Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts
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- Table 17 Termination Rate and Determination of Adverse Impact
Terminations Terminations from the workforce between 4/1/09 and 3/31/10, including voluntary resignations and involuntary separations, were analyzed by job group across the campus. Table 17, Termination Rate and Determination of Adverse Impact, by Gender and Minority Status Within University Job Group, 2009-2010 (p. 53), reports the termination rate for women and minorities. The job group termination rate is calculated by identifying the job group total at the beginning of the period, adding the new hires into the job group during the period, then dividing the number of terminations from the job group during the period by the job group total at the end of the period. For termination activity, evidence of adverse impact occurs when the non-protected class termination rate is less than 80% of the protected class termination rate. However, differences in termination rate may not constitute adverse impact where the differences are based on small numbers and are not statistically significant. Where there was evidence of adverse impact, the difference between the actual number of terminations and the expected number of terminations (based on job group composition) was calculated. Only when this difference equaled or exceeded a one-person shortfall was adverse impact indicated for the job group. An analysis of gender-specific termination rates revealed that males terminated from the workforce at a rate less than 80 percent of the female rate in 15 job groups. In 6 of these 15 job groups the difference was less than a one-person shortfall. In 9 job groups (EAM A; EAM B; Administrative Professional; Education/Training; Institutional Relations; Library Sciences; Administrative Support; Science & Other Technicians and Cleaning/Building Services, Non-Supervisory) the difference was greater or equal to a one-person shortfall. The non-minority termination rate was less than 80 percent of the minority termination rate in four job groups. The difference between the expected and the actual number of terminations was equal to or greater than a one-person shortfall in one group: EAM A. An analysis of the reason for termination in job groups where there was evidence of adverse impact revealed that many of the terminations were voluntary, or due to completion of contract. A common reason for voluntary termination is retirement. During 2009-10, 31 of the 622 terminations (5.0%) that occurred were involuntary. Involuntary terminations affected eight protected group members within job groups where numerical evidence of adverse impact was present (Administrative Professional; Education/Training; Administrative Support; and Sales). Reasons cited for these terminations included “lack of funds”, “staff reduction” and “discharge”. Two of the affected employees were subsequently rehired.
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