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Affirmative Action Plan for Minorities and Women
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Authority:
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Executive Order 11246; System Regulation 33.02.01
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Oversight:
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Office of Federal Contract Compliance Programs, U.S.
Department of Labor
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Required For:
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Federal contractors and subcontractors having 50
employees or more and a covered federal contract or subcontract (thresholds
apply).
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Description:
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AAPs must contain both a narrative and a statistical
section. The narrative section must include a) designation of
responsibility; b) identification of problem areas; c) action-oriented
programs; and d) internal audit and reporting system. The statistical
section may be either an organizational profile or a workforce analysis
showing the distribution of minority and female employees within its units
and a statistical analysis to determine if placement goals may be necessary
for minorities or women. AAPs must be updated annually.
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Affirmative Action Plan(s) for Individuals with
Disabilities and for Veterans of the Vietnam Era
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Authority:
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38 U.S.C Section 4212 Vietnam Era Veterans Readjustment
Assistance Act; Section 503 Rehabilitation Act of 1973; System Regulation
33.02.01
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Oversight:
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Office of Federal Contract Compliance Programs, U.S.
Department of Labor
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Required For:
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Federal contractors and subcontractors having 50
employees or more and a covered federal contract or subcontract (thresholds
apply).
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Description:
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Generally, the plans must include only an affirmative
action clause/policy, an invitation to self-identify, the appointment of a
person responsible for plan implementation, a procedure for implementing
the plan, a system for internal auditing and monitoring, and a
self-analysis of employment practices. A statistical analysis is not
required. AAPs must be updated annually.
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Integrated Postsecondary Education Data System Fall
Staff Survey (previously EEO-6)
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Authority:
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34 CFR 100.13, 20 USC 1094(a) (17)
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Oversight:
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National Center for Education Statistics, U. S.
Department of Education
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Required For:
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All institutions which receive, are applicants for, or
expect to be applicants for federal financial assistance as defined in the
Department of Education regulations implementing Title VII of the Civil
Rights Act of 1964.
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Description:
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IPEDS consists of nine components. One of its
components, the Fall Staff Survey, is required to be completed in
odd-numbered years, and may be completed (optional) in even-numbered years.
(http://www.nces.ed.gov/ipeds/)
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Notes:
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The survey must be completed on-line.
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VETS-100 Federal Contractor Report on Veterans'
Employment
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Authority:
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Title 38 U.S. Code, Section 4212(d) and PL 105-339
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Oversight:
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Veterans' Employment and Training Service, U.S.
Department of Labor
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Required For:
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All nonexempt federal contractors and subcontractors
with contracts or subcontracts for the furnishing of supplies and services
or the use of real or personal property for $25,000 or more. Services
include research contracts, irrespective of whether the government is the
purchaser or seller.
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Description:
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Federal contractors are required to report at least
annually the numbers of existing employees who are special disabled
veterans, veterans of the Vietnam era, and other protected veterans (who
served on active duty during a war or in a campaign or expedition for which
a campaign badge has been authorized). For existing employees, the numbers
of veterans within these three groups are to be broken out by job category.
New hires are to be reported over a twelve month reporting period. The
total number of veteran new hires in each of the three groups above is to
be reported, along with the total number of newly separated veterans (i.e.,
hired within twelve months of separation). In addition, over the same twelve
month period, the total number of new hires, both veterans and
non-veterans, is required to be reported, along with the minimum and
maximum total of employees.
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Note:
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The System Office of Equal Opportunity prepares and
submits this report on behalf of all components.
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State
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Workforce Analysis
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Authority:
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Texas Code Sec. 21.501
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Oversight:
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Division of Civil Rights, Texas Workforce Commission
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Required For:
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State Agencies (including State Universities)
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Description:
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Each state fiscal biennium, each state agency shall
analyze its current workforce and compare the number of African Americans,
Hispanic Americans, and females employed by the agency in each job category
to the available African Americans, Hispanic Americans, and females in the
statewide civilian workforce to determine the percentage of exclusion or
underutilization by each job category.
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Notes:
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This is similar to the analysis required in E.O. 11246
affirmative action plans, although the latter factors in recruitment area
availability (vice statewide across the board availability). Statewide
civilian workforce statistics are available on TWC/CRD's web site. The
Division of Civil Rights of the Texas Workforce Commission (formerly, the
Texas Commission on Human Rights) has advised that these statistics are NOT
required to be posted electronically (see Recruitment Plan notes below).
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Recruitment Plan
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Authority:
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Texas Code Section 21.502
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Oversight:
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Division of Civil Rights, Texas Workforce Commission
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Required For:
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All State Agencies (including State Universities)
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Description:
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Based upon a workforce availability analysis under
Section 21.501 that demonstrates the exclusion or underutilization of
African Americans, Hispanic Americans, and females, or court-ordered
remedies, or supervised conciliations or settlement agreements, each state
agency, other than a public junior college as defined by Section 61.003,
Education Code, shall develop and implement a plan to recruit qualified
African Americans, Hispanic Americans, and females. The plan must comply
with this chapter. The commission shall monitor state agencies to determine
compliance with this section.
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Notes:
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TWC accepts affirmative action plans as
"recruitment plans." While state law does not specify what must
be contained in the plan, TWC has accepted and approved plans that meet
federal requirements. Section 2052.0021 of the Texas Code requires that
each report required by law must be available to members of the legislature
in an electronic format. TWC's Division of Civil Rights (formerly, the
Texas Commission on Human Rights) has advised that the narrative section of
each agency's recruitment/affirmative action plan must be posted on the
agency's website.
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Annual Report
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Authority:
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Texas Code Section 21.504
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Oversight:
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Division of Civil Rights, Texas Workforce Commission
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Required For:
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All State Agencies (including State Universities)
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Description:
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Not later than November 1 of each calendar year, each
state agency shall report to the commission the total number of African
Americans, Hispanic Americans, females, and other persons hired for each
job category by the agency during the preceding state fiscal year.
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Notes:
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This report is generated by the Comptroller's Office
based on data submitted through B/P/P-HRIS. It does not require any
additional action on the part of components, other than verifying that what
was entered into B/P/P is correct.
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Equal Employment Opportunity Report
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Authority:
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Texas Code Section 51.551
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Oversight:
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Division of Civil Rights, Texas Workforce Commission
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Required For:
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All State Agencies (including State Universities)
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Description:
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Not later than the seventh day of each calendar year,
each state agency shall report equal employment opportunity information for
the preceding calendar year....
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Notes:
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The data in this report includes total number of
employees by sex, racial group, and disability status; new hires by sex,
racial groups, and disability status; and total employees listed by job
classification and sex, racial group, and disability status. This report is
generated by the Comptroller's Office automatically and does not require
additional action on the part of components.
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Veteran Workforce Summary Reports for State Agencies and
Institutions of Higher Education
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Authority:
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Texas Government Code Ann. §657.008(b)
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Oversight:
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Comptroller's Office
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Required For:
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All State Agencies (including State Universities)
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Description:
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The Veteran Workforce Summary Report compiles and
analyzes information about the hiring and employment of veterans by certain
public entities on a quarterly basis.
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Notes:
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This report is generated by the Comptroller's Office
based on data submitted through B/P/P-HRIS. The System B/P/P office
downloads the reports and sends them to components for verification. The
HRIS office requests that agencies make appropriate changes (through B/P/P)
and fax a signed acknowledgement form to its office at (512) 305-9790.
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A&M System Reports
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Reaffirmation of Commitment to Equal Opportunity and
Access
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Authority:
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A&M System Regulation 33.02.01
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Oversight:
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Office of Equal Opportunity
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Required For:
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All Components
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Description:
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The Chancellor and other administrators shall reaffirm
the equal employment opportunity and affirmative action commitment of the
System whenever appropriate. It is recommended that this commitment be
reaffirmed in writing on an annual basis by the Chancellor and by System
Chief Executive Officers.
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Employee Information Survey
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Oversight:
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Office of Equal Opportunity
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Required For:
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All Components
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Description:
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Human Resources Officers should order the EIS from B/P/P
prior to updating their annual affirmative action plans in order to verify
the accuracy of personnel data. (BPP Report #BP6038, B/P/P Services
Coordinator, 979-458-6299)
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