IV.   Identification of Problem Areas

To determine whether or not minorities and women are fairly represented in the workforce, their representation is compared to their availability. This process includes four steps:
  1. The development of a current workforce analysis
  2. The placement of job titles into job groups
  3. Determination of availability of women and minorities within job groups
  4. A comparison of job group incumbents to estimated availability
  1. Workforce Analysis
    • The workforce analysis provides a listing of each job title in each department or other similar organization unit. The titles are ranked from lowest to highest paid. Each job title generates the following information: total number of incumbents, total number of female and male incumbents, total number of minority group incumbents and the total number of female and male incumbents in each racial category (Black, Hispanic, Asian, Native American, and White). The complete analysis is located in Appendix A. The workforce analysis summary is located in Table 2. The student workforce analysis is also included in Table 2.
  2. Job Groups
    • All positions from the workforce analysis are placed into job groups having similar content, wage rates and opportunities. Twenty-two job groups are identified and broken down into classified, classified supervisors, faculty, instructional academic staff, non-instructional academic staff and LTE. A list of the job groups can be found in Table 3. A summary of the job group analysis is located in Table 4.
  3. Job Group Analysis
    • Titles within job groups are ranked by occupation. Each job title generates the following information: total number of incumbents, total number of female and male incumbents, total number of racial minority group incumbents and the total number of female and male incumbents in each of the racial categories. The completed analysis is located in Appendix B.
  4. Availability Analysis
    • Expected participation level of minorities and women in each job group is calculated in the availability analysis. The reasonable recruitment area for classified 001, 002, 003, 004, 005, 006 and 007 is Wisconsin and a combination of the six-county area of Grant, Crawford, Iowa, Green, Lafayette and Richland. The reasonable recruitment area for L01 and L07 is the six-county area above as well as Dane County and Dubuque, Iowa. The reasonable recruitment area for L02, L03, L04 and L05 is the six-county area described above. The reasonable recruitment area for executive administrators 020 and Chancellor 119 is defined as the United States. The reasonable recruitment area for senior and mid-level academic administrators and administrative support professionals (Job Groups 021, 022 and 023) is defined as partially Wisconsin and partially the United States. The reasonable recruitment area for 024 it is defined as Wisconsin and the six county area described above. The reasonable recruitment area for instructional academic staff, 040, is defined as Wisconsin, the six-county area described previously, and the United States. The labor area for faculty is the United States of America. Appendix C contains the factors used to determine availability. Appendix D contains information on the recruiting areas used to determine availability.
  5. Data Sources
    • The 2000 Census Data through use of the Affirmative Action Planner (Peopleclick, Inc.) was used to determine availability data for all classified and non-instructional academic staff personnel. Information on availability data for faculty and instructional academic staff was supplied by the National Opinion Research Center at the University of Chicago for the one year period covering academic years 2007-2008. An analysis of the data used can be found in Appendix D. All faculty information was based on the percentage of Doctoral Degrees granted by discipline. Weighted average calculation was used in groups containing more than one discipline.
  6. Utilization Analysis
    • The utilization analysis is prepared after availability rates for minorities and women in each job group are established. The percentage of minorities and women participating in each job group is compared with the availability of minorities and women in each job group. Any job group where the current participation rate is lower than the availability rate by one whole person is identified as underutilized. A comparison of the current workforce percentages and availability percentages and the degree of underutilization is located in Appendix E.
  7. Underutilization
    • Underutilization is a technical targeting term used exclusively by those persons who seek to apply good faith efforts to increase the percentage utilization of minorities and women in the work force. See Appendix E.
      1. Faculty
        Among faculty, Job Group 50 (LA & Ed) is underutilized for women.
      2. Lecturers
        The lecturer job group (40) is underutilized for minorities.
      3. Academic Staff
        • Executive
          Job Group 20 is underutilized for women but not for minorities. Job Group 21 is underutilized for minorities.
        • Mid-Level Academic Administrators
          There is no underutilization for women or minorities in Job Group 22.
        • Administrative Support
          There is no underutilization for women or minorities in Job Group 23, administrative support but Job Group 24, support professionals, is underutilized for women.
      4. Classified Staff
        Classified staff job groups (01-07) contain no underutilization for women or minorities.