As state of Connecticut agency, the University is required to prepare an annual Affirmative Action Plan in accordance with Connecticut General Statute (CGS), Section 46a-68. The plan is submitted and reviewed by the Connecticut Commission on Human Rights and Opportunities. The Plan articulates the University's strategy to implement affirmative action in employment and to combat discrimination. The objectives of the Plan are to establish goals, which promote affirmative action and eliminate any policy or employment practice that adversely affects members of protected classes.

The Affirmative action plan year for SCSU is May1- April 30. The plan to be submitted August 30, annually. The AAP consist of the following sections:

Section 46a-68-78 Policy Statement

The Policy Statement describes the University's commitment to Affirmative Action and Equal Opportunity. The Policy Statements included in the Affirmative Action Plan (Plan) are signed each year by the President. ODE reviews them for potential changes prior to his signature.

Section 46a-68-79 Internal Communication

Information in this section summarizes activities undertaken to communicate the University's commitment to Affirmative Action to the internal community. The University's policy statements are publicized annually to all members of the University community. The full version of the Plan is available in libraries and The Office of Diversity and Equity for review and comment.

Section 46a-68-80 External Communication

This section details the various methods by which the University publicizes its commitment to affirmative action to external constituencies. These include, but are not limited to, employment recruiting sources, bidders, vendors, contractors, subcontractors, collective bargaining units which represent University employees, and others. This section includes the Department of Purchasing annual report regarding contract compliance.

Section 46a-68-81 Assignment of Responsibility

This section identifies the individuals and departments in the University with duties and responsibilities, both wholly or in part, relating to promoting affirmative action policies and assuring compliance, including the development and implementation of the Plan.

Section 46a-68-82 Organizational Analysis

Authorized position titles are grouped with other classifications having similar job content, salary ranges, and opportunity into occupational categories. Within each job category, titles are ranked from the highest to lowest salary range. The following categories, which correspond to federal designations for higher education institutions, are used throughout the Plan

1 - Executive/Managerial

2- Faculty

3 - Nonteaching Professional

4 - Secretarial/Clerical

5- Technical/Paraprofessional

6- Qualified Craft Worker

7 - Maintenance/Service

Section 46a-68-83 Workforce Analysis

In this section, we summarize workforce data by race and gender, for the entire University and for each campus. Separate summaries enumerate full-time and part-time employees. Additional analyses report on age groupings and the number of employees with disabilities in the full-time workforce.

Section 46a-68-84 Availability Analysis

As a preparatory step in determining whether protected classes are fully and fairly utilized in the workforce, we conduct analysis to determine the availability of those groups in the labor markets relevant to each campus. Separate analyses are conducted for each occupational category and for payroll titles with a significant number of employees at each location. Various data sources such as employment statistics, unemployment data, racial and sexual compositions of persons in feeder groups, census data, and educational statistics are used to calculate the potential availability base, which is incorporated into the Utilization Analysis. This section details the labor markets, data sources, and value weights used for each analysis group.

Section 46a-68-85 Utilization Analysis and hiring and promotion goals

In this section, we calculate how the representation of protected groups in the University's workforce compares to the availability of similar groups in the relevant labor market. If the percentage of representation of a particular race/gender group in the workforce is less than the percentage of that group in the availability base, then a condition of underutilization exists. These statistical comparisons provide the basis by which we set numerical hiring and promotional goals. Utilization analyses are performed along the same lines as the various availability analyses.

Section 46a-68-86 Employment Analysis

The University undertakes a comprehensive review of the employment process to identify policies and practices that perpetuate or build in barriers to equal employment opportunity. In the Employment Process Analysis, using the same analysis groups as in the previous data sections, we report the various types of personnel actions which results in an increase or decrease in the specific analysis group during the. Plan year. These include hires; promotions; reassignments; separations; and others. The Applicant Flow Analysis tracks applicants through the hiring or promotional process to identify the step at which they are no longer viable candidates. Information on all training and personnel evaluations are also included in this section.

Section 46a-68-87 Identification of Problem Areas

In this section, the University reports on its examination of personnel policies and practices to identify nonquantifiable aspects of the employment process which may impede affirmative action progress. Once again, we perform these analyses along the same lines as used in prior sections. The following aspects of employment are addressed: employment applications, job qualifications, recruitment practices, personnel policies, job structuring, orientation, training, counseling, grievance procedure, evaluation, layoffs, and termination. This section also includes adverse impact test information and results, which indicate potential problems with the employment process. The adverse impact tests cover the areas of employment application, recruitment activities, performance evaluation, and termination. Problems in these areas may impede or prevent the full and fair participation of members of protected groups. Program goals are established to address and remedy potential adverse impact as indicted in this section.