Executive Order 11246 Affirmative Action Program for Minorities, Women, Protected Veterans, & Individual with Disabilities UNIVERSITY OF CALIFORNIA, SANTA CRUZ AFFIRMATIVE ACTION PLAN FOR CAREER STAFF June 1, 2016 – May 31, 2017 Parent Organization: University of California Employer Identification Number: 94-1539563 AA/EEO Contact: Ashish Sahni Associate Chancellor University of California, Santa Cruz Santa Cruz, California 95064 831.459.4380 UNIVERSITY OF CALIFORNIA, SANTA CRUZ AFFIRMATIVE ACTION PLAN FOR CAREER STAFF TABLE OF CONTENTS INTRODUCTION Background to Parts I and II…...……………………………………………….………..………...…....i University of California, Santa Cruz Principles of Community………………….………..………...…...ii University of California Nondiscrimination and Affirmative Action Policy…………...……………..…iii Dissemination of Policy……………….…………………………………………………………...…viii PART I: AFFIRMATIVE ACTION PLAN FOR MINORITIES AND WOMEN ................................... 1 I. Organizational Profile ..................................................................................................................................... 1 II. Job Group Analysis ......................................................................................................................................... 1 III. Placement of Incumbents in Job Groups .................................................................................................... 1 IV. Determining Availability ................................................................................................................................. 2 V. Comparing Incumbency to Availability ........................................................................................................ 4 VI. Placement Goals .............................................................................................................................................. 4 VII. Designation of Responsibility ........................................................................................................................ 4 VIII. Identification of Problem Areas ............................................................................................................... 8 IX. Action-Oriented Programs ............................................................................................................................. 9 X. Internal Audit and Reporting ....................................................................................................................... 15 XII. Compliance with Guidelines on Discrimination because of Religion or National Origin ................. 16 PART II: AFFIRMATIVE ACTION PLAN FOR INDIVIUALS WITH DISABILITIES AND PROTECTED VETERANS ............................................................................................................................... 18 I. Policy Statement ............................................................................................................................................ 19 II. Applicability of the Affirmative Action Program ..................................................................................... 24 III. Responsibility for Implementation ............................................................................................................. 25 IV. Dissemination of Policy ................................................................................................................................ 26 V. Affirmative Action Practices and Procedures ........................................................................................... 27 VI. Identification of Problem Areas .................................................................................................................. 30 VII. Audit and Reporting System ........................................................................................................................ 31 EXHIBITS 1 Career Staff Titles by Job Group 2 Comparison of Incumbency to Availability and Placement Goals for 2016-2017 INTRODUCTION BACKGROUND TO PARTS I AND II Affirmative action is a term that encompasses any measure adopted by an employer to correct or to prevent discrimination from recurring in the future. For minorities and women, such steps include the development of hiring and promotion goals to rectify the disparity between incumbency and availability. For protected veterans and individuals with disabilities, such steps will include a thorough review of the company’s outreach efforts to determine the effectiveness of such efforts in closing the hiring and/or utilization gaps. It is toward this end that the following AAP of University of California, Santa Cruz (UCSC) was developed. Applicable Affirmative Action Laws and Regulations UCSC's AAP for minorities and women (Part I) has been prepared according to Executive Order No. 11246, as amended, and Title 41, Code of Federal Regulations, Part 60-1 (Equal Employment Opportunity Duties of Government Contractors), Part 60-2 (Affirmative Action Programs of Government Non-Construction Contractors; also known as "Revised Order No. 4"), and Part 60-20 (Sex Discrimination Guidelines for Government Contractors). UCSC's AAP for protected veterans and individuals with disabilities (Part II) is prepared in accordance with the Rehabilitation Act of 1973, Section 503, as amended and Title 41, Code of Federal Regulations, Part 60-741(Affirmative Action Program for Individuals with Disabilities), and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, Section 4212, as amended, and Title 41 Code of Federal Regulations, Part 60-300 (Affirmative Action Program for protected veterans). Statement of Purpose for Parts I and II This AAP has been designed to bring women, members of minority groups, protected veterans, and individuals with disabilities into all levels and segments of UCSC's workforce in proportion to their representation in the qualified relevant labor market. UCSC is subject to and must address a variety of State and Federal laws and guidelines dealing with equal employment opportunity and affirmative action. In addition, in determining UCSC's current equal employment opportunity and affirmative action position and its desired future achievements, numbers, percentages, statistics, and numerous calculations and computations must take effect. The technical, legal, and mathematical aspects of the AAP all have one common purpose – to allow us to properly identify three key concepts: where we stand now, where we must go, and how best to get there. These three concepts are the Affirmative Action Plan. i UCSC Principles of Community The University of California, Santa Cruz is committed to promoting and protecting an environment that values and supports every person in an atmosphere of civility, honesty, cooperation, professionalism, and fairness. UCSC expects that every campus member will practice these Principles of Community. We strive to be:  Diverse: We embrace diversity in all its forms and we strive for an inclusive community that fosters an open, enlightened, and productive environment.  Open: We believe free exchange of ideas requires mutual respect and consideration for our differences.  Purposeful: We are a participatory community united by shared commitments to: service to society, preservation and advancement of knowledge, and innovative teaching and learning.  Caring: We promote mutual respect, trust, and support to foster bonds that strengthen the community.  Just: We are committed to due process, respect for individual dignity, and equitable access to resources, recognition, and rewards.  Discipline: We seek to advance common goals through reasonable and realistic practices, procedures and expectations.  Celebrative: We celebrate the heritage, achievements, and diversity of the community and the uniqueness and contributions of our members. We accept the responsibility to pursue these principles in an atmosphere of personal and intellectual freedom, security, respect, civility, and mutual support. UCSC is committed to enforcement of policies that promote the fulfillment of our principles of community. These policies include but are not limited to: University of California Personnel Policies for Staff Members, applicable University Collective Bargaining Agreements, Academic Personnel Manual 015-University of California Policy on Faculty Conduct and the Administration of Discipline, UCSC Policy on Student Conduct and Discipline, University of California Policy on Sexual Violence and Sexual Harassment, and UCSC Hate Bias Incident Policy. Inquiries regarding the University's equal employment opportunity and nondiscrimination policies may be directed to: Office for Diversity, Equity, and Inclusion, 831.459.3676 or e-mail [email protected]. The UCSC Principles of Community statement was developed under the aegis of the Campus Welfare Committee with broad campus consultation, and was endorsed by the Provost’s Advisory Council and Chancellor MRC Greenwood in June 2001. ii University of California – Policy Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment Academic Officer: Vice Provost - Academic Personnel Academic Office: AP - Academic Personnel Staff Officer: VP - Human Resources Staff Office: HR - Human Resources Issuance Date: 7/3/2013 Effective Date: 7/3/2013 This policy applies to all University applicants and Scope: employees. Contact: Janet Lockwood (AP) Charles Barragan (HR) Email: [email protected] [email protected] Phone #: (510) 987- 9499 (510) 987- 0863 I. POLICY SUMMARY It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California. In addition, it is the policy of the University to undertake affirmative action, consistent with its obligations as a Federal contractor. II. DEFINITIONS Covered Veterans: Includes veterans with disabilities, recently separated veterans, Vietnam era veterans, veterans who served on active duty in the U.S. Military, Ground, Naval or Air Service during a war or in a campaign or expedition for which a campaign badge has been authorized, or Armed Forces service medal veterans. 1 University of California – Policy Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment Executive Officer: The University President, Chancellor, or Laboratory Director. Exception to Policy: An action that exceeds what is allowable under current policy or that is not expressly provided for under policy. Any such action must be treated as an exception. Gender: The sex of a person, including a person’s gender identity, and gender expression. Gender expression: A person’s gender-related appearance and behavior whether or not stereotypically associated with the person’s assigned sex at birth. Gender identity: An individual’s personal sense of himself/herself as being male and masculine or female and feminine, or ambivalent. Pregnancy: Includes pregnancy, childbirth, and medical conditions related to pregnancy and childbirth. Service in the Uniformed Services: Includes service in the uniformed services as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), as well as state military and naval service. Top Business Officer: Executive Vice President-Business Operations for the Office of the President, Vice Chancellor for Administration, or the position responsible for the location’s financial reporting and payroll as designated by the Executive Officer. III. POLICY TEXT It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation. This policy is intended to be consistent with the provisions of applicable state and federal laws and University policies. University policy also prohibits retaliation against any employee or person seeking employment for bringing a complaint of discrimination or harassment pursuant to this policy. This policy also prohibits retaliation against a person who assists someone with a complaint of discrimination or harassment, or participates in any manner in an investigation or resolution of a complaint of discrimination or harassment. Retaliation includes threats, intimidation, reprisals, and/or adverse actions related to employment. 2 of 5 University of California – Policy Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment In addition, it is the policy of the University to undertake affirmative action, consistent with its obligations as a Federal contractor, for minorities and women, for persons with disabilities, and for covered veterans. The University commits itself to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. These efforts conform to all current legal and regulatory requirements, and are consistent with University standards of quality and excellence. In conformance with Federal regulations, written affirmative action plans shall be prepared and maintained by each campus of the University, by the Lawrence Berkeley National Laboratory, by the Office of the President, and by the Division of Agriculture and Natural Resources. Such plans shall be reviewed and approved by the Office of the President and the Office of the General Counsel before they are officially promulgated. IV. COMPLIANCE / RESPONSIBILITIES A. Implementation of the Policy The Vice Provost – Academic Personnel and the Vice President–Human Resources are the Responsible Officers for this policy and have the authority to implement the policy. A Responsible Officer may apply appropriate interpretations to clarify the policy provided that the interpretations do not result in substantive changes to the underlying policy. The Chancellor is authorized to establish and is responsible for local procedures necessary to implement the policy. B. Revisions to the Policy The President is the Policy Approver and has the authority to approve policy revisions upon recommendation by the Vice President–Human Resources. The Vice Provost – Academic Personnel and the Vice President–Human Resources have the authority to initiate revisions to the policy, consistent with approval authorities and applicable Bylaws and Standing Orders of the Regents. The Executive Vice President–Business Operations has the authority to ensure that policies are regularly reviewed, updated, and consistent with other governance policies. C. Approval of Actions Actions within this policy must be approved in accordance with local procedures. Chancellors and the Vice President–Human Resources are authorized to determine responsibilities and authorities at secondary administrative levels in order to establish local procedures necessary to implement this policy. 3 of 5 University of California – Policy Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment D. Compliance with the Policy The following roles are designated at each location to implement compliance monitoring responsibility for this policy: The Top Business Officer and/or the Executive Officer at each location will designate the local management office to be responsible for the ongoing reporting of policy compliance. The Executive Officer is accountable for monitoring and enforcing compliance mechanisms and ensuring that monitoring procedures and reporting capabilities are established. The Vice President–Human Resources is accountable for reviewing the administration of this policy. The Senior Vice President–Chief Compliance and Audit Officer will periodically audit and monitor compliance to this policy. E. Noncompliance with the Policy Noncompliance with the policy is handled in accordance with Personnel Policies for Staff Members 61, 62, 63, 64, 65, and 67 pertaining to disciplinary and separation matters, and in accordance with University policies, including but not limited to, The Faculty Code of Conduct (APM – 015) and University Policy on Faculty Conduct and the Administration of Discipline (APM – 016), or, as applicable, collective bargaining agreements. V. PROCEDURES N/A VI. RELATED INFORMATION N/A VII. FREQUENTLY ASKED QUESTIONS N/A VIII. REVISION HISTORY 4 of 5 University of California – Policy Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment This policy was reformatted into the standard University of California policy template effective July 1, 2013. Policy changes effective as of July 1, 2013: New language, in compliance with California Assembly Bill 887 – Chapter 719. Addition of gender and gender expression to the policy text. Addition of a definition of gender, gender expression, and gender identity. The following policy is rescinded as of the effective date of this policy and is no longer applicable: University of California Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment, dated June 24, 2010. 5 of 5