Board of Visitors minutes :: June 2, 1978 :: University of Virginia Library

VII. INTERNAL REVIEW AND REPORTING SYSTEMS APPENDICES
A. Executive Order Number One, the Procedures for Implementing Executive Order Number One, and Board of Visitors Resolution
B. The Virginia Plan for Equal Opportunity in State-Supported Institutions of Higher Education (Revised 1978) and Board of Visitors Resolution
C. Work Force Analyses

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I. REAFFIRMATION OF EQUAL OPPORTUNITY POLICY

The University of Virginia does not discriminate with regard to race, color, religion, national origin, political affiliation, handicap, sex or age in either education or employment. Programs of affirmative action to assure equality of opportunity for education and employment have been in effect here for many years, and have been steadily improved.

By action of the Governor of Virginia on January 31, 1978, through Executive Order Number One, the policy of the Commonwealth of Virginia was stated as follows:

"It is the policy of the Commonwealth of Virginia that employees of the Commonwealth and applicants for employment shall be afforded equal opportunity in all aspects of personnel management without regard to race, color, religion, national origin, political affiliation, handicap, sex or age."

The policy of the Commonwealth of Virginia was endorsed and approved by the Board of Visitors of the University of Virginia on April 1, 1978. Executive Order Number One, the Procedures for Implementing Executive Order Number One and the resolution of the University's Board of Visitors are included in this plan as Appendix A.

On March 18, 1978, the Governor of Virginia submitted to the Office for Civil Rights, Department of Health, Education, and Welfare, The Virginia Plan for Equal Opportunity in State-Supported Institutions of Higher Education (Revised 1978). The submission of The Virginia Plan by the Governor was subject to

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the review and consideration by individual institutions' Board of Visitors. On April 1, 1978, the Board of Visitors of the University of Virginia agreed to participate in The Virginia Plan in accordance with interpretations consistent with The Virginia Plan's applicability to the University of Virginia. The Virginia Plan and Board of Visitors resolution are included in this plan as Appendix B.

The University's plan for affirmative action and equal opportunity in education and employment, therefore, includes the Policy and Procedures promulgated by Executive Order Number One, as well as applicable parts of The Virginia Plan for Equal Opportunity in State-Supported Institutions of Higher Education (Revised 1978).

The Executive Vice President is responsible to the President of the University for execution of all equal opportunity policies. The Administrator of Equal Opportunity Programs is responsible for developing, disseminating information on, assisting in the administration of, and reporting on the progress of equal opportunity programs throughout the University. The Director of Institutional Analysis is responsible for the development and production of numerical data for official reports and analyses relating to equal opportunity at the University.

Frank L. Hereford, Jr. President

June 1, 1978.

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II. DISSEMINATION OF POLICY

A. Internal Dissemination

The University's equal employment opportunity policy statement will be distributed to all University employees. Copies will be provided to new employees at orientation sessions and posted on prominent bulletin boards throughout University facilities. Annually it will be published in University communications media. It will also be published in all University employee handbooks.

B. External Dissemination

In the local community the University Director of Personnel will provide the policy statement to such recruitment sources as: educational institutions, local government, community action groups, minority and women's organizations and Chamber of Commerce officials.

The University of Virginia has notified and will continue to notify all prospective employees of its equal employment opportunity policy by posting notices in the personnel offices as well as in other conspicuous locations so that they will have information to avail themselves of its benefits.

All University catalogs, program brochures, and other printed materials describing the academic programs of the University will contain the policy statement.

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All help-wanted advertising will contain the clause, "an equal opportunity/affirmative action employer."

III. RESPONSIBILITY FOR POLICY IMPLEMENTATION

A. The ultimate responsibility for equal employment compliance rests with the President as Chief Executive Officer of the University of Virginia. Responsibility and authority for administration of the affirmative action plan has been delegated to the Executive Vice President.

B. This responsibility shall include but not be limited to the following:

1. Initiate efforts to recruit, appoint, retain and upgrade qualified minorities and women at all levels of employment.
2. Counsel University management concerning the need for their personal attention to EEO in order to reach the objective of providing an atmosphere of non-discrimination and equal opportunity within the University.
3. Carry out the intent and spirit of the affirmative action plan by insuring that all managers, supervisors, and employees are aware of their responsibilities.
4. Familiarize officials, managers and supervisors with provisions of the Civil Rights laws and
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Executive Orders pertaining to affirmative action.

C. The Administrator of Equal Opportunity Programs is responsible for developing, disseminating information on, assisting in the administration of, and reporting on the progress of equal opportunity programs throughout the University.

D. The Director of Institutional Analysis is responsible for the development and production of numerical data for official reports and analyses relating to equal opportunity at the University.

E. Advice concerning the legal aspects of this program is the responsibility of the Attorney General's Office. (Pursuant to Section 2.1-121 of the Code of Virginia.)

IV. EMPLOYEE WORK FORCE ANALYSES

A. Work Force Analysis

In accordance with the requirements of Revised Order 4 of the Office of Federal Contract Compliance Programs regulations, the University has analyzed the overall composition of its work force as well as that existing in the various divisions and functional units of the University by job title, minority group status and sex. These detailed analyses are included in this plan as Appendix C and are as follows:

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1. Analysis of full-time instructional faculty by academic rank, tenure status, minority status, sex and salary code.
2. Analysis of full-time instructional faculty by academic rank, tenure status, minority status, sex and salary code within academic divisions.
3. Analysis of full-time instructional faculty by academic rank, tenure status, minority status, sex and salary code for departments within schools.
4. Analysis of non-instructional employees by job class, minority status, sex and salary code for each EEO-6 category.
5. Analysis of non-instructional employees by job class, minority status, sex and salary code within functional units or departments.

B. Availability Analysis

1. Instructional Faculty.

Requirements for employment as a full-time faculty member at the University typically include the attainment of a doctoral degree in a particular academic area. In the schools of Architecture, Nursing and Law, a doctoral degree may not be required, but a masters degree or J.D. degree is generally required.

The University of Virginia recruits faculty from national pools. Thus the female and minority availability pools for instructional faculty

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contained in this plan are based upon recent national degree productivity data. The availability percentages by academic area for females, minorities, and blacks are as follows:

Academic Area	% Female	% Minority	% Black
Architecture	21	11	6
Arts and Sciences	20	4	2
Commerce	6	5	2
Graduate Business	6	5	2
Education	26	11	8
Engineering	1	5	1
Law	9	6	4
Medicine	10	7	4
Nursing	97	8	6

The following sources were utilized in developing the above availability percentages:
(a) Professional Women and Minorities (last updated July, 1977); a manpower data resource service of the Scientific Manpower Commission, American Association for the Advancement of Science.

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(b) Preliminary report on total masters and doctors degrees awarded in appropriate disciplines, for years 1975-76 obtained from HEW, Office of Civil Rights, March, 1978.
(c) American Association of Medical Colleges, Washington, D. C.

2. Non-instructional employees.

The University of Virginia is by far the largest employer in the Charlottesville-Albemarle and surrounding county area. The following information concerning the labor force composition appears in Manpower Information for Affirmative Action Programs, State of Virginia, 1976:

Labor Force	Total	% Female	% Minority	% Black
State of Virginia	2,306,000	39.9	18.9	17.6
Charlottesville-Albemarle	64,430	39.3	19.2	18.5

Except for the two EEO categories, Executive/Administrative/Managers and Professional, non-instructional employees are hired predominately from the Charlottesville-Albemarle and surrounding county area. Executive/Administrative/Managers are recruited from national availability pools, while Professionals are recruited from state availability pools. Educational requirements for these two categories generally include a bachelor's degree and may, in addition, require graduate education

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or professional certification. The availability percentages for non-instructional employees by EEO category for females, minorities and blacks are tabulated as follows:

EEO Category	% Female	% Minority	% Black
Executive/Admin./Mgr.	21	4	4
Professional	28	7	5
Clerical/Secretarial	75	7	7
Technical/Para-Prof.	58	8	8
Skilled Crafts	4	11	11
Service/Maint.	47	41	41

The following sources were utilized in developing the above availability percentages:
(a) Virginia Employment Commission, Richmond, Virginia.
(b) Manpower Information for Affirmative Action Programs, State of Virginia, 1976, Manpower Research Division, Virginia Employment Commission, Richmond, Virginia.

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C. Utilization Analysis

On the basis of the preceding Work Force Analysis and Availability Analysis, the University has determined where utilization of females, minorities and blacks is less than the proportion in the relevant labor market area for both instructional faculty and non-instructional employees. This analysis is displayed in Table 1 for instructional faculty by academic division and in Table 2 for non-instructional employees by EEO category. Source references for each availability percentage are also provided.

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UNIVERSITY OF VIRGINIA EMPLOYMENT ANALYSIS Table 1 - Instructional Faculty

	Utilization	Availability Pools (Goals)		Additional Individuals Indicated
								Numeric Goals
Divisions	Total	% Fem.	% Min.	% Blk.	% Fem.	% Min.	% Blk.	Fem.	Min.	Blk.	Fem.	Min.	Blk.
Architecture	34	6	0	0	21a	11a	6a	7	4	2	5	4	2
Arts & Sciences	525	12	4	2	20b	4c	2c	105	21	11	44	2	1
Commerce	27	7	4	2	6d	5e	2e	-	-	-	-	-	-
Grad. Business	41	5	2	2	6d	5e	2e	-	2	-	-	1	-
Education	114	25	4	4	26f	11c	8c	30	13	9	2	8	4
Engineering	108	1	2	0	1f	5c	1c	-	5	1	-	3	1
Law	45	4	2	2	9g	6g	4g	4	3	2	2	2	1
Medicine	359	13	4	1/2	10h	7h	4h	-	25	14	-	10	13
Nursing	58	93	0	0	97i	8j	6j	56	5	3	2	5	3
Total	1311	15	3	1
Note: Minority includes Blacks

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UNIVERSITY OF VIRGINIA EMPLOYMENT ANALYSIS
Table 2 - Non-instructional Employees

	Utilization	Availability Pools (Goals)	Numeric Goals	Additional Individuals Indicated
EEO Category	Total	% Fem.	% Min.	% Blk.	% Fem.	% Min.	% Blk.	Fem.	Min.	Blk.	Fem.	Min.	Blk.
Exec/Adm/Mgr	389	33	4	3	21k	4k	4k	-	16	15	-	-	3
Professional	1376	75	5	2	281	71	51	-	96	69	-	30	36
Clerical/Secretarial	1667	92	13	12	75m	7m	7m	-	-	-	-	-	-
Technical/Para-Prof.	690	67	28	27	58n	8n	8n	-	-	-	-	-	-
Skilled Crafts	387	4	13	13	4m	11m	11m	-	-	-	-	-	-
Service/Maint.	1038	55	59	56	47m	41m	41m	-	-	-	-	-	-
Total	5547	67	21	19
Note: Minority includes Blacks

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Availability Pools - Source References

Table 1 - Instructional Faculty

(a) Per cent is of total masters and doctors degrees awarded in appropriate disciplines in year 1975-76 per preliminary OCR report obtained from OCR in late March, 1978.
(b) Per cent is of total doctors degrees awarded in appropriate disciplines during 1970-76 per Professional Women and Minorities (last updated in July, 1977) a Manpower Data Resource Service of the Scientific Manpower Commission, American Association for the Advancement of Science, pp. 171-576.
(c) Per cent is of total doctors degrees awarded in appropriate disciplines during 1973-76 per same source as in (b) except pp. 58.1, 58.3, 58.4 and 59.
(d) Per cent is of total doctors degrees awarded in business administration and economics during 1970-76 per same source as in (b) except pp. 51 and 531.
(e) Per cent is of total doctors degrees awarded in business disciplines in year 1975-76 per same source as in (a).
(f) Per cent is of total doctors degrees awarded in appropriate disciplines during 1970-76 per same source as in (b) except page 51.
(g) Per cent is of total LLB degrees awarded 1970-74 for females, same source as (b) except p. 82; for blacks per cent is of total enrollments in law schools, 1971-72, p. 86.
(h) Per cent is of total enrollment in Medicine in 1970-71 per American Association of Medical Colleges, Washington, D.C.
(i) Per cent is of total masters and doctors degrees awarded in Nursing during 1969-75 per same source as (b) except page 452.2
(j) Per cent is of total enrollment in baccalaureate and diploma degree programs in Nursing 1972-73 per same source as in (b) except page 426.

Table 2 - Non-instructional Employees

(k) Per cents based on national data for 1976 furnished by Virginia Employment Commission, Richmond, Virginia.
(l) Per cents obtained from Manpower Information for Affirmative Action Programs, State of Virginia, 1976, Manpower Research Division, Virginia Employment Commission, Richmond, Virginia. The geographic area used was for State of Virginia and includes Other Professional category, page 30.
(m) Per cents obtained from same source as (1), geographic area used was Charlottesville and vicinity, page 34.
(n) Per cents obtained from same source as (1), used Professional, Technical, and Related minus Other Professional categories, page 34.

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V. SUMMARY OF GOALS AND TIMETABLES

Consistent with The Virginia Plan for Equal Opportunity in State-Supported Institutions of Higher Education (Revised 1978), which was approved by the Department of Health, Education and Welfare, and the resolution adopted by the Board of Visitors of the University of Virginia (Appendix B), the University has made the following commitments:
1. The University of Virginia is committed to the objective of achieving a proportion of female, minority and black instructional faculty at least equal to the percentage of female, minority and black persons with the credentials required for such positions in the relevant labor market area.
2. Until the above objective is met, the University of Virginia is committed to the interim objective that the proportion of females, minority and black persons hired to fill faculty vacancies shall not be less than the proportion of females, minorities and blacks with the credentials required for such positions in the relevant labor market area.
3. The University of Virginia is committed to the objective of achieving a proportion of female, minority and black non-instructional employees by job category that is at least equal to the percentage of female, minority and black persons with the qualifications required in the relevant labor market area.

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4. The University of Virginia is committed to make reasonable yearly progress toward achieving these objectives in the 1982-83 academic year.
5. These objectives will be reviewed at least annually to reflect changes in availability pools or other circumstances which may affect this plan.

It should be understood that no objective established in this plan shall in any way constitute a quota and that it shall not be treated as such. Moreover, it shall not be interpreted to require the hiring of a person who is not qualified or the hiring of a less qualified person in preference to a person who is more qualified.

The commitment to attempt to increase the number of female, minority and black employees in the University of Virginia is just that--a pledge to action. As such, the University's commitment means only that a good faith effort will be undertaken to meet these objectives.

The University, through its Board of Visitors, shall retain sole authority and responsibility for the employment policies of the University, subject to the limitations of applicable law.

VI. ACTION ORIENTED PROGRAMS

The University of Virginia shall continue actively to seek, hire, and retain qualified female, minority and black employees. Specific action oriented programs now being carried

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out by the University and relating to all aspects of personnel management are contained in the Procedures for Implementing Executive Order Number One (Appendix A). These procedures, including the action oriented programs, were approved by the Board of Visitors of the University by resolution dated April 1, 1978. They are applicable to recruitment, selection, placement, training, promotion and terminations.

VII. INTERNAL REVIEW AND REPORTING SYSTEMS

Continuing reviews will be made to evaluate the success of the University's affirmative action plan. The following internal review and reporting systems are in effect:
1. Each academic and administrative unit of the University will analyze regularly the composition of its faculty and staff by sex and minority group to help determine if qualified members of both sexes and each minority group are employed in accordance with the potential supply of such persons possessing the necessary qualifications in the relevant labor market areas.
2. The Director of Institutional Analysis will make periodic surveys of qualified applicants for, and the supply of potential appointees to, instructional and faculty-level research positions by sex and by minority group in the relevant labor
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market area. The results of such surveys will be transmitted to academic divisions.
3. The Director of Institutional Analysis will make periodic surveys of qualified applicants for, and the supply of potential appointees to, non-instructional positions by sex and minority group in the relevant labor market areas. The results will be transmitted to employing units.
4. Each academic Dean will maintain and periodically analyze applicant flow, job offer, hiring, promotion, and termination data by sex and minority group for instructional faculty.
5. The Director of Personnel will maintain and periodically analyze applicant flow, job offer, hiring, promotion, transfer, and termination data by sex and minority group for non-instructional employees.
6. The Executive Vice President will prepare an annual summary of progress toward meeting the affirmative action objectives of this plan for submission to the President.
7. The President will review this plan at least annually and make appropriate recommendations to the Board of Visitors concerning any needed revisions.
8. Reports required by Federal laws regarding equal employment opportunity matters will be promptly rendered.

University of Virginia Library

UNIVERSITY OF VIRGINIA AFFIRMATIVE ACTION PLAN FOR EQUAL EMPLOYMENT OPPORTUNITY (REVISED 1978) June 1, 1978

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