As a federal contractor, the University of Missouri-St. Louis (UM-St. Louis) is required to conduct an assessment of its workforce, to develop appropriate goals, and to implement affirmative action policies and procedures, which will ensure equal opportunity in the employment of women, minorities, persons with disabilities and veterans. These assessments, goals, policies, and procedures are the focus of this document, the University of Missouri-St. Louis Affirmative Action Program (UM-St. Louis AAP). Based upon the information collected during this process and other relevant issues that surface during the year, new or revised goals and objectives are established for the current year. Ultimately, the goal is to move the University closer to becoming an institution wherein all individuals are valued and feel free to contribute to their highest potential.
An Affirmative Action Plan (AAP) is a tool used by management to create equal employment opportunities for all applicants and existing employees. To remain in compliance with U.S. federal regulations, all contractors doing business with the U.S. Federal government who meet certain employment and contract levels are required to have such a program.
The programs are designed to be action-oriented, containing practical steps that are created to address the underemployment of these demographics. The most effective affirmative action plans also contain internal reporting and auditing systems that measure the progress that contractors make in assembling a workforce that would be expected if there is no discrimination.
Implementation of the UM-St. Louis AAP is the responsibility of the entire campus community. Administrators, managers, faculty, and staff on all levels of the institution are expected to work toward the established objectives by aggressively implementing University affirmative action policies, procedures, and goals. The AAP is certainly not all-encompassing and represents merely the bare minimum of efforts. Departments are encouraged to develop additional initiatives in their respective areas.
UMSL's Commitment to Fair Hiring
The University of Missouri-St. Louis is committed to fair and equitable hiring practices. Our equal employment/educational opportunity policy (CRR 320.010) requires us to consider job applicants' demonstrated ability and competence without unlawful discrimination based on their:
A workforce analysis is a listing of each job title as appears in applicable collective bargaining agreements or payroll records within each department or other similar organizational unit including departmental or unit supervision.
For each job title, the total number of incumbents, the total number of male and female incumbents, and the total number of male and female incumbents in each of the following groups must be given: Blacks, Hispanics, Asians/Pacific Islanders, and American Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles, including all managerial job titles, must be listed.
A job group analysis is a method of combining job titles within the contractor's establishment. This is the first step in the contractor's comparison of the representation of minorities and women in its workforce with the estimated availability of minorities and women qualified to be employed.
In the job group analysis, jobs at the establishment with similar content, wage rates, and opportunities, must be combined to form job groups. Similarity of content refers to the duties and responsibilities of the job titles which make up the job group. Similarity of opportunities refers to training, transfers, promotions, pay, mobility, and other career enhancement opportunities offered by the jobs within the job group.
Availability Analysis 41 CFR 60-2.14
Availability is an estimate of the number of qualified minorities or women available for employment in a given job group, expressed as a percentage of all qualified persons available for employment in the job group. The purpose of the availability determination is to establish a benchmark against which the demographic composition of the contractor's incumbent workforce can be compared in order to determine whether barriers to equal employment opportunity may exist within particular job groups. The contractor must use the most current and discrete statistical information available to derive availability figures. Examples of such information include census data, data from local job service offices, and data from colleges or other training institutions.
In determining availability, the contractor must consider at least the following two factors:
Factor 1 - The percentage of minorities or women with requisite skills in the reasonable recruitment area. This information is usually derived from the U.S. Census Data and/or Survey of Earned Doctorate Data. The reasonable recruitment area is defined as the geographical area/commuting area from which the contractor usually seeks or reasonably could seek workers to fill the positions in question.
Factor 2 - The percentage of minorities or women among those promotable, transferable, and trainable within the contractor's organization. Trainable refers to those employees within the contractor's organization who could, with appropriate training which the contractor is reasonably able to provide, become promotable or transferable during the AAP year.
The contractor must compare the percentage of minorities and women in each job group with the availability for those job groups.
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 particular job group, the contractor must establish a placement goal equal to availability.