Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-40 - SEXUAL HARRASSMENT, EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION › Section 60L-40.002 - Equal Employment Opportunity and Affirmative Action

Current through Reg. 50, No. 138; July 16, 2024
(1) The Department shall assist agencies in
				ensuring equal employment opportunity (EEO) through affirmative
				action.
(2) Each agency's
				affirmative action plan shall include the following provisions related to
				women, minorities and individuals who have a disability:
(a) A cover page that provides the agency
				name and address; name, title and phone number of person completing the plan;
				name, title, phone number and signature of the agency head and AA/EEO Officer;
				the source of data cited in the plan, and plan year.
(b) A table of contents that lists the major
				sections of the affirmative action plan and reflects the starting page number
				for each section.
(c) An
				organizational profile that displays the agency's organizational structure,
				identifying each major organizational unit. The agency shall provide
				demographic information for all supervisors and employees within each unit and
				shall provide a total employee count; a count by gender; a count by race or
				ethnicity; and a count of individuals who have a disability.
(d) An affirmation of policies on EEO,
				anti-harassment, and individuals who have a disability that states the agency's
				commitment to equal employment opportunity, promoting the employment of
				individuals who have a disability, providing reasonable accommodations,
				maintaining a work environment free of unlawful discrimination and harassment.
				The agency shall also include provisions that inform employees of the agency's
				complaint procedures and affirmative action program.
(e) A dissemination of policy statement that
				explains internal and external dissemination of the agency's equal employment
				opportunity policies.
(f) An
				outline of the agency's training plan for all employees on the principles of
				equal employment opportunity, including disability-related workplace issues
				designed to promote an inclusive culture. The outline of the training plan for
				managers and supervisors must show that the training includes the principles of
				equal employment opportunity and affirmative action.
(g) An identification of the individual(s)
				accountable for directing and implementing the affirmative action plan and a
				description of their duties and responsibilities as they relate to
				implementation of the affirmative action plan.
(h) A description of the agency's plan to
				periodically review its personnel processes to ensure equal access. The plan
				shall include a description of the personnel processes reviewed and any
				necessary modifications or development of new processes.
(i) An identification and description of the
				agency's audit and reporting system that is used to measure the effectiveness
				of its affirmative action program.
(j) The agency's statement as to the degree
				to which its goals and objectives are being met.
(k) The agency's identification of any needs
				for remedial action.
(l) An
				identification of the agency's impediments to providing equal employment
				opportunity. The agency shall include an analysis of the agency's employment
				processes to include personnel procedures and activities (e.g., hires,
				promotions, separations, accommodations, return-to-work, etc.), and any other
				areas that the agency finds may impact the success of the affirmative action
				program.
(m) A description of the
				steps the agency will take to eliminate or reduce the impact of the agency's
				impediments to providing equal employment opportunity.
(n) An evaluation of the progress made in
				reaching the agency's goals for the prior year. The agency shall provide a
				statistical representation of placements made toward the goals, a narrative
				explanation of goals met, and "good faith efforts" made in instances in which
				the agency was unable to meet its goals.
(o) An analysis that estimates the number of
				qualified minorities, women, or individuals with a disability available for
				employment in a given EEO job category, expressed as a percentage of all
				qualified persons available for employment in the EEO job category. In order to
				determine whether barriers to equal employment opportunity may exist within a
				particular EEO job category, the agency must use this availability
				determination to establish a benchmark against which the demographic
				composition of the agency's workforce can be compared.
(p) A comparison between the agency's actual
				workforce and the qualified available workforce in the relevant labor market.
				The agency shall establish goals where the agency has identified an
				underutilization in the workforce using an industry recognized calculation
				method for determining underutilization.