AAP Female And Minority

University of North Carolina Wilmington EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PROGRAM

Plan Effective Date: November 1, 2021

Plan Expiration Date: October 31, 2022

AAP Administrator: Elaine Doell, Interim Associate Vice Chancellor for Human Resources

Approved by: Jose V. Sartarelli, Chancellor

Establishment's Name: UNCW

Establishment's Address: 601 S. College Rd. Wilmington, NC, 28403-5960

University of North Carolina Wilmington

AFFIRMATIVE ACTION PROGRAM for EXECUTIVE ORDER 11246

CONFIDENTIAL TRADE SECRET MATERIALS

The material set forth in the AAP is deemed to constitute trade secrets, operations information, confidential statistical data, and other confidential commercial and financial data, within the meaning of the Freedom of Information Act, U.S.C. 552, Title VII of the Civil Rights Act of 1964 (as amended), 42 U.S.C. 2000e et seq., the Trade Secrets Act, 18 U.S.C. 1905, and 44 U.S.C. 3508, the disclosure of which is prohibited by law and would subject the individual making the disclosure to criminal and/or civil sanctions.

TABLE OF CONTENTS

Equal Employment Opportunity (EEO) Policy Statement
Establishment of Responsibilities for Implementation of the Written Affirmative Action Program (41 CFR 60-2.17(a))
1. Designation of Responsibilities of Interim Associate Vice Chancellor for Human Resources (41 CFR 60-2.17(a))
2. Responsibilities of University of North Carolina Wilmington's Management to Ensure Implementation of the AAP (41 CFR 60-2.17(a))
Identification of Problem Areas (41 CFR 60-2.17(b))
Accomplishment of Prior Year Placement Goals
Development and Execution of Action-Oriented Programs (41 CFR 60-2.17(c))
Internal Audit and Reporting Systems (41 CFR 2.17(d))

Equal Employment Opportunity (EEO) Policy Statement
The EEO Policy Statement on the following page is posted on our company's bulletin board along with our required employment posters and is viewable by both employees and applicants. The EEO is the Law poster is also posted on our company's bulletin board as well as made available electronically through our company website for viewing by online applicants.

University of North Carolina Wilmington

EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT

It is the policy of University of North Carolina Wilmington not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, sexual orientation, gender identity, national origin, or because he or she is an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, or thereinafter referred collectively as "protected veterans." It is also the policy of University of North Carolina Wilmington to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. Furthermore, the company will provide qualified applicants and employees who request an accommodation due to a disability with reasonable accommodations, as required by law.

University of North Carolina Wilmington prohibits harassment of employees and applicants because they are individuals with disabilities or protected veterans. University of North Carolina Wilmington also prohibits retaliation against employees and applicants for filing a complaint, opposing any discriminatory act or practice, assisting or participating in any manner in a review, investigation, or hearing or otherwise seeking to obtain their legal rights under any Federal, State, or local EEO law requiring equal employment opportunity for individuals with disabilities and protected veterans. Prohibited retaliation includes, but is not limited to, harassment, intimidation, threats, coercion or other adverse actions that might dissuade someone from asserting their rights.

As Chancellor of University of North Carolina Wilmington, I am committed to the principles of affirmative action and equal employment opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, Elaine Doell has been assigned Interim Associate Vice Chancellor for Human Resources duties for University of North Carolina Wilmington. One of the Interim Associate Vice Chancellor for Human Resources's duties will be to establish and maintain an internal audit and reporting system to allow for effective measurement of University of North Carolina Wilmington's programs.

In furtherance of University of North Carolina Wilmington's policy regarding affirmative action and equal employment opportunity, University of North Carolina Wilmington has developed a written Affirmative Action Program (AAP) which sets forth the policies, practices and procedures that University of North Carolina Wilmington is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This AAP is available for inspection by any employee or applicant for employment upon request between 9:00 am to 5:00 pm at the Human Resources department. Any questions should be directed to me, your supervisor, or Elaine Doell, Interim Associate Vice Chancellor for Human Resources.

Jose V. Sartarelli Chancellor

University of North Carolina Wilmington November 1, 2021
Establishment of Responsibilities for Implementation of the Written Affirmative Action Program (41 CFR 60-2.17(a))
1. Designation of Responsibilities of Interim Associate Vice Chancellor for Human Resources (41 CFR 60-2.17(a))
  Elaine Doell, the Interim Associate Vice Chancellor for Human Resources, has the primary management responsibility, authority, and resources for ensuring full compliance with the provisions of E.O. 11246, as amended, and with implementing all applicable regulations. The Interim Associate Vice Chancellor for Human Resources's appointment and a description of the position's basic responsibilities have been communicated to all levels of personnel in the company. The responsibilities of the Interim Associate Vice Chancellor for Human
  
  Resources include, but are not necessarily limited to, the following:
  1. Developing EEO policy statements, Affirmative Action Programs, and internal and external communication procedures;
  2. Assisting in the identification of AAP/EEO problems;
  3. Assisting management in arriving at effective solutions to AAP/EEO problems;
  4. Designing and implementing an internal audit and reporting system that:
    - Measures the effectiveness of the Affirmative Action Program;
    - Determines the degree to which AAP goals and objectives are met; and
    - Identifies the need for remedial action.
  5. Keeping company's management informed of equal opportunity progress and reporting potential problem areas within the company through reports;
  6. Reviewing the company's AAP for qualified minorities and women with all levels of management to ensure that the policy is understood and is followed in all personnel activities;
  7. Auditing the contents of the company's bulletin board to ensure compliance information is posted and up-to-date; and
  8. Serving as liaison between University of North Carolina Wilmington and enforcement agencies.
2. Responsibilities of University of North Carolina Wilmington's Management to Ensure Implementation of the AAP (41 CFR 60-2.17(a))
  In implementing this written Affirmative Action Program, the responsibilities of the company's supervisors and managers working with the Interim Associate Vice Chancellor for Human Resources include, but are not necessarily limited to, the following:
  1. Assisting in the identification of problem areas, formulating solutions, and establishing departmental goals and objectives when appropriate;
  2. Reviewing the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hiring, promotion, transfer, and termination actions occur; and
  3. Reviewing the job performance of each employee to assess whether personnel actions are justified based on the employee's performance of his or her duties and responsibilities.
Identification of Problem Areas (41 CFR 60-2.17(b))
University of North Carolina Wilmington performs in-depth analysis of its total employment process to determine if there are areas where minority and/or female groups may face impediments to equal opportunity. The following analyses are conducted to reveal any potential problem areas:
1. Placement Goals: An analysis of incumbency versus availability is performed to determine whether there are problems of minority and/or female utilization. Whenever a problem exists, as defined by a statistical methodology, Placement Goals are set (see the Placement Goals report which follows this section). Whether there are Placement Goals or not, steps will be taken to encourage and increase the percentage of qualified minorities and/or females applying for positions both externally and internally. These steps may include, but are not limited to the following:
  - Working with hiring managers and recruiters to determine appropriate outreach to attract qualified applicant pools; Recruiting at colleges and universities with a significant percentage of minority and/or female students;
  - Publishing job advertisements in newspapers and/or magazines that target minorities and/or females; Offering mentorship programs for minority and/or female employees;
  - Offering job training to minorities and/or females currently employed by the company to increase their chances of advancement; Offering tuition reimbursement to employees to obtain training that will increase their chances of advancement;
  - Using recruitment companies that specifically target minorities and/or females; and Continuing to use the services of the respective Employment Service Delivery System.
2. Review of Employment Decisions: A review of employment decisions is made to determine whether minorities and/or females are selected at a less favorable rate than non-minorities and/or males. A review of non-minorities and/or males is also conducted to determine if either group is being selected at a statistically significant lessor rate than minorities and/or females.
3. Review of Hires/Promotions: Whenever minorities and/or females are selected at a lower rate than non-minorities and/or males, a review of the applicant flow is conducted to determine possible reasons why minorities and/or females were not selected at a more favorable rate. If the company is attracting fewer than expected minorities and/or females that fit the qualifications for the job groups, good faith efforts will be put into place to attempt to improve the applicant flow of qualified minorities and/or females. If non-minorities and/or males are selected at a statistically significantly lessor rate than minorities and/or females, a review of the applicant flow and selection decisions is also made to ensure that there is no evidence of discrimination.
4. Review of Terminations: For terminations, if minorities and/or females are being involuntarily terminated or are voluntarily leaving at a higher rate than non-minorities and/or males, a review of the employee files will be made to ensure the company is applying its policies and procedures for termination equally for protected as well as non-protected classes. If non-minorities and/or males have a statistically significant higher rate of termination than minorities and/or females, an investigation will also be conducted to determine the cause.
5. Compensation: Compensation is reviewed at least annually to determine if there are significant discrepancies in pay when comparing female to male rates of pay and minority versus non-minority rates of pay. If discrepancies do exist, a thorough review is conducted to determine if the difference in pay is justified due to appropriate factors. If the difference in pay cannot be justified, University of North Carolina Wilmington will put a plan in place to bring pay into greater alignment.
Job Group: 001 - EXECUTIVE/SENIOR ADMINS

Class

Goal Placement Rate %

Female

53.23%

Job Group: F032 - SOCIAL SCIENCES

Class

Goal Placement Rate %

Minority

31.58%

Job Group: F033 - HEALTH AND HUMAN SERVICES

Class

Goal Placement Rate %

Minority

31.89%

Class	Goal Placement Rate %
Female	53.23%

Class	Goal Placement Rate %
Minority	31.58%

Class	Goal Placement Rate %
Minority	31.89%

Accomplishment of Prior Year Placement Goals

Where goals were established for the prior year, the company developed action-oriented programs designed to accomplish the established goals and objectives, thereby enhancing employment and advancement opportunities in the company for minorities and/or females. The results of the prior year's Affirmative Action Program are identified on the Goal Attainment report.

Job Group: 001 - EXECUTIVE/SENIOR ADMINS

Class	Employees at Plan Date #	Goal Placement Rate %	Placements #	Actual Placement Rate %	Goal Attained?
Female	11	60.72%	1	33.33%	No

Job Group: 003 - PROFESSIONALS

Class	Employees at Plan Date #	Goal Placement Rate %	Placements #	Actual Placement Rate %	Goal Attained?
Female	302	68.07%	80	70.80%	Yes
Minority	70	19.75%	22	19.47%	No

Job Group: 005 - TECHNICAL/PARAPROFESSIONAL

Class	Employees at Plan Date #	Goal Placement Rate %	Placements #	Actual Placement Rate %	Goal Attained?
Female	140	80.71%	29	72.50%	No
Minority	35	23.41%	5	12.50%	No

Job Group: 006 - SKILLED CRAFTSPERSON

Class	Employees at Plan Date #	Goal Placement Rate %	Placements #	Actual Placement Rate %	Goal Attained?
Minority	8	26.70%	0	0.00%	No

Job Group: F032 - SOCIAL SCIENCES

Class	Employees at Plan Date #	Goal Placement Rate %	Placements #	Actual Placement Rate %	Goal Attained?
Minority	5	23.88%	2	28.57%	Yes

Development and Execution of Action-Oriented Programs (41 CFR 60-2.17(c))
Programs have been instituted to ensure no barriers to employment exist. These programs may include, but are not limited to, the following:
1. Conducting annual analyses of job descriptions to ensure they accurately reflect job functions;
2. Making job descriptions available to recruiting sources and available to all members of management involved in the recruiting, screening, selection and promotion processes;
3. Evaluating the total selection process to ensure freedom from bias through:
  - Reviewing job applications and other pre-employment forms to ensure information requested is job-related;
  - Evaluating selection methods that may have a disparate impact to ensure that they are job-related and consistent with business necessity;
  - Training personnel and management staff on proper interview and selection procedures; and Training on EEO and other related policies for management and supervisory staff.
4. Using techniques to improve recruitment and retention and to increase the flow of qualified applicants, including minority and/or female applicants, undertakes the following actions:
  - Including the phrase "As an EEO/Affirmative Action Employer all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status" or other acceptable tagline in all printed employment advertisements;
  - Placing employment advertisements in local minority news media and women's interest media;
  - Disseminating information on job opportunities to organizations representing minorities and women and to employment development agencies when job opportunities become available;
  - Encouraging all employees to refer qualified applicants;
  - Actively recruiting at secondary schools, junior colleges, colleges and universities with predominantly minority and/or female enrollments; and
  - Requesting employment agencies to refer qualified minorities and women.
5. Reviewing company's compensation practices;
6. Ensuring that all employees are given equal opportunity for promotions and/or transfers. This is achieved by: Posting opportunities internally;
  - Offering guidance to employees in identifying opportunities, training and educational programs to enhance promotions and opportunities for job rotation or transfer; and
  - Evaluating job requirements to ensure that they are appropriate.
Internal Audit and Reporting Systems (41 CFR 60-2.17(d))

The company believes that one of the most important elements in effectively implementing a written Affirmative Action Program is an adequate internal audit and reporting system. Through this system, the total program can be monitored for effectiveness, and management can be kept informed. University of North Carolina Wilmington's audit and reporting system is designed to:
1. Measure the effectiveness of the AAP/EEO program;
2. Document and analyze personnel activities;
3. Identify problem areas and develop action plans where remedial action is needed; and
4. Determine the degree to which AAP goals and objectives have been attained.
The following personnel activities are reviewed, as necessary and desirable, to ensure nondiscrimination and EEO for all individuals without regard to their race, color, gender, religion, national origin, age, sex, sexual orientation, gender identity, pregnancy, genetic information, disability, veteran status, or any other legally protected status covered by applicable state or local law:
1. Recruitment, advertising, and job application procedures;
2. Hiring, promotion, upgrading, layoff, recall from layoff;
3. Rates of pay and any other forms of compensation including fringe benefits;
4. Job assignments, job classifications, job descriptions, and seniority lists;
5. Sick leave, leaves of absence, or any other leave;
6. Training, attendance at professional meetings and conferences; and
7. Any other term, condition, or privilege of employment.
The following documents may be maintained as a component of University of North Carolina Wilmington's internal audit process:
1. An applicant flow log;
2. Summary data of external job offers and hires, promotions, terminations;
3. Summary data of applicant flow;
4. Employment applications; and
5. Records pertaining to company's compensation system and decisions.
University of North Carolina Wilmington's audit system includes periodic review of employment decisions. Managers and supervisors are asked to report any current or foreseeable EEO problem areas and are asked to outline their suggestions/recommendations for solutions. If problem areas arise, the manager or supervisor is to report problem areas immediately to the Interim Associate Vice Chancellor for Human Resources. During the reporting cycle, the following occurs:
1. The Interim Associate Vice Chancellor for Human Resources will discuss any problems relating to substantial disparate impact, EEO charges, etc., with management; and
2. The Interim Associate Vice Chancellor for Human Resources will report the status of the company's AAP goals and objectives to management. The Interim Associate Vice Chancellor for Human Resources will recommend remedial actions for the effective implementation of the AAP.