





Hispanic/ Latino

55

Black/African Am.

82


Pac. Isl.

30

Total Minority

173

Female

180

APP E1‐5



Job Group: Administration 5 (Engineer‐Architect)



Description: Engineers and Architects and related professional staff

Title ID Title Name

Architect04822

Engineer04829

Project Mgr04819

Univ Assc Chief Engineer04811

Univ Chief Architect04824

Utilization Report

Number of Employees



Number Underutilized 2

Underutilized (Yes/No)? Y

Hispanic/ Latino

2

Black/African Am.

3


Pac. Isl.

4

Total Minority

9

Female

3

APP E1‐6



Job Group: IT Computer Professional



Description: Information Technology Professionals

Title ID Title Name

IT Associate04877

IT Asst04875

IT Software Dev‐PeopleSoft04884

IT Sr Associate04880

Utilization Report

Number of Employees





Hispanic/ Latino

29

Black/African Am.

22


Pac. Isl.

36

Total Minority

88

Female

51

APP E1‐7



Job Group: Administrative Assistant



Description: Administrative Support Staff‐Senior Level

Title ID Title Name

CUNY Admin Asst04804

Utilization Report

Number of Employees




YYUnderutilized (Yes/No)?

Hispanic/ Latino

1

Black/African Am.

5


Pac. Isl.

0

Total Minority

6

Female

7

APP E1‐8



Job Group: Office Assistant



Description: Administrative Support Staff‐Entry Level

Title ID Title Name

Clerical Associate04922

CUNY Office Assistant04802

EOC Office Assistant04870

Utilization Report

Number of Employees





Hispanic/ Latino

6

Black/African Am.

13


Pac. Isl.

5

Total Minority

24

Female

26

APP E1‐9



Job Group: Mail Services Worker



Description: Mail Services Workers

Title ID Title Name

Mail Message Svcs Worker04921

Utilization Report

Number of Employees



1Number Underutilized 5

YUnderutilized (Yes/No)? Y

Hispanic/ Latino

2

Black/African Am.

7


Pac. Isl.

0

Total Minority

9

Female

0

APP E1‐10



Job Group: Broadcast/Media



Description: Broadcast and Mass Media Technicians

Title ID Title Name

Broadcast Assc04992

Utilization Report

Number of Employees





Hispanic/ Latino

6

Black/African Am.

13


Pac. Isl.

2

Total Minority

21

Female

13

APP E1‐11



Job Group: IT Support Technician



Description: IT Technical Support Workers

Title ID Title Name

IT Support Asst04865

Utilization Report

Number of Employees




YUnderutilized (Yes/No)?

Hispanic/ Latino

6

Black/African Am.

4


Pac. Isl.

0

Total Minority

10

Female

5

APP E1‐12



Job Group: Campus Peace Officer‐Sergeant



Description: Campus Security Supervisors

Title ID Title Name

Campus Pub Safety Sergeant04846

Campus Security Specialist04845

Utilization Report

Number of Employees



1 3Number Underutilized

YYUnderutilized (Yes/No)?

Hispanic/ Latino

5

Black/African Am.

3


Pac. Isl.

0

Total Minority

8

Female

3

APP E1‐13

APPENDIX F ‐ SUMMARY OF PERSONNEL ACTIVITY

This Appendix provides tables with detail on personnel activities and faculty tenure actions by ethnicity and gender.

Central Office

Index to Personnel Actions

Action Type Description

Hire Employed at the college for the first time, or re‐hired after a break in service; includes employees who previously worked at another CUNY College and individuals appointed through Civil Service Transfer Rosters.

Left to Advance to Higher Group + Advanced from a Lower

Employee took a new job that represents a career advancement. This is counted as a hire in the new group and a separation in the old group.

Left Faculty to Move to Executives + Joined Executives from Faculty

A faculty member left a faculty appointment to join the Executive ranks. Normally he/she retains tenure in the faculty appointment.

Left Executives to Return to Faculty + Joined Faculty from Executives

A faculty member returned to a faculty appointment after serving in Executive ranks.

Left Group‐Other + Transferred from Other Group

Other change in Job Group where there is no stated or implied career advancement.

Separation or Separation within Plan Year

Employee left employment in the College. If occurred within single Plan Year, may be counted as both a Hire and Separation from the same Job Group.

Advanced Within Group Employee took a higher title (or higher level of the same job title) within the same group.

Title Change Within Group‐Other

Employee took another title within the same job group with no stated or implied career advancement.

Awarded Tenure Awarded Tenure or CCE following a review process.

Hired with Tenure Granted tenure upon initial hire, generally due to having a tenured status at a previous institution.

Denied Tenure Tenure denied after a review process. If a job title is not provided, this indicates employee has left CUNY employment (was not counted in the Census).

APP F

Campus Summary‐All Groups

Net Group Changes Addition #

Additions %

Hire (Outside CUNY and Other CUNY College)

Move from a Higher Group

Move from a Lower Group

Other Change of Group

Return to Faculty from

Other Title Sub. # Sub %

Separation (Left College or Left CUNY)

Move to Higher Group

Move to Lower Group


Return to Faculty Title

Title Change Within Group

Title Change %

Total (38) 115 93 1 18 3 ‐ (153) (131) (18) (1) (3) ‐ 18

Male (32) 47 41% 40 ‐ 7 ‐ ‐ (79) 52% (72) (7) ‐ ‐ ‐ 7 39% Female (6) 68 59% 53 1 11 3 ‐ (74) 48% (59) (11) (1) (3) ‐ 11 61% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (2) 69 60% 60 ‐ 7 2 ‐ (71) 46% (62) (7) ‐ (2) ‐ 7 39%

Asian 3 26 23% 22 ‐ 3 1 ‐ (23) 15% (19) (3) ‐ (1) ‐ 2 11% Black 1 23 20% 21 ‐ 2 ‐ ‐ (22) 14% (20) (2) ‐ ‐ ‐ 4 22% Hispanic (3) 18 16% 15 ‐ 2 1 ‐ (21) 14% (18) (2) ‐ (1) ‐ 1 6% Other Minority (3) 2 2% 2 ‐ ‐ ‐ ‐ (5) 3% (5) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (5) 12 10% 7 ‐ 4 1 ‐ (17) 11% (12) (4) ‐ (1) ‐ 4 22%

White (Not Ital) (31) 34 30% 26 1 7 ‐ ‐ (65) 42% (57) (7) (1) ‐ ‐ 7 39%

All White (36) 46 40% 33 1 11 1 ‐ (82) 54% (69) (11) (1) (1) ‐ 11 61%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans 4 5 4% 5 ‐ ‐ ‐ ‐ (1) 1% (1) ‐ ‐ ‐ ‐ ‐ 0%

Individuals w/Disabilities 2 6 5% 4 ‐ 2 ‐ ‐ (4) 3% (4) ‐ ‐ ‐ ‐ ‐ 0%

TITLE CHANGES WITHIN GROUP NET ADDITIONS

Joined Group ‐ HIRE Joined Group‐INTERNAL MOVE NET SUBTRACTIONS

Left Group ‐ SEPARATION Left Group‐INTERNAL MOVE

Personnel Action Summary Page 1 of 26


Additions %









Move to Lower Group




Title Change %

Total (2) 61 45 1 13 2 ‐ (63) (58) (2) (1) (2) ‐ 9

Male (4) 29 48% 24 ‐ 5 ‐ ‐ (33) 52% (32) (1) ‐ ‐ ‐ 2 22% Female 2 32 52% 21 1 8 2 ‐ (30) 48% (26) (1) (1) (2) ‐ 7 78% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 5 26 43% 21 ‐ 4 1 ‐ (21) 33% (19) (1) ‐ (1) ‐ 2 22%

Asian 10 15 25% 13 ‐ 2 ‐ ‐ (5) 8% (4) (1) ‐ ‐ ‐ ‐ 0% Black ‐ 7 11% 5 ‐ 2 ‐ ‐ (7) 11% (7) ‐ ‐ ‐ ‐ 1 11% Hispanic (2) 3 5% 2 ‐ ‐ 1 ‐ (5) 8% (4) ‐ ‐ (1) ‐ 1 11% Other Minority (3) 1 2% 1 ‐ ‐ ‐ ‐ (4) 6% (4) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American 4 10 16% 6 ‐ 3 1 ‐ (6) 10% (5) ‐ ‐ (1) ‐ 3 33%

White (Not Ital) (11) 25 41% 18 1 6 ‐ ‐ (36) 57% (34) (1) (1) ‐ ‐ 4 44%

All White (7) 35 57% 24 1 9 1 ‐ (42) 67% (39) (1) (1) (1) ‐ 7 78%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 2% (1) ‐ ‐ ‐ ‐ ‐ 0% Individuals w/Disabilities (1) 1 2% ‐ ‐ 1 ‐ ‐ (2) 3% (2) ‐ ‐ ‐ ‐ ‐ 0%

TITLE CHANGES WITHIN GROUP

Joined Group ‐ HIRE Joined Group‐INTERNAL MOVE

Left Group ‐ SEPARATION Left Group‐INTERNAL MOVE

Category Summary



NET ADDITIONS NET SUBTRACTIONS



Additions %









Move to Lower Group




Title Change %

Total (2) 19 17 ‐ 2 ‐ ‐ (21) (19) ‐ (1) (1) ‐ 2

Male (1) 8 42% 7 ‐ 1 ‐ ‐ (9) 43% (9) ‐ ‐ ‐ ‐ ‐ 0% Female (1) 11 58% 10 ‐ 1 ‐ ‐ (12) 57% (10) ‐ (1) (1) ‐ 2 100% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 2 7 37% 6 ‐ 1 ‐ ‐ (5) 24% (5) ‐ ‐ ‐ ‐ ‐ 0%

Asian 4 4 21% 3 ‐ 1 ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black ‐ 2 11% 2 ‐ ‐ ‐ ‐ (2) 10% (2) ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) 1 5% 1 ‐ ‐ ‐ ‐ (2) 10% (2) ‐ ‐ ‐ ‐ ‐ 0% Other Minority (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 5% (1) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (1) 3 16% 3 ‐ ‐ ‐ ‐ (4) 19% (3) ‐ ‐ (1) ‐ 1 50%

White (Not Ital) (3) 9 47% 8 ‐ 1 ‐ ‐ (12) 57% (11) ‐ (1) ‐ ‐ 1 50%

All White (4) 12 63% 11 ‐ 1 ‐ ‐ (16) 76% (14) ‐ (1) (1) ‐ 2 100%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 5% (1) ‐ ‐ ‐ ‐ ‐ 0% Individuals w/Disabilities (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 5% (1) ‐ ‐ ‐ ‐ ‐ 0%

NET SUBTRACTIONSLeft Group ‐ SEPARATION Left Group‐INTERNAL MOVE



Job Group Summary

ADMIN1‐EXEC

NET ADDITIONS Joined Group ‐

HIRE Joined Group‐INTERNAL MOVE



Additions %









Move to Lower Group




Title Change %

Total (3) 29 17 1 11 ‐ ‐ (32) (29) (2) ‐ (1) ‐ 7

Male (6) 10 34% 6 ‐ 4 ‐ ‐ (16) 50% (15) (1) ‐ ‐ ‐ 2 29% Female 3 19 66% 11 1 7 ‐ ‐ (16) 50% (14) (1) ‐ (1) ‐ 5 71% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ 12 41% 9 ‐ 3 ‐ ‐ (12) 38% (10) (1) ‐ (1) ‐ 2 29%

Asian 2 6 21% 5 ‐ 1 ‐ ‐ (4) 13% (3) (1) ‐ ‐ ‐ ‐ 0% Black 2 5 17% 3 ‐ 2 ‐ ‐ (3) 9% (3) ‐ ‐ ‐ ‐ 1 14% Hispanic (2) 1 3% 1 ‐ ‐ ‐ ‐ (3) 9% (2) ‐ ‐ (1) ‐ 1 14% Other Minority (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 6% (2) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American 3 5 17% 2 ‐ 3 ‐ ‐ (2) 6% (2) ‐ ‐ ‐ ‐ 2 29%

White (Not Ital) (6) 12 41% 6 1 5 ‐ ‐ (18) 56% (17) (1) ‐ ‐ ‐ 3 43%

All White (3) 17 59% 8 1 8 ‐ ‐ (20) 63% (19) (1) ‐ ‐ ‐ 5 71%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Individuals w/Disabilities ‐ 1 3% ‐ ‐ 1 ‐ ‐ (1) 3% (1) ‐ ‐ ‐ ‐ ‐ 0%



Job Group Summary

Administration 2 (Managers)

ADMIN2





Additions %









Move to Lower Group




Title Change %

Total (1) ‐ ‐ ‐ ‐ ‐ ‐ (1) (1) ‐ ‐ ‐ ‐ ‐

Male (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

White (Not Ital) (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

All White (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Individuals w/Disabilities ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%



Job Group Summary

Facility Manager

FCLY‐MGR





Additions %









Move to Lower Group




Title Change %

Total 1 2 2 ‐ ‐ ‐ ‐ (1) (1) ‐ ‐ ‐ ‐ ‐

Male 1 2 100% 2 ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


Italian‐American 1 1 50% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

White (Not Ital) ‐ 1 50% 1 ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

All White 1 2 100% 2 ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Security Manager

SEC‐MGR





Additions %









Move to Lower Group




Title Change %

Total 2 10 9 ‐ ‐ 1 ‐ (8) (8) ‐ ‐ ‐ ‐ ‐

Male 3 9 90% 9 ‐ ‐ ‐ ‐ (6) 75% (6) ‐ ‐ ‐ ‐ ‐ 0% Female (1) 1 10% ‐ ‐ ‐ 1 ‐ (2) 25% (2) ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 3 7 70% 6 ‐ ‐ 1 ‐ (4) 50% (4) ‐ ‐ ‐ ‐ ‐ 0%

Asian 4 5 50% 5 ‐ ‐ ‐ ‐ (1) 13% (1) ‐ ‐ ‐ ‐ ‐ 0% Black (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 25% (2) ‐ ‐ ‐ ‐ ‐ 0% Hispanic 1 1 10% ‐ ‐ ‐ 1 ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ 1 10% 1 ‐ ‐ ‐ ‐ (1) 13% (1) ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (1) 3 30% 3 ‐ ‐ ‐ ‐ (4) 50% (4) ‐ ‐ ‐ ‐ ‐ 0%

All White (1) 3 30% 3 ‐ ‐ ‐ ‐ (4) 50% (4) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

IT Manager

IT‐MGR





Additions %









Move to Lower Group




Title Change %

Total (11) ‐ ‐ ‐ ‐ ‐ ‐ (11) (11) ‐ ‐ ‐ ‐ ‐

Male (9) ‐ 0% ‐ ‐ ‐ ‐ ‐ (9) 82% (9) ‐ ‐ ‐ ‐ ‐ 0% Female (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 18% (2) ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (4) ‐ 0% ‐ ‐ ‐ ‐ ‐ (4) 36% (4) ‐ ‐ ‐ ‐ ‐ 0%

Asian (4) ‐ 0% ‐ ‐ ‐ ‐ ‐ (4) 36% (4) ‐ ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 9% (1) ‐ ‐ ‐ ‐ ‐ 0%

White (Not Ital) (6) ‐ 0% ‐ ‐ ‐ ‐ ‐ (6) 55% (6) ‐ ‐ ‐ ‐ ‐ 0%

All White (7) ‐ 0% ‐ ‐ ‐ ‐ ‐ (7) 64% (7) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Individuals w/Disabilities ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%



Category Summary

Professional Faculty






Additions %









Move to Lower Group




Title Change %

Total (11) ‐ ‐ ‐ ‐ ‐ ‐ (11) (11) ‐ ‐ ‐ ‐ ‐

Male (9) ‐ 0% ‐ ‐ ‐ ‐ ‐ (9) 82% (9) ‐ ‐ ‐ ‐ ‐ 0% Female (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 18% (2) ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (4) ‐ 0% ‐ ‐ ‐ ‐ ‐ (4) 36% (4) ‐ ‐ ‐ ‐ ‐ 0%



White (Not Ital) (6) ‐ 0% ‐ ‐ ‐ ‐ ‐ (6) 55% (6) ‐ ‐ ‐ ‐ ‐ 0%

All White (7) ‐ 0% ‐ ‐ ‐ ‐ ‐ (7) 64% (7) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Faculty‐Professorial

FAC‐PROF





Additions %









Move to Lower Group




Title Change %

Total (10) 50 44 ‐ 5 1 ‐ (60) (49) (10) ‐ (1) ‐ 9

Male (11) 15 30% 13 ‐ 2 ‐ ‐ (26) 43% (23) (3) ‐ ‐ ‐ 5 56% Female 1 35 70% 31 ‐ 3 1 ‐ (34) 57% (26) (7) ‐ (1) ‐ 4 44% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 2 40 80% 36 ‐ 3 1 ‐ (38) 63% (33) (4) ‐ (1) ‐ 5 56%

Asian (2) 10 20% 8 ‐ 1 1 ‐ (12) 20% (10) (1) ‐ (1) ‐ 2 22% Black 2 14 28% 14 ‐ ‐ ‐ ‐ (12) 20% (10) (2) ‐ ‐ ‐ 3 33% Hispanic 2 15 30% 13 ‐ 2 ‐ ‐ (13) 22% (12) (1) ‐ ‐ ‐ ‐ 0% Other Minority ‐ 1 2% 1 ‐ ‐ ‐ ‐ (1) 2% (1) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (5) 2 4% 1 ‐ 1 ‐ ‐ (7) 12% (4) (3) ‐ ‐ ‐ 1 11%

White (Not Ital) (7) 8 16% 7 ‐ 1 ‐ ‐ (15) 25% (12) (3) ‐ ‐ ‐ 3 33%

All White (12) 10 20% 8 ‐ 2 ‐ ‐ (22) 37% (16) (6) ‐ ‐ ‐ 4 44%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Individuals w/Disabilities (3) 1 2% ‐ ‐ 1 ‐ ‐ (4) 7% (2) (2) ‐ ‐ ‐ ‐ 0%



Category Summary







Additions %









Move to Lower Group




Title Change %

Total (1) ‐ ‐ ‐ ‐ ‐ ‐ (1) ‐ (1) ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Female (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% ‐ (1) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% ‐ (1) ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% ‐ (1) ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Individuals w/Disabilities (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% ‐ (1) ‐ ‐ ‐ ‐ 0%



Job Group Summary

Accountant

ACCT‐PRFL





Additions %









Move to Lower Group




Title Change %

Total (6) 43 40 ‐ 3 ‐ ‐ (49) (39) (9) ‐ (1) ‐ 5

Male (9) 10 23% 10 ‐ ‐ ‐ ‐ (19) 39% (16) (3) ‐ ‐ ‐ 1 20% Female 3 33 77% 30 ‐ 3 ‐ ‐ (30) 61% (23) (6) ‐ (1) ‐ 4 80% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 5 35 81% 33 ‐ 2 ‐ ‐ (30) 61% (26) (3) ‐ (1) ‐ 3 60%

Asian ‐ 9 21% 8 ‐ 1 ‐ ‐ (9) 18% (7) (1) ‐ (1) ‐ 1 20% Black 4 14 33% 14 ‐ ‐ ‐ ‐ (10) 20% (8) (2) ‐ ‐ ‐ 2 40% Hispanic 2 12 28% 11 ‐ 1 ‐ ‐ (10) 20% (10) ‐ ‐ ‐ ‐ ‐ 0% Other Minority (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 2% (1) ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (5) 1 2% 1 ‐ ‐ ‐ ‐ (6) 12% (3) (3) ‐ ‐ ‐ 1 20%

White (Not Ital) (6) 7 16% 6 ‐ 1 ‐ ‐ (13) 27% (10) (3) ‐ ‐ ‐ 1 20%

All White (11) 8 19% 7 ‐ 1 ‐ ‐ (19) 39% (13) (6) ‐ ‐ ‐ 2 40%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Individuals w/Disabilities (2) 1 2% ‐ ‐ 1 ‐ ‐ (3) 6% (2) (1) ‐ ‐ ‐ ‐ 0%



Job Group Summary


ADMIN3





Additions %









Move to Lower Group




Title Change %

Total (3) 7 4 ‐ 2 1 ‐ (10) (10) ‐ ‐ ‐ ‐ 4

Male (2) 5 71% 3 ‐ 2 ‐ ‐ (7) 70% (7) ‐ ‐ ‐ ‐ 4 100% Female (1) 2 29% 1 ‐ ‐ 1 ‐ (3) 30% (3) ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (2) 5 71% 3 ‐ 1 1 ‐ (7) 70% (7) ‐ ‐ ‐ ‐ 2 50%

Asian (2) 1 14% ‐ ‐ ‐ 1 ‐ (3) 30% (3) ‐ ‐ ‐ ‐ 1 25% Black (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 20% (2) ‐ ‐ ‐ ‐ 1 25% Hispanic 1 3 43% 2 ‐ 1 ‐ ‐ (2) 20% (2) ‐ ‐ ‐ ‐ ‐ 0% Other Minority 1 1 14% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American ‐ 1 14% ‐ ‐ 1 ‐ ‐ (1) 10% (1) ‐ ‐ ‐ ‐ ‐ 0%

White (Not Ital) (1) 1 14% 1 ‐ ‐ ‐ ‐ (2) 20% (2) ‐ ‐ ‐ ‐ 2 50%

All White (1) 2 29% 1 ‐ 1 ‐ ‐ (3) 30% (3) ‐ ‐ ‐ ‐ 2 50%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary


IT‐PRFL





Additions %









Move to Lower Group




Title Change %

Total (7) 2 2 ‐ ‐ ‐ ‐ (9) (7) (2) ‐ ‐ ‐ ‐

Male (3) 1 50% 1 ‐ ‐ ‐ ‐ (4) 44% (4) ‐ ‐ ‐ ‐ ‐ 0% Female (4) 1 50% 1 ‐ ‐ ‐ ‐ (5) 56% (3) (2) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) 2 100% 2 ‐ ‐ ‐ ‐ (3) 33% (2) (1) ‐ ‐ ‐ ‐ 0%

Asian ‐ 1 50% 1 ‐ ‐ ‐ ‐ (1) 11% ‐ (1) ‐ ‐ ‐ ‐ 0% Black ‐ 1 50% 1 ‐ ‐ ‐ ‐ (1) 11% (1) ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 11% (1) ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (4) ‐ 0% ‐ ‐ ‐ ‐ ‐ (4) 44% (3) (1) ‐ ‐ ‐ ‐ 0%

All White (6) ‐ 0% ‐ ‐ ‐ ‐ ‐ (6) 67% (5) (1) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Category Summary







Additions %









Move to Lower Group




Title Change %

Total 1 1 1 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Female 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Asian 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary


ACCT‐TECH





Additions %









Move to Lower Group




Title Change %

Total (4) ‐ ‐ ‐ ‐ ‐ ‐ (4) (3) (1) ‐ ‐ ‐ ‐

Male (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 25% (1) ‐ ‐ ‐ ‐ ‐ 0% Female (3) ‐ 0% ‐ ‐ ‐ ‐ ‐ (3) 75% (2) (1) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 25% (1) ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 25% (1) ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 25% ‐ (1) ‐ ‐ ‐ ‐ 0%

All White (3) ‐ 0% ‐ ‐ ‐ ‐ ‐ (3) 75% (2) (1) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

CUNY Office Assistant

COA





Additions %









Move to Lower Group




Title Change %

Total (2) ‐ ‐ ‐ ‐ ‐ ‐ (2) (1) (1) ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Female (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 100% (1) (1) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% ‐ (1) ‐ ‐ ‐ ‐ 0%

Asian (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% ‐ (1) ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% (1) ‐ ‐ ‐ ‐ ‐ 0%

All White (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% (1) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

CUNY Admin Assistant

CAA





Additions %









Move to Lower Group




Title Change %

Total (2) 1 1 ‐ ‐ ‐ ‐ (3) (3) ‐ ‐ ‐ ‐ ‐

Male (2) 1 100% 1 ‐ ‐ ‐ ‐ (3) 100% (3) ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ 1 100% 1 ‐ ‐ ‐ ‐ (1) 33% (1) ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 33% (1) ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 67% (2) ‐ ‐ ‐ ‐ ‐ 0%

All White (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 67% (2) ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary


MMSW





Additions %









Move to Lower Group




Title Change %

Total ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%



White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


Note: no actions were reported for any group in this category.



Category Summary

Craft Workers

Craft Workers





Additions %









Move to Lower Group




Title Change %

Total (8) 1 1 ‐ ‐ ‐ ‐ (9) (5) (4) ‐ ‐ ‐ ‐

Male (5) 1 100% 1 ‐ ‐ ‐ ‐ (6) 67% (3) (3) ‐ ‐ ‐ ‐ 0% Female (3) ‐ 0% ‐ ‐ ‐ ‐ ‐ (3) 33% (2) (1) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (4) ‐ 0% ‐ ‐ ‐ ‐ ‐ (4) 44% (3) (1) ‐ ‐ ‐ ‐ 0%

Asian (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 11% (1) ‐ ‐ ‐ ‐ ‐ 0% Black (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 22% (2) ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 11% ‐ (1) ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 11% ‐ (1) ‐ ‐ ‐ ‐ 0%

White (Not Ital) (3) 1 100% 1 ‐ ‐ ‐ ‐ (4) 44% (2) (2) ‐ ‐ ‐ ‐ 0%

All White (4) 1 100% 1 ‐ ‐ ‐ ‐ (5) 56% (2) (3) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Category Summary

Technicians

Technicians





Additions %









Move to Lower Group




Title Change %

Total (3) 1 1 ‐ ‐ ‐ ‐ (4) (3) (1) ‐ ‐ ‐ ‐

Male ‐ 1 100% 1 ‐ ‐ ‐ ‐ (1) 25% (1) ‐ ‐ ‐ ‐ ‐ 0% Female (3) ‐ 0% ‐ ‐ ‐ ‐ ‐ (3) 75% (2) (1) ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 25% (1) ‐ ‐ ‐ ‐ ‐ 0%



White (Not Ital) (2) 1 100% 1 ‐ ‐ ‐ ‐ (3) 75% (2) (1) ‐ ‐ ‐ ‐ 0%

All White (2) 1 100% 1 ‐ ‐ ‐ ‐ (3) 75% (2) (1) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Broadcast/Media

BDCAST‐TECH





Additions %









Move to Lower Group




Title Change %

Total (3) ‐ ‐ ‐ ‐ ‐ ‐ (3) (1) (2) ‐ ‐ ‐ ‐

Male (3) ‐ 0% ‐ ‐ ‐ ‐ ‐ (3) 100% (1) (2) ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 67% (1) (1) ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 33% (1) ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 33% ‐ (1) ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Italian‐American (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 33% ‐ (1) ‐ ‐ ‐ ‐ 0%

White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 33% ‐ (1) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

IT Support Technician

IT‐TECH





Additions %









Move to Lower Group




Title Change %

Total (2) ‐ ‐ ‐ ‐ ‐ ‐ (2) (1) (1) ‐ ‐ ‐ ‐

Male (2) ‐ 0% ‐ ‐ ‐ ‐ ‐ (2) 100% (1) (1) ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% (1) ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% (1) ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% ‐ (1) ‐ ‐ ‐ ‐ 0%

All White (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 50% ‐ (1) ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Print Shop

PRINT‐TECH





Additions %









Move to Lower Group




Title Change %

Total ‐ 1 1 ‐ ‐ ‐ ‐ (1) (1) ‐ ‐ ‐ ‐ ‐

Male ‐ 1 100% 1 ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min ‐ 1 100% 1 ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Category Summary







Additions %









Move to Lower Group




Title Change %

Total (1) ‐ ‐ ‐ ‐ ‐ ‐ (1) (1) ‐ ‐ ‐ ‐ ‐

Male (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic (1) ‐ 0% ‐ ‐ ‐ ‐ ‐ (1) 100% (1) ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Veterans ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Campus Peace Officer‐Sergeant

CPSS





Additions %









Move to Lower Group




Title Change %

Total 1 1 1 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐

Male 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Female ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other/Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Total Min 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Asian ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Black 1 1 100% 1 ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Hispanic ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% Other Minority ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%


White (Not Ital) ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

All White ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%

Unknown ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0% ‐ ‐ ‐ ‐ ‐ ‐ 0%




Job Group Summary

Custodial

CUST




APPENDIX G ‐ SUMMARY OF RECRUITING ACTIVITIES

This appendix provides detail on searches performed by job group, ethnicity, and gender. Detail is provided on applicants, interviews, and offers. The scope of this report includes searches which officially concluded by a job offer during the previous plan year (June 1, 2017 through May 31, 2018).

Central Office

APP G

REVISED RECRUITING‐COSEN (1)

All Searches

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

Total 9,736 9,653 446 94 92

Male 4,559 4,541 47% 200 45% 40 43% 40 43% Female 3,861 3,800 39% 184 41% 38 40% 36 39% Other 1,313 1,309 14% 62 14% 16 17% 16 17%

Total Min 6,611 6,553 68% 272 61% 60 64% 59 64%

Asian 1,982 1,973 20% 83 19% 15 16% 14 15% Black 2,514 2,489 26% 98 22% 18 19% 18 20% Hispanic 1,793 1,771 18% 80 18% 18 19% 18 20% Two or More 285 283 3% 8 2% 2 2% 2 2%

Italian‐American 236 234 2% 21 5% 7 7% 7 8% White (Not Ital) 2,314 2,298 24% 124 28% 27 29% 26 28%

Unknown 575 568 6% 29 7% ‐ 0% ‐ 0%

Veterans 215 213 2% 11 2% 4 4% 4 4% Indiv. w Disabilities 326 324 3% 17 4% 10 11% 10 11%

Recruiting Summary Page 1 of 18



Total 2,788 2,764 190 34 34

Male 1,359 1,353 49% 98 52% 19 56% 19 56%Female 999 981 35% 59 31% 7 21% 7 21%Other 429 429 16% 33 17% 8 24% 8 24%

Total Min 1,582 1,563 57% 88 46% 14 41% 14 41%

Asian 422 422 15% 30 16% 6 18% 6 18%Black 675 666 24% 32 17% 3 9% 3 9%Hispanic/Latino 391 382 14% 23 12% 3 9% 3 9%Two or More 87 86 3% 3 2% 2 6% 2 6%

Italian American 113 113 4% 14 7% 4 12% 4 12%White (Not Ital) 905 902 33% 76 40% 15 44% 15 44%

‐ Unknown 188 186 7% 12 6% 1 3% 1 3%


Category Summary

Executive‐Administrative‐Managerial




Total 899 899 44 7 7

Male 415 415 46% 22 50% 4 57% 4 57%Female 319 319 35% 16 36% 2 29% 2 29%Other 165 165 18% 6 14% 1 14% 1 14%

Total Min 453 453 50% 20 45% 4 57% 4 57%

Asian 113 113 13% 5 11% 2 29% 2 29%Black 197 197 22% 9 20% 1 14% 1 14%Hispanic/Latino 116 116 13% 4 9% ‐ 0% ‐ 0%Two or More 22 22 2% 2 5% 1 14% 1 14%


‐ Unknown 56 56 6% 4 9% ‐ 0% ‐ 0%

ADMIN1‐EXEC

Job Group Summary





Total 1,106 1,082 83 15 15

Male 442 436 40% 35 42% 8 53% 8 53%Female 524 506 47% 34 41% 5 33% 5 33%Other 139 139 13% 14 17% 2 13% 2 13%

Total Min 617 598 55% 37 45% 5 33% 5 33%

Asian 90 90 8% 5 6% ‐ 0% ‐ 0%Black 326 317 29% 16 19% 2 13% 2 13%Hispanic/Latino 170 161 15% 16 19% 3 20% 3 20%Two or More 30 29 3% ‐ 0% ‐ 0% ‐ 0%


‐ Unknown 76 74 7% 5 6% 1 7% 1 7%

ADMIN2

Job Group Summary

Administration 2 (Managers)




Total 701 701 55 10 10

Male 450 450 64% 36 65% 6 60% 6 60%Female 135 135 19% 7 13% ‐ 0% ‐ 0%Other 116 116 17% 12 22% 4 40% 4 40%

Total Min 471 471 67% 30 55% 5 50% 5 50%

Asian 217 217 31% 20 36% 4 40% 4 40%Black 134 134 19% 7 13% ‐ 0% ‐ 0%Hispanic/Latino 90 90 13% 2 4% ‐ 0% ‐ 0%Two or More 30 30 4% 1 2% 1 10% 1 10%

Italian American 14 14 2% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) 164 164 23% 22 40% 5 50% 5 50%

‐ Unknown 52 52 7% 3 5% ‐ 0% ‐ 0%

IT‐MGR

Job Group Summary

IT Manager




Total 82 82 8 2 2


Total Min 41 41 50% 1 13% ‐ 0% ‐ 0%

Asian 2 2 2% ‐ 0% ‐ 0% ‐ 0%Black 18 18 22% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 15 15 18% 1 13% ‐ 0% ‐ 0%Two or More 5 5 6% ‐ 0% ‐ 0% ‐ 0%


‐ Unknown 4 4 5% ‐ 0% ‐ 0% ‐ 0%

SEC‐MGR

Job Group Summary

Security Manager




Total 255 255 ‐ ‐ ‐

Male 144 144 56% ‐ 0% ‐ 0% ‐ 0%Female 61 61 24% ‐ 0% ‐ 0% ‐ 0%Other 50 50 20% ‐ 0% ‐ 0% ‐ 0%

Total Min 171 171 67% ‐ 0% ‐ 0% ‐ 0%

Asian 127 127 50% ‐ 0% ‐ 0% ‐ 0%Black 25 25 10% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 17 17 7% ‐ 0% ‐ 0% ‐ 0%Two or More 2 2 1% ‐ 0% ‐ 0% ‐ 0%

Italian American 3 3 1% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) 68 68 27% ‐ 0% ‐ 0% ‐ 0%

‐ Unknown 13 13 5% ‐ 0% ‐ 0% ‐ 0%

Category Summary






Total 255 255 ‐ ‐ ‐

Male 144 144 56% ‐ 0% ‐ 0% ‐ 0%Female 61 61 24% ‐ 0% ‐ 0% ‐ 0%Other 50 50 20% ‐ 0% ‐ 0% ‐ 0%

Total Min 171 171 67% ‐ 0% ‐ 0% ‐ 0%

Asian 127 127 50% ‐ 0% ‐ 0% ‐ 0%Black 25 25 10% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 17 17 7% ‐ 0% ‐ 0% ‐ 0%Two or More 2 2 1% ‐ 0% ‐ 0% ‐ 0%


‐ Unknown 13 13 5% ‐ 0% ‐ 0% ‐ 0%

FAC‐PROF

Job Group Summary

Faculty‐Professorial




Total 5,882 5,823 235 57 55

Male 2,745 2,733 47% 87 37% 19 33% 19 35%Female 2,399 2,356 40% 122 52% 31 54% 29 53%Other 736 732 13% 26 11% 7 12% 7 13%

Total Min 4,202 4,163 71% 166 71% 38 67% 37 67%

Asian 1,252 1,243 21% 50 21% 8 14% 7 13%Black 1,548 1,532 26% 54 23% 14 25% 14 25%Hispanic/Latino 1,202 1,189 20% 55 23% 15 26% 15 27%Two or More 174 173 3% 4 2% ‐ 0% ‐ 0%

Italian American 110 108 2% 7 3% 3 5% 3 5%White (Not Ital) 1,242 1,229 21% 46 20% 11 19% 10 18%

‐ Unknown 328 323 6% 16 7% 5 9% 5 9%

Category Summary






Total 3,709 3,650 184 48 46

Male 1,183 1,171 32% 47 26% 14 29% 14 30%Female 2,080 2,037 56% 116 63% 28 58% 26 57%Other 444 440 12% 21 11% 6 13% 6 13%

Total Min 2,542 2,503 69% 126 68% 31 65% 30 65%

Asian 709 700 19% 37 20% 6 13% 5 11%Black 991 975 27% 45 24% 14 29% 14 30%Hispanic/Latino 717 704 19% 43 23% 11 23% 11 24%Two or More 114 113 3% 1 1% ‐ 0% ‐ 0%


‐ Unknown 225 220 6% 13 7% 4 8% 4 9%

ADMIN3

Job Group Summary





Total 2,173 2,173 51 9 9

Male 1,562 1,562 72% 40 78% 5 56% 5 56%Female 319 319 15% 6 12% 3 33% 3 33%Other 292 292 13% 5 10% 1 11% 1 11%

Total Min 1,660 1,660 76% 40 78% 7 78% 7 78%

Asian 543 543 25% 13 25% 2 22% 2 22%Black 557 557 26% 9 18% ‐ 0% ‐ 0%Hispanic/Latino 485 485 22% 12 24% 4 44% 4 44%Two or More 60 60 3% 3 6% ‐ 0% ‐ 0%

Italian American 33 33 2% 1 2% ‐ 0% ‐ 0%White (Not Ital) 377 377 17% 7 14% 1 11% 1 11%

‐ Unknown 103 103 5% 3 6% 1 11% 1 11%

IT‐PRFL

Job Group Summary





Total 743 743 17 2 2


Total Min 612 612 82% 16 94% 2 100% 2 100%

Asian 172 172 23% 2 12% 1 50% 1 50%Black 248 248 33% 12 71% 1 50% 1 50%Hispanic/Latino 168 168 23% 1 6% ‐ 0% ‐ 0%Two or More 20 20 3% 1 6% ‐ 0% ‐ 0%


‐ Unknown 41 41 6% 1 6% ‐ 0% ‐ 0%

Category Summary


Administrative Support




Total 635 635 1 1 1

Male 196 196 31% ‐ 0% ‐ 0% ‐ 0%Female 367 367 58% ‐ 0% ‐ 0% ‐ 0%Other 72 72 11% 1 100% 1 100% 1 100%

Total Min 520 520 82% 1 100% 1 100% 1 100%

Asian 165 165 26% 1 100% 1 100% 1 100%Black 192 192 30% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 143 143 23% ‐ 0% ‐ 0% ‐ 0%Two or More 16 16 3% ‐ 0% ‐ 0% ‐ 0%


‐ Unknown 31 31 5% ‐ 0% ‐ 0% ‐ 0%

ACCT‐TECH

Job Group Summary





Total 108 108 16 1 1

Male 75 75 69% 12 75% 1 100% 1 100%Female 22 22 20% 2 13% ‐ 0% ‐ 0%Other 11 11 10% 2 13% ‐ 0% ‐ 0%

Total Min 92 92 85% 15 94% 1 100% 1 100%

Asian 7 7 6% 1 6% ‐ 0% ‐ 0%Black 56 56 52% 12 75% 1 100% 1 100%Hispanic/Latino 25 25 23% 1 6% ‐ 0% ‐ 0%Two or More 4 4 4% 1 6% ‐ 0% ‐ 0%


‐ Unknown 10 10 9% 1 6% ‐ 0% ‐ 0%

MMSW

Job Group Summary





Total ‐ ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Female ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Other ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Total Min ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Asian ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Black ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Two or More ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Italian American ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

‐ Unknown ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Category Summary

Craft Workers

Craft Workers




Total 68 68 4 1 1

Male 40 40 59% 3 75% 1 100% 1 100%Female 13 13 19% 1 25% ‐ 0% ‐ 0%Other 15 15 22% ‐ 0% ‐ 0% ‐ 0%

Total Min 44 44 65% 2 50% ‐ 0% ‐ 0%

Asian 9 9 13% 1 25% ‐ 0% ‐ 0%Black 18 18 26% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 15 15 22% 1 25% ‐ 0% ‐ 0%Two or More 2 2 3% ‐ 0% ‐ 0% ‐ 0%

Italian American ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) 19 19 28% 2 50% 1 100% 1 100%

‐ Unknown 5 5 7% ‐ 0% ‐ 0% ‐ 0%

Category Summary

Technicians

Technicians




Total 68 68 4 1 1

Male 40 40 59% 3 75% 1 100% 1 100%Female 13 13 19% 1 25% ‐ 0% ‐ 0%Other 15 15 22% ‐ 0% ‐ 0% ‐ 0%

Total Min 44 44 65% 2 50% ‐ 0% ‐ 0%

Asian 9 9 13% 1 25% ‐ 0% ‐ 0%Black 18 18 26% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino 15 15 22% 1 25% ‐ 0% ‐ 0%Two or More 2 2 3% ‐ 0% ‐ 0% ‐ 0%

Italian American ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) 19 19 28% 2 50% 1 100% 1 100%

‐ Unknown 5 5 7% ‐ 0% ‐ 0% ‐ 0%

BDCAST‐TECH

Job Group Summary

Broadcast/Media




Total ‐ ‐ ‐ ‐ ‐

Male ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Female ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Other ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Total Min ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Asian ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Black ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Hispanic/Latino ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%Two or More ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Italian American ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%White (Not Ital) ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

‐ Unknown ‐ ‐ 0% ‐ 0% ‐ 0% ‐ 0%

Category Summary




APPENDIX H ‐ UTILIZATION OF INDIVIDUALS WITH DISABILITIES

Appendix H presents utilization of Individuals with Disabilities ("IWD") by Job Group.

The federal benchmark for Individuals with Disabilities is 7.0% for each Job Group. However, there is no requirement to set placement goals.

29Total Individual(s) with Disabilities: 3.1%Percent of total reported employees:

Central Office

APP H‐1

APPENDIX H ‐ UTILIZATION OF INDIVIDUALS WITH DISABILITIES

Category: Executive/Administrative/ManagerialStaff Indiv. with Disabilities RateJob Group

Administration 1 (Executive) 79 1 1.3%

Administration 2 (Manager) 250 6 2.4%

Facility Manager 2 0 0.0%

IT Computer Manager 76 5 6.6%

Security Manager 4 0 0.0%

Category: Professional Non‐FacultyStaff Indiv. with Disabilities RateJob Group

Accountant 3 0 0.0%

Administration 3 (Professional) 237 11 4.6%

Administration 5 (Engineer‐Architect) 20 0 0.0%

IT Computer Professional 129 4 3.1%

Category: Administrative Support WorkersStaff Indiv. with Disabilities RateJob Group

Accountant Assistant 3 0 0.0%

Administrative Assistant 7 0 0.0%

Office Assistant 32 1 3.1%

Mail Services Worker 12 1 8.3%

Category: Craft WorkersStaff Indiv. with Disabilities RateJob Group

Laborers and Helpers 1 0 0.0%

Category: TechniciansStaff Indiv. with Disabilities RateJob Group

Broadcast/Media 38 0 0.0%

Engineering Technician 1 0 0.0%

IT Support Technician 11 0 0.0%

Print Shop 2 0 0.0%

Category: Service Workers and OthersStaff Indiv. with Disabilities RateJob Group

Campus Peace Officer‐Sergeant 10 0 0.0%

Campus Peace Officer‐Level 2 1 0 0.0%


Custodial Supervisor 3 0 0.0%

Custodial 4 0 0.0%

APP H‐2

ADDITIONAL DATA ‐ UTILIZATION OF VETERANS

There is currently no required review of the utilization of Veterans; instead, the federal requirement is to review the rate of hiring against a standard (set annually).

This report is for informational purposes only.

14Total Veterans: 1.5%Percent of Total Reported Employees:

Central Office

APP X‐1

ADDITIONAL DATA ‐ UTILIZATION OF VETERANS


Staff Veterans RateJob Group

Administration 1 (Executive) 79 2 2.5%

Administration 2 (Manager) 250 2 0.8%

Facility Manager 2 0 0.0%

IT Computer Manager 76 3 3.9%

Security Manager 4 1 25.0%



Accountant 3 0 0.0%

Administration 3 (Professional) 237 4 1.7%

Administration 5 (Engineer‐Architect) 20 0 0.0%

IT Computer Professional 129 1 0.8%



Accountant Assistant 3 0 0.0%

Administrative Assistant 7 0 0.0%

Office Assistant 32 0 0.0%

Mail Services Worker 12 0 0.0%

Category: Craft Workers


Laborers and Helpers 1 0 0.0%



Broadcast/Media 38 0 0.0%

Engineering Technician 1 0 0.0%

IT Support Technician 11 0 0.0%

Print Shop 2 0 0.0%



Campus Peace Officer‐Sergeant 10 0 0.0%



Custodial Supervisor 3 0 0.0%

Custodial 4 0 0.0%

APP X‐2

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