• TABLE OF CONTENTS
HIDE
 Front Cover
 Title Page
 Table of Contents
 List of Tables
 List of exhibits
 List of appendices
 Policies, programs and practic...
 Data analyses
 Search and screen guidelines for...
 University of Florida position...
 Advertising resources
 Division of human resources
 New hires, promotions, demotions...
 Concentration/underrepresentation...
 Work force analysis, timetable...
 EEO6 reports for 1999, 2000, and...
 Job groupings for university work...
 University of Florida grievance...
 Applicant flow analysis, university...
 Sexual harassment mini-confere...






Title: University of Florida Affirmative Action Plan
CITATION THUMBNAILS PAGE IMAGE ZOOMABLE
Full Citation
STANDARD VIEW MARC VIEW
Permanent Link: http://ufdc.ufl.edu/UF00076622/00001
 Material Information
Title: University of Florida Affirmative Action Plan
Physical Description: Book
Language: English
Creator: Office of the Vice Provost
Affiliation: University of Florida -- Office of the Vice Provost
Publisher: Office of the Vice Provost, University of Florida
Publication Date: 2001
 Record Information
Bibliographic ID: UF00076622
Volume ID: VID00001
Source Institution: University of Florida
Holding Location: George A. Smathers Libraries, University of Florida
Rights Management: All rights reserved by the source institution and holding location.

Table of Contents
    Front Cover
        Front Cover
    Title Page
        Title Page
    Table of Contents
        Page i
        Page ii
    List of Tables
        Page iii
        Page iv
        Page v
    List of exhibits
        Page vi
    List of appendices
        Page vii
    Policies, programs and practices
        Policies, programs and practices
        University's EEO policy statement
            Page A-1
            Page A-2
        Dissemination of EEO policy statement
            Page B-1
            Page B-2
            Page B-3
        Responsibility for implementation
            Page C-1
            Page C-2
            Page C-3
            Page C-4
            Page C-5
            Page C-6
            Page C-7
            Page C-8
            Page C-9
        University's work force utillization analysis
            Page D-1
            Page D-2
            Page D-3
            Page D-4
            Page D-5
            Page D-6
            Page D-7
            Page D-8
            Page D-9
            Page D-10
        Identification of problem areas
            Page E-1
            Page E-2
            Page E-3
            Page E-4
            Page E-5
            Page E-6
            Page E-7
            Page E-8
            Page E-9
            Page E-10
            Page E-11
            Page E-12
            Page E-13
            Page E-14
            Page E-15
        Establishment of timetables and goals
            Page F-1
            Page F-2
            Page F-3
            Page F-4
            Page F-5
            Page F-6
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            Page F-19
            Page F-20
            Page F-21
        Development and execution of programs
            Page G-1
            Page G-2
            Page G-3
        Internal audit and reporting systems
            Page H-1
        Special provision guidelines
            Page I-1
            Page I-2
            Page I-3
            Page I-4
            Page I-5
            Page I-6
            Page I-7
            Page I-8
            Page I-9
            Page I-10
            Page I-11
            Page I-12
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            Page I-19
            Page I-20
            Page I-21
            Page I-22
            Page I-23
    Data analyses
        Data analyses
        Introduction
            Page A-1
        University work force utilization analysis
            Page B-1
            Page B-2
            Page B-3
            Page B-4
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        Total selection process
            Page C-1
            Page C-2
            Page C-3
            Page C-4
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            Page C-35
            Page C-36
            Page C-37
            Page C-38
            Page C-39
        Applicant flow rate analysis
            Page D-1
            Page D-2
            Page D-3
            Page D-4
            Page D-5
            Page D-6
            Page D-7
            Page D-8
            Page D-9
    Search and screen guidelines for instructional faculty
        Appendix I
        Page I-1
    University of Florida position vacancy announcement and position vacancy announcement guidelines
        Appendix II
        Page II-1
    Advertising resources
        Appendix III
        Page III-1
        Page III-2
        Page III-3
        Page III-4
    Division of human resources
        Appendix IV
        Page IV-1
        Page IV-2
        Page IV-3
        Page IV-4
        Page IV-5
        Page IV-6
        Page IV-7
        Page IV-8
    New hires, promotions, demotions and terminations by category and job groups of full0time personnel from September 1, 2000 through August 31, 2001
        Appendix V
        Page V-1
        Page V-2
        Page V-3
        Page V-4
        Page V-5
        Page V-6
        Page V-7
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        Page V-71
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        Page V-73
        Page V-74
    Concentration/underrepresentation of work force by major administrative units for 2001
        Appendix VI
        Page VI-1
        Page VI-2
        Page VI-3
        Page VI-4
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    Work force analysis, timetable and goals by major administrative units for 2001
        Appendix VII
        Page VII-1
        Page VII-2
        Page VII-3
        Page VII-4
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        Page VII-45
    EEO6 reports for 1999, 2000, and 2001
        Appendix VIII
        Page VIII-1
        Page VIII-2
        Page VIII-3
        Page VIII-4
        Page VIII-5
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        Page VIII-22
        Page VIII-23
    Job groupings for university work force, 2001
        Appendix IX
        Page IX-1
        Page IX-2
        Page IX-3
        Page IX-4
        Page IX-5
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        Page IX-54
    University of Florida grievance procedures for all employees
        Appendix X
        Page X-1
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    Applicant flow analysis, university support personnel system and professional positions
        Appendix XI
        Page XI-1
    Sexual harassment mini-conference
        Appendix XII
        Page XII-1
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Full Text



UNIVERSITY OF
SFLORIDA











Affirmative Action Plan






October 2001


Office of the Vice Provost







UNIVERSITY OF
FLORIDA











Affirmative Action Plan






October 2001


Office of the Vice Provost










UNIVERSITY OF FLORIDA
AFFIRMATIVE ACTION PLAN
2001

TABLE OF CONTENTS

Page

Table of Contents .................................................... .. .................... i

List of Tables.................................... .................... ........... ............. iii

List of Exhibits................................................................................... ..... vi

List of Appendices ...................................... ............................................ vii


SECTION I- Policies, Programs and Practices

A. University's EEO Policy Statement.......................................I A-1
60-2.13(a), 60-2.20, 60-741.44e, 60-250.1

B. Dissemination of EEO Policy Statement .............................. I B-1
(Internal and External) 60-2.13(b) 60-2.21

C. Responsibility for Implementation........................................ I C-1
60-2.13(c) 60-2.22(a)

D. University's Work Force Utilization Analysis
60-2.1 (a) (b)
Job Groupings ............................................................... I D-1
Job Group Progression Lines ........................................I D-5
Availabihty Data and Eight Factor Analysis Sources.....I D-7

E. Identification of Problem Areas
60-2.13(d) 60-2.23 (a) (b), 60-741.44(b), 60-250.6(b)
The Total Selection Process......................................... I E-1
Facilities, Sponsored Events and Special Programs....... I E-7
Seniority Practices..................................... ............. I E-13
Work Force Attitudes ................................................. I E-13
Posters ............................................................................ I E-13
Sexual Harassment Mini-Conferences......................... I E-13
Participation In Community Action Programs ............. I E-14

F. Establishment of Timetables and Goals.................................I F-1
60-1.40, 60-2.11, 60-2.12 and 60-2.13(e)

G. Development and Execution of Programs............................. G-1
60-2.13(f) 60-2.24











TABLE OF CONTENTS (continued)

Page

H. Internal Audit and Reporting Systems .....................................I H-1
60-2.13(g) 60-2.25

I. Special Provision Guidelines
60-2.13(h)
Sex Discrimination......................................................I I-1
Religion and National Origin .........................................I -3
Disabled Veterans and Veterans of Vietnam Era...........I 1-4
Handicapped................................................. 1-8
Americans with Disabilities Act of 1990. I I-11


SECTION II Data Analyses

A. Introduction.............................................................................II A-i

B. University Work Force Utilization Analysis
60-2.11 (a)(b)
University-wide............................................................ II B-1
By Vice Presidential Area.............................................II B-22
Concentration ...............................................................II B-58
Underrepresentation ......................................................II B-68
No Representation.........................................................II B-77

C. Total Selection Process
Distribution of New Hires.............................................II C-1
Promotion of Full-Time Personnel................................ C-13
Promotion of Full-Time Faculty....................................II C-16
Distribution of Terminations...........................................II C-24
D em options .................................................................. II C-36


D. Applicant Flow Rate Analysis
Instructional Faculty........................................................II D-1
Administrative and Professional .....................................II D-6





*










LISTING OF TABLES


TABLE PAGE


I. Work Force Distribution, Full-Time Positions, University-
Wide, by EEO Category and by Sex and Race, 2001............II B-5

I-A. Work Force Distribution, Full-Time Positions, University-
Wide, by EEO Category and by Sex and Race, 2000..........II B-6

II. Work Force Utilization by Category and Job Group for
Women, Blacks and Hispanics, 2001 ..................................II B-7

III. Work Force Utilization Comparison by Category and Job
Group for Women, Blacks and Hispanics, 2000 vs. 2001...II B-13

IV. Work Force Composition, University-Wide, for Women,
Blacks and Hispanics, 2001 ............................................... II B-19

IV-A. Work Force Composition Comparison, University -Wide,
for Women, Blacks, and Hispanics, 2000 vs. 2001.............II B-20

IV-B. Work Force Distribution, Difference in Full-Time Positions,
2000 vs. 2001..................................................................... II B-21

V. Work Force Distribution by Major Administrative Unit and
EEO Category for Women, Blacks and Hispanics, 2001 ....II B-25

V-A-F. Work Force Distribution, Full-Time Positions by Vice
President, Gender and Race, 2001 .....................................II B-26

V-A-(1) V-F-(1) Work Force Utilization by Category and Job
Group for Women, Blacks and Hispanics by Major
Administrative Unit, 2001 ..............................................II B-32

VI-A-F. Differences In Full-Time Positions by Vice President,
Gender and Race, 2000 vs. 2001 .......................................II B-52

VII-A(1-6) Concentration Comparison, for Women, Blacks and Other
Minorities by Vice President, 2000 vs. 2001 .....................II B-62


VII-B(1-6) Underrepresentation Comparison, for Women, Blacks,
and Other Minorities by Vice President, 2000 vs. 2001......II B-71

VIII. No Representation Comparison, for Women and Blacks by EEO
Categories One and Three through Seven, 2000 vs. 2001...II B-78


iii










LISTING OF TABLES (continued)


TABLE PAGE


VIII-A No Representation Comparison of Women Faculty by Rank &
HEGIS Discipline Codes, 2000 vs. 2001 ..........................II B-79

VIII-B No Representation Comparison of Black Faculty by Rank &
HEGIS Discipline Codes, 2000 vs. 2001 ..........................II B-80

IX. Distribution, New Hires, Terminations, Turnover, By
EEO Category, Race and Gender for 2001..........................II C-3

IX-A. Distribution of New Hires, for Women, Blacks and Other
M minorities, 2001..................................................................... II C-4

IX-B. Distribution of New Hires, for Women, Blacks and Other
Minorities By EEO Categories and Subgroups, 2001 ...........II C-5

IX-C. Distribution of New Hires Comparison, for Women, Blacks
and Other Minorities, 2000 vs. 2001 .................................II C-12

X. Promotion for Full-Time Personnel by EEO Category,
Gender and Race, 2001...................................................... II C-15

X-A. Promotions, Full-Time Faculty, 2001................................II C-17

X-B. Promotions, Full-Time Personnel by EEO Category and
Subgroup by Gender and Race, 2001 ................................II C-18

X-C. Promotion for Full-Time Personnel by EEO Category,
Gender and Race, 2000 vs. 2001 .......................................II C-22

X-D. Promotions Comparison for Full-Time Faculty,
2000 vs. 2001 ..................................................................II C-23

XIII. Terminations for Women, Blacks and Other Minorities .....II C-25

XIII-A Terminations, Women, Blacks, and Other Minorities,
by EEO Category and Subgroups, 2001 ............................II C-26

XIII-B. Terminations, Women, Blacks, and Other Minorities,
Comparison, 2000 vs. 2001 ...............................................II C-35

XIV. Demotions, Full-Time Personnel 2001 .............................. C-37










LISTING OF TABLES (continued)


TABLE PAGE

XIV-A. Demotions, Full-Time Personnel by EEO Category and
Subgroups, 2001 .............................................................II C-38

XIV-B. Demotions Comparison, Full-Time Personnel,
2000 vs. 2001......................................................................II C-39

XV. Applicant Flow Rates of Full-Time Instructional Faculty,
September, 2000 through August, 2001 ............................. II D-4

XV-A. Applicant Flow Rates of Full-Time Instructional Faculty,
2000 vs. 2001............................. ................. ........... ...... II D-5

XVI. Applicant Flow Rates of Full-Time Administrative and
Professional Staff, September 2000 through August, 2001 II D-8

XVI-A. Applicant Flow Rates of Full-Time Administrative and
Professional Staff, 2000 vs. 2001....................................... II D-9

XVII. Sexual Harassment Mini-Conference Attendance.... Appendix XII

XVIII. Sexual Harassment Mini-Conference Evaluation..... Appendix XII










EXHIBITS


Pa.e


I. Equal Opportunity/Affirmative Action
Organizational Chart ................................................................I C-2


EChibkit










APPENDICES


I. Search & Screen Guidelines for Instructional Faculty (Internal
and External)

II. University of Florida Position Vacancy Announcement and
Position Vacancy Announcement Guidelines

III. Advertising Resources

IV. Division of Human Resources:
Central Employment Center &
Employee Education Development Program

V. New Hires, Promotions, Demotions and Terminations by
Category and Job Groups of Full-Time Personnel from
September 1, 2000 through August 31, 2001

VI. Concentration/Underrepresentation of Work Force by Major
Administrative Units for 2001

VII. Work Force Analysis, Timetable and Goals by Major
Administrative Units for 2001

VIII. EEO6 Reports for 1999, 2000, and 2001

IX. Job Groupings for University Work Force, 2001

X. University of Florida Grievance Procedures for All
Employees

XI. Applicant Flow Analysis, University Support Personnel
System and Professional Positions

XII. Sexual Harassment Mini-Conference


vii








Policies
Programs
and
Practices





UNIVERSITY OF
FLORIDA

Charles E. Young 226 Tigert Hall
President PO Box 113150
Gainesville, FL 32611-3150
(352) 392-1311
October 1, 2001




MEMORANDUM

TO: Members of the Univ sity of Florida Community

FROM: Charles E. Yo =g. ,S .X

RE: Affirmative Action at the University of'yida"

The University of Florida Affirmative Action plan ensures equal employment opportunities regardless of
race, color, religion, sex, disability, age, national origin or marital status. It gives employment priority to
disabled veterans and provides a working environment free of sexual harassment.

More than a legal requirement, the university's plan reaffirms our commitment to the principle that all of
us are created equal. Universities, dedicated to the advancement of knowledge and individual learning,
must remain an exemplar of the just and equitable treatment of employees and students.

Over the years, the University of Florida's commitment to these principles has produced progress in every
area of campus life. Yet for all of this success, there remains much to be done. While some constraints,
such as limited budget growth and a scarcity of minority candidates in some fields, have slowed our
progress, the experience we have accumulated permits us to recruit minorities more successfully and to
retain our quality employees once they join our community.

The University of Florida Equal Opportunity/Affirmative Action Plan, developed by a representative
group from the campus community, commits us to realistic goals and establishes monitoring and
compliance procedures to guarantee our success. Provost David Colburn, who serves as the university's
chief administrative officer for affirmative action, will continue wherever needed. The provost will work
closely with the Vice Provost for Minority Affairs, Dr. Jacquelyn D. Hart, who also serves as the
university's equity coordinator and affirmative action director, with offices in 145 Tigert Hall.


Equal Opportunity / Affirmative Action Institution














In general, the goals of the plan follow these guidelines:

1. Recruit, hire, train and promote persons in all job titles, without regard to race, color, religion, sex,
disability, age or national origin, except where sex is a bona fide occupational qualification.
2. Ensure that employment decisions further the principle of equal employment opportunity.
3. Ensure that promotion decisions based on valid requirements for promotional opportunities,
further the principle of equal employment opportunity.
4. Ensure that all personnel actions, including compensation, benefits, transfers and layoffs, and all
university-sponsored training, education, tuition assistance and social and recreational programs,
take place without regard to race, color, religion, sex, disability, age or national origin.

The University of Florida Equal Opportunity/Affirmative Action Plan is available for inspection in the
Affirmative Action Office, the library and all offices of deans, directors and vice presidents.

Success in meeting our goals for equal opportunity requires each of us to make a personal commitment to
equal opportunity and to implement our commitment in our actions every day, week, month and year.










DISSEMINATION OF EQUAL OPPORTUNITY POLICY STATEMENT
41 CFR 60-2.13 (b), 60-2.21, 60.741.44(f), and 60.250.6(f)

The University of Florida will continue to employ all reasonable means to
disseminate its equal employment opportunity policy statement internally and
externally. It is the responsibility of the Provost, the Director for Equal
Opportunity Programs, and the Director of University Personnel Services, assisted
by the Office of News and Public Affairs, to use all available means to make the
policy known to all administrative, faculty, staff and other campus employees, as
well as to students, the campus community, unions, professional organizations,
and other recruiting sources.


Procedures for disseminating the policy internally include the following:

1. Publishing the policy in The University of Florida Policy Manual,
Administrative Procedures Act University Support Personnel
System Employee Handbook, University of Florida Faculty
Handbook, Collective Bargaining Agreement, United Faculty of
Florida and American Federation of State, County and Municipal
Employees (AFSCME).

2. Placing the logo "Equal Employment Opportunity/Affirmative
Action Institution" in "The University Digest", the "President's
Newsletter", all University stationery, newsletters, brochures and all
other publications.

3. Making sure the "University Update" (brief daily radio program)
includes an Equal Employment Opportunity statement when job
information is part of the program.

4. Holding special meetings with Deans, Directors, Department Chairs
and University Support Personnel System (USPS) Supervisors to
ensure awareness, understanding, and effective implementation.

5. Scheduling special meetings with University Support Personnel
System employees to discuss policy and explain individual employee
responsibilities.


I B-1







Procedures for disseminating the policy internally (continued)

6. Discussing the policy thoroughly in both employee orientation and
management training programs.

7. Publishing articles covering Equal Employment Opportunity
programs, progress reports, and promotions of minority and female
employees in the Affirmative Action Bulletin. The Bulletin is
published quarterly.

8. Posting the Equal Employment Opportunity Policy and the name and
telephone number of the Affirmative Action Director on permanent
displays on bulletin boards campus-wide. The information includes
a statement that any general or individual policy or practice that may
be discriminatory is called to the attention of the Director (list of
bulletin boards is on file in the office of the Affirmative Action
Director).

9. Making sure that pictures of minority and non-minority men and
women and persons with disabilities (if possible) are included when
employees are featured in product or consumer advertising,
employee handbooks or similar publications and in job postings.

10. An abbreviated version of the Affirmative Action Plan will be
developed and a copy of the Equal Employment Opportunity Policy
will be distributed to all current employees. Persons who become
employed at the University of Florida will receive their abbreviated
copy of the Plan and the Policy at an orientation session.

11. Making available information regarding the Affirmative Action Plan
and Equal Employment Opportunity Policy to be distributed,
explained and discussed with new employees during their orientation
to the University of Florida.

12. Making available copies of the complete Affirmative Action Plan in
libraries, University Personnel Services, and to those persons with
hiring authority in the various administrative units (Academic
Affairs, Administrative Affairs, Student Affairs, IFAS, and Health
Center).


I B-2







Procedures for disseminating the policy externally include the following:

1. Advising all major recruiting sources, by separate letters, that the
University is an Equal Opportunity/Affirmative Action employer,
and asking assistance to actively recruit and refer minorities and
women for any position that may be listed.

2. Incorporating the equal opportunity clause in all purchase orders,
leases, and contracts covered by Executive Order 11246, as
amended, and its implementing regulations.

3. Sending a letter from the President to minorities and groups
representing persons with disabilities, appropriate veteran and
women's organizations, community agencies, community leaders,
secondary schools and community colleges concerning the
University of Florida's policy on Affirmative Action.

4. Placing the logo "Equal Employment Opportunity/Affirmative
Action Employer" on all stationery, brochures, newsletters and all
other publications.

5. Making sure that pictures of minority and non-minority men, women
and (when possible) employees with disabilities are included in
consumer and "help wanted" advertising.

6. Sending written notifications of Equal Opportunity policy to all
subcontractors, vendors, and suppliers requesting appropriate action
on their part.


I B-3










RESPONSIBILITY FOR IMPLEMENTATION
41 CFR 60-2.13(c) and 60-2.22(a)


1. PRESIDENT OF THE UNIVERSITY OF FLORIDA

The President of this University, as the agency chief delegates the authority
for the Affirmative Action Program to the Provost. Regular meetings are
held with the President regarding the status.

2. PROVOST

The Provost is designated by the President as the University's Chief
Administrative Officer for Affirmative Action with authority and
responsibility to take the necessary steps to ensure full compliance in letter
and spirit. Reporting to the Provost is the Vice Provost for Minority
Affairs. Together, they ensure that all Affirmative Action Plans and
Programs are fully developed and implemented by all those to whom
Affirmative Action responsibilities have been delegated.

3. VICE PROVOST FOR MINORITY AFFAIRS/UNIVERSITY EQUAL
OPPORTUNITY PROGRAMS DIRECTOR

The Vice Provost for Minority Affairs/Equal Opportunity Programs
Director is responsible to the Provost to assure full compliance with the
plans, rules and regulations governing equal employment opportunity, equal
access and affirmative action. This individual works with Vice Presidents,
Deans, Directors, Chairs and staff personnel in each major administrative
area of the University: Academic Affairs, Administrative Affairs, Student
Affairs, IFAS, and the Health Center to ensure university-wide coordination
of the Equal Opportunity/ Affirmative Action Plan. The general
responsibilities of the Vice Provost for Minority Affairs are as follows:

a. Reviews, analyzes and evaluates policies, practices and programs of
the University relative to Equal Opportunity/Affirmative Action to
determine their effectiveness and monitors the progress of these
policies, practices and programs.


I C-I




EQUAL OPPORTUNITY/AFFIRMATIVE ACTION ORGANIZATIONAL CHART


President


Council on
Affirmative Action


Committee on the
Status of Women


Provost
Chief Administrative Office for Affirmative Action

I I


Vice Provost for Minority Affairs
University Equal Opportunity Programs (EOP) Director


-


................. ....


Vice Presidential Level

EO/AA Technical
Committee

EEO's (Vice Presidential Level)
EOP Director, Chairs



College/Division Level

EO/AA Technical
Committee

EOO's (College/Division Level)
EOO's (Vice Pres. Level), Chairs


University Equal
Opportunity Programs
Assistant Director


University Equal
Opportunity Programs
Coordinator


1


Deans of Colleges
Or
Director of Schools and Divisions
(Equal Opporutnity Officer)*


Departmental Chairpersons I


* Technically qualified Vice Presidential & College/Division representatives


S .. ... ... ...


Vice Presidents for:
1. Academic Affairs
2. Agricultural Affairs
3. Development & Alumni Affairs
4. Finance & Accounting
5. Health Affairs
6. Research
7. Student Affairs
8. University Public Relations
(Equal Opportunity Officer)*


I


I


I







Vice Provostfor Minority Affairs/University Equal Opportunity Programs
Director (continued)

b. Analyzes the degree to which institutional goals and objectives have
been attained and recommends appropriate action to the Provost for
alleged failure of administrators to meet stated objectives.

c. Ensures that problem areas are identified by those to whom
responsibility has been delegated and develops appropriate solutions
to these problems.

d. Formulates and develops new policies and programs which aid the
University in meeting its responsibility for Equal Opportunity/
Affirmative Action.

e. Ensures that Vice Presidents conduct periodic audits of training
programs, hiring and promotion patterns to remove obstacles that
may impede attainment of goals and objectives.

f. Keeps all levels of management informed of the latest developments
in the entire equal opportunity area.

g. Serves as liaison between the University of Florida and local, state
and federal groups concerned with employment opportunities of
women, minorities, persons with disabilities, and veterans of
wartime periods.

h. Serves as liaison between the University of Florida and both state
and federal agencies responsible for reviewing and enforcing non-
discrimination guidelines.

i. Works with minority organizations, women's organizations,
community action groups and community service programs.

j. Serves as ex officio member of the Affirmative Action Advisory
Council and all University Equal Opportunity/Affirmative Action
Committees.


I C-3







4. VICE PRESIDENTS


Vice Presidents are responsible for implementation of the Affirmative
Action Plan throughout their respective units and within their administrative
purview. They provide assistance to the Provost and the University Equal
Opportunity Programs Director, as well as to the Equal Opportunity
Officers in their units.

a. The Vice President for Administrative Affairs is assigned overall
responsibility for implementation of the Equal Opportunity/
Affirmative Action Plans for all personnel employed under the
University Support Personnel System Pay Plan and Administrative
and Professional Pay Plan.

b. The Vice President for Academic Affairs/Provost assigns
responsibilities for implementation of the Equal Opportunity/
Affirmative Action Plan for all personnel employed under the
Faculty Pay Plan and all personnel employed as graduate assistants.
The Provost in turn delegates specific responsibilities for personnel
employed under these plans in the Health Science Center to the Vice
President for Health Affairs, and for those under these plans who are
employed in the Institute for Food and Agricultural Sciences to the
Vice President for Agricultural Affairs. While overall responsibility
for a given pay plan is assigned as outlined above, each Vice
President is charged with ensuring that all units under his/her
supervision carry out all responsibilities under the Equal
Opportunity/ Affirmative Action Plans related to each pay plan.

c. Special Note for IFAS
Personnel employed in the Florida Cooperative Extension Service of
IFAS are also covered by a separate plan as required by the United
States Department of Agriculture (Refer to 6C1-6.020 F.A.C. and the
University of Florida Affirmative Action Plan).

5. DEAN, DIRECTOR, DEPARTMENT CHAIRPERSON AND/OR
UNIT ADMINISTRATORS

Deans, Directors, and Unit Administrators shall be responsible for
implementing a college or department plan that is consistent with the
University of Florida Equal Opportunity/Affirmative Action Plan. The
duties of the appropriate administrator include: L


I C-4







Dean/Director/Department Chairperson and/or Unit Administrators (continued)

a. Identifying availability data for women and minorities and estimating
under utilization.

b. Developing a search strategy for women and minorities.

c. Maintaining a file on minority and women applicants.

d. Reviewing departmental employment and promotion criteria for
compliance with Equal Opportunity/Affirmative Action Policy.

e. Disseminating equal employment opportunity policies and
procedures among department members.

f. Taking actions to prevent sexual harassment of employees.

In addition to these responsibilities, the appropriate administrator will be
made aware that his/her performance is being evaluated on the basis of
his/her equal employment opportunity efforts and results, as well as other
criteria.

6. EOUAL OPPORTUNITY/AFFIRMATIVE ACTION TECHNICAL
COMMITTEE

There is an Equal Opportunity/Affirmative Action Technical Committee at
two levels. The first is composed of the Vice Presidential level Equal
Opportunity Officers and the University Equal Opportunity Programs
Director, who will serve as chairperson. The second level of the Equal
Opportunity/Affirmative Action Technical Committee is composed of the
College/Division level Equal Opportunity Officers, with the Vice
Presidential Equal Opportunity Officer from the appropriate administrative
unit serving as chairperson. These committees meet at least quarterly and
transmit the minutes of the meetings to the Provost. The duties of the
committees are as follows:

a. Share information concerning identification of problem areas and
procedures and provide technical assistance in the solution of these
problems to the appropriate level of administration.

b. Make recommendations for changes in Equal Opportunity/
Affirmative Action procedures in general.


I C-5







Equal Opportunity/Affirmative Action Technical Committee (continued)


c. Facilitate communication between Equal Opportunity Officers in the
various units.

d. Serve in an advisory capacity to the appropriate administrator
responsible for hiring.

7. EOUAL OPPORTUNITY OFFICERS (Vice Presidential Level)

An Equal Opportunity Officer shall be designated for each Vice Presidential
level to serve as liaison between their Vice President and the respective
divisions, colleges and/or schools' Directors and/or Deans as well as to
assist their respective Vice President in matters concerning equal
opportunity/affirmative action. This officer employs the assistance and
recommendations of the University Equal Opportunity Programs Director in
affirmative action matters.

The responsibilities of the Equal Opportunity Officers at the Vice
Presidential level include:

a. Facilitating communications to University Support Personnel System
(USPS) personnel, faculty, administrative and professional staff and
students through the Equal Opportunity Officer in each college or
division with respect to the affirmative action guidelines provided by
the Provost.

b. Assisting the Vice President to implement affirmative action
programs as they relate to their divisions, colleges and/or schools.

c. Reviewing alleged discrimination complaints and referring the same
to appropriate grievance bodies.

d. Assisting the Vice President in auditing all employment decisions to
assure that policies and practices conform to the stated objectives of
the University of Florida Equal Opportunity/Affirmative Action
programs.

e. Assisting in the identification of problem areas and establishment of
unit goals.

*


I C-6







Equal Opportunity Officers (Vice Presidential Level) (continued)


f. Assisting the Vice President in conducting periodic audits of training
programs, hiring and promotion patterns.

g. Coordinating with Deans, Department Chairpersons and Supervisors
to ensure affirmative action policies are being followed.

h. Assisting the Vice President in conducting quarterly audits to ensure
that posters, facilities, and activities are in compliance with
affirmative action programs.

i. Assisting in the development and implementation of procedures to
ensure that promotion decisions are in accord with principles of
equal employment opportunity by imposing only valid requirements
for promotion opportunities.

j. Serving on the Affirmative Action Technical Committee (Vice
Presidential level) which shall be chaired by the University Equal
Opportunity Programs Director.

8. EQUAL OPPORTUNITY OFFICERS (College/Division Level)

An Equal Opportunity Officer shall be designated by each Dean or Director
to serve as liaison between the Vice Presidential Equal Opportunity Officer
and the respective college or division, except in the case of IFAS. The
responsibilities of the Equal Opportunity Officer at the College/Division
level include:

a. Assisting the Dean or Director in monitoring referrals, recruiting and
hiring activities for:

(1) Faculty and Administrative & Professional and

(2) USPS employment

b. Serving as college or division liaison between the Equal Opportunity
Officers at the Vice Presidential level and the departmental units.

c. Assisting Deans and Directors with policies and programs for
affirmative action.


I C-7







Equal Opportunity Officers (College/Division Level) (continued)


d. Providing counseling and referral services to employees in their
units.

e. Serving on Equal Opportunity/Affirmative Action Technical
Committees (College/Division Level) with the Vice Presidential
Level Equal Opportunity Officer from the appropriate major
budgetary unit serving as chairperson.

9. COUNCIL ON AFFIRMATIVE ACTION

The Council on Affirmative Action serves as the chief advisory body
regarding Equal Opportunity/Affirmative Action policies and practices and
advises the Provost in these matters. There will be eleven members: one
each from Academic Affairs, Administrative Affairs, IFAS, Health Center,
Student Affairs (representing the five major administrative units), two
faculty, two University Service Personnel System (USPS) employees and
two students. The Council shall be appointed by the President in the same
manner as appointments are made to other presidential committees. The
University Equal Opportunity Programs Director serves as ex officio
member. The primary duties of the Council on Affirmative Action include:

a. Continuous review of the University's Equal Opportunity/
Affirmative Action Plan, with recommended changes in the program,
policies or procedures when appropriate.

b. Continuous monitoring of the University's Equal Opportunity/
Affirmative Action programs, giving particular attention to the
efforts of administration in implementing these programs.

c. Advisement and recommendations for effective implementation of
the Equal Opportunity/Affirmative Action Plan and related
Affirmative Action Policies.

d. Advisement and counsel on Equal Opportunity/ Affirmative Action
issues presented to the Council on Affirmative Action by the Chief
Administrative Officer for Affirmative Action.


I C-8







Council on Affirmative Action (continued)

e. Advisement and counsel on Equal Opportunity/Affirmative Action
issues presented to the Council on Affirmative Action by or
generated from students, faculty or other parts of the University.

f. Submission of recommendations concerning changes in the policies
and procedures of the Equal Opportunity/Affirmative Action Plan
made by the Council to Vice Presidents and the Provost.


10. UNIVERSITY COMMITTEE ON STATUS OF WOMEN

The responsibility of this committee is to make recommendations to the
Provost as it relates to the equitable treatment of women at the University of
Florida and to advise on procedures, which may ensure equal opportunity
for women. The members include faculty, staff and students.


I C-9


- i










WORK FORCE UTILIZATION ANALYSIS
41 CFR 60-2.11 (a) (b)


JOB GROUPINGS

A group of jobs having similar content, wage rates, qualifications and
functions, and promotional job opportunities are called Job Groups. One other
factor used in determining Job Groups is the group size. Where possible, as
recommended by the Department of Labor, the size of the group should not exceed
fifty (50) unless it is totally impossible as is the case with Clerical Level Ill and
Secretary Level IV sub-groups which total two hundred eighty-one (281) and three
hundred and seventy-three (373), respectively. The Group Size Theory is not
applicable in either instance. Detailed job groupings are found in Appendix IX.

Job Groups were delineated based on guidelines provided by the Office of
Federal Contracts and Compliance Programs in consultation with the Division of
Personnel Services, Classification and Pay section.

The titles and positions within each EEO category were determined from
the instructions and definitions given by the Office of Civil Rights' EEO-6,
Employees in Higher Education Guidelines. Subsequent designations have been
made as described below.

CATEGORY 1. Executive, Administrative, and Managerial

This category includes all positions to which assignments require
primary (and major) responsibility for management of the institution, or a
customarily recognized department or subdivision thereof. Assignments
require the performance of work directly related to management policies or
general business operations of the institution, department or subdivision,
etc., and therefore, require the incumbent to exercise discretion and
independent judgment, and to direct the work of others. Reported in this
category are all officers holding such titles as President, Vice President,
Dean, Director or the equivalent, as well as officers subordinate to any of
these administrators or academic departments (department heads or the
equivalent) if their principal activity is administrative.


I D-1







Category 1 (continued)

These positions are subdivided into eight (8) Job Groups: 1-00, 1-015,
1-02, 1-05, 1-09, 1-10, 1-11, and 1-12. Supervisory personnel of the
technical, clerical, craft and service/maintenance work force are reported
within the specific categories of the personnel they supervise.

CATEGORY 2. Instructional Faculty

This category includes all positions to which specific assignments
customarily are made for the purpose of conducting instruction, research or
public service as a principal activity, and to which academic rank titles of
Professor, Associate Professor, Assistant Professor, Instructor, Lecturer or
any of these academic ranks are assigned. This category may also include
Deans, Directors, or the equivalent, as well as Associate Deans, Assistant
Deans, and executive officers of academic departments (Chairpersons,
Heads or the equivalent) if their principle activity is instructional and
support-faculty positions with such titles as Extension Agents, Associate In
and Assistant In. This category does not include student teaching research
assistants.

These positions are subdivided into ten (10) job groups: 2-11, 2-12,
and 2-13 are regular faculty (with academic rank) and 2-25, 2-26, 2-27,
2-28, 2-34, 2-35, and 2-36 are support-faculty.

For example, 2-11 and 2-12 is further broken into HEGIS Discipline
Codes. For example, 2-11A, 2-11B, and 2-11C represents a discipline
within a subgroup.

CATEGORY 3. Professional (Other than Executive/Administrative/
Managerial, Deans, Department Chairpersons, or Faculty)

This category includes all positions, which require at least a
baccalaureate degree to qualify. This category also includes positions that
require specialized professional training, that are not reported in categories
one (Executive, Administrative, Managerial) and two (Instructional) above,
and that should not be classified under any of the four "non-professional"
categories below.

Listed under this category are Professional by related divisions: Health
Related, Student Related, External Affairs, Education Related, Facilities
Related, Research, Academic Support, Communications, Computer


I D-2







Category 3 (continued)


Related, Business, University Administration, Nursing, Physician Assistant,
Data Processing, Accountants, Senior Assistants/Specialist, Administrative
Assistants, Media Specialist, Artisan, Scientist, Biological Scientist,
Librarians, and Engineers.

These positions are sub-divided into forty (40) job groups:
3-2, 3-5, 3-6, 3-7, 3-8, 3-9, 3-10, 3-11, 3-12, 3-13, 3-15, 3-17, 3-20, 3-25,
3-30, 3-35, 3-37, 3-40, 3-45, 3-47, 3-50, 3-51, 3-52, 3-55, 3-60, 3-65, 3-70,
3-80, 3-82, 3-83, 3-84, 3-85, 3-86, 3-87, 3-88, 3-90, 3-92, 3-95, 3-97, and
3-98.

It should be mentioned that in this category, all of P.K. Yonge
faculty is included in groups 3-95, 3-97 and 3-98. Librarians are in 3-85,
3-86, 3-87 and 3-88. All other sub-groups are from the University Support
Personnel System (USPS) Professional Classifications.

CATEGORY 4. Clerical and Secretarial

This category includes positions which are typically associated with
clerical activities or are specifically of a secretarial nature. The functions
of these positions include responsibility for internal and external
communications, recording and retrieval of data (other than computer
programmers) and/or information, and other paperwork required in an
office, such as bookkeepers and stenographers. Included also are sales
clerks, such as those employed full-time in the bookstore, and library clerks
who are not recognized as librarians.

These positions are sub-divided into eighteen (18) job groups: 4-10,
4-12, 4-20, 4-25, 4-30, 4-32, 4-35, 4-37, 4-40, 4-45, 4-50, 4-52, 4-55, 4-57,
4-60, 4-62, 4-65 and 4-75.

CATEGORY 5. Technical and Paraprofessional

This category includes positions that require specialized knowledge
or skills that may be acquired through experience or academic work such as
is offered in many two-year technical institutions, community colleges, or
through equivalent on-the-job training. Included are the following:

(1) Computer Operators, Data Processing Operators, Telephone
Specialists, Licensed Practical or Vocational Nurses,


I D-3







Category 5 (continued)

Sterile Equipment Aides, Photographers, Scientific Assistants,
Technicians (Medical, Dental, Electronic, Physical Science).
(2) Positions that perform supportive duties to a professional or
technician required for professional or technical status.
(3) Other positions that are defined by the institution as technical
assignments.

These positions are subdivided into seventeen (17) job groups: 5-10,
5-15, 5-20, 5-22, 5-25, 5-30, 5-35, 5-37, 5-40, 5-45, 5-47, 5-70, 5-75, 5-80,
5-83, 5-85, and 5-87.

CATEGORY 6. Skilled Crafts

This category includes positions that typically require special manual
skills and a thorough and comprehensive knowledge of the work processes
acquired through on-the-job training and experience, or through
apprenticeship or other formal training programs. These include, but are
not limited to, mechanics, repairmen, electricians, skilled machinists,
carpenters, compositors, and typesetters.

These positions are subdivided into five (5) job groups: 6-08, 6-09,
6-10, 6-12 and 6-13.

CATEGORY 7. Service/Maintenance

The Service/Maintenance category includes positions that require
limited degrees of acquired skills and knowledge. The job duties result in
the comfort, convenience and hygiene of University personnel and students.
These job duties also result in, or contribute to, the upkeep and care of
buildings, facilities, grounds, and to the security of University personnel
and facilities. These positions include: Park Manager, Food Service
Worker, Laundry Manager, Laborer, Groundskeeper, Custodial Personnel,
Fire Equipment Machinists, Motor Vehicle Operators, Heavy Equipment
Operators, Security Guards and Law Enforcement Personnel.

These positions are subdivided into twelve (12) job groups: 7-01,
7-02, 7-045, 7-13, 7-17, 7-18, 7-19, 7-195, 7-22, 7-23, 7-50, and 7-55.


0


I D-4










JOB GROUP PROGRESSION LINES


Progression within and among categories and job groups are
discussed from categories one through seven:


CATEGORY 1. Executive, Administrative, and Managerial

The progression for Executive, Administrative and Managerial may
occur between Job Groups within this category as well as from other
categories, such as Categories Two (Instructional Faculty) and Three
(Professional). For example, the Associate Director of Physical Plant is
listed in Job Group 1-05. The progression to this position may logically
come from Job Group 3-11.

Top management functions of the University are found in Category
One Job Group 1-00 (University President, Vice Presidents and Deans).
Job Group 1- 09 includes Assistant and Associate Vice Presidents and
Deans, and Job Group 1-10 includes Faculty Chairpersons and Directors.

To reiterate, advancement could logically occur from Job Groups 1-
09 and 1-10 to Job Group 1-015. Job Groups 1-015, 1-02, and 1-05 of this
category are Administrative and Professional Vice Presidents, Associate
and Assistant Vice Presidents, Directors and Deans, and Associate
Directors. These positions may progress upwards, as well, to Job Group
1-00.


CATEGORY 2. Instructional Faculty

The normal progression for Instructional Faculty is through the
academic ranks: 2-13, Assistant Professor; 2-12, Associate Professor; and
2-11, Professor. Support faculty within Job Groups 2-25 through 2-28
(Extension Agents I-IV) may find potential for built-in progression.


I D-5







CATEGORY 3. Professional (Other than Executive/Administrative/
Managerial, Deans, Department Chairpersons, or Faculty)

Progression within the Professional Category is typified by
movement from Specialist to Professional areas. However, Librarians may
progress from Assistant to Associate to Full Librarian.

CATEGORY 4. Clerical and Secretarial

The two tracks in this category are Secretarial and Clerical.
Advancement can occur either by moving between the two tracks and/or
from "Clerical: Level I" or "Secretarial: Level II" upwards to Job Groups
which include supervisory functions, i.e. "Clerical: Level IV" and
"Secretarial: Level V."

CATEGORY 5. Technical and Paraprofessional

The progression in this category is divided into areas of specialty
depending on job title. At the entry level, one may enter without any
experience and progress successfully upwards after obtaining experience in
the position. However, in some Job Groups, training and certification will
determine eligibility for advancement.

CATEGORY 6. Skilled Crafts

In the Skilled Crafts Category, advancement may occur from Entry
Level to Worker I to Worker II for Craftsman, while Maintenance
Mechanic may advance from Worker II to Supervisor.


CATEGORY 7. Service/Maintenance

Advancement may occur within the Service/Maintenance category
from Worker 1-5 to Supervisor Specialist to Superintendent Specialist.

Grounds: Worker II.
Custodial: Worker I, 1-5 and II to Supervisory.
Mechanical/Technician: Worker II to Supervisor Specialist.
Law Enforcement: Law Enforcement Technician to Law Enforcement
Supervisor.


I D-6










AVAILABILITY DATA
41 CFR 60-2.11 (b) (1) and (2)


Availability data was developed by job groups for Blacks, Hispanics,
Women and Other Minorities considering as a minimum each factor in Title (41)
CFR 60.2.11 (b) (1) and (2) depending on the category and sub-group affected.
This analysis technique is commonly known as the "Eight Factor Analysis."


Factor 1 Population data was extrapolated from the U.S. Bureau of
Census, Census of Population, 1991 for Alachua County.


Factor 2 -


Factor 3 -


Factor 4 -


Unemployment data for Alachua County was obtained from
the Job Service of Florida (1991).

Labor force data for Alachua County was furnished by the
Job Service of Florida (1991).

High school graduate and high school dropout data was
provided by the Florida Department of Education for the
1990-91 and 1991-92 school years.

Bachelors Degrees data was obtained from the State
University System "Bachelors Degrees Conferred and Other
Formal Awards Report," 1991-92.

Master's Degrees Conferred data was extrapolated from the
BOR/MGT E.E.O.G. Report availability file distribution for
faculty by level and race sex category.

Ph.D. Degrees Conferred data was extrapolated from the
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Medical Sciences availability data was extrapolated from the
Colorado Study, Availability Data: In Academic Professions
and Related Occupations (Third Edition, 1983).


I D-7









Factor 5 -


I D-8


Availability Data (continued)


High School graduates and high school dropouts data was
furnished by the Florida Department of Education, 1990-91
and 1991-92 school years.

Bachelors Degrees data was taken from the State University
System Degrees Conferred and Other Formal Awards
Conferred Report.

Master's Degrees Conferred data was extrapolated from
BOR/MGT E.E.O.G. Report availability for faculty by level
and by race sex category.

Ph.D. Degrees Conferred Data was extrapolated from
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Medical Sciences availability data was taken from the
Colorado Study Availability Data: In Academic Professions
and Related Occupations (Third edition, 1983).

Administrator availability data are extrapolated from the
BOR/MGT E.E.O.G. Report.


Actual Utilization data was extrapolated from the University
of Florida, 1993 Group Utilization Report, Office of
Academic Affairs. (The following data was used in lieu of
the utilization data in those categories and sub-groups for
which there is not a promotable/transferable pool).

High school graduates and high school dropouts data was
furnished by the Florida Department of Education, 1990-91
and 1991-92 school years.

Bachelors Degrees data was extrapolated from the State
University System "Bachelors Degrees Conferred and Other
Formal Awards Conferred Report."


Factor 6 -







Availability Data, Factor 6 (continued)


Master's Degrees Conferred data was extrapolated from the
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Ph.D. Degrees Conferred Data was extrapolated from
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Medical Sciences availability data was taken from the
Colorado Study Availability Data: In Academic Professions
and Related Occupations, (Third edition, 1983).

Administrators Availability data was taken from BOR/MGT
E.E.O.G. Report.

Factor 7 High school graduates and high school dropouts data was
furnished by the Florida Department of Education, 1990-91
and 1991-92 school years.

Bachelors Degrees data was taken from the State University
System Degrees Conferred and Other Formal Awards
Conferred Report.

Master's Degrees Conferred data was extrapolated from the
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Ph.D. Degrees Conferred Data was extrapolated from
BOR/MGT E.E.O.G. Report current availability file
distribution for faculty by level and race sex category.

Medical Sciences availability data was taken from the
Colorado Study Availability Data: In Academic Professions
and Related Occupations, (Third edition, 1983).

Administrators Availability data was taken from BOR/MGT
E.E.O.G. Report.


I D-9









Factor 8 -


I


I D-10


Availability Data (continued)


Actual graduate assistants utilization data was from the
Summary of Graduate Assistants by Race and Sex within
Discipline Category, Report, Office of Academic Affairs,
University of Florida.

Actual Utilization data was extrapolated from University of
Florida, 1993 Group Utilization Report, Office of Academic
Affairs.

University of Florida Degrees Conferred (Non-terminal) data
was taken from the University of Florida, 1992-93 Degrees
Conferred and Other Awards Conferred Report.











IDENTIFICATION OF PROBLEM AREAS
41 CFR 60-2.13(d), 60-2.23(a) and (b), 60-741.44(b) and 60-250.6(b)

This section of the Affirmative Action Plan will discuss policies,
processes and procedures that have been developed and implemented in
facilitating the letter and spirit of the regulations. As a result, an in-depth
analysis of the work force composition has been made in Section II -- Data
Analysis Section of this Plan as well as transfers, promotions, and demotions.
All employment transactional data will be illustrated and discussed later.

1. The Total Selection Process

a. Position Description, Class Titles and Class Specifications

The authority and responsibility of the University Support
Personnel System (USPS) Classification Plan, the USPS Pay Plan, the
Administrative & Professional (A&P) Classification Plan and the A&P
Pay Plan is delegated to the Director of The Division of the Human
Resources (DHR). This includes the authority to carry out the role and
scope of duties as designated by Chapter 110, Laws of Florida; such as
position classification actions, reclassifications, the classification of a
position which is added in lieu of a position which is deleted,
organization restructure, wage surveys and pay range
recommendations.

The basic principle of position classification is that positions
similar in duties and responsibilities performed should be grouped
together in a common category. The purposes of a classification system
may include the following:

(1) To maintain an "equal pay for equal work" policy, thus avoiding
inequitable treatment of employees by assuring that positions
requiring similar tasks and duties are grouped and classified
appropriately.

(2) To aid in recruitment by establishing meaningful qualification
requirements and staying abreast of competitive salaries.


I E-1







The Total Selection Process
Position Description, Class Titles and Class Specifications (continued)

(3) To provide a base of common understanding in personnel
administration through a system of class titles.

(4) To aid in clarifying and improving organization structure.

(5) To facilitate better employee-management relations.

(6) To facilitate administration of funds allocated for wages and
salaries in an equitable manner.

Position classification is based on the duties and responsibilities
of the job and not on the qualifications possessed by an applicant or
incumbent.

The initial classification of all USPS and A&P Positions is the
responsibility of the Classification and Compensation Section of the
Division of Human Resources. Class specifications are promulgated by
the State University System (SUS) and indicate the class title, type of
work statement, examples of work and minimum qualifications
required. The class title assigned to a position is the official title used
in payrolls, budget documents, and other records and publications.

b. Application and Referral Policies

The Division of Human Resources is responsible for:

(1) The recruitment, examination, screening and development of
competitive applicant pools for all USPS applicants in
Categories one and three through seven for full-time or part-
time.

(2) The recruitment, examination, screening and selection for
referral of all Applicants for Administrative & Professional
except for Vice Presidents.

(3) Related temporary positions.

(4) The approval of subsequent appointments, promotions, and
demotions without regard to any person's race, color, religion,
0


I E-2








The Total Selection Process
Application and Referral Policies (continued)

gender or national origin, except where gender is a bona fide
occupational qualification, political opinions or affiliations, age,
except as provided by law, or disability, unless the disability
prevents satisfactory performance of required work. The
Division complies with the Americans with Disabilities Act of
1991, Section 503 of the Rehabilitation Act of 1973 and Chapter
295.07, Florida Statutes Subsection 1.01 (14) regarding veteran
preference.

The Division of Human Resources (DHR) continues to administer
policies for USPS and A&P employment with the following
obligations:

(1) To be the exclusive recruiter for all USPS and A&P position
vacancies (with exceptions already noted), verbal or written,
with all inquiries directed to the Central Employment Center
prior to any contact with the job location.

(2) To conduct typing tests where required as one determination of
an applicant's eligibility for University employment. Only
certified staff of the DHR may administer typing tests for USPS
vacancies.

(3) To develop an applicant pool from the results of recruiting
efforts based on subjective and objective merit principles that
include an evaluation of each applicant's education, training,
work history, performance records, general ability, availability
in relation to the University's needs and equal employment
opportunity status.

(4) To develop eligible applicant pools of appropriate USPS
applicants for employment consideration by departments. Only
applicants included by the Central Employment Center in
A.C.C.E.S.S. (A Computerized Central Employment Support
System) may be interviewed by any department for a USPS
vacancy. This applies to new appointments, promotions,
demotions and reassignments.


I E-3








The Total Selection Process
Application and Referral Policies (continued)

(5) To refer resumes of Administrative and Professional applicants
who are or will be qualified for a position vacancy on the date of
appointment as determined by State University System
specifications to departments or Search and Screen Committee
Chairmen when required, for employment consideration.

(6) To deny employment consideration to applicants who are not
qualified as stated above, whose background check discloses a
poor employment record or undesirable characteristics or when
equal opportunity requirements have not been met in the hiring
process.

c. Application and Referral Procedures

For positions in Categories Three through Seven and a great
portion of Category One, the vacancies are publicized through a
computerized announcement that is produced daily via the University
of Florida's Central Employment Center. In accordance with State
University System regulation, the University of Florida lists vacancies
for at least 7 calendar days. These listings are posted throughout the
campus and are also distributed to the Florida State Employment
Network, which goes throughout the State of Florida to the Office of
Vocational Rehabilitation, the Office of Blind Services, and key State
agencies throughout the state. This listing also is available
electronically to campus applicants through a University of Florida
local area network (Deans Network) and is available to interested
applicants worldwide through the University of Florida Internet
homepage on the World Wide Web (http://www.ufl.edu). The "Gator
Job-Line", a recorded telephone message, also provides a weekly
update to the current USPS and administrative and professional
vacancy list.

Applications for jobs in these categories are made to the Central
Employment Center that is the exclusive recruiter for the University of
Florida. Applications new to the university are maintained and
considered for a period of two months. The Central Employment staff
interviews applicants and, where appropriate, the applicants are
administered State University System typing tests, and are included,


I E-4







The Total Selection Process
Application and Referral Procedures (continued)

where appropriate, in applicant pools for referral to make available to
departments with vacancies through ACCESS.

The selection criteria for inclusion in the applicant pool utilized
by the Central Employment Center for positions in categories one and
three through seven include: State University System required
minimum qualifications, special requirements by the department which
are limited to bona fide occupational qualifications, adherence to
preference for minorities, veterans and members of protected groups.

To ensure maximum utilization of a large applicant pool, the
Central Employment Center keys in all pertinent applicant data as
applications are received. This data, therefore, is retrievable as
vacancies occur.

The selection process is examined to determine whether the
process eliminates a significantly higher percentage of minorities or
women than non-minority males.

Analysis of the selection process through the applicant flow data
for USPS, A&P and Instructional Faculty for 1999 will be discussed in
Section II of the Plan.

The application process for positions in Category Two
(Instructional Faculty) is made directly to the respective college and/or
department. Guidelines for announcing these positions are set forth in
the University's Search and Screen Guidelines (See Appendix I), as
well as in the State University System's Position Vacancy
Announcement guidelines for the University, and are explicitly
followed (See Appendix II). To attract minority and women talent, a
list of suggested national sources for advertising is given to all persons
with hiring authority. The list is developed to enhance the University's
recruitment capability in areas that are underrepresented, in order to
increase the applicant pool of women and minorities (See Appendix
III).


I E-5







The Total Selection Process (continued)

d. Promotion Policies

Employees in Equal Employment Opportunity (EEO) Categories
One and Three through Seven may apply for promotion consideration
based on Affirmative Action criteria as long as these employees have
completed at least six months of satisfactory performance in their
present position (see Appendix V).

Employees that apply for promotion consideration must do so by
completing the proper forms obtained from the Central Employment
Center, UPS (see Appendix IV). The University's criteria for personnel
decisions are described in 6C-5.910 and 6C1-3.048.

Employees that want to apply for promotion consideration to an
Administrative & Professional position may do so by submitting an
updated resume to the Central Employment Center with a cover letter
stating interest in a specific position vacancy. The University's criteria
for personnel decisions are described in 6C-5.910 and 6C1-1.0062.

For Instructional Faculty (Category Two), the promotion
nomination recommendations shall be based on the University's
evaluation procedures and shall normally originate with the appropriate
department or administrative unit in which the individual holds a title
and/or receives a salary. The University's criteria for personnel
decisions are described in 6C1-7.019. These criteria recognize three
broad categories of academic service:

1) Instruction
2) Research
3) Service

Promotion and tenure require distinction in at least two of these three
categories, one of which should be that of the faculty member's primary
responsibility. The procedures and methods for processing promotion
nominations are described in 6C1-7.019.






0


I E-6








2. Facilities, Sponsored Events and Special Programs


a. Facilities and Sponsored Events

All facilities and sponsored events are provided to the entire
university community without regard to race or gender. These facilities
and activities include, but are not limited to, the University libraries,
UF Bookstore, Reitz Union, Florida State Museum, O'Connell Center,
Lake Wauburg, and discounts to major Florida tourist attractions.

b. Educational Assistance

(1) Fee Waiver

The University of Florida allows its full-time employees
to enroll in up to six credit hours of on-campus instruction per
term without payment of registration fees.


(2) Grant-In-Aid Program

The State University Employee Grant-In-Aid (GIA)
program addresses the challenges of identifying and assisting
African-Americans and women to assume positions in specific
disciplines and employment areas in which they are
underrepresented. The University of Florida's Grant-In-Aid is a
retention tool to heighten opportunity for African-Americans
and females in the following job categories: University Support
Personnel System (USPS), Administrative and Professional
(A&P) and faculty employees. The objectives are to increase
the number of these employees who qualify for promotion in
A&P and USPS positions, expand administrative career options,
and to enhance tenure for faculty in underrepresented
disciplines, in accordance with the Legislative Appropriation
Act of 1978, the Revised Plan for Equalizing Educational
Opportunity in Public Higher Education in Florida.


I E-7







The Total Selection Process
Grant in Aid Program (continued)

There are a total of two awards, which provide for educational
leave for an academic year at full-time. The awards are allocated
between the following types of employee groups:

1. Faculty or A&P
2. USPS

An employee may be provided with a GIA award of one or two
semesters of educational leave during an academic year.
In addition, a stipend is provided (at $600 per semester for full-time
study and $300 for half-time study) to USPS employees who are
selected to participate. The recipient's salaries are continued in full and
no work obligations are required. Faculty and A&P recipients continue
to accrue annual and sick leave during their educational leave. All
Grant-In-Aid recipients must agree to continue employment with the
university or another state university system institution for a period of
time equal to twice the length of the educational leave.

At the University of Florida, through the use of the Grant-In-Aid
Program from the 1988-89 to 1999-01 time frame, twenty-six (26)
recipients have advanced their educational goals. The chart below
indicates the recipient and a brief synopsis of the his/her achievements:

Grant-In-Aid Recipients 1988-2001


Recipients
Recipient 1


Recipient 2


Recipient 3
Recipient 4

Recipient 5
Recipient 6


Year Race/
1988-89


1989


1989-90
1989-90

1990-91
1991


0


Sex Status of Grant
B/M Doctorate of Science in
Engineering. Left to be chair of
engineering in Seattle.
B/F Research completed and book
written on African and African-
American literature.
B/F Two-time recipient, same as #9.
B/F Promoted and tenured, Ph.D., no
longer with the University.
B/F Promotion to a chemist position.
B/M Research in African history.


I E-8








The Total Selection Process
Grant in Aid Program (continued)


Recipient 7

Recipient 8
Recipient 9



Recipient 10
Recipient 11
Recipient 12

Recipient 13

Recipient 14

Recipient 15


1991-92

1991-92
1992-93



1992-93
1993-94
1993-94

1994-95

1994-95

1995-96


Recipient 16 1995-96

Recipient 17 1996-97

Recipient 18 1996-97


Recipient 19 1997-98

Recipient 20 1997-98


Recipient 21 1998-99

Recipient 22 1998-99

Recipient 23 1999-00

Recipient 24 1999-00


B/F Received Bachelors of
Arts in Education.
B/F Research with cancer patients.
B/F Bachelor of Science degree and
promotion from USPS to A&P
position. Has been admitted to a
graduate program.
B/F Ethnographic study on literacy.
B/M Research.
B/F Awarded Bachelors in Business
Administration.
B/F Received AA Degree in Computer
Science.
B/F Completed two articles and three
papers on social psychology.
B/F Undergraduate studies in Business
Administration.
B/F Completed Manuscript on African
American Literature.
B/F Published two papers and is
currently working on a manuscript.
B/F Continuing graduate work on
Communication Process and
Disorders.
B/M Pursuing a Bachelor's Degree in
Human Resource Development.
B/F Continuing Doctorate research in
African Diasporic /Caribbean
Anthropology
B/F Undergraduate status in the College
of Agriculture
B/M Engineering research in global
optimization in signal processing
B/F Assistant Professor of Zoology in
the College of Liberal Arts and Sciences
B/F Undergraduate status in Human
Resource Development in the College
of Agriculture.


I E-9








Grant in Aid Program (continued)


Recipient 25 1999-00 W/F Undergraduate status in Human
Resource Development in the College
of Agriculture
Recipient 26 2000-01 B/F Undergraduate status in Recreation,
Parks & Tourism-Leisure Service
Management

At the inception of the project, Recipient #1 acquired admission
into graduate school, and earned a Doctorate of Science in Engineering.
Recipients #3, #9 and #18 are the same awardees; this recipient has
earned a Bachelor's Degree and is currently in graduate school working
on a Master's Degree, which has facilitated a promotion into an A&P
position. Recipient #5 received a promotion as a food chemist,
subsequently accommodating research in protein chemistry.

Two 1998-99 recipients clearly represented the intent of the
Grant-In-Aid Program. A Black Female with the Police Department
was classified as one of the University's non-traditional students, age
37, a wife and a mother of two small children. She anxiously worked to
complete a bachelor's degree, which will clearly pave the way to
administrative advancements. The second recipient for this year
deemed this award most pivotal for advancing his research for
increased recognition.

In 1999-2000 an Assistant Professor proposed and completed
research on hermaphroditic sexual systems. The Grant-In-Aid
supported the analysis and dissemination of the results including a
presentation at the University of Biodiversity in Japan. The other
awardees have become more marketable for upward movement in the
professional arena.

The 26th recipient, studied for the completion of the Bachelor of
Science degree. She begun her studies in 1985, and believe this reward
will propel her into a dedicated future of advocating leisure services
within her community.

The University of Florida's Grant-In-Aid Program has been
quite successful in accomplishing its goal of assisting minorities and
women in underrepresented disciplines. It is our hope that the program
will continue to enhance promotional and educational opportunities for
deserving employees.


I E-10







The Total Selection Process
Training/Educational Programs

c. Training/Educational Programs

In its continuing mission of providing comprehensive career
development programming for University of Florida employees, the
Employee Development division of University Personnel Services
offers numerous programs and courses designed to enhance equal
opportunity/affirmative action (See Appendix IV-2).

In coordination with the School Board of Alachua County and
the Loften Education Center, GED preparation courses are designed for
University of Florida employees who would like to complete their high
school education.

Employees are encouraged to participate in these courses to
enhance their employment opportunity; however, they must be
nominated by their supervisors via submission of a brief letter or
memorandum to Employee Development. In this correspondence,
supervisors are asked to attest to the satisfactory work and attendance
records of those employees who are nominated. Participation in a
course, if held during an employee's normal work hours, is counted as
time worked, and there is no charge to the employee or the department
in which he or she is employed.


d. Executive Housekeeping Program

The Division of Housing continues its Executive Housekeeping
Program that provides certification for Housekeepers and those
interested in the Housekeeping area. This program promotes job
expansion and excellence in the Housekeeping area.

The Physical Plant Division of Housing supports the active
membership of its employees in the Housekeeping program and in the
Association.

e. The Minority Business Program

The University of Florida's Minority Business Enterprise
(MBE) Program provides opportunities for minority businesses to
produce or provide goods and services to the University. Per statute,
the University must purchase and contract with minority businesses.


I E-11







The Total Selection Process
The Minority Business Program (continued)

To encourage University personnel to purchase from minority vendors,
the MBE office produces, twice a year, the University of Florida
Directory of State Certified Minority Businesses. Likewise, the MBE
office also produces a Directory of Minority Businesses for Alachua
and Marion counties. The directories are resource listings of minority
businesses in varied enterprises, such as Advertising, Dental Supplies,
Paper Products, Transcription, etc. Directories provide the name,
address and service, as well as a contact person. In addition, the MBE
office hosts an Annual Small & Minority Business Trade Fair. The
purpose of the Fair is to introduce minority vendors to department
managers, requisitioners and users. These programs are conducted
under the leadership of the Director of the MBE Program and highlight
the University's commitment to recruit and enhance business
opportunities for minorities.



f. The Apprenticeship Program

The Affirmative Action Office, in conjunction with the Physical
Plant Division of the University of Florida, proposed and received
approval from the State of Florida and the Florida Board of Regents to
establish an Apprenticeship Program. The purpose of the
Apprenticeship Program is to increase minority presence in the skilled
trades. The Apprenticeship program provides a variety of training,
including refrigeration mechanic, maintenance/telecommunications
mechanic, auto equipment mechanic, electrician, wastewater treatment
plant operator, auto mechanic, mason, etc. From its inception and
implementation in March 1990, the Apprenticeship Program continues
to strive to enhance equal opportunity/affirmative action. The program
currently has six employees enrolled --four (4) males, one (1) African-
American female, and one (1) Caucasian female. In order to complete
the apprenticeship program, each apprentice must receive an allotted
number of hours of classroom instruction in their applicable trade and
satisfactorily meet on-the-job work experiences. To gain acceptance
into the Apprenticeship Program, one must satisfy the following
requirements:
1. Minimum of 18 years of age.
2. High school graduate or general education diploma (GED).
3. Employed at the Physical Plant Division and complete the
Apprenticeship application in its entirety.


I E-12








The Total Selection Process
4. Pass a physical administered by the University as required under
current Physical Plant Division Policy.
5.< Have a valid Florida Driver's License.
6. Achieve a satisfactory rating on the Apprentice Selection
Procedure and Rating Form.


3. Seniority Practices

Seniority practices for staff positions are applicable when layoffs at the
University are warranted--partly performance appraisal-based.

4. Work Force Attitudes

Efforts are made at all levels of administration to encourage and
emphasize a fair and equitable workplace for all, and create and maintain an
environment that is free of harassment and/or discrimination of any kind.

5. Posters

The following materials are displayed in areas where job vacancies are
posted:

a. President's statement on the University's commitment to affirmative
action/equal opportunity for all applicants.
b. President's statement on how applicants can make known their
complaints of alleged discrimination.
c. Poster from the Florida Commission on Human Relations prohibiting
discrimination.
d. Poster from the United States Department of Labor.

6. Sexual Harassment Mini-Conferences

Sexual Harassment Mini-Conferences have been developed at the
University of Florida for all employees, faculty and staff, and have been offered on a
monthly basis since January 1992. The purpose of the Mini-Conference Series is to
educate, encourage and monitor compliance with federal, state, and university
regulatory policies on sexual harassment. The conference focuses on promoting and
sustaining an equitable work environment within the University community and has
been successful in increasing participants' knowledge, appreciation, and insight. With
conference assessments and evaluation analysis, results clearly indicate that the goals
are being met. Post-symposium assessments, Appendix XII, confirm the


I E-13







The Total Selection Process
Sexual Harassment Mini-Conferences (continued)

effectiveness of the Sexual Harassment Mini-Conference Series. Eighty-four
percent (84 %) of the participants agreed or strongly agreed that the Sexual
Harassment Mini-Conference increased their sensitivity, awareness, and
understanding.

The monthly Mini-Conference consists of:

General Session I
Workshop Discussion
General Session II


General Session I opens with a three-person expert panel comprised of an attorney, a
psychologist, and a top-level administrator. The expert panelists present the
legal aspects; the behavioral, emotional, and psychological aspects; and the
pragmatic aspect delineating the process and procedures and identifying the
complaint process. Workshop Discussion follows the first general session.
The workshop session entails ten to twelve concurrent discussion groups with
facilitators. The facilitators are Equal Opportunity Officers from the colleges
and departments throughout the University, and representatives from The
Division of Human Resources. Facilitators lead the discussion groups by
probing, exploring and eliciting responses from their assigned case study.
There are four case studies. Each case study gives a brief description of an
encounter between persons and offers insight into what may or may not be
considered sexual harassment. Facilitators will select a person to report on the
case study in General Session II. During this session, selected groups'
spokespersons present their analysis and solutions to the panel. Through the
sharing of various viewpoints, participants acquire a more thorough perception
and understanding of the negative impact of sexual harassment.

The Affirmative Action Office and The Division of Human Resources
conduct the monthly Sexual Harassment Mini-Conference Series. Conference
participation has remained steady with monthly attendance averaging over 200.
A tele-conference through the Institute of Food and Agricultural Sciences will
continue as part of the mini-conference series. Appendix XII reflects that over
14,000 employees of the University's work force have attended the Sexual
Harassment Mini-Conference as of August 2001..


0


I E-14








The Total Selection Process
Participation In Community Action Programs (continued)


7. Participation In Community Action Programs
41 CFR 60-2.13(i) and 60-2.26

All employees, administrators in particular, are encouraged by the
University to be involved in community-oriented programs and activities to
further enhance employment opportunities of minorities and women. The
following are among the recommendations:


1. Serving on community relations boards, merit employment councils and
similar organizations.

2. Supporting vocational guidance institutes, vestibule training programs
and similar activities.

3. Assisting secondary schools and colleges upon request, and as feasible,
in programs designed to enable minority and female graduates to
compete in the open employment market on a more equitable basis.

4. Supporting programs developed by such organizations as the National
Association for the Advancement of Colored People and Urban
Coalition, and other organizations concerned with employment
opportunities for minorities and women.

5. Supporting childcare, equal housing and transportation programs that
might improve the employment opportunities for minorities and
women.


I E-15











ESTABLISHMENT OF TIMETABLES AND GOALS
41 CFR 60-1.40, 60-2.11, 60-2.12, and 60-2.13(e)


The University, in assessing the current underutilization in each category
and sub-group, has set goals for annual and ultimate placement rates, which at
least equal the weight of availability. Good faith efforts were demonstrated which
could reasonably be expected to make the University's overall Affirmative Action
program work.

The personnel relations staff, department and division heads, and Vice
Presidents and/or their designees were involved in the goal setting process.

The timetables for categories three through seven were reduced from a five-
year period to a three-year period. It is the opinion of the Department of
Labor/OFCCP that based on the turnover in a majority of sub-groups within these
categories, a more realistic time frame would be three years. Though the
University maintains five-year goals, the analysis in this 2001 report will examine
goals for the prior year only.

In order to take meaningful steps toward remedying any imbalances that
may occur within the work force, a couple of areas must be addressed.
Underutilization (within given job groups) must be analyzed. Another meaningful
step essential to this process is the setting of goals aimed at rectifying existing
disparities. Indicated in the far right-hand column of the timetable and goals
instrument (on pages F-4 through F-21) are goals by job groups. Also, see those
pages for detailed information on the utilization of Women and racial minorities
within the 2001 work force. An assessment of 2001 weighted availability data for
Women, Blacks and Hispanics in Categories One, Two and Three indicates the
following:

Women are currently utilized in all subgroup in Category One.
The percentage of utilization ranges from 16.1 percent to 50 percent. Women are
currently underutilized in subgroup 1.0 and 1.2 respectively. A goal to hire two
Women positions has been established for Category One, to be achieved by
September 2002.

Blacks are currently utilized in 7 of 8 subgroups 1.0 1.15, the percentage
of utilization ranges from 1.3 to 9.0. Blacks are underutilized by two positions in
subgroup 1.5, and by one position in subgroups 1.10. Considering the 8-factor


I F-I







Establishment of Timetables and Goals (continued)


analysis, weighted availability and current utilization, the ultimate placement goal
indicates a need to hire two Blacks in this category by September 2002.

Hispanics are currently utilized in 4 of 8 subgroups in Category One. A
range of 0.6 to 8.3 reflects the percentage of utilization for Hispanic. Hispanics are
underutilized by one position in subgroup 1.2, and by one position in subgroup 1.5.
A goal to hire two Hispanic positions has been established for Categories One, to
be achieved by September 2002.

The recruitment and retention of Women, Black, and Hispanic faculty
continues to be challenging. The University will continue to take affirmative steps
to increase the numbers and its proportion of Women, Black, and Hispanic faculty
to total faculty.

The Vice Provost continues to meet with each academic dean on campus to
review plans for hiring minority members to vacant lines.


I F-2







CONSIDERATION OF MINORITIES AND WOMEN
41 CFR 60-2.13(j)


The University is committed to identifying and recruiting minorities and
females with professional talents for available positions who may be interested in
employment but are not presently in the workforce. Estimates of availability of
minorities and females by requisite skills have been secured from 1990 census data
for both the county and the nation for the appropriate job categories. Additionally,
recruiters from the University of Florida have conducted community outreach
programs to interest and invite minorities and females to seek the career
opportunities available. The programs have been outlined in appropriate sections
of this AAP.

The University desires to improve its record in hiring minorities and
women. Additionally, a vital bank of prospective talented Women, Black and
Hispanic faculty was established through national advertising several years ago.
Although the response to this search was positive and encouraging, actual hiring
from this bank did not reap the desired results. Consequently, the primary
procedure currently utilized for developing Women, Black, and Hispanic talent
banks is within each college by departments rather than university-wide.


I F-3








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 0 ALL DIVISIONS
----------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B- H O
1.------------------------------------
1.


1 0 23. 4. 17.4

1 2 51. 14. 27.5


1 5 75. 34. 45.3

1 9 89. 28. 31.5

110 155. 25. 16.1

111 65. 23. 35.4

112 5. 3. 60.0

1 15 12. 4. 33.3
TOTA 475.


4.3 21.2

0.0 35.7

0.0 30.3

1.1 14.8

3.2 9.8

1.5 17.7

0.0 32.5
0.0 22.8

19.0


4.4

4.8

4.9

2.1

2.1

4.6

3.3
1.6

3.3


-3.8

-8.2

0.0

0.0

0.0

0.0

0.0
0.0


-0.1

-0.9

-2.3

0.0

-0.8

0.0

-3.3

0.0


-1.8

-2.0

-1.7

0.0

0.0

0.0

-0.6

0.0


0.0 0 *0 *8 =0

-0.9 2 *0 0 *0

-0.7 5 0 0 0

-1.3 2 2 =0 0

0.0 =0 0 =0 =0

0.0 1 2 =0 =0

-1.0 1 *0 *0 *0
-2.4 1 =0 =0 *0


O *0 *0 =0
1 0 0 0 ###

3 2 0 2
1 0 1 0 ###

8 0 0 2
0 2 1 0 ###

5 5 2 2

3 1 =0 =0

3 2 =0 =0

1 *0 *0 *0
1 =0 =9 *0

2 2 2 0


51. 24. 47.1

46. 27. 58.7

51. 30. 58.8

66. 48. 72.7


0


0.0 51.0

0.0 61.4

0.0 47.0

0.0 26.6


-3.9

-2.7

0.0

0.0


-2.1


-1.0

-6.9

-2.2


-0.6 10 4 0 *8 11 4 0 *0
0 0 1 0 ###

-0.6 19 =0 "*0 20 1 *0 *0

-0.6 5 =0 0 *0 8 1 0 *0
0 0 4 0 ###
-2.4 1 1 0 0 6 2 0 0
0 0 1 2 ###


a








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W. B H O


211A 247. 15. 6.1 4.


212A

213A


234A

235A

r 236A


211B


212B

213B


234B

236B

211C


213C


85.

100.


3.

3.

37.


14.


16.

15.

1.

2.

3.


2.


28.2

32.0


100.0

33.3

13.5


21.4


31.3

33.3


0.0

50.0

33.3


100.0


1.6 4. 1.6 9. 3.6 19.0 1.7 4.2 2.7 32 -13.0


2.4

3.0


0.0

0.0

2.7


7.1


0.0

0.0

100.0

0.0

0.0


0.0


3.5

3.0


0.0

0.0

5.4


0.0


12.5

6.7


0.0

0.0

33.3


50.0


3.5 29.4

12.0 14.6


0.0 34.3

0.0 33.2

10.8 34.3


7.1 24.5


0.0 46.9

0.0 28.8


0.0 36.4

0.0 37.4

0.0 45.4


0.0 37.0


3.3

2.6


3.6

2.3

3.6


1.2


7.6

5.2


4.8

4.6

41.1


2.1


235C 1. 1.100.0 0. 0.0 0. 0.0 0. 0.0 48.2 9.8

236C 2. 1. 50.0 0. 0.0 1. 50.0 0. 0.0 48.8 3.1


2.6 9.9 1

4.1 2.1 0


2.9 1.5 0

3.7 2.5 0

2.9 1.5 8


9.5 0.4 0


0.7 0.4 3

3.8 2.9 0


4.0 2.2 0

4.0 2.1 0

2.2 1.1 0


6.3 2.2 0

2.6 1.3 0

5.5 3.6 0


-1.2

0.0


0.0

0.0

-20.8


-3.1


-15.6

0.0


-36.4

0.0

-12.1


0.0


0 -0.1 6 -2.6 0 0.0 8 *0 0 =0 10 *0 0 1
22 0 6 0 ###
1 -1.0 0 0.0 5 -6.4 5 4 2 0 11 4 3 1
0 0 0 4 ###
0 0.0 1 -1.1 0 0.0 1 =0 0 =0 6 1 0 2
0 0 1 0 ###


-3.6

-2.3

-0.9


0.0


-7.6

-5.2


0.0

-4.6

-41.1


-2.1


-2.9

-3.7

0.0


-9.5


0.0

0.0


-4.0

-4.0

0.0


0.0


-1.5

-2.5

0.0


0.0


-0.4

-2.9


-2.2

-2.1

-1.1


-2.2


*0

*8

2
0 ###

1
o ###
*0
o ###

*0

*8

*0


0 ###
*0


0.0 0 -9.8 0 -2.6 0 -1.3 =0 *0 *0 *0 =0 *0 *0 *0

0.0 0 -3.1 0 0.0 0 -3.6 1 *0 =0 *0 1 *0 =0 *0









DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H 0


211D 98. 12. 12.2


212D

213D

234D

235D

236D

211E

212E

213E

234E

235E


20.0

31.8

20.0

9.1

33.3

0.0

13.3

10.5

16.7

37.5


2. 2.0 0.


0.0

7.6

0.0

9.1

0.0

0.0

13.3

0.0

0.0

0.0


0.0 8. 8.2 12.7 0.9


5.7 31.1

16.7 28.4

20.0 41.1

9.1 32.6

19.0 41.6

7.1 10.3

26.7 18.3

5.3 18.8

8.3 34.8

0.0 41.4


1.0 6.7 0 -0.4 0


0.9

2.5

3.6

2.3

3.6

6.2

10.2

5.4

4.1

2.4


15.5

1.2

1.6

12.9

1.5

15.6

13.3

1.3

1.5

0.7


4 -11.1

0 0.0

1 -21.2

3 -23.5

2 -8.2

3 -10.3

1 -4.9

2 -8.2

2 -18.1

0 -3.9


0.0 1 -1.0 0 0.0 1 =0 0 =0


-0.9

0.0

-3.6

0.0

-3.6

-6.2

0.0

-5.4

-4.1

-2.4


-2.6

-2.4

-3.4

-5.2

0.0

-0.4

0.0

-3.6

0.0

-2.0


-9.8

0.0

0.0

-3.8

0.0

-8.5

0.0

0.0

0.0

-0.7


2 *0 0 2

1 =0 1 3

0 *0 *0 =0

0 =0 0 *0

4 0 =0 4

0 0 *8 0

0 =0 =0 =0

0 0 0 3

0 *8 =0 =0

1 *0 *0 *0


3 =0 0 =0
0 0 1 ###

4 *0 0 2
0 0 1 1 ###

3 =0 1 4
0 0 1 0 ###

0 *0 *8 =0
1 0 0 0 ###

0 =0 0 *0
3 0 1 0 ###
4 0 =0 4
o 1 o o ###

0 0 *0 0
3 2 0 2 ###

0 =0 =0 =0
1 0 0 0 ###

0 0 3
2 1 1 0 ###

0 *0 =0 =0
2 0 0 0 ###

1 *0 *0 *0


236E 13. 5. 38.5 1. 7.7 1. 7.7 1. 7.7 34.8 4.1 3.4 1.5 0 0.0 0 0.0 0 0.0 0 0.0 1 =0 =0 =0 1 =0 =0 =0


211F 12. 4. 33.3 0. 0.0 0. 0.0 0. 0.0 41.0 21.4 5.9


A


0.1 1 -7.7 3 -21.4 1 -5.9 0 -0.1 2 0 0 *0


a


2 1 1 *0
o 2 0 0 ###


0








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H O


212F 19. 9. 47.4 4. 21.1 0. 0.0 1. 5.3 57.0 15.8


1.1 21.8 2 -9.7 0 0.0 0


-1.1 3 -16.5 0 =0 *0 0


1 =0 *0 0
1 0 0 3 ###


14.3

0.0

30.8

0.0


0.0 1.

0.0 0.


0.0 0.

0.0 0.


0.0 0.

0.0 0.

0.0 0.

0.0 4.

11.1 3.

0.0 1.


0.0 0.

0.0 1.


0.0

0.0

0.0

57.1


41.8

46.6

49.4

14.3


33.3 3.1

12.5 12.4


6.2

13.2

5.7

0.7


0.1

4.3

1.5

46.0


0.7 1.3 0.4

1.6 7.4 0.9


0.0 33.8 3.1 6.6 1.5

5.6 9.8 1.3 3.1 5.3


212H 40. 3. 7.5 0. 0.0 2. 5.0 2. 5.0 33.0


213H 25. 9. 36.0 0. 0.0 0. 0.0 2. 8.0 21.9


2121 43. 19. 44.2


60.3

60.3

39.9


3. 7.0 1. 2.3 3. 7.0 56.7 8.3


0.0
-46.6

-10.9

-14.3

0.0

-12.4


0.0

0.0


.0.0

-13.2

0.0

-0.7

-0.7

-1.6


-3.1

-1.3


1.3 0.7 3.7 10 -25.5 1 -1.3 0

4.4 3.8 2.8 0 0.0 1 -4.4 1


0.0

0.0

-11.4


-5.2

-5.2

-7.1


5.1 5.1 5 -12.5 1 -1.3 1


-2.3

-2.0

-3.4

-6.9

0.0

-7.4


-6.6

-3.1


-0.1 3

-4.3 *0

-1.5 1

0.0 0

0.0 =0

0.0 0


-1.5 =0

0.0 =0


*0 *0
*0 *0

*0 *0

*0 1


0 =0


*0 *0

0 =0


0.0 0 0.0 0 =0 =0

-3.8 0 0.0 =0 0 0 1


-3.4

-3.4

0.0


-2.1

-2.1

-0.3


*0 *0

1 *0

1 *0


-2.8 0 0.0 4 0 0 =0


S


213F

235F

236F

211G

S212G

S213G


234G

211H


14. 6.

1. 0.

13. 5.

.7. 0.

9. 2.

8. 0.


5. 3.

18. 2.


42.9

0.0

38.5

0.0

22.2

0.0


60.0

11.1


235H

236H

2111


1.100.0

2.100.0

10. 28.6


3 1 *0
*8 *0 *8

1 =0 *0

0 *0 *0
1 0 0
=0 1 =0

0 *0 1
1 0 0

=0 *0 *0

=0 *0 0
0 0 1

1 0 =0
9 1 0

1 0 0
0 1 1

=0 *8 *0
1 *8 1

1 0 1
3 2 0

5 1 0
0 0 1
001


*0

*0
*0

1
0 ###
=0

=0
0 ###

*0

=0
0 ###

=0




*8

*8

"*
0 ##

=0
o ###









DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # .% # % # % W B H 0 W B H 0


2131

2341

2351

2361

211J


28. 53.8

10. 66.7

1.100.0

6. 85.7

5. 5.1


212J 68. 4. 5.9

213J 62. 11. 17.7


234J 9. 0. 0.0


235J

236J


10. 3. 30.0

25. 4. 16.0


211K 26. 6. 23.1


212K

213K


235K

236K


19. 7. 36.8

26. 10. 38.5


1.100.0

3. 75.0


211L 17. 3. 17.6






i


3. 5.8

0. 0.0

0. 0.0

1. 14.3

1. 1.0


1.9

13.3

0.0

0.0

2.0


1.9

6.7

0.0

0.0

19.2


48.5

58.7

67.3

58.7

8.3


3. 4.4 1. 1.5 7. 10.3 17.9

4. 6.5 1. 1.6 7. 11.3 5.4


0. 0.0 0. 0.0 0. 0.0 26.5


0.0 0.

0.0 2.


0.0 1.

8.0 1.


10.0 25.6

4.0 26.5


1. 3.8 0. 0.0 0. 0.0 43.0


10.5

0.0


5.3 0.

3.8 0.


0.0

0.0

0.0

0.0

-3.2


4.1 4.3 13.3 8 -12.0

2.5 11.6 2.2 0 0.0


3.1 6.6 1.5 2 -26.5


4.4 2.9

3.1 6.6


7.0 0

1.5 3


0.0

-10.5


4.4 0.3 0.3 5 -20.0


0.0 31.0 9.2 4.3

0.0 49.2 3.6 1.9


0.3 0

1.8 3


0. 0.0 0. 0.0 0. 0.0 48.5 3.3 7.7 1.3

1. 25.0 0. 0.0 0. 0.0 48.8 3.6 2.9 1.5

0. 0.0 2. 11.8 1. 5.9 48.6 7.3 14.4 8.0


a


0.0

-10.8


0.0

0.0

-31.0


-2.5

-6.7

-9.4

0.0

-2.3


0.0

0.0

-1.7

-2.4

-3.9


0 0.0 2 -2.8 2


0.0

0.0

-0.9

-2.1

0.0


-3.0 0 =0 1 3


0 0.0 6 -10.0 0 0.0 1 =0 0 =0

0 -3.1 1 -6.6 0 -1.5 0 *8 0 *8


-4.4

-3.1


-2.9

0.0


0.0 =0

0.0 0


0 -0.5 0 -0.3 0 -0.3 3 1 *8 *0


0.0

-3.6


-3.3

0.0

-7.3


0.0 0

0.0 0


-7.7

-2.9

-2.6


-0.3

-1.8


-1.3

-1.5

-2.1


=0 *8

=0 =0

2 0


4 1

3 2

=0 *0

1 =0

0 0
3 2

1 =0
7 0

1 =0
0 0

0 *8
2 0

=0 *"

0 0
3 1

3 1
2 0

=0 =0

1 2
2 0

=0 *0

=0 =0

2 0
3 1


*0

=0

*0

*"

4
0 ###

3
0 ###
=0
0 ###
*0
o ###
=0

=0
0 ###
*0


*0

o ###

*0
*8



*8
o ###


*









DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
----------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H 0 W B H 0
----------------------------------------------------------------------------------------------------------------------------------


212L

213L


10. 6. 60.0

16. 9. 56.3


234L 14. 12. 85.7 1.


236L 3. 0. 0.0 0.


211M 28. 0. 0.0 0.


212M 67. 21. 31.3 3.


213M

234M

235M

236M

211N


212N

213N

2110


132.

15.

1.

1.

17.


8.

7.

7.


44. 33.3

9. 60.0

1.100.0

1.100.0

2. 11.8


2. 25.0

2. 28.6

1. 14.3


10.0

0.0


2. 20.0

1. 6.3


20.0

0.0


55.0

53.7


7.1 3. 21.4 0. 0.0 56.1


0.0 1. 33.3 0. 0.0 56.1


0.0 1. 3.6 1. 3.6 23.7

4.5 5. 7.5 9. 13.4 34.9


12.1

6.7

0.0

0.0

0.0


12.5

28.6

0.0


15.2

0.0

0.0

0.0

0.0


12.5

28.6

0.0


0.9 7.2

2.7 1.8


1.6

7.3


0.0 0

0.0 0


3.1 2.9 5.7 0 0.0


3.1 2.9 5.7 2 -56.1


3.6 6.3 7.3 7 -23.7

8.4 10.3 10.5 2 -3.6


12.3

62.8

74.0

60.3

33.7


23.3

22.5

43.7


3.5

3.4

2.0

3.4

0.8


0.8

4.2

0.8


4.4

2.2

0.9

2.1

0.9


0.9

3.7

0.7


0.0

-2.8

0.0

0.0

-21.9


0.0

0.0

-29.4


0.0

-2.7


0.0 0

0.0 1


0.0

-7.3


0 0.0 0 0.0 1 -5.7 1 =0 1 0


0 -3.1 0 0.0 0 -5.7 0 *0 =0 *8


1 -3.6 1 -2.7 1 -3.7 1 0 0 0


3 -4.0 2 -2.8 0 0.0 0 0 0 =0


0.0

0.0

-2.7

-5.2

-1.0


-1.0

-4.3

-1.1


0.0

0.0

-2.0

-3.4

-0.8


0.0

0.0

-0.8


0.0

-2.2

-0.9

-2.1

-0.9


0.0

0.0

-0.7


0.0 0. 0.0 0. 0.0 66.1 18.6 0.8 0.7 1 -6.1 2 -18.6


0 -0.8 0 -0.7 0 0 *0 *0 0 0 *0 *0
1 2 0 0 ###


2 =0

1 *0
0 0

1 =0
0 0

0 *8
2 0

1 0
6 1

0 0
2 3

=0 =0

*8 =0

=0 "0


=O "*0
0 *0
4 0

2 *0

1 *

1 *8
1 0


2

0
1 ###

0
1 ###

*8
0 ###

0
1 ##
=0
0 ###
=0

*a

*8

*8

*8
0 ###
=0

=0

*0
0 ###


2120 10. 6. 60.0 0.








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
--------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H O
----------------------------------------------------------------------------------------------------------------------------------


2130

2340

2350

2360


8. 72.7

3. 60.0
4.100.0

15. 93.8


211P 43. 11. 25.6


212P

213P
234P

235P

236P

211Q


50.0

33.3
81.3

33.3

40.0

26.2


2120 40. 16. 40.0


213Q

234Q
235Q

236Q

211R


15. 48.4

8. 50.0
3.100.0

7. 53.8

2. 4.8


0.0

20.0

0.0
6.3


24.9

60.3

69.9

60.3


0.0

-0.3
0.0

0.0


0.0

-5.2
-2.7

-5.2


2. 4.7 2. 4.7 0. 0.0 54.1 31.5 0.2 0.3 12 -28.5 12 -26.8


0.0
16.7

0.0


50.0
16.7

0.0

0.0

10.0

0.0


57.3
29.7

30.6

35.3

30.6

37.3


26.6

1.8
3.4


-7.3

0.0

0.0

-2.0

0.0

-11.1


-1.1

0.0
-3.6

-2.3

-3.6

-4.2


-4.0

0.0
-6.1

0.0


-3.1

-2.1
-0.9


0.0 1 0 =0 =0 1
0


0 0.0 0 -0.3 0 0 =0 2


0.0

0.0

-3.4

-9.7

0.0

-0.4


-0.3

-2.7

-2.1

-0.9

-2.1

0.0


2. 5.0 1. 2.5 1. 2.5 50.1 8.9 0.4 0.4 4 -10.1 2 -3.9 0 0.0 0 0.0 2 1 =0 1


6.5

6.3

0.0

30.8

2.4


3.2

0.0
33.3

0.0

16.7


43.9
21.3

62.8

21.3

8.4


1.2

1.5

0.7

1.5

14.0


*
wI


0.0

0.0

0.0

0.0

-3.6


0.0
0.0

-2.3

0.0

0.0


-2.0

0.0

-1.9

0.0

0.0


0.0
-1.5

0.0

-1.5

0.0


0


*8

*8
*0

=0
0 ###
2
0 ###
*0
*0

*0
o ###
*0

*0

1
0 ###
1
0 ###
=0
*0

=0

*0

=0
0 ###


*0 *0

=0 *0

9 0
0 2

3 2
1 0


e









DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H O


212R 13. 0. 0.0

213R 18. 8. 44.4

234R 8. 8.100.0

211T 99. 13. 13.1


212T 100. 19. 19.0


213T

234T

235T

236T

211U

212U

213U

236U

211V


212V

213V

234V


192. 59. 30.7

7. 3. 42.9

9. 4. 44.4


17. 10. 58.8

1. 1.100.0

13. 11. 84.6

34. 31. 91.2

1. 1.100.0

16. 3. 18.8


12. 5. 41.7

14. 8. 57.1

2. 0. 0.0


0. 0.0 0. 0.0 2. 15.4 58.8 0.9

0. 0.0 0. 0.0 3. 16.7 18.0 2.6


0.0 1.

0.0 1.


0. 0.0 6.


3.1

0.0

11.1


5.9

0.0

0.0

5.9

0.0

0.0


0.0 0.

7.1 0.


12.5
1.0


0.0 40.0

7.1 25.9


6.0 6. 6.0 33.1 1.9


2.6 33.

0.0 0.

0.0 0.


5.9 3.

0.0 0.

0.0 0.

2.9 1.

0.0 0.

0.0 0.


0.0 1.

0.0 3.


17.2 31.7

0.0 60.3

0.0 52.9

17.6 60.3

0.0 90.5

0.0 88.9

2.9 93.4

0.0 60.3

0.0 49.8


8.3 27.4

21.4 16.6


0. 0.0 0. 0.0 0. 0.0 60.3


2.6

5.2

2.7


5.2

1.4

3.8

4.6

5.2

0.7


1.3 18.8 8 -58.8 0 -0.9 0 -1.3

5.9 1.7 0 0.0 0 -2.6 1 -5.9


3.6 4.5 1.5
2.7 2.7 3.5


0 0.0 0

13 -12.7 3


2.7 10.7 14 -14.1 2


1.1

3.4

4.3


3.4

0.2

2.6

1.0

3.4

0.3


0.7 0.3 11.6 0

0.7 1.1 1.9 0

5.2 3.4 2.1 1


-1.0

-17.4

-8.4

-1.4

0.0
-4.3

-2.3

0.0

-31.0


0.0

0.0


-3.6

-2.7


0.0

-1.7


-1.9 0 0.0


0.0

-5.2

0.0


0.0

-1.4

-3.8

0.0

-5.2

-0.7


-0.7

0.0


0.0

-3.4

-4.3


0.0

-0.2
-2.6

0.0

-3.4

-0.3


-0.3

-1.1


0 -3.4 1 2 *0 3 1 2 *0
7 0 0
0 0.0 1 *0 0 =0 1 *0 0
0 0 1
0 -1.5 1 *0 1 *9 1 *0 1

0 0.0 0 0 0 1 2 0 0
11 3 2

5 -4.7 7 1 =0 0 11 2 =0
3 0 0
0 0.0 19 4 4 5 27 4 4

0 -2.1 2 *0 *0 1 7 *0 *0

1 -8.1 9 =0 *0 0 11 =0 *0
0 0 0
0 0.0 3 =0 =0 1 5 =0 =0

0 -0.1 1 *0 *0 *8 1 *0 *0

0 -0.1 6 *0 *0 *0 6 *0 *9

0 0.0 10 =0 =0 =0 16 =0 =0

0 -2.1 1 *0 *0 *" 2 *" *"

1 -6.0 1 *0 *9 0 1 *0 *9
4 0 0

0 -3.3 =0 *0 *0 *0 =0 *0 *0

0 0.0 2 =0 *0 =0 2 =0 *"


-60.3 0 -5.2 0 -3.4 0 -2.1 1 *0 *" *0 1 *9 *0 *"


3
0 ###
=0
0 ###
*0

2
0 ###

0
5 ###

5

1

0
1 ###

2




*0
*0

=0


1 ###

*0

=0







UNIVERSITY OF FLORIDA
DATA DATE : SEPTEMBER 1, 2001 OFFICE OF ACADEMIC AFFAIRS RUN DATE : NOVEMBER 20, 2001
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001

VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
----------.------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # # % W B H O W B H O
--------------------------------------------------------------------------------------------------------------------------------------

211W 83. 2. 2.4 0. 0.0 1. 1.2 4. 4.8 9.1 3.3 5.1 14.9 6 -6.7 3 -3.3 3 -3.9 8 -10.0 0 0 0 0 0 0 0 0
6 3 3 8 ###
212W 44. 6. 13.6 1. 2.3 3. 6.8 6. 13.6 18.7 0.9 4.4 6.9 2 -5.1 0 0.0 0 0.0 0 0.0 0 =0 2 1 0 =0 2 1
2 0 0 0 ###
213W 25. 4. 16.0 0. 0.0 4. 16.0 0. 0.0 12.8 1.6 4.2 2.0 0 0.0 0 -1.6 0 0.0 0 -2.0 1 *0 =0 1 1 *0 =0 1
235W 2. 0. 0.0 0. 0.0 0. 0.0 1. 50.0 24.5 2.1 2.2 12.0 0 -24.5 0 -2.1 0 -2.2 0 0.0 *0 *0 *0 =0 *08 *0 =0
236W 16. 3. 18.8 0. 0.0 0. 0.0 0. 0.0 32.2 3.1 4.0 1.5 2 -13.4 0 -3.1 1 -4.0 0 -1.5 0 *0 0 0 0 0*0
2 0 1 0 ###
, 211X 30. 6. 20.0 1. 3.3 0. 0.0 1. 3.3 21.5 1.1 0.4 0.5 0 -1.5 0 0.0 0 -0.4 0 0.0 *0 =0 *0 =0 *0 =0 *" =0
212X 12. 1. 8.3 1. 8.3 0. 0.0 0. 0.0 39.1 11.5 0.4 6.1 4 -30.7 0 -3.2 0 -0.4 1 -6.1 0 *0 *" 0 0 *0 *" 0
4 0 0 1 ###
213X 20. 9. 45.0 1. 5.0 0. 0.0 0. 0.0 43.3 4.3 2.1 2.9 0 0.0 0 0.0 0 -2.1 1 -2.9 =0 =0 *0 0 =0 =0 *0 0
0 0 0 1 ###
236X 18. 10. 55.6 0. 0.0 1. 5.6 2. 11.1 51.4 4.6 2.4 2.1 0 0.0 1 -4.6 0 0.0 0 0.0 =0 0 =0 =0 =0 0 =0 =0
0 1 0 0 ###
211Z 59. 6. 10.2 1. 1.7 2. 3.4 0. 0.0 20.4 3.6 0.7 4.4 6 -10.2 1 -1.9 0 0.0 3 -4.4 0 0 =0 1 0 0 =0 1
6 1 0 2 ###
212Z 44. 14. 31.8 3. 6.8 2. 4.5 1. 2.3 39.6 9.2 7.1 2.8 3 -7.8 1 -2.4 1 -2.6 0 -0.5 2 0 0 *0 2 0 1 *0
1 1 0 0 ###
213Z 45. 22. 48.9 4. 8.9 2. 4.4 1. 2.2 4.2 4.5 2.9 2.0 0 0.0 0 0.0 0 0.0 0 0.0 1 =0 =0 =0 2 1 =0 =0
234Z 5. 3. 60.0 0. 0.0 1. 20.0 0. 0.0 42.1 5.2 3.4 2.6 0 0.0 0 -5.2 0 0.0 0 -2.6 =0 *0 =0 *0 =0 *0 =0 *0
236Z 2. 0. 0.0 0. 0.0 0. 0.0 0. 0.0 42.1 5.2 3.4 2.6 1 -42.1 0 -5.2 0 -3.4 0 -2.6 0 *0 *0 *0 0 *8 *0 *0
1 0 0 0 ###







0 0 w





0


DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # # % # % # % W B H O W B H O


2111 24. 3. 12.5

2121 19. 4. 21.1


2131

2341

2361

2112

2122

2132

2342

2352


16. 64.0

1. 50.0

2.100.0

6. 27.3

1. 33.3

5. 41.7

4. 57.1

0. 0.0


2362 22.

TOTA3511.


1. 4.2 1. 4.2 1. 4.2 18.8 0.7


4.3 14.6 2 -6.3


0. 0.0 1. 5.3 3. 15.8 30.8 7.1 3.5 3.4 2 -9.8


0.0

0.0

0.0

0.0

0.0

8.3

14.3

0.0


8.0

50.0

0.0

0.0

0.0

25.0

0.0

0.0


17.2

39.5

39.5
19.0

56.6

40.6

42.1

44.4


14. 63.6 2. 9.1 0. 0.0 1. 4.5 42.1

30.1


0.7

3.1

3.1

1.4

15.8

6.6

4.6

6.1


0.0

0.0

0.0

0.0

-23.2

0.0

0.0

-44.4


4.6 2.9 1.5 0 0.0

4.2 3.4 4.6 238


0 0.0 0 -0.1

1 -7.1 0 0.0


-0.7

-3.1

-3.1

-1.4

-15.8

0.0

0.0

-6.1


0 0.0

59


0.0

0.0

-2.4

-1.0

-8.2

0.0

-2.9

-5.5


1 -2.9

52


3 -10.4 2 =0 *0 0 2 =0
0 0
O 0.0 0 0 =0 =0 1 0
1 1
0 -1.0 =0 *0 =0 1 1 1

0 -1.0 1 *0 =0 *0 2 *8

0 -1.0 =0 *0 *0 *0 =0 *0

0 -0.4 1 *0 *0 *0 1 *0

0 -0.4 2 *0 *0 *0 2 *0

0 -2.1 =0 1 =0 *0 =0 1

0 -1.5 =0 =0 *0 *0 =0 =0

0 -2.5 0 *0 *0 *0 0 *0
2 0
0 0.0 2 1 1 =0 2 1

43 158 49


3 2 105.

3 5 38.


94. 89.5

38.100.0


7.6

0.0


3 6 90. 49. 54.4 13. 14.4


3 7 111. 83. 74.8 4. 3.6


4.8 3.

0.0 0.


5. 5.6 1.


1. 0.9 2.


2.9 31.5

0.0 59.0


5.5

6.2


1.1 1.0 0

7.4 1.8 0


0.0 0 0.0

0.0 2 -6.2


0.0

-7.4


1.1 49.8 6.3 6.4 1.8 0 0.0 0 0.0 1 -0.8


1.8 31.5 5.5 1.1 1.0 0 0.0 2 -1.9 0 -0.2


0.0

-1.8


1 1

0 0


1 -0.7 4 1 0


0 0.0 4 0 *0


0
3 ###
=0
0 ###

1

*0

*8
*0
*0

*"8

*8
*0
o ###

=0

37


=0 18 1

0 13 0
0 2

0 4 1
0 0

=0 5 0
0 2


1 =0

0 0
3 1 ###

0 0
1 1 ###

1 1
o o ###







UNIVERSITY OF FLORIDA
DATA DATE : SEPTEMBER 1, 2001 OFFICE OF ACADEMIC AFFAIRS RUN DATE : NOVEMBER 20, 2001
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001

VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS

WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # # % # % # % F B H 0 # % # % # % # % W B H 0 W B H 0

3 8 137. 68. 49.6 2. 1.5 5. 3.6 5. 3.6 54.8 6.5 7.9 2.0 7 -5.2 7 -5.1 6 -4.2 0 0.0 8 0 0 =0 9 1 2 1
0 6 4 0 ###
3 9 107. 63. 58.9 4. 3.7 3. 2.8 4. 3.7 31.5 5.5 1.1 1.0 0 0.0 2 -1.8 0 0.0 0 0.0 6 0 =0 1 6 0 =0 1
0 2 0 0 ###
310 40. 39. 97.5 3. 7.5 3. 7.5 0. 0.0 58.7 5.9 7.1 2.4 0 0.0 0 0.0 0 0.0 1 -2.4 10 =0 =0 0 10 =0 =0 0
0 0 0 1 ###
311 38. 4. 10.5 2. 5.3 1. 2.6 1. 2.6 31.5 5.5 1.1 1.0 8 -21.0 0 -0.3 0 0.0 0 0.0 0 *8 =0 =0 0 *0 =0 =0
8 0 0 0 ###
1 312 93. 65. 69.9 10. 10.8 3. 3.2 1. 1.1 46.9 6.2 5.5 1.7 0 0.0 0 0.0 2 -2.3 1 -0.6 2 =0 1 0 3 1 2 1
- 313 46. 17. 37.0 1. 2.2 2. 4.3 0. 0.0 54.8 6.5 7.9 2.0 8 -17.9 2 -4.3 2 -3.5 1 -2.0 4 0 0 0 4 0 0 1
4 2 2 0 ###
315 24. 21. 87.5 0. 0.0 0. 0.0 2. 8.3 54.8 6.5 7.9 2.0 0 0.0 2 -6.5 2 -7.9 0 0.0 13 0 1 =0 14 0 1 =0
0 2 1 0 ###
317 56. 32. 57.1 2. 3.6 0. 0.0 2. 3.6 45.3 3.9 4.4 1.1 0 0.0 0 -0.3 2 -4.4 0 0.0 5 1 0 =0 5 1 0 =0
0 0 2 0 ##
320 33. 11. 33.3 0. 0.0 0. 0.0 1. 3.0 49.0 5.9 6.6 2.4 5 -15.6 2 -5.9 2 -6.6 0 0.0 4 1 0 =0 4 1 0 =0
1 1 2 0 ###
325 66. 9. 13.6 3. 4.5 0. 0.0 3. 4.5 53.0 6.5 6.9 2.3 26 -39.4 1 -2.0 5 -6.9 0 0.0 0 0 0 =0 0 0 0 1
26 1 5 0 ###
330 48. 18. 37.5 1. 2.1 1. 2.1 3. 6.3 51.4 6.8 6.9 2.6 7 -13.9 2 -4.7 2 -4.9 0 0.0 3 0 0 1 3 0 0 1
4 2 2 0 ###
335 74. 20. 27.0 5. 6.8 6. 8.1 2. 2.7 54.8 6.5 7.9 2.0 21 -27.8 0 0.0 0 0.0 0 0.0 7 1 =0 1 8 1 =0 1
13 0 0 0 ###








a 0








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # # % # % # % W B H O W B H O


166. 48. 28.9 3.

29. 20. 69.0 0.

98. 84. 85.7 10.


82. 44. 53.7 6.

61. 52. 85.2 15.

173.107. 61.8 10.

74. 59. 79.7 15.

141.133. 94.3 8.


58. 44. 75.9 4.

15. 7. 46.7 1.

47. 25. 53.2 0.

34. 16. 47.1 2.


1.8 6. 3.6 7. 4.2 32.7 5.0 1.0 0.9 6 -3.8 5 -3.2 0.0 0 0.0 2 0 =0 =0 3 1
3 4


0.0

10.2


7.3

24.6

5.8

20.3

5.7

6.9

6.7

0.0


5.9


13.8 60.1 7.3

1.0 54.8 6.5


2.4 54.8 6.5

1.6 58.4 10.6

1.7 44.1 5.2

2.7 54.8 6.5

0.0 60.4 6.8


0.0 54.6 6.9

0.0 54.8 6.5

6.4 49.0 16.9

8.8 55.6 5.9


382 227.110. 48.5 5. 2.2 9. 4.0 26. 11.5 54.8 6.5


2.4

2.0


2.0

2.1

1.6

2.0

1.8


1.6

2.0

1.7

2.6


0.0 2 -7.3 0

0.0 0 0.0 7


-1.2 0 0.0 5

0.0 0 0.0 3

0.0 0 0.0 1

0.0 0 0.0 4

0.0 2 -1.1 8


0.0 0 0.0 1

-8.2 0 0.0 0

0.0 8 -16.9 0


-8.5 0 0.0 0


0.0

-6.8


-6.6

-4.3


-0.8

-5.1

-5.5

-1.0

-1.2

-0.4

-1.4


7.9 2.0 14 -6.4 10 -4.3 9 -3.9 0


1 1
0 0 ###


0.0 3 0 =0 =0 4 0 1 =0
0 2 0 0 ###
-1.0 8 =0 1 0 13 2 1 1
0 0 6 0 ###

0.0 5 =0 0 =0 10 2 1 1
0 0 4 0 ###
-0.5 9 =0 0 *0 13 1 0 *0
0 0 3 0 ###
0.0 10 3 1 =0 12 4 1 =0

0.0 5 2 1 =0 7 2 1 =0
0 0 3 0 ###
-1.8 8 0 0 1 10 0 1 1
0 2 7 2 ###
-1.6 7 *0 0 0 8 1 0 0
0 0 1 1 ###
-2.0 1 =0 *0 *0 1 =0 *0 *0

0.0 =0 0 *0 =0 =0 0 *0 =0
0 8 0 0 ###
0.0 1 *0 *0 =0 1 *0 *0 =0
2 0 0 0 ###
0.0 26 1 3 7 27 1 3 8
o 9 6 o ###


337


340

345


347

350

351

352

355

360

365

370

380









DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
--------------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # # % # % F B H O # % # % # % # % W B H 0 W B H 0
--------------------------------------------------------------------------------------------------------------------------------------


383 47. 28. 59.6


384 216.116.

385 20. 13.

386 42. 28.

387 11. 6.

388 8. 6.

390 42. 13.

392 31. 1.

395 2. 0.

397 10. 8.

398 56. 35.

TOTA2796.


53.7

65.0

66.7

54.5

75.0

31.0

3.2

0.0

80.0

62.5


0. 0.0 2. 4.3 4. 8.5 54.8 6.5 7.9 2.0 0


2.3 16.

0.0 0.

0.0 1.

27.3 1.

0.0 0.

0.0 2.

0.0 0.

0.0 0.

0.0 0.

5.4 3.


7.4 17.

0.0 0.

2.4 2.

9.1 1.

0.0 0.

4.8 3.

0.0 1.

0.0 0.

0.0 0.

5.4 2.


7.9 54.8

0.0 46.8

4.8 79.2

9.1 76.1

0.0 76.0

7.1 47.8

3.2 54.8

0.0 42.9

0.0 55.1

3.6 54.8

49.8


6.5

2.8

8.6

7.3

5.3

5.6

6.5

3.5

6.6

6.5

6.4


7.9

0.8

0.2

0.9
1.0

7.1

7.9

3.9

7.7

7.9

5.6


2.0

2.3

0.4

1.8

1.9

1.7

2.0

1.0

2.3

2.0

1.7


0.0 3 -6.5 2 -3.6 0


2 -1.1

0 0.0

5 -12.6

2 -21.6

0 -1.0

7 -16.8

16 -51.6

1 -42.9

0 0.0

0 0.0

140


-4.2

-2.8

-8.6

0.0

-5.3

-5.6

-6.5

-3.5

-6.6

-1.2


-0.4

-0.8

0.0

0.0

-1.0

-2.3

-7.9

-3.9

-7.7

-2.5


0.0 4 0 1 1 4 0 1 1
0 3 1 0 ###

0.0 21 1 4 3 29 2 5 4
0 7 0 0 ###
-2.3 4 0 *0 *0 6 0 *0 *0
0 1 0 0 ###

0.0 10 0 2 =0 11 0 2 1
0 4 0 0 ###

0.0 9 =0 =0 1 9 =0 =0 1

-1.9 2 *0 *0 *0 2 *8 *0 *0

0.0 4 0 0 =0 5 0 0 =0
2 2 1 0 ###

0.0 0 0 0 1 0 0 0 1
16 2 2 0 ###

-1.0 0 *0 *8 *8 0 *0 *0 *0
1 0 0 0 ###

-2.3 1 0 0 *8 2 1 0 *0
0 0 1 0 ###

0.0 4 0 0 =0 5 2 0 =0
0 0 1 0 ###

80 64 58 6


410 318.298. 93.7 39. 12.3 8. 2.5 4. 1.3 57.3


A


7.6 6.2 2.0 0 0.0


A


0 0.0 12 -3.7


2 -0.7 29 2 1 0 42 3 1 0
0 0 11 2 ###


e







UNIVERSITY OF FLORIDA
DATA DATE : SEPTEMBER 1, 2001 OFFICE OF ACADEMIC AFFAIRS RUN DATE : NOVEMBER 20, 2001
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001

VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % % % W B H O W B H

412 55. 35. 63.6 9. 16.4 1. 1.8 1. 1.8 58.8 10.7 6.6 2.6 0 0.0 0 0.0 3 -4.8 0 -0.8 9 2 0 1 12 4 1 1
0 0 2 0 ###
420 52. 44. 84.6 16. 30.8 1. 1.9 2. 3.8 67.2 22.7 5.8 1.0 0 0.0 0 0.0 2 -3.9 0 0.0 10 4 1 =0 10 4 1 =0
0 0 1 0 ###
425 283.230. 81.3 83. 29.3 9. 3.2 3. 1.1 57.0 31.4 4.8 2.0 0 0.0 6 -2.1 5 -1.6 3 -0.9 86 20 4 0 96 26 6 0
0 0 0 3 ###
430 58. 36. 62.1 19. 32.8 1. 1.7 0. 0.0 54.5 18.8 8.3 1.7 0 0.0 0 0.0 4 -6.6 1 -1.7 36 8 0 0 49 17 2 0
0 0 2 1 ###
432 19. 13. 68.4 5. 26.3 1. 5.3 0. 0.0 71.8 49.8 3.8 1.0 1 -3.3 4 -23.5 0 0.0 0 -1.0 6 0 =0 *0 6 0 =0 *0
0 4 0 0 ###
435 6. 5. 83.3 4. 66.7 0. 0.0 0. 0.0 52.9 18.1 7.9 2.0 0 0.0 0.0 0 -7.9 0 -2.0 13 1 *0 *0 15 1 *0 *0
437 65. 65.100.0 27. 41.5 13. 20.0 0. 0.0 43.2 24.0 13.7 1.0 0 0.0 0 0.0 0 0.0 1 -1.0 1 1 =0 0 3 3 =0 0
0 0 0 1 ###
440 143.132. 92.3 32. 22.4 3. 2.1 4. 2.8 67.7 21.2 6.3 4.0 0 0.0 0 0.0 6 -4.2 2 -1.2 16 3 1 1 26 7 2 1
0 0 4 1 ###
445 68. 58. 85.3 16. 23.5 2. 2.9 2. 2.9 52.9 18.1 7.9 2.0 0 0.0 0 0.0 3 -4.9 0 0.0 15 3 0 =0 25 6 1 =0
0 0 2 0 ###
450 77. 77.100.0 13. 16.9 2. 2.6 1. 1.3 90.7 15.6 2.7 1.1 0 0.0 0 0.0 0 -0.1 0 0.0 9 =0 *0 =0 19 3 *" =0

452 3. 3.100.0 1. 33.3 0. 0.0 0. 0.0 89.0 14.7 4.4 0.3 0 0.0 0 0.0 0 -4.4 0 -0.3 1 =0 *0 *0 1 =0 *0 *0

455 353.346. 98.0 55. 15.6 10. 2.8 2. 0.6 32.0 7.7 3.0 0.9 0 0.0 0 0.0 1 -0.2 1 -0.3104 10 3 0139 15 4 1
457 39. 38. 97.4 8. 20.5 1. 2.6 0. 0.0 32.2 9.5 2.6 1.1 0 0.0 0 0.0 0 -0.1 0 -1.1 4 =0 *0 *0 11 3 1 *0
460 144.136. 94.4 19. 13.2 12. 8.3 5. 3.5 65.5 19.9 6.1 2.3 0 0.0 10 -6.7 0 0.0 0 0.0 77 8 2 =0 99 15 4 =0


0.0 0 -0.5 1 -7.9 0 -2.0 11 *0 0 *0 16 2 1 *0


462 17. 17.100.0 3. 17.6 0.


0.0 0. 0.0 52.9 18.1 7.9 2.0 0








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H O


465 20. 18. 90.0 5. 25.0 0. 0.0 1.

475 524.477. 91.0 62. 11.8 14. 2.7 9.

TOTA2244.


74.

34.

69.

114.

14.

75.

11.

52.

24.

62.


46. 62.2

24. 70.6

17. 24.6

22. 19.3

3. 21.4

63. 84.0

11.100.0

48. 92.3

0. 0.0

7. 11.3


12.2

29.4

8.7

13.2

14.3

18.7

27.3

17.3

8.3

12.9


5.0 59.0 21.8 6.7


1.7 70.9

58.1


2.7

0.0

0.0

5.3

0.0

1.3

18.2

9.6

0.0

3.2


62.7

52.9

49.4

44.6

52.9

72.8

43.2

52.9

47.2

45.6


25.0

18.8




13.1

18.1

7.9

17.8

18.1

34.5

23.9

18.1

18.1

19.6


1.7 0 0.0 0 0.0 1 -6.7 0 0.0 40 9 1 =0 58 15


2.7 4.6 0

4.8 2.5 1


6.2

7.9

6.8

5.2

7.9

7.9

13.6

7.9

7.5

7.2


0.0 69 -13.2

89


-0.6

0.0

-24.8

-25.3

-31.5

0.0

0.0

0.0

-47.2

-34.3


-0.9

0.0

0.0

-4.7

-3.9

-15.8


0.0

-0.8

-9.8

-6.7


0.0 15 -2.9 55 3 *" 0 69 6
0 63

25 0 67


-1.0

0.0

0.0

-0.7

0.0

0.0

-1.0

0.0

-1.7


-1.6


-3.5

-7.9

-6.8

0.0

-7.9

-6.5


0.0

0.0

-7.5


-3.9


0


1 2

1 1
0 14 ###

!2 22


0
1 ###
=0
0 ###
=0
0 ###
0
1 ###

2
0 ###
=0
0 ###
*8

=0
*8
0 ###

0
1 i##


w


a








DATA DATE : SEPTEMBER 1, 2001


0

UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS


WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % % % W B H W B H O


547 69. 13. 18.8 19. 27.5


570

575

580

583

585


587

TOTA

6.


68

69

610


12.

78.

133.

47.

69.


40.


977.




76.

49.

47.


25.0

23.1

43.6

63.8

52.2

67.5


0. 0.0

10. 20.4

0. 0.0


8.3

2.6

12.0

21.3

10.1


40.0







21.1

24.5


42.6


6. 8.7 0. 0.0 52.9 18.1


0.0

1.3

3.8

6.4

4.3


0.0







0.0

0.0


4.3


54.5

52.8

53.4

54.0


52.9


52.9

53.4


1.3 48.4

0.0 45.5


0.0 52.9


7.9 2.0 23 -34.0


18.7

18.4

18.7

19.8

18.1


18.1

18.6




18.4

23.9


18.1


-29.5

-29.7

-9.8

0.0

-0.7


0.0


37 -48.4

12 -25.1


25 -52.9


0.0 0 0.0 1 -2.0 2 =0 1 0 5 2 2 0
18 0 0 1 ###


-10.4

-15.8

-6.7

0.0


-8.0


0.0







0.0

0.0


0.0
0.0


-8.1

-6.4


-3.5

-0.6


-3.5


-7.9







-7.0

-7.0


-3.6


-2.1

0.0

0.0

-1.8


0.0


-2.0







-0.4

-1.7


-2.0


*0 0
37

0 1
11

0 0
25


*0
0 ###

0
1 ###

0
1 ###








DATA DATE : SEPTEMBER 1, 2001


UNIVERSITY OF FLORIDA
OFFICE OF ACADEMIC AFFAIRS
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001


RUN DATE : NOVEMBER 20, 2001


VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
------------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % # % # % W B H O W B H O
--------------------------------------------------------------------------------------------------------------------------------------


612 101. 1. 1.0 5. 5.0 4. 4.0 0. 0.0 18.6 14.2


212.

485.


21. 1.

64. 48.

64. 2.

19. 13.

49. 32.

423.269.

23. 0.


1. 0.5 24. 11.3 4.


4.8 6.

75.0 33.

3.1 33.

68.4 18.

65.3 47.

63.6355.

0.0 2.


1.9 2. 0.9


28.6

51.6

51.6

94.7

95.9

83.9

8.7


0.0

29.7

6.3

0.0

0.0

1.4

0.0


52.9

44.3




52.9

43.2

30.7

51.9

45.7

43.2

37.6


18.1

17.9




18.1

23.9

46.0

59.7

55.1

23.9

26.9


4.6 1.3 18 -17.6


7.9

6.9




7.9

13.6

9.6

6.5

6.5

13.6

5.4


2.0111 -52.4

1.8 203


-48.1

0.0

-27.6

0.0

0.0

0.0

-37.6


9 -9.2 1 -0.6 1 -1.3 0 0 0


-6.8 13 -6.0

24


0.0

0.0

0.0

0.0

0.0

0.0

-18.2


-7.9

-13.6

-9.6

-6.5

-6.5

-12.8

-1.1


-1.0 0 0 0


-2.0

0.0

0.0

-0.5

-1.5

0.0

-2.0


723 45. 0. 0.0 19. 42.2


1. 2.2 1. 2.2 45.7 21.0 8.8


1.4 21 -45.7


e


0 0.0 3 -6.6


0 0.0 0 1 0 =0


0 1 0 =0
21 0 3 0 ##


e


613

TOTA


"7 1
71

72

713

717

718

719

722


0 0 0 0
18 9 1

0 0 1 0
111 13 13
202 22 23


0
1 ###
0
2 ##







UNIVERSITY OF FLORIDA
DATA DATE : SEPTEMBER 1, 2001 OFFICE OF ACADEMIC AFFAIRS RUN DATE : NOVEMBER 20, 2001
AFFIRMATIVE ACTION PLAN
SEPTEMBER, 2001

VICE PRESIDENT : 7 UNIVERSITY WIDE
DIVISION/COLLEGE : 9800 ALL DIVISIONS
-----------------------------------------------------------------------------------------------------------------------------------
WEIGHTED AVAILABILITY
ULTIMATE PLACEMENT NET NET
TOTAL CURRENT UTILIZATION & ANNUAL PLACEMENT CURRENT UNDERUTILIZATION ADDITIONAL ADDITIONAL
WORK- WOMEN BLACKS HISPAN. OTHER GOALS WOMEN BLACKS HISPAN. OTHER GOAL BY 9/01GOAL BY 9/02
FORCE # % # % # % # % F B H 0 # % # % % # % W B H O W B H O
-------------------------------------------------------------------------------------------------------------------------------------

750 80. 13. 16.3 11. 13.8 2. 2.5 2. 2.5 52.7 18.2 7.8 2.0 29 -36.4 4 -4.5 4 -5.3 0 0.0 2 3 0 =0 2 3 0 =0
27 1 4 0 ##
755 57. 22. 38.6 20. 35.1 0. 0.0 0. 0.0 52.9 18.1 7.9 2.0 8 -14.3 0 0.0 4 -7.9 1 -2.0 2 =0 0 0 3 =0 1 0
5 0 3 1 ###
7 45 6. 1. 16.7 5. 83.3 1. 16.7 0. 0.0 43.2 24.0 13.7 1.0 2 -26.5 0 0.0 0 0.0 0 -1.0 0 6 1 *0 0 6 1 *0
2 0 0 0 ##
7195 76. 37. 48.7 64. 84.2 3. 3.9 0. 0.0 48.2 27.4 4.8 1.5 0 0.0 0 0.0 1 -0.9 1 -1.5 3 3 0 0 3 3 0 0
0 0 1 1 ###
TOTA 927. ******************** 97 8 87 3 92 5 86 3
t'J











DEVELOPMENT AND EXECUTION OF PROGRAMS
41 CFR 60-2.13(f) and 60-2.24

The University of Florida conducts detailed analyses of University Support
Personnel System (USPS) and Administrative & Professional (A&P) position
descriptions to ensure that:

1. They accurately describe the functions of the positions.

2. They are consistent for the same position from one location to another
within the State University System.

These analyses are carried out by the Classification and Compensation Section of
University Personnel Services and are based upon State University System criteria.

Specifications for all positions are promulgated by the State University
System's Office of Human Resources and the Board of Regents, and are
administered locally by the University of Florida. By adhering to these policies,
the University of Florida and University Personnel Services ensure that all
classifications are made according to state specifications and are free from bias as
they relate to race, color, religion, gender or national origin, except where gender
is a bona fide occupational qualification.

Job descriptions and classification specifications are available from
University Personnel Services to the appropriate recruiting departments for every
job advertised and copies of job descriptions are provided to departments for their
use.

The University evaluates the total process of selection to ensure freedom
from bias and stereotyping, and thus, aid the attainment of goals and objectives.
This is accomplished in the following ways:

1. All personnel involved in recruiting, screening, selections, promotion,
disciplinary and related processes are carefully selected and trained to
ensure the elimination of bias in all personnel actions.

2. All persons with hiring authority observe the requirements of OFCCP
Uniform Guidelines on Employee Selection Procedures.


I G-1







Development and Execution of Programs (continued)


3. All persons with hiring authority for faculty and A&P positions must adhere
to the Search and Screen Guidelines (See Appendix I) set forth by the
University's Equal Opportunity Programs Office. The criteria and process
applied are reviewed to determine negative impacts on women and
minorities. This review is conducted by the Equal Opportunity Programs
Director with appropriate actions taken as needed for remedy of problems
incurred.

In order to increase the applicant pools for women, minorities, persons with
disabilities, disabled veterans and veterans of any period of wartime service, the
following procedures are implemented:

1. The following advertising sources service all affected classes and are
utilized on a regular basis (See Appendix III for complete listing):

a. Florida State Employment Service
b. Office of Blind Services
c. Office of Vocational Rehabilitation
d. Department of Health and Rehabilitative Services
e. Affirmative Action Register
f. U.S. Veterans Assistance Center
g. National Alliance of Businessmen
h. American Association of University Women
i. Black Issues in Higher Education
j. Chronicle for Higher Education

2. Active recruiting programs are carried out at junior colleges and colleges
with traditionally predominant minority or female enrollments.

3. When conducting formal presentations with representatives from recruiting
sources, full descriptions of the job openings are given along with an
explanation of the total selection process. Additionally, minority and
female employees are selected for making the presentations.

4. When brochures are used as recruitment tools, minority and female staff are
included.

5. Special efforts are made to include minorities and women on the staff of
University Personnel Services.


I G-2








Development and Execution of Programs (continued)


6. Minority and female employees are encouraged to refer applicants for
employment.

Further, the University ensures that minorities, females, persons with
disabilities, disabled veterans, and wartime veteran employees are given equal
opportunity for promotion by:

1. Posting and announcing vacancies throughout the University.

2. Initiating career enhancement programs to broaden employees' knowledge
of managerial skills, technical skills and other qualities that encourage and
provide opportunities for promotion.

3. Requiring supervisory personnel to submit written justification when
qualified minority or female employees are passed over for promotion.

4. Reviewing seniority practices and seniority clauses in union contracts to
ensure such practices or clauses are nondiscriminatory and do not have
negative impact on minorities and women.


I G-3











INTERNAL AUDIT AND REPORTING SYSTEMS
41 CFR 60-2.13(g) and 60-2.25







1. The University, through its Vice Provost for Minority Affairs, monitors
records of referrals, placements, transfers, promotions, and terminations at
all levels to ensure that the University's nondiscriminatory policy is carried
out.

2. The University requires formal reports from Colleges/Departments and all
Administrative Units, on a scheduled basis, to determine the degree in
which unit goals are attained and timetables are met.

3. The Vice Provost for Minority Affairs reviews internal reports with the
Provost who follows up with each Dean/Director for appropriate remedy, if
necessary.

4. The Vice Provost for Minority Affairs advises top management of their
program effectiveness and submits recommendations to improve
unsatisfactory performance where warranted.

The formal internal audit and reporting systems are transmitted through
quarterly compliance reports on hiring from departments to the Affirmative Action
Office. Reports are analyzed to determine if there is an adverse impact on
protected groups in the Applicant Flow, Promotions, New Hires, Demotions and
Transfers.

The University has established several interest groups to assist in the audit
and monitoring process. They are the Council on Affirmative Action, the Status of
Women, Equal Opportunity Officers, and the Disabled Student Needs Committee.


I H-1










SEX DISCRIMINATION GUIDELINES
41 CFR 60-2.20, 60-20, and 60-2.13(h)


The University of Florida personnel policies ensure that distinctions based
upon sex in employment practices, unless sex is a bona fide occupational
qualification, are prohibited. The University further guarantees a work
environment free of sexual harassment. Specifically:

1. Policies relating to recruiting and advertising expressly indicate that there
shall be no discrimination against employees on the basis of sex. Steps are
taken to make positions available to qualified applicants in all
classifications without regard to sex and to implement affirmative action to
encourage women to apply for positions where they may have been
previously excluded by practice.

2. All collective bargaining or written agreements on conditions of
employment are and will be consistent with these policies.

3. Jobs are available on an equitable basis to employees of both sexes based
on the individual's qualifications, unless sex is a bona fide occupational
qualification.

4. Employment opportunities, wages, hours, and other conditions of
employment are not applied with any distinction based upon sex. In the
area of insurance, pensions, and other similar "fringe benefits", the
University administers the State's contribution program the same for men
and women, and the resulting benefits are equal.

5. Marital status is not a criteria for differential treatment for either sex.
Similarly, the University does not deny employment to women or men with
young children.

6. Appropriate physical facilities are assured to both sexes, unless the
University is able to show that the construction of the facilities would be
unreasonable for such reasons as excessive expense or lack of space.

7. Length of service and job classification are not restricted or applied in
employment decision-making based on sex.


I I-1








Sexual Discrimination Guidelines (continued)

8. Female employees are not denied the right to any job that they are qualified
to perform in reliance upon any State of Florida "protective" law.

9. The application for leave of absence procedures does not penalize
employees in their condition of employment because time away from work
for a reasonable period of time is required for child-bearing or adoption
purposes.

10. There are no specified differences for male or female employees on the
basis of sex in either mandatory or optional retirement age.

11. Training programs are provided without regards to sex at all levels and in
all employee categories i.e., University Support Personnel System,
Administrative and Professional, and Faculty.

12. All conduct in the workplace is and will be free of any form of sexual
harassment. Sexual harassment constitutes a form of employee misconduct,
which undermines the integrity of the university. All employees and
students must be allowed to work in an environment free from unsolicited
and unwelcome sexual overtones. Sexual harassment does not refer to
occasional compliments; it refers to repeated behavior, which is not
welcome, which is personally offensive, and which interferes with the work
or educational effectiveness of its victims, their co-workers and fellow
students.

13. It is the policy of the University of Florida that no member of the
University community may sexually harass another. Any employee or
student will be subject to the appropriate disciplinary action for violation of
the policy. Violations of the policy should be reported to the Vice Provost
for Minority Affairs for assistance in filing a formal complaint or grievance.









0


I I-2










GUIDELINES ON DISCRIMINATION
BECAUSE OF RELIGION OR NATIONAL ORIGIN
41 CFR 60-50


The University takes affirmative steps to ensure that applicants and
employees are treated equally without regard to their religion or national origin.

The University undertakes the following outreach and positive recruitment
activities:

1. Reviewing its employment practices to determine whether members of
various religious and/or ethnic groups are receiving fair consideration for
job opportunities.

2. Communicating internally to all employees on a periodic basis its policy to
provide equal employment opportunity without regard to religion or
national origin.

3. Developing reasonable internal procedures to ensure that equal employment
opportunity without regard to religion or national origin is practiced.

4. Enlisting the assistance and support of all recruitment sources for the
University's commitment to provide equal employment opportunity without
regard to religion or national origin.

5. Using religious and ethnic media to announce institutional and employment
advertising.

The University generally accommodates the religious observances and
practices of employees unless the University can demonstrate that such is
unreasonable due to hardship on the conduct of university business. The following
may be considered undue hardships: (a) business and academic necessity,
(b) financial burden and expenses, and (c) resulting personnel problems.







I I-3










AFFIRMATIVE ACTION OBLIGATIONS OF CONTRACTORS AND
SUBCONTRACTORS FOR DISABLED VETERANS AND VETERANS OF
THE VIETNAM ERA
41 CFR 60-250, 60-744(c), 60-250.6(c), 60-741.44(e)


The University of Florida ensures that there will be no discrimination of
veteran status persons who are qualified and able to perform a job (with reasonable
accommodation to disabled veterans). Further, a veteran's status does not
constitute a bar to employment nor a deterrent in other personnel actions. Veteran
status is defined as follows:

1. Disabled Veteran: Any person entitled to disability compensation under
laws administered by the Veterans Administration for disability rated 30%
or more, or a person whose release from active duty was for a disability
incurred or aggravated in the line of duty.

2. Wartime Veteran: Chapter 295.07, Florida Statutes, provides preference in
appointment and retention in employment to veterans of any period of
wartime service as defined in subsection 1.01 (14), Florida Statutes.

Subsection 1.01(14), Florida Statutes, as amended by Chapter 92-80, Laws
of Florida, effective April 8, 1992, defines the term "veteran" and the
periods of wartime service as follows:

"1.01 Definitions.

(14) The term "veteran" means a person who served in the active
military, naval, or air service and who was discharged or released
therefrom under honorable conditions only or who later received an
upgraded discharge under honorable conditions, notwithstanding any
actions by the United States Department of Veterans Affairs on
individuals discharged or released with other than honorable
discharges. To receive benefits as a wartime veteran, a veteran must
have served during one of the following periods or wartime service...

(a) World War II: December 7, 1941, to December 31, 1946

(b) Korean Conflict: June 27, 1950, to January 31, 1955


I I-4







Veteran Practices and Procedures (continued)


(c) Vietnam Era: August 5, 1964 to May 7, 1975

(d) Persian Gulf War: August 2, 1990 and ending on the date
thereafter prescribed by presidential proclamation or by law."

The applicant must have served at least 1 day during a wartime period to be
eligible for veterans' preference.

The University's practices and procedures in this regard include the
following:

1. Reviewing and updating the Affirmative Action Program Plan annually.
Any significant changes in procedures, rights or benefits as a result of the
updating will be communicated to employees and applicants for
employment. A copy of the University of Florida Equal Opportunity
Affirmative Action Plan will be available during any workday (9:00 a.m.-
3:00 p.m.) for inspection by any employee or applicant in all offices of
major administrators (Deans, Directors, Vice Presidents), the Affirmative
Action Office, the Library and University Personnel Services.

2. Extending an invitation to disabled veterans and veterans of wartime
periods through the Employment Application Form to identify themselves
to the University if they wish to benefit under the Affirmative Action
Program Plan. The invitation states that the information requested is
voluntary, that refusal to provide it does not subject the applicant or
employee to any adverse treatment, and that it will be used only in
accordance with Chapter 295 Federal Statutes and Section 402 of the
Vietnam Era Readjustment Assistance Act of 1974 and the Federal
regulations promulgated pursuant to said Act. Information obtained by the
University in response to inquiries about an applicant's or employee's
physical or mental condition, or medical examination prior to employment
or change in employment status will be kept confidential to the extent
permitted by Florida Statute Chapter 119, except that:

a. Supervisors may be informed regarding accommodations and
restrictions on the work duties of disabled veterans; and


I I-5







Veteran Practices and Procedures (continued)


b. First aid and safety personnel may be informed, where and to the
extent appropriate, if the condition might require emergency
treatment; and

c. Government officials investigating compliance with Section 402 of
the Vietnam Era Veterans Readjustment Assistance Act of 1974
shall be informed.

Nothing in this section shall preclude an employee from informing the
University at any future time of his/her desire to benefit under the program.

3. Reviewing personnel processes to determine whether present procedures
with respect to staff and faculty positions provide careful, thorough and
systematic consideration of the job qualifications of covered veterans'
applicants and employees in hiring, promoting and training situations. The
Director of the Division of Personnel Services and the Provost are
responsible for implementation of this procedure.

4. Announcing vacancies through the State University System of Florida
Position Vacancy Announcement form, which results in the position being
listed and announced as outlined in the University's Search and Screen
Procedures. In addition, daily general position vacancy announcements by
a Division of Personnel Services include the statement "Minority, Women,
Veterans of wartime service and Persons with disabilities are encouraged to
apply."

5. Obtaining information about veteran preference status through a completed
University of Florida Employment Application and/or a resume. For this
purpose, Faculty and A&P applicants generally provide resumes.

6. Reviewing and systematically rating all applications according to the
education and experience factors provided. Veteran status will qualify the
applicant for additional points.

7. Reviewing physical or mental job qualification requirements to ensure that,
to the extent qualification requirements tend to screen out qualified disabled
veterans, the qualifications are job-related and consistent with business
necessity and safe performance of the job.


I I-6







Veteran Practices and Procedures (continued)


8. Relating qualification requirements to the specific job(s) for which the
individual is being considered, and ensuring that they will be consistent
with business necessity and safe performance of the job whenever applied
in an employment selection process, or in any employment process. The
University hastheburden o demonstrating compliance with this
requirement.

9. Compensating employees with veteran status without regard for any
disability income, pension or other benefit the applicant or employee
receives from another source when offering employment or promotions to
qualified applicants and employees.


I I-7










AFFIRMATIVE ACTION OBLIGATIONS OF CONTRACTORS AND
SUBCONTRACTORS FOR HANDICAPPED WORKERS
41 CFR 60-741, 60-744(c), 60-250.6(c), and 60-741.44(e)


The University of Florida ensures that there will be no discrimination of
individuals with disabilities who are qualified and able to perform a job (with
reasonable accommodation to persons with disabilities and disabled veterans).
Furthermore, a handicap will not constitute a bar to employment nor a deterrent in
other personnel actions.

An individual with a disability is defined as: Any person who (1) has a
physical or mental impairment which substantially limits one or more of such
person's major life activities, (2) has a record of such an impairment, or (3) is
regarded as having such an impairment.

The University's Practices and Procedures in this regard include the
following:

1. Reviewing and updating the Affirmative Action Program Plan annually.
Any significant changes in procedures, rights or benefits as a result of the
update will be communicated to employees and applicants for employment.
A copy of the University of Florida Equal Opportunity Affirmative Action
Plan will be available during any workday (9:00 a.m.- 3:00 p.m.) for
inspection by any employee or applicant in all offices of major
administrators (Deans, Directors and Vice Presidents), the Affirmative
Action Office and the Library.

2. Extending an invitation to persons who have the belief they have a
disability, as defined above, through the Employment Application Form to
identify themselves to the University if they wish to benefit under the
Affirmative Action Program Plan. Additionally, an invitation is extended to
persons with disabilities through a public statement announcement that is
posted on Equal Opportunity Job Announcement Bulletin Boards
throughout the University. All individuals who identify themselves are
provided the opportunity to advise the University of his/her need for
reasonable accommodations. The invitation is amended to state that the
information requested is voluntary, that refusal to provide it does not
0|


I I-8







Affirmative Action Obligations (continued)


subject the applicant or employee to any adverse treatment, and that it will
be used only in accordance with Section 503 of the Rehabilitation Act of
1973 and the Federal regulations promulgated pursuant to said Act.
Information obtained in response to inquiries about an applicant's or
employee's physical or mental condition, a medical examination prior to
employment or change in employment status will be kept confidential to the
extent permitted by Florida Statute Chapter 119, except that:

a. Supervisors may be informed regarding accommodations and
restrictions on the work duties of individuals with disabilities; and

b. First aid and safety personnel may be informed, where and to the
extent appropriate, if the condition might require emergency
treatment; and

c. Government officials investigating compliance with Section 503 of
the Rehabilitation Act of 1973 shall be informed.

Nothing in this section shall preclude an employee from informing the
University at any future time of his/her desire to benefit under the program.
Nor shall this section relieve the University of its obligation to take
affirmative action with respect to those applicants or employees of whose
disability the University has actual knowledge, provided that the University
is not obligated to search medical files to determine the existence of a
disability.

3. Designated University officials review personnel processes to determine
whether present procedures provide careful, thorough and systematic
considerations of the job qualifications of known employees with
disabilities in hiring, promotion and training situations.

4. Announcing vacancies through the State University System of Florida
Position Vacancy Announcement form, which results in the position being
listed and announced as outlined in the University's Search and Screen
Procedures (see Appendix II). In addition, daily general position vacancy
announcements by University Personnel Services include the statement
"Minority, Women, Veterans of wartime periods and Persons with
disabilities are encouraged to apply."


I I-9







Affirmative Action Obligations (continued)

5. Obtaining information from applicants about his/her physical disability
through a completed University of Florida Employment Application, which
requests such information and/or a resume. (Faculty and A&P applicants
generally provide resumes.)

6. Referring the disabled applicant to the office where the appropriate test is
administered and graded, if an examination is required for the vacant
position. The personnel technician will schedule the examination. Further,
referring the applicant to Santa Fe Community College Vocational Testing
Center and the Vocational Rehabilitation Center for assistance in
determining appropriate employment situations at the University.

7. Reviewing and systematically rating all applications according to education
and experience factors provided. Applicants are then ranked and referred
for interview in accordance with the number of interviews preferred by the
hiring department.

8. Reviewing physical or mental job qualification requirements to ensure that,
to the extent qualification requirements tend to screen out qualified
individuals with disabilities, the qualifications are job-related and consistent
with business necessity and safe performance of the job.

9. Relating qualification requirements to the specific job(s) for which the
individual is being considered, and ensuring that they will be consistent
with business necessity and safe performance of the job whenever applied
in an employment selection process, or in any employment process. The
University has the burden of demonstrating compliance with this
requirement.

10. Making reasonable accommodations for the physical and mental limitations
of qualified applicants and employees unless the University can
demonstrate that the accommodation imposes undue hardship in the
conduct of University business. Academic necessity, financial costs and
expenses may be considered, among other factors.

11. Not reducing the amount of compensation offered because of any disability
income, pension or other benefits the applicant or employee receives from
another source when offering employment or promotions to qualified
applicants and employees.


I I-10










AMERICANS WITH DISABILITIES ACT 1990 (ADA)
29 CFR 1630







The Americans with Disabilities Act of 1990 (ADA) is one of the most
critical pieces of legislation enacted in our recent history. Its impact on the
University of Florida's policies, procedures and practices has been justifiably
significant. Although the ADA of 1990 contains provisions for both employees
and students, outlined in this Affirmative Action Plan are those provisions related
to employees.

In addressing the employment provisions, the University completed a self-
assessment, which focuses on the most germane issues relative to this landmark
legislation. On the pages that follow, many questions are raised and thoroughly
answered with regard to the University's posture and plans for accommodating the
letter and spirit of this act. The University has a history of promoting all employee
needs in its policies, procedures and practices. However, existing efforts can
always stand improvement, thus the Americans with Disabilities Act of 1990
offers great opportunity for the university workplace. Not only does the existing
employee benefit, but persons who apply to the University for employment also
are entitled to additional benefits pursuant to the ADA of 1990.

Who is responsible for implementation? What mechanisms are currently in
place or being put in place to address the features of the Americans with
Disabilities Act of 1990? Why should the University comply? These and many
questions along the same "vein" are answered in the pages that follow.


I I-11










Americans With Disabilities Act of 1990

(Self Assessment Under Americans with Disabilities Act of 1990 (ADA), Title I
and Section 504 of the Rehabilitation Act of 1973 for University Support
Personnel System and Administrative and Professional Employees.)


(1) Is the Institution covered by ADA and Section 504 of the Rehabilitation
Act of 1973, as amended?

Yes. The Affirmative Action Plan approved by the Department of Health
and Human Services for University Support Personnel System (USPS) and
Administrative and Professional (A&P) employees and 6C1-1.0061 of the
Florida Administrative Code (FAC) extend both affirmative action and
equal opportunity to persons with disabilities. The efforts required in these
documents will be continued to ensure coordination and consistency in
ADA, section 503 and section 504 efforts.

(2) Discuss the general process whereby the institution recruits, advertises,
and processes forms and applications for employment.

The general process for recruiting, advertising, and processing forms and
applications for employment in USPS or A&P positions is described in
Chapter Seven of the University's Handbook on Business Procedure.

(3) List those aspects of the process described in (2) that discriminate (or
have the potential to discriminate) based on disability, including the selection
and accessibility of recruitment sites and advertising or other communications
to applicants that may not reach al persons with disabilities.

None.

(4) List all tests or selection criteria used for employment decisions. For
each, note the skill, achievement level, or other factors that the test or
criterion purports to measure.

The Central Employment Center only conducts one test; a Board of Regents
approved electronic typing exam for USPS applicants. Selection criteria for
referral of applicants to vacant positions is limited to the minimum


I 1-12







Americans with Disabilities Act of 1990 (continued)


eligibility criteria established by the State of Florida Board of Regents, any
bona fide occupational requirements of a position, and EEO/AA mandated
requirements. All resumes for A&P applicants who meet the qualifications
for a specific advertised vacancy are referred for consideration to the
department having the vacancy or to a selection committee, if one has been
appointed.

(5) For each test or criterion listed in (4), describe steps that will be taken
to ensure that it measures solely what it purports to measure and that
impaired sensory, manual, or speaking skills (unless those skills are the ones it
purports to measure) are not being measured as well.

The only test given is required by the State of Florida Board of Regents
who periodically conducts validation studies. Applicants with impaired
sensory, manual, or speaking skills may be given special assistance with the
test if in doing so, the integrity of the test is not jeopardized. We ensure
that impaired sensory, manual or speaking skills are not being measured by
assisting the applicant as necessary.

(6) Does the institution make available to employees and applicants for
employment tests that are designed for persons with impaired sensory,
manual, or speaking skills?

Yes, as stated above, on an individual basis, when needed, special
arrangements are made to provide for the testing of applicants with
impaired sensory, manual, or speaking skills. Test administrators must be
approved by University Personnel Services. The Employment Manager
coordinates the testing of applicants with disabilities to ensure they are
given appropriate consideration and assistance.

(7) List from (4) those tests or criteria that screen out (or tend to screen
out) applicants with disabilities or employees with disabilities.

Typing test for blind applicants.


I 1-13







Americans with Disabilities Act of 1990 (continued)


(8) For each test or criteria listed in (7), state whether the Chairman of the
EEOC and/or the Director of the OCR has identified any alternate tests or
criteria that do not screen out as many persons with disabilities. Where
alternate tests or criteria have been identified by the Chairman of the EEOC
or the Director of OCR, describe the steps that will be taken to employ these
alternates in place of those tests or criteria currently used.

None.

(9) For each test or criteria listed in (7) for which the Chairman of the
EEOC and/or the Director of OCR has not identified any alternates, either:
(A) provide background related to its validation as job-related; or (B) indicate
steps that will be taken to modify the test or criterion or discontinue its use for
classes of persons with disabilities who are screened out.

The State of Florida Board of Regents requires typing exams, with passing
scores of 35 cwpm, for clerk-typist, word processing, and secretarial
positions based on the title assigned to the position through the USPS
Classification Plan.

(10) Discuss steps that will be taken to ensure that no pre-employment
physical examinations are conducted for applicants who have not received
conditional offers of employment.

Pre-employment physical examinations are given only to applicants who
have been offered a position identified by the University's Division of
Environmental Health and Safety as requiring a physical. These positions
generally require patient care, food service, animal contact, physical labor,
or hazardous duty. Pre-employment physical examinations are never
conducted until after a conditional offer of employment is made.

(11) Will the institution be conducting pre-employment physical
examinations after conditional offers of employment are extended to all
applicants?

No. Pre-employment physical examinations are conducted only for those
applicants given a conditional offer of employment for positions previously
identified by the Division of Environmental Health and Safety at the
University of Florida as requiring a pre-employment physical.



I 1-14







Americans with Disabilities Act of 1990 (continued)


(12) Is the institution: (A) taking remedial action at the request of the
EEOC and/or OCR? (B) taking voluntary action to overcome effects of
conditions that resulted in limited participation in programs? (C) taking
affirmative action under ADA and section 503?

(A) No. We have not been requested by either the Chairman of the EEOC
or the Director of OCR to take any remedial action.

(B) Yes. Data is being gathered from applications if the applicant
voluntarily chooses to provide information. It is gathered solely for the
purpose of determining the extent of the pool of applicants with disabilities
and how this compares with those actually employed. Information
regarding disabilities is a supplement to the application form and is strictly
voluntary.

(C) Yes. Special assistance is given to locate appropriate employment on
an individual basis; for applicants who make known their disabilities that
they feel may limit their scope of opportunity. No special effort is made to
determine if a disability exists.

(13) Discuss, in general, the accessibility of the institution's facilities that are
used by employees and applicants (including the personnel office). Describe, in
general terms (with specific steps included in the Transition Plan),
modifications that are likely to be required in order to ensure equal
employment opportunity through reasonable accommodation.

Correction, where necessary in the University's facilities to ensure
accessibility to all applicants and employees, is being addressed thoroughly
in the section on Program Accessibility. We understand this includes plans
for modifications to all buildings not currently accessible to applicants with
disabilities.

(14) Describe briefly the institution's method of job classification and
description. Discuss any factors in this method, or any policies or procedures
related to the method, that discriminate on the basis of disability, have a
discriminatory effect, or otherwise classify, segregate, or limit persons based
on disability. For each, discuss steps that will be taken to modify the method
(or related policies or procedures) to ensure an absence of discrimination in
the future.


I 1-15







Americans with Disabilities Act of 1990 (continued)

Consider organizational structure changes, career lines of progression, and
seniority rights.

The University's method of job classification and description for USPS and
A&P is prescribed by the State University System Board of Regents in 6C-
5.910 of the FAC and in Chapter Seven of the University's Handbook on
Business Procedure. Copies of both Chapters are included in the Appendix.
None of the factors used are discriminatory.

(15) Will the institution be analyzing all job descriptions at once to
determine essential and nonessential functions for each, or will essential and
nonessential functions be determined prior to posting or advertising a
position?

As job descriptions are submitted to Personnel for approval for both USPS
and A&P positions, a determination of essential functions is indicated with
the letter "E" in the left-hand margin. Also, as job vacancy requisitions are
received for posting and advertising, any special qualifications indicated are
verified as essential for the job.

(16) Describe briefly the institution's system of wage and salary
administration. Discuss any factors in this system, or any policies or
procedures related to this system, that discriminate (or have the effect of
discriminating) on the basis of disability. For each, describe steps that will be
taken to ensure an absence of discrimination in the future. Consider actions
related to rates of pay or compensation, or changes in rates of pay or
compensation.

The University's system of wage and salary administration for USPS and
A&P services is prescribed by the State University System Board of
Regents in 6C5.915 of the FAC and Chapter Seven of the Handbook on
Business Procedure. There are no discriminating factors on the basis of
disability.

(17) Based on a review of all pertinent policies, procedures, and practices
related to employment, discuss any discrimination (or potential for
discrimination) that may exist in personnel actions such as hiring, upgrading,
promotion, the award of tenure, demotion, transfer, lay-off, termination, the
right of return from lay-off, and re-hiring.


I 1-16







Americans with Disabilities Act of 1990 (continued)


Describe, for each, steps that will be taken to ensure an absence of
discrimination in the future.

State and University policies, procedures, and practices for USPS service
and A&P specifically prohibit discrimination on the basis of disability in
personnel actions such as hiring, upgrading, promotion, demotion, transfer,
lay-off, termination, the right of return from lay-off, and re-hiring. Every
effort is made to abide by these required policies, procedures, and practices
within the guidelines of reasonable accommodation.

(18) List any contractual relationships that the institution has with regard to
its employees, including those with employment or referral agencies, labor
unions, providers or administrators of fringe benefits, or training and
apprenticeship programs.

The University, through the Board of Regents/SUS, has the following
contractual relationships with regards to its USPS and A&P employees:

1. a. United Faculty of Florida
b. Professional Health Care Unit, FNA
c. Human Services Unit, AFSCME
d. Law Enforcement Bargaining Unit, FPBA
e. Professional Unit, AFSCME
f. Operational Unit, AFSCME
2. HRH Insurance Agency
3. CNA Insurance

(19) Based on a review of the specific terms of collective bargaining
agreements listed in (18), and/or the institution's experience in dealing with
the unions involved, list the terms or practices that result in discrimination on
the basis of disability (or could result in discrimination based on disability).
For each, discuss steps that will be taken to re-negotiate contractual terms or
eliminate discriminatory practices to ensure nondiscrimination in the future.

All collective bargaining agreements contain a nondiscrimination clause in
accordance with state and federal laws.

(20) Based on a review of the specific terms of fringe benefit plans listed in
(18), including medical, hospital, accident and life insurance and retirement
policies or plans, whether they are administered by the institution or by an


I 1-17







Americans with Disabilities Act of 1990 (continued)

outside carrier, list terms that discriminate on the basis of disability. For
each, discuss steps that will be taken to modify terms to ensure non-
discrimination in the future.

The state retirement plans and all insurance policies offered by the
University are available to all new employees within the first sixty days of
employment without evidence of insurability. Participation in the FRS
retirement plan is automatic for all employees and does not require an
employee contribution. Optional retirement plans' eligibility applies to
specific class titles and provides for elective employee contributions.

(21) List the terms of any other contractual relationships listed in (18) (in
addition to those in collective bargaining and fringe benefit contracts) that are
discriminatory (or have the potential to be discriminatory). Discuss, for each,
steps that will be taken to modify such terms to ensure an absence of
discrimination in the future.

There are no other contractual relationships.

(22) Discuss briefly the social, recreational, and other similar opportunities
that the institution makes available to its employees. Discuss any steps that
may be required to ensure that such opportunities are not limited for
employees with disabilities.

The University has bus services and special parking throughout the
campus for persons with disabilities. There are continuous social and
recreational opportunities on the campus accessible to persons with
disabilities such as theater, concerts, swimming, tennis, handball, pool,
bowling plus sports events such as football and basketball.

(23) List all programs of leave granted by the institution, including leaves of
absence, vacation, sick leave, sabbatical leave, and any others. Based on a
review of policies and procedures governing the leave programs, discuss, for
each, modifications that may be required to ensure nondiscrimination.

Leave policies are prescribed for USPS and A&P in 6C-5.920 of the FAC
and Chapter Seven of the Handbook on Business Procedure. Copies of
these regulations are available. Leave policies and procedures are
prescribed and administered on an equal basis for all employees.


I 1-18







Americans with Disabilities Act of 1990 (continued)


(24) Describe all programs of apprenticeship, internship, and staff or
professional development that the institution offers to its employees. Based on
a review of policies and procedures governing such programs, and procedures
used for selecting and providing support to employees for such programs,
describe steps that will be necessary to ensure future nondiscrimination for
employees with disabilities.

The University of Florida has an apprenticeship program that is approved
by the State Department of Apprenticeship. As such, the apprenticeship
program complies with all state and federal laws regarding
nondiscrimination. Up to six hours of college credit course work per
semester, tuition-free, is available to full-time employees. Policy and
procedure training is available to all employees periodically and a variety of
supervisory training programs are offered to employees working in an
authorized supervisory capacity. There is no discrimination on the basis of
disability in the selection of employees for participation in any of these
programs.

(25) Based on a review of all policies, procedures, and practices of staff and
faculty committees, councils, or senates, discuss any factors in the voting or
selection processes, and the activities of such groups (including the
accessibility of their meeting sites), that discriminate on the basis of disability.
Describe steps that will be taken to ensure equal opportunities for staff and
faculty with disabilities.

There are a number of University committees where final appointments of
members are made by the University President. Each college/division has a
designated EEO officer. There are no known factors in the selection
process that discriminate on the basis of disability.

(26) List any parking or housing facilities that the institution makes
available to its employees (or applicants for employment). For each facility,
indicate whether or not accessibility has been achieved for persons with
disabilities, and, if not, what steps will be taken to ensure an equal opportunity
for persons with disabilities to use such facilities. Include in this analysis any
policies or procedures related to such facilities that discriminate (or have the
potential to discriminate) against persons with disabilities.

There are no housing facilities at the University specifically for employees
or applicants. There are guestrooms for a fee available to the general public


I 1-19







Americans with Disabilities Act of 1990 (continued)


in the J. Wayne Reitz Union which employees or applicants may rent.
These are accessible by ramps to the building and elevators to the guest
room floor. All parking areas have reserved spaces for persons with
disabilities. A parking map is available.

(27) Institutions must develop some standards for determining whether an
accommodation to the known physical or mental limitations of an otherwise
qualified applicant or employee with a disability is "reasonable" or imposes an
"undue hardship." Using the criteria set forth in paragraph 84-12(c) describe
the general standards that will be used for making these determinations. Also,
based on these standards, give some examples of accommodations that would
be reasonable and accommodations that would impose an undue hardship.

The general standard being used to determine whether an accommodation to
a person who has a known physical or mental limitation is reasonable or
imposes an undue hardship is as follows:

a. Whether the applicant meets the state's minimum qualifications
required for the position vacancy.
b. Whether the applicant can meet necessary physical requirements of
the job.
c. Whether the applicant can perform the job without endangering
himself or herself or any other employee or impose undue hardship
on another employee.
d. Whether the applicant can perform the essential functions of the job
with or without a reasonable accommodation.

Examples of reasonable accommodations are as follows:

a. Eliminating unnecessary physical requirements of a job.
b. Rearranging the workstation to accommodate a person with a
physically disabling condition so long as it does not seriously impair
the facilities or seriously inhibit the ability of other employees to do
their jobs.





0


I 1-20







Americans with Disabilities Act of 1990 (continued)


Examples of accommodations that would impose an undue hardship are as
follows:

a. Hiring an employee who has a disability with documented
impairment that very likely would require emergency medical
treatment by authorized medical personnel as much as three times a
day. This is an actual example of an applicant who suffered from
severe epilepsy, and who stated he did not always take his
medication because he didn't want to and had as many as three grand
mal seizures in one day.
b. Hiring an applicant whose physical impairment was such that the
essential functions of the position would have to be reassigned to
other employees and the employee with disabilities, in effect, would
not be performing the job for which they were hired.

(28) Describe the general process whereby accommodations will be made for
applicants who require them. Will there be a person to contact for all
employees interviewing someone (or in the process of hiring someone) who may
require accommodation? Discuss this and similar organizational factors
related to the process whereby accommodations will be made.

For applicants for USPS or A&P positions, the University makes the
following accommodations:

a. Assists with the completion of applications or other forms for
employment consideration.
b. Adjusts test requirements to meet the needs of applicants with
disabilities such as reading the test to the applicant, giving individual
tests at special locations easily accessible to applicants with
disabilities, and away from group situations that might contribute to
lowered performance.
c. Ensuring access to any and all buildings and movement anywhere
within those buildings.

The Employment Managers in Central Employment are the contact persons
for assistance with accommodations for applicants with disabilities.


I 1-21







Americans with Disabilities Act of 1990 (continued)


(29) Describe the steps that will be taken to ensure adequate documentation
of any decisions regarding refusal to hire or promote due to undue hardship.
Discuss also organizational factors, such as those in (28), regarding authority
to make decisions based on undue hardship.

An applicant's disability is not made known to hiring authorities. Hiring
authorities select applicants to be interviewed electronically, which provide
lists of eligible applicants. All departments are required to document why
they did not hire or promote any applicant interviewed.

(30) Have grievance procedures been established that will allow employees
to file complaints with the institution on matters related to the ADA and
section 504?

Grievance procedures that will allow employees to file complaints with the
University on matters related to section 504 are prescribed for USPS and
A&P in 6C-5.950 of the FAC, Chapter Seven of the Handbook on Business
Procedure, and in each collective bargaining agreement.

(31) List steps that will be taken to notify all employees on a periodic basis of
the institution's obligations under the ADA and section 504, and of specific
prohibitions or requirements.

Employees have and will continue to be notified of the University's
obligations under the ADA and section 504 through employee handbooks,
collective bargaining agreements, training sessions, and consultation with
Employee Relations Advisors.

(32) Discuss the procedure to be followed and the schedule for developing
Summary Report Forms for all steps to be taken as a result of this chapter on
"Employment."

An institutional self-evaluation Summary Report Form has already been
developed. The notification agreed to in answer to question thirty-one is
indicated on the Summary Report Form attached.




0


I 1-22











ADA AND SECTION 504 SELF-EVALUATION
INSTITUTIONAL SELF-EVALUATION
SUMMARY REPORT FORM


7,8
(Question #)


1. Noncompliance identified:
tvninl exams to blind annlicants.


No current method to provide


2. Contact Person:


Assistant Director or Emnlovment Manager


3. Person responsible for completion: Jack Heidler
Phone: 392-4621 Department: Central Employment Center


4. Recommended actions to be taken: Provide a typing text, using a
Braille typewriter, if viable, to blind applicants as needed.


I 1-23


10/20/92
(Date)


tvning exams to blind annlicants.--


Assistant Dirctor or Em- lvment Manaee








Data
Analyses










INTRODUCTION


This update of the Affirmative Action Plan for 2001 focuses on analysis of
University workforce data and other statistical personnel transactions that were
effective during the time span of September 1, 2000 through August 31, 2001.
Careful attention has been paid to presenting the most conclusive and in-depth
interpretation of employment activities for this reporting period. This section
presents the University of Florida workforce by race and gender. An analysis of
the workforce is illustrated university-wide, by Vice Presidential unit, by
department and by discipline. Employees are divided into Equal Employment
Opportunity (EEO) Categories, Subgroups and Job Groups.

Some comparisons have also been made to allow for the most accurate
interpretation and/or analysis of the applicable parameters. The state's
Classification Restructure Program, with its vast and massive rearrangement of
positions, has impeded long-term historical comparative analysis. However, some
reasonable assessments and conclusions can be drawn regarding the total
workforce composition. In this regard, the University of Florida's total workforce
has been affected by the appropriations of the state's legislators, as the State of
Florida restructures, reevaluates and rethinks its budgetary priorities. Yet, some
comparisons can be made between 2000 and 2001, as both workforces are post-
restructured.

Further, the University has specific goals aimed at remedying the disparities
that have existed over the years. Section F, Establishment of Timetables and Goals
by job group are outlined and provide an understanding of the University's plans
(as they relate to hiring) toward alleviating longstanding and current
underutilization of women and minorities.


II A-1











UNIVERSITY WORKFORCE UTILIZATION ANALYSIS
41 CFR 60-2.11 (a) (b)


In the following, an in-depth analysis of the workforce is depicted through a series
of analyses comparing and contrasting employment composition and utilization. This
task is met by discussing the different categories, job-groups, gender, and racial
minorities in Tables: I, I-A, II, III, IV, V-A V-F, and VI-A VI-F.

Table I and Table I-A compare the distribution of employees, university-wide, by
race and gender from 2000 to 2001. In addition to these designations, these tables are also
divided by EEO Category and the following is an analysis of each EEO Category

This year, the largest category of employees university-wide is the Instructional
Faculty, which currently has three thousand, five hundred and eleven (3,511) employees.
Conversely, the smallest category of employees is the Skilled Crafts that contains four
hundred and eighty-five (485) employees.

In terms of gender, the largest employment of Women exists in the
Secretarial/Clerical category in the total of two thousand and twenty-eight (2,028), which
makes up 90.4 percent of this category. Men, on the other hand, are concentrated in the
Instructional Faculty holding a record of two thousand, four hundred and seventy-seven
(2,477) or 70.5 percent of this category's population.

As far as race, Whites and Hispanics are found heavily in the Instructional Faculty
with a total of two thousand, nine hundred and forty-one (2,941) White employees and
one hundred and forty-three (143) Hispanic employees. Blacks, in contrast, are found
more abundant in the category of Service/Maintenance, holding a sum of six hundred and
thirteen (613), which is 66.1 percent of this category. However, in the category of
Executive, Administrative and Managerial Blacks as well as Hispanics hold a low record
of twenty (20) positions for Blacks and six (6) positions for Hispanics.

Section I-F of this plan outlines the University's hiring goals by EEO Category and
by Job Group for Women and Racial minorities.


II B-1




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