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c
our internal investigation~ revealed that these charges were without
foundation. There were no discrimination charges filed against our promotion,
hiring, or application process.
The Utilization and Workforce Analysis report reveals that under the
Officials/Administrators job category, we have an over utilization of
male and an under utilization of females. We have, however, employed an
additional female changing our percentage from a -10 to -7. This category
is difficult to change since there is very little turnover and in the event
of a vacancy, the position/positions would in all probability be filled
through promotion. When promoting from within, eligible employees must be
on the certified list and only those individuals on the list can be considered.
In the Professional job category, we show an over utilization in
all affected classes except for Hispanic. The availability Percent, however,
leaves much to be desired towards any realistic recruitment possibilities.
In both the Para-Professional and Technician job categories, we
continue to show an over utilization by a large percentage of black females
with an under utilization by a much larger percentage of white females.
With the addition of one black female and one white female in our Skilled
Craft job category, we show an over utilization in all affected classes.
The Service/Maintenance job category continues to show an over utilization
by a large percentage of black females; a smaller percentage of over utilization
of black males; and an under utilization of -40% white males and -17%
white females. In the Clerical job category, we remain at an over utilization
of black females and an under utilization of white females. ~'lith the addition
of one black male Security Officer and one white female Security Officer, we
have brought our under utilization percentage to an over utilization
percentage in both affected classes.
- 72 -
Object Description
| Title | Affirmative action plan |
| Creator | Fort Wayne State Developmental Center |
| Topic | Human Services |
| Subject | Affirmative action programs--Indiana--Periodicals |
| Geographical Coverage | Fort Wayne, Indiana |
| Date of Original | 1988-1989 |
| Time Period | 1900-1999 |
| Source | Print version: Fort Wayne State Developmental Center. Affirmative action plan. 1988-1989 ed. (Fort Wayne, Ind.: Fort Wayne State Developmental Center, 1988), 44 p. |
| Additional Availability | Print version might be available at IPFW Helmke Library. See online catalog. |
| Rights | Copyright Indiana University-Purdue University Fort Wayne, 2006- . All rights reserved. May not be reproduced without permission. For information regarding reproduction and use see: http://cdm16776.contentdm.oclc.org/cdm/about/collection/p16776coll1/ |
| Date Digitally Created | April 17 2012 |
| Digital Publisher | Walter E. Helmke Library, Indiana University-Purdue University Fort Wayne |
| Digitization Specifications | This pdf file was derived from 400 dpi, 1-bit, uncompressed TIFF images that were scanned from the originals using a Fujitsu 5750C scanner with Adobe Acrobat 9.0 Professional scanning software, black and white configuration. |
| Content Type | Text |
| Digital Format | text/pdf |
| Collection | Fort Wayne Area Government Information |
| Identifier | 30000122013257 |
| File Name | 30000122013257.pdf |
Description
| Title | Page 34 |
| Transcript | c our internal investigation~ revealed that these charges were without foundation. There were no discrimination charges filed against our promotion, hiring, or application process. The Utilization and Workforce Analysis report reveals that under the Officials/Administrators job category, we have an over utilization of male and an under utilization of females. We have, however, employed an additional female changing our percentage from a -10 to -7. This category is difficult to change since there is very little turnover and in the event of a vacancy, the position/positions would in all probability be filled through promotion. When promoting from within, eligible employees must be on the certified list and only those individuals on the list can be considered. In the Professional job category, we show an over utilization in all affected classes except for Hispanic. The availability Percent, however, leaves much to be desired towards any realistic recruitment possibilities. In both the Para-Professional and Technician job categories, we continue to show an over utilization by a large percentage of black females with an under utilization by a much larger percentage of white females. With the addition of one black female and one white female in our Skilled Craft job category, we show an over utilization in all affected classes. The Service/Maintenance job category continues to show an over utilization by a large percentage of black females; a smaller percentage of over utilization of black males; and an under utilization of -40% white males and -17% white females. In the Clerical job category, we remain at an over utilization of black females and an under utilization of white females. ~'lith the addition of one black male Security Officer and one white female Security Officer, we have brought our under utilization percentage to an over utilization percentage in both affected classes. - 72 - |
