Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts

The workforce showed a slight gain over the time period between 2009 and 2013, beginning with 5,290 employees in 2009 and ending with 5,332 employees in 2013. The overall percentage of minorities increased from 16.6 in 2009 to 17.1 in 2013. The overall percentage of females increased to 50.8 in 2013.

For minorities, growth on both a headcount and percentage basis over this five year period occurred in the following categories: Faculty, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance. In the Faculty, the number of minorities increased by 30, from 250 in 2009 to 280 in 2013, and the percentage representation increased to 18.9 in 2013. The number of minorities employed in Service/Maintenance grew from 224 in 2009 to 229 in 2013, and the percentage representation increased to 32.8. In the Technical/Paraprofessional area, the number of minority employees increased by 13, from 30 in 2009 to 43 (12.0%) in 2013. The number of minorities in Skilled Crafts increased from 11 (4.8%) in 2009 to 12 (5.3%) in 2013. In the EAM category, the number of minorities decreased by three, from 16 in 2009 to 13 in 2013, and the percentage representation decreased to 10.7 in 2013. In Secretarial/Clerical, the number of minority employees decreased by three, while the percentage ticked up to 10.7. In the Professional/Non-Faculty area, minority representation decreased by 9 employees to 251 (15.3%) in 2013.

For women, increases on both a headcount and percentage basis occurred in the EAM, Faculty and Technical/Paraprofessional areas. The largest increase for women was in the Faculty, where the number of women increased by 108, from 527 in 2009 to 635 in 2013; the percentage representation of women faculty increased to 42.9 in 2013. The number of female workers in Technical/Paraprofessional increased by 24, and the percentage representation increased to 48.3. In the EAM, the number of women increased by one and the percentage representation increased from 38.1 to 40.2 over the five year time period. In the Professional/Non-Faculty area, the number of women decreased by three, from 889 in 2009 to 886 in 2013, while the percentage representation increased slightly to 54.0. The Secretarial/Clerical category saw a decrease of 57 female workers between 2009 and 2013, from 752 to 695. This area is still a stronghold of female employment, as women represented 86.6% of all Secretarial/Clerical employees in 2013. The number of female employees in Skilled Crafts decreased by three over the period, and stood at 11 (4.9%) in 2013. In Service/Maintenance, the number of women decreased by 27 and the percentage decreased to 36.8 in 2013.

As set forth in CFR 60-2.11(b), a utilization analysis is a comparison of the availability (percentage basis) of women and minorities with the current representation of women and minorities in each workforce job group. Underutilization is defined as having fewer minorities or women in a particular job group than would reasonably be expected by their availability. There are three tests of underutilization considered valid by the Office of Federal Contract Compliance Programs: the 80% rule, a shortfall in persons, and the two-standard deviations test. For this analysis, underutilization was determined based on a combination of the 80% rule and the one-person shortfall test. This works as follows. First, the workforce is checked to see if representation equals or exceeds 80% of the availability estimate. Second, in cases where the 80% rule is not met, the shortfall in persons is calculated. If the shortfall is equal to or greater than one person, then underutilization is said to exist. Data on gender, race/ethnicity, disability and veteran status is collected by the University through the voluntary, self-disclosure of the employee.

Statistics on the utilization of minorities and women among non-faculty employees is reported in Table 5, Non-Faculty Utilization Report. This table displays the current composition of the workforce with respect to the total number of employees, the number and percentage female, and the number and percentage of minority group members; the availability estimate for female and minority workers (percentage basis), the shortfall between current utilization and the availability estimate (percentage basis), and the determination of whether or not underutilization exists Overall, the workforce was found to meet utilization standards for minorities in 22 out of 37 (59.5%) non-faculty job groups. Minorities were utilized in two out of four Executive, Administrative & Managerial (EAM) job groups. Minorities were underutilized in EAM B (deans and major division heads); the shortfall here for minorities was 6.5%. Minorities were also underutilized in EAM C (which includes associate and assistant deans and other executive level administrators); the shortfall here for minorities was 5.3%. Minorities were underutilized in three Professional/Non-Faculty job groups as follows: Institutional Relations (shortfall=6.1%); Medical Care (shortfall=7.7%); and Library Sciences (shortfall=2.8%). Minorities were underutilized in one Secretarial/Clerical job group: Secretarial/Clerks/Typists (shortfall=4.5%). Minorities were underutilized in three job groups within the Technical/Paraprofessional category: Science & Other Technicians (shortfall=4.1%); Computer, Engineering & Related Technicians (shortfall=8.8%); and Fire & Safety Officers (shortfall=10.2%). Minorities were underutilized in three of four job groups

within Skilled Crafts as follows: Mechanics & Repairers, Non-Supervisory (shortfall=11.7%); Construction Trades, Non-Supervisory (shortfall=9.1%); and Skilled Crafts, Supervisory (shortfall=4.7%). Minorities were underutilized in three out of eight job groups in the Service/Maintenance area: Motor Vehicle Operators (shortfall=17.2%); Food Preparation & Services, Supervisory (shortfall=12.9%); and Cleaning/Building Services, Supervisory job group (minority shortfall=8.2%).

Overall, the workforce was found to meet utilization standards for women in 23 out of 37 (62.2%) non-faculty job groups. Women were utilized in one out of four Executive, Administrative & Managerial (EAM) job groups (EAM D). Women made up 47.4% of the EAM D job group (includes major department heads). Women were underutilized in three EAM job groups as follows: EAM A, which includes the Provost and vice chancellors (shortfall=35.9%); EAM B, which includes deans and major division heads (shortfall=19.1%); and EAM C, which includes associate and assistant deans and other executive level administrators (shortfall=14.3%). Women were utilized in the entire Professional/Non-Faculty area and the entire Secretarial/Clerical area, with the exception of Sales (shortfall of 26.1%). In the Technical/Paraprofessional area, women were underutilized in two job groups: Science & Other Technicians (shortfall=13.5%); and Fire & Safety Officers, where the shortfall for women was 24.6%. Women were underutilized in three Skilled Crafts job groups as follows: Skilled Crafts, Supervisory (shortfall=6.7%); Construction Trades, Non-Supervisory (shortfall=8.8%) and Plant & System Operation (shortfall=12.1%). Women were underutilized in four Service/Maintenance job groups: Cleaning/Building Services, Non-Supervisory (shortfall=10.1%) Motor Vehicle Operators (shortfall=27.6%); Farming & Forestry (shortfall=20.1%); and Departmental Assistant (shortfall=28.0%).