(A) An Affirmative Action Plan is a set of specific, result-oriented procedures to which all state agencies must apply every good faith effort. The objective is to insure equal employment opportunities for all persons. A workable Affirmative Action Plan must include an analysis of areas within which the agency is deficient in the hiring and promotion of members of minority groups and women. Each agency must establish goals and timetables to correct these deficiencies and increase materially the opportunities of minorities and women at all levels of state government. There must be identification and analysis of problem areas inherent in minority employment and evaluate the opportunities for minority group personnel. All barriers, legal or artificial, must be eliminated.
(B) Each agency shall include in its Affirmative Action Plan such information and analysis which the State Employees EEO Coordinator may require. This information shall include, but is not limited to, the following:
(1) Statistical evaluation of the agency's work force and information regarding the labor market composition.
(2) Goals, timetables and affirmative action commitments must be designed to correct any identifiable deficiencies. Such goals and timetables, with supporting data and the analysis thereof shall be a part of the agency's written Affirmative Action Program. The goals and timetables should be attainable in terms of the agency's analysis of its deficiencies and its entire Affirmative Action Plan. Thus, in establishing its goals and timetables the agency should consider the results which could be reasonably expected from good faith efforts to make its overall Affirmative Action Plan work. If the agency does not meet its goals and timetables, the agency's "good faith efforts" shall be judged by whether it is following its program and attempting to make it work toward the attainment of its goals. Support data for the above analysis and program shall be compiled and maintained as part of the agency's Affirmative Action Plan. This data should include applicant flow data and applicant rejection ratios indicating minority status.
(3) No agency's compliance status shall be judged alone by whether or not it reaches its goals or meets its timetables. Rather, each agency's compliance posture shall be reviewed and determined by reviewing the contents of its plan, the extent of its adherence to its plan, and its good faith efforts to make its plan work toward the realization of the plan's goals within the timetables set for completion. The purpose of the agency's establishment and use of goals and timetables is to insure that it meets its affirmative action obligation and is not intended and should not be used to discriminate against any applicant or employee because of race, color, religion, national origin, sex, age, or handicap.
(4) If an agency fails to submit an Affirmative Action Plan with specific goals and timetables, the Division shall return such plan to the agency for the addition of such goals and timetables or the Division may itself determine the goals and timetables for the agency.
(former PL-36-41); Eff
Rule promulgated under: RC Chapter 119.
Review dates: 11/20/2001
Rule authorized by: Executive Order, 9/13/73