Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts


Vice Chancellors, Deans, Department Heads, Directors, and Supervisors shall



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Vice Chancellors, Deans, Department Heads, Directors, and Supervisors shall:


  • Address the goals and provisions of the Affirmative Action Plan within their respective units.

  • Cooperate with the Executive Director for Equal Opportunity and Diversity in the development and implementation of the Affirmative Action Plan.

  • Work toward developing an environment free from harassment and discrimination where students and employees live, work, and study.

  • Hear and resolve informal discrimination and sexual harassment complaints.

  • Provide information and guidance to departmental and division employees that will contribute to the effectiveness of the Affirmative Action Plan.


Affirmative Action Advisory Board shall:


  • Consult with and advise the Executive Director for Equal Opportunity and Diversity on matters related to affirmative action and equal opportunity.

  • Consult with the Provost and/or Chancellor on affirmative action, as requested.

  • Provide a forum for discussion of policy issues and review of medium or long-range affirmative action goals, strategies, and implementation efforts.


University Employees shall:


  • Share responsibility for compliance with the Affirmative Action Plan.

  • Act in a manner that ensures an environment free from harassment or discrimination for all employees and students of the University.

  • Contribute to the effectiveness of the Affirmative Action Plan as appropriate to their positions and job assignments.


University Students shall:


  • Share responsibility for supporting an environment free from harassment or discrimination where students and employees live, work, and study.

  • Respect the rights of others in an academic environment and behave in accordance with the Code of Student Conduct (Trustee Document #T86-030C).


WORKFORCE PROFILE
The workforce was analyzed for its representation of women and minority group members within each vice chancellor executive unit, major budgetary unit such as school/college or division, and department or program budgetary unit. Workforce analysis reports, listing personnel in each department in high low wage order with job title enumerated as required by Title 41 Code of Federal Regulations (CFR) 60-2.11(a), are available for review in the Equal Opportunity and Diversity Office. Definitions of protected group categories used in the workforce analysis are provided in Appendix B of this document. Statistics on racial/ethnic origin, disability and veteran status are based upon voluntary, self-disclosed information.

The workforce was analyzed using the EEO-6 classification system, which addresses the requirements set forth in 41 CFR 60-2.11(b). The EEO-6 classification system contains seven categories of personnel as follows: 1: Executive/Administrative/Managerial (EAM), 2: Faculty, 3: Professional/Non-Faculty, 4: Secretarial/Clerical, 5: Technical/Paraprofessional, 6: Skilled Crafts, and 7: Service/Maintenance. All job titles used at the University of Massachusetts Amherst are grouped into EEO-6 categories and, within these, into job groups based on similarity in job content, wage rates, and opportunity for advancement. A display of EEO-6 categories, University job groups, and job titles within groups is located in Appendix C.



A summary analysis of the campus workforce by EEO-6 category, which included the representation of women, minorities, veterans and individuals with disabilities, follows in Table 1, Workforce Representation of Protected Group Members by EEO-6 Category. The University of Massachusetts Amherst workforce on 3/31/10 included 5,258 employees (excludes all student, hourly employees and those who work less than half-time). Women represented 50.1% of the total workforce; minority group members represented 17.1%; veterans, 3.0%; and people with disabilities, 0.5%. As compared to 2009, the size of the overall workforce decreased by less than one percent, from 5,290 to 5,258 employees. The overall representation of women in the workforce decreased slightly, and stands at 50.1%. The number of minority employees increased by 18 to 898 while the percentage representation of minorities rose from 16.6 to 17.1. The number of disabled employees stands at 0.5%. Veterans, including Vietnam-era, disabled veterans, Armed Forces service medal veterans and other protected veterans, comprise 3.0% of the UMass Amherst workforce.


Table 1

Workforce Representation by Protected Category and by EEO-6 Category

3/31/10


































Total

Female

Minority

Veterans

Disabled

EEO-6 Category

#

#

%

#

%

#

%

#

%































Executive/Admin./Managerial

114

41

36.0

13

11.4

5

4.4

2

1.8

Faculty

1,365

543

39.8

253

18.5

25

1.8

7

0.5

Professional/Non-Faculty

1,655

876

52.9

276

16.7

28

1.7

1

0.1

Secretarial/Clerical

838

723

86.3

83

9.9

12

1.4

5

0.6

Technical/Paraprofessional

334

154

46.1

32

9.6

15

4.5

0

0.0

Skilled Crafts

226

13

5.8

13

5.8

28

12.4

2

0.9

Service/Maintenance

726

283

39.0

228

31.4

45

6.2

9

1.2































TOTAL

5,258

2,633

50.1

898

17.1

158

3.0

26

0.5


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