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Affirmative Action Program
Affirmative Action Program for Faculty and Staff
Program for 2007-2008.
Posted 03/10/08 and updated 5/08.
Program for 2006-2007. Posted 11/19/07
and updated 5/08.
Program for 2003-2004. Includes updates to text,
tables, and supporting documentation.
Program for 2002-2003. Includes text,
tables, and supporting documentation.
See also
timetable of AAP activity and
Steering committee: Members, meetings, notes.
Common elements of CU-Boulder AAP activity
By federal regulation, we and all federal contractors are to prepare "affirmative action programs" (AAP's) annually. The required contents include statistical analyses of employees, applicants, promotions, and salaries, plus programs and plans for remedying problems and furthering affirmative action.
- The AAP focuses on permanent, non-student Boulder campus employees.
- For analysis, we divide the 6,000-7,000 employees into
- 6 divisions: currently Chancellor, Provost, VC Research, VC
Student Affairs, Sr VC/CFO, VC Administration
- 43 job groups. Examples: Professor, directors and
executive directors, classified staff administrative support A.
A job group has from 1 to 30 job classes.
- We define "labor pools" for each job code, then for job groups. A pool
is the people qualified and available for employment. Each pool comes from one or
more "feeder." These include
- Local workforce (from United States census) - for all classified staff positions, some others
- Doctoral degrees granted nationally - for assistant professor,
instructor
- Bachelor's degrees granted in Colorado - for professional research assistant
- Administrators in peer institutions - for some director and administrator positions
- Athletic personnel in peer institutions
- Promotion - for many classified staff and other positions
- Per regulation, we do a number of statistical comparisons.
- All are for job groups within divisions. E.g., for classified staff
customer contact/support positions in the VC Administration division.
- All focus on percentage female and percentage minority, not percentages in specific racial-ethnic groups.
- The tests compare
- Current employees to pool
- Retained employees to prior or base-year employees
- Employees selected in the last year, to pool, where selected equals promotions plus hires
- Applicants to pool and hires to applicants
- Pay (female and minority pay vs. white male)
- All tests flag job groups within divisions where the
percentage female, say, in the tested group (e.g., current
employees) is more than 1.5 standard deviations from the
comparison group (e.g., the pool). This is called a Z-score
test. The 1.5 cutoff is a lenient criteria designed to flag
more groups and see patterns.
- Per regulation, we set selection goals for groups
where current employees have fewer women or minorities than what
"would reasonably be expected" given the pool.
For more information, contact:
Lou McClelland
Planning, Budget, and Analysis
Campus Box 15
University of Colorado at Boulder
Boulder, CO 80309-015
(303) 492-8631
FAX (303) 492-0996
email: ir@Colorado.EDU
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