EEO Reporting Requirements »

Federal

Affirmative Action Plan for Minorities and Women
Authority:   Executive Order 11246; System Regulation 33.02.01
Oversight:   Office of Federal Contract Compliance Programs, U.S. Department of Labor
Required For:   Federal contractors and subcontractors having 50 employees or more and a covered federal contract or subcontract (thresholds apply).
Description:   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.

Affirmative Action Plan(s) for Individuals with Disabilities and for Veterans of the Vietnam Era
Authority:   38 U.S.C Section 4212 Vietnam Era Veterans Readjustment Assistance Act; Section 503 Rehabilitation Act of 1973; System Regulation 33.02.01
Oversight:   Office of Federal Contract Compliance Programs, U.S. Department of Labor
Required For:   Federal contractors and subcontractors having 50 employees or more and a covered federal contract or subcontract (thresholds apply).
Description:   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.

Integrated Postsecondary Education Data System Fall Staff Survey (previously EEO-6)
Authority:   34 CFR 100.13, 20 USC 1094(a) (17)
Oversight:   National Center for Education Statistics, U. S. Department of Education
Required For:   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.
Description:   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/)
Notes:   The survey must be completed on-line.

VETS-100 Federal Contractor Report on Veterans' Employment
Authority:   Title 38 U.S. Code, Section 4212(d) and PL 105-339
Oversight:   Veterans' Employment and Training Service, U.S. Department of Labor
Required For:   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.
Description:   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.
Note:   The System Office of Equal Opportunity prepares and submits this report on behalf of all components.

State

Workforce Analysis
Authority:   Texas Code Sec. 21.501
Oversight:   Division of Civil Rights, Texas Workforce Commission
Required For:   State Agencies (including State Universities)
Description:   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.
Notes:   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).

Recruitment Plan
Authority:   Texas Code Section 21.502
Oversight:   Division of Civil Rights, Texas Workforce Commission
Required For:   All State Agencies (including State Universities)
Description:   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.
Notes:   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.

Annual Report
Authority:   Texas Code Section 21.504
Oversight:   Division of Civil Rights, Texas Workforce Commission
Required For:   All State Agencies (including State Universities)
Description:   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.
Notes:   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.

Equal Employment Opportunity Report
Authority:   Texas Code Section 51.551
Oversight:   Division of Civil Rights, Texas Workforce Commission
Required For:   All State Agencies (including State Universities)
Description:   Not later than the seventh day of each calendar year, each state agency shall report equal employment opportunity information for the preceding calendar year....
Notes:   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.

Veteran Workforce Summary Reports for State Agencies and Institutions of Higher Education
Authority:   Texas Government Code Ann. §657.008(b)
Oversight:   Comptroller's Office
Required For:   All State Agencies (including State Universities)
Description:   The Veteran Workforce Summary Report compiles and analyzes information about the hiring and employment of veterans by certain public entities on a quarterly basis.
Notes:   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.

A&M System Reports

Reaffirmation of Commitment to Equal Opportunity and Access
Authority:   A&M System Regulation 33.02.01
Oversight:   Office of Equal Opportunity
Required For:   All Components
Description:   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.

Employee Information Survey
Oversight:   Office of Equal Opportunity
Required For:   All Components
Description:   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)