Illinois Administrative Code › Title 56 - LABOR AND EMPLOYMENT › Part 2520 - PROCEDURES OF THE DEPARTMENT OF HUMAN RIGHTS › Subpart I - SEXUAL HARASSMENT IN HIGHER EDUCATION POLICIES › Appendix A - Contents of Affirmative Action Plans

Current through Register Vol. 48, No. 28, July 12, 2024
Part I
a) A completed Equal Employment Opportunity/Affirmative
				  Action Certification Form;
b) An agency EEO/AA policy statement signed by the Chief
				  Executive Officer;
c) An agency profile statement, describing the mission of the
				  agency and its specific EEO/AA problems and needs;
d) Identification of the agency's primary EEO Officer and
				  his/her work location and telephone number;
e) An organizational chart depicting the agency personnel at
				  all levels responsible for implementing and monitoring the agency's affirmative
				  action plan; and
f) A description of the methods to be used in accomplishing
				  both internal and external dissemination of the agency's affirmative action
				  policy and plan.
Part II
a) Workforce Transactions Report: an assessment of the
				  agency's personnel transactions for the previous fiscal year, including, but
				  not limited to, a breakdown of new hires, promotions, demotions, transfers and
				  separations by affirmative action groups.
b) Workforce Analysis: an analysis, as of June 30 of the
				  previous fiscal year, of the distribution of present employees by affirmative
				  action group among the 8 EEO job categories in the 10 regions.
Part III
a) Availability Analysis for Women and Minorities:
1) Numerical goals must be determined when there
				  are 10 or more employees in an EEO job category within a region where the labor
				  market availability rate for a specific affirmative action group is greater
				  than 2 percent. The following factors must be considered in determining
				  availability for each affirmative action group in each of the EEO job
				  categories in each region of the State:
A) Those having requisite skills in the region;
				  and
B) Those promotable, trainable and transferable,
				  as these terms are defined in Section
				  2520.700.
2) The availability of members of each affirmative
				  action group is determined by using the following methodology:
A) Each factor is assigned a value weight by the
				  agency on a scale of 0 percent to 100 percent. The value weight indicates the
				  applicability of each factor to the agency/facility in recruiting employees for
				  that EEO job category. The sum of all value weights must be 100 percent,
				  representing all persons available to work in a job category.
B) Each value weight is multiplied by the
				  percentage of the affirmative action group in each of the factors. The result
				  is a weighted factor for each of the categories.
C) The sum of the weighted factors is the
				  availability percentage or ratio for that affirmative action group for that
				  category for that region. This availability percentage or ratio is applied to
				  the total number of positions in the agency's EEO job category to determine the
				  numerical availability of the affirmative action group in each EEO job
				  category.
b) Goals and Timetables: Agencies shall set numerical goals
				  equal to the underutilization of affirmative action group members resulting
				  from the process set forth in Part III(a)(2). No such goals shall be set when
				  the labor force availability of an affirmative action group is less than 2
				  percent in the DHR region in which it occurs. Program goals must be developed
				  in conjunction with the problems identified as the result of the agency's
				  internal and external workforce analyses. Each numerical or program goal should
				  include a brief description of the area of concern, objectives that delineate
				  specific intentions, action items outlining steps to be taken to achieve the
				  objectives, the individual responsible for carrying out the action item, the
				  target date for completion, and the procedure for monitoring the progress
				  toward meeting the goal.
Part IV
Discrimination Complaint Process: A description of the
				  procedures established by the agency to address charges of employment
				  discrimination. This Part should include a statement that employees will be
				  advised of their rights to file charges of discrimination with the Department,
				  the U.S. Equal Employment Opportunity Commission, or any other appropriate
				  government agency.
Part V
Affirmative Action for Disabled Persons
a) Methodology for Disabled Persons:
1) Factors: A numerical goal must be determined on
				  an agency-wide basis, considering the proportion of people with disabilities in
				  the Illinois labor force, as reflected in the most recent data provided by the
				  U.S. Census Bureau American Community Survey.
2) Survey: Employees working after June 1, 2012
				  shall be surveyed to determine the State's utilization of people with
				  disabilities, as defined in Section 2520.700. Subsequently hired employees
				  shall be surveyed at the time of hire.
3) Availability: Availability must be determined
				  by using the following methodology:
A) The total number of agency employees is
				  multiplied by the percentage of employees with disabilities in the Illinois
				  labor force (as supplied by the Department);
B) The agency will enter the number of employees
				  identifying themselves as having disabilities through the disability survey
				  process;
C) The number of employees in subsection (a)(3)(B)
				  is subtracted from the result of subsection (a)(3)(A);
D) If the result of subsection (a)(3)(C) is a
				  positive number, the agency must adopt that number as its goal for employing
				  persons with disabilities. If the result of subsection (a)(3)(C) is "0" or a
				  negative number, the agency is considered to be at parity with the external
				  labor force; and
E) If there is underutilization, a numerical goal
				  must be developed and should include a brief description of the area of
				  concern, objectives that delineate specific intentions, action items outlining
				  steps to be taken to achieve the objectives, the individual responsible for
				  carrying out the action item, the target date for completion, and the procedure
				  for monitoring progress toward meeting the goal.
b) Recruitment Procedures: Identification of sources used to
				  recruit applicants with disabilities when persons with disabilities are
				  underutilized.
c) Application Process Procedures
1) A review of employment criteria to assure they
				  have no adverse impact on disabled persons;
2) Pre-employment inquiries - a statement
				  regarding the inadmissibility of inquiries regarding an applicant's disability
				  during the interview process;
3) Employment testing (for agencies conducting
				  their own tests) - a statement that the tests do not have an adverse impact on
				  disabled applicants and that reasonable accommodation will be provided in the
				  administration of the tests, as required;
4) The prohibition of pre-employment medical
				  examinations before an offer of employment;
5) The prohibition of pre-employment medical
				  examinations after an offer of employment, unless the examinations are job
				  related and required of all applicants for that position.
d) Reasonable Accommodation
1) Agency policy committing the agency to
				  providing reasonable accommodations to disabled employees, signed by the Chief
				  Executive Officer of the agency.
2) A description of the procedure to determine
				  reasonable accommodation.
e) Physical Accessibility for Employment:
1) Of personnel offices;
2) Of the worksite;
3) For evacuation of disabled persons in emergency
				  situations.
Part VI
Applicable EEO Laws: This Part should set forth the relevant
				  text of any federal law that mandates the agency to adhere to additional EEO/AA
				  requirements.
Part VII
This Part should have an appendix to the affirmative action
				  plan that contains all supporting data, including the Hiring and Promotion
				  Monitors and the exit questionnaire.