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Kansas State University

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The Office of Affirmative Action administers the policies and procedures related to equal employment opportunity, affirmative action, and the Americans with Disabilities Act.

Identification of Problem Areas by Organizational Unit and Job Group

 

In accordance with 41 C.F.R. 60-2.17(b)

We have conducted in-depth analyses of our total employment process, including the workforce by organizational unit and job group, personnel activity, compensation, and other personnel procedures to determine whether and where impediments to equal employment opportunity exist.

An analysis of each of these processes follows.

  1. Composition of the Workforce by Organizational Unit

    Our analysis by organizational unit reveals that minorities and women are not significantly underrepresented or concentrated in any particular organizational unit.

    Minorities are employed at a rate of 14.14% and are represented in 67.16% of the University's 201 departments. Further, minorities are represented in 90.91% of the departments that employ 10 or more people. Women are employed at a rate of 50.34% and are represented in 94.03% of all departments, and 99.17% of all departments that employ 10 or more people . This analysis suggests that there is no policy or practice excluding minorities or women from any departments, nor is there any racial or sexual discrimination in the selection process.

  2. Composition of the Workforce by Job Group

    Pursuant to the Office of Federal Contract Compliance Programs' (OFCCP) regulations, we have conducted an availability analysis by job group, taking into account both external and internal availability, and have compared incumbency to estimated availability to determine placement goals. The descriptions of Factor 1 and Factor 2 by job group are summarized in the Availability Analysis. Our findings are as follows:

    1. Our analysis indicates that, for minorities, incumbency is less than availability by a statistically significant amount in the following job groups: 1C, 2E, 2K, 2M, 3C, 3N.
    2. Our analysis indicates that, for women, incumbency is less than availability by a statistically significant amount in the following job groups: 1A, 1C, 2E, 2N, 2O, 3Q, 4C, 5D.
    3. The University has established affirmative action placement goals and programs to address underutilization, and will continue to make a good faith effort to reach the placement goals established and implement action-oriented programs, which are detailed elsewhere in this AAP.
  3. Analysis of Progress Towards Prior Year Goals

    In establishing placement goals, the following principles apply:

    1. When the percentage of minorities or women employed in a particular job group is less than would reasonably be expected given their availability percentage in that job group, the University has established an annual percentage placement goal at least equal to the availability figure derived for women or minorities, as appropriate, for that job group.
    2. Placement goals are not quotas that must be met, nor are they to be considered as either a ceiling or a floor for the employment of particular groups.
    3. In all employment decisions, the University makes selections in a nondiscriminatory manner. Placement goals do not provide a justification to extend a preference to any individual, select an individual, or adversely affect an individual's employment status, on the basis of that individual's race, color, religion, sex, age, disability, veteran status, or national origin.
    4. Placement goals do not create set-asides for specific groups, nor are they intended to achieve proportional representation or equal results.
    5. Placement goals are not used to supersede merit selection principles, nor do these placement goals require the University to hire a person who lacks qualifications to perform the job successfully or hire a less-qualified person in preference to a more-qualified one.

    A review of progress and goal attainment by job group for the period from October 1, 2006 - September 30, 2007 reveals the following areas of significant success for minorities and women:

    Goal Attainment Report

  4. Personnel Activity

    The University has analyzed additional personnel activities to determine whether and where impediments to equal employment opportunity exist and whether there are significant selection disparities by race/ethnicity or gender. These activities include applicant flow, hires, promotions, terminations, and other personnel actions.

    1. Applicant Flow

      During the plan year, October 1, 2006 - September 30, 2007, the University posted the majority of all open positions with the State Employment Service. The Human Resources Department accepted applications for open positions, and all persons interested in obtaining employment with the University were advised to apply according to our current policy. Applications and complete records have been kept to ensure goals of equal employment opportunity are being applied to this process.

      The University believes that applicant flow is not and will not be a problem area. Our analysis reveals that the percentage of minority applicants compares very favorably with the general availability in the respective categories. Clearly the University's success in implementing and communicating affirmative action and outreach efforts is demonstrated by these statistics.

      The following reports summarize applicant flow by job group. Please note that applicants with an identified gender but no race will be included in the Applicant Detail by Gender and applicants with an identified race but no gender will be included in the Applicant Detail by Race.

    2. Hires

      The Human Resources Department and the Office of Affirmative Action develops all procedures, and all hiring at the University is conducted on the basis of nondiscriminatory criteria. Specifically, the following criteria and procedures have resulted in hiring decisions that are free of discrimination:

      1. Job descriptions have been reviewed and revised to ensure that duties are accurately described, that the experience and education requirements are strictly job-related, and that all incumbents meet minimum job requirements. Job titles have and will continue to be written without regard to race, color, religion, sex, age, disability, veteran status, national origin, or any other characteristic protected by applicable law.
      2. Application forms have been reviewed to ensure that all requested information is job-related, and that the forms comply with all applicable laws. In addition, all forms state that the University is an Equal Opportunity/Affirmative Action Employer.
      3. A company representative who is briefed in the law with regard to Equal Employment Opportunity/Affirmative Action conducts interviews.
      4. Tests have been reviewed and are administered and conducted in a non-discriminatory manner.
      5. All employees are encouraged to refer qualified applicants to the University for employment. In addition, the University has formal recruitment procedures to apprise minority and women's groups, educational institutions, and other referral sources of openings.
      6. Placing an applicant in a specific job in a department is the responsibility of management. Hiring decisions are based on the applicant's knowledge, skills, abilities, and any other job-related criteria.

      A review of external hires for the prior plan year indicates the presence of equal employment opportunity and a strong commitment to affirmative action. There were 640 new employees hired during the period from October 1, 2006 - September 30, 2007, including 109 minorities at 17.03% and 351 women at 54.84%. The following report summarizes hiring activity by job group:

    3. Promotion Practices

      A review of promotion data indicates that these practices represent an area of substantial employment opportunity for minority and female employees. Promotion practices are not problem areas for minorities and women in any job group. Our analysis reveals that neither minorities nor women are being treated disparately in promotions because:

      1. The University provides every reasonable opportunity for employees to advance. In this regard, training and other developmental opportunities are offered.
      2. Employees are encouraged to contact their supervisor, the Office of Affirmative Action, and/or the Human Resources Department, at any time, should they desire information relative to another position within the University.
      3. Management-initiated promotions are based on performance and other job-related criteria without discrimination on account of race, color, religion, sex, age, disability, veteran status, national origin, or any other characteristic protected by applicable law.
      4. Most promotional opportunities are posted, providing all interested employees with an opportunity to apply and call their special skills to the attention of the manager.
      5. Our program of career development enables all employees to designate career paths and positions for which they wish to be considered.

      All of these factors strongly indicate that promotions represent an area of substantial employment opportunity for minority and female employees. A summary of promotion actions for the year is included on the following page:

    4. Compensation Systems

      As part of its affirmative action obligations, the University has conducted a compensation analysis to determine whether there are pay disparities on the basis of gender, race, or ethnicity. According to our analysis, we have not identified any significant problem areas. If the University discovers significant salary differences between men and women or non-minorities and minorities, it will determine whether they are the result of legitimate, nondiscriminatory factors such as tenure, time in job, time in grade, performance, education, previous experience, etc. Where appropriate, the University will take all reasonable and immediate steps to make any necessary adjustments.

    5. Terminations

      The University has evaluated its termination practices to determine whether there are disparities on the basis of gender, race or ethnicity. When terminations or reductions in force are necessary, the University makes its decisions without regard to race, color, religion, sex, age, disability, veteran status, national origin, or any other characteristic protected by applicable law. A report summarizing terminations by job group follows:

  5. Technical Phases of Compliance

    Our analysis of the technical phases of compliance reveals that the University fully complies with all the technical phases of its affirmative action obligations:

    1. Equal Employment Opportunity posters are prominently displayed in each University location.
    2. The University notifies all contractors and subcontractors via purchase orders and subcontracts that they may be subject to federal affirmative action obligations.
    3. The University requires that all of their qualified contractors and subcontractors develop and maintain a written AAP. Kansas State University meets this requirement by only employing contractors and subcontractors that the state of Kansas has approved. The state of Kansas reviews contractor/subcontractor qualifications, informs them of their responsibilities to the Federal Government, and forwards the approved list to Kansas State University.
    4. The University's employment application has a statement concerning Equal Employment Opportunity.
    5. All recruitment agencies and area schools and colleges will continue to be notified of the University's commitment to the goals of affirmative action.
    6. All recruitment advertising includes the solicitation "Kansas State University is an Equal Opportunity Employer (or its abbreviation). Recommended addition: KSU actively seeks diversity among its employees."
    7. All other required affirmative action notices and policy statements are posted on University bulletin boards and are updated annually.
    8. All personnel and employment records made or kept by the University are retained for the required period as mandated by OFCCP regulations.
    9. The University files annual IPEDS and VETS-100 reports with the appropriate agencies.