This Affirmative Action Plan commits the University to continued evaluation of University progress toward this goal. The Plan commits the University to communicate the importance of this program to each member of the University community and to ensure that each administrative officer understands his or her individual responsibility to support its effective implementation. This document sets forth a comprehensive body of policies, procedures, and safeguards designed to effect the aims of equal employment opportunity and affirmative action at Harvard. These policies and procedures cover all employee categories at Harvard and all facets of the employment relationship, including but not limited to recruitment, hiring, promotion, training, benefits, problem-solving procedures, and pay. Tables contained in this Plan review progress made since 1994.
Progress is measured both in numbers and in the quality of programs and efforts undertaken.
The Affirmative Action Plan is also designed to consolidate information and knowledge gained over the past years and to capture changes in policy that have been developed since the publication of the last Affirmative Action Plan. The charts included an analysis of the present University employment force, accompanied by indications of employment goals, where necessary, set through October 2000 for increased representation of women and minorities in specific groups of University employment. The 2000 Affirmative Action Plan is based on an analysis of the University work force. Below is a description of each part of the analysis. Job Group Structure and Utilization Analysis Harvard's job group structure consists of job groups as the basis for its utilization analyses for all EEO6 categories.