2016 UPDATE - dot.state.al.usAffirmative Action Program)Update.pdfWorkforce Development Programs as well as external programs: Contractor Compliance, On-the-Job Training (OJT)/Support

2016 UPDATE

In accordance with 23 CFR 230.307

ALABAMA DEPARTMENT OF TRANSPORTATION AFFIRMATIVE ACTION PROGRAM

TABLE OF CONTENTS STATE OF ALABAMA DEPARTMENT OF TRANSPORTATION

EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS PART II

INTRODUCTION……………………………………………………………………………………………………………………………..4 STATEMENT ON EQUAL EMPLOYMENT OPPORTUNITY…………………………………………………………………………..5 ASSIGNMENT OF RESPONSIBILITIES………………………………………………………………………………………………….6

ALDOT ORGANIZATION CHART………………………………………………………………………………………………………7 COMPLIANCE BUREAU ORGANIZATION CHART………………………………………………………………………………….8

SURVEY OF THE LABOR MARKET ……………………………………………………………………………………………………..9 CENSUS DATA 2010………………………………………………..………………………………………………………………….10

LABOR FORCE ANALYSIS OF PRESENT WORKFORCE………………………………………………………………………….11 EEO-4 EMPLOYMENT REPORT AS OF 12/31/2015 (Full time)………………………………………………………………….13

JOB GROUP NARRATIVE………………………………………………………………………………………………………………..15 JOB GROUPS AT ALDOT LISTING………………………………………………………………………………….……………….16

JOB GROUP ANALYSIS………………………………………………………………………………………………………………….21 JOB GROUP ANALYSIS REPORT AS OF 12/31/2015…………………………………………………………………………….23

UTILIZATION ANALYSIS…………………………………………………………………………………………………………………27 SETTING GOALS………………………………………………………………………………………………………………………….30 EEO COMPLAINTS………………………………………………………………………………………………………………………..33 COMPLAINT FLOWCHART………………………………………………………………………………………………………………34 EEO POLICY………………………………………………………………………………………………………………………………..35 PUBLICIZE THE AAP……………………………………………………………………………………………………………………..36 PROGRAMS TO ELIMINATE DISCRIMINATORY BARRIERS ……………………………………………………………………..37

JOB STRUCTURING AND UPWARD MOBILITY..…………………………………………………………………………………………… 37 RECRUITMENT AND PLACEMENT………………………………………………………………………………………………………… 37

DATA OVERVIEW OF NEW HIRES……………………………………………………………………………………………………. 38 EEO-4 NEW HIRE REPORT………………………………………………………………….………………………………….……39 OVERVIEW OF APPLICANT FLOW ..…………………………………………………………………………………………………..40 APPLICANT FLOW (HOW THE MERIT SYSTEM WORKS)…………………………………………………………………………42 PROMOTIONS……………………………………………………………………………………………………………………………..43

DATA OVERVIEW OF PROMOTIONS………………………………………………………………………………………………………43 EEO-4 PROMOTIONS REPORT……………..………………………….……………………………………………………………44

TRAINING………………………………………………………………………………………………………………………………….. 46 DATA OVERVIEW OF TRAINING/EEO TRAINING ………………………………………………………..…………………………...46 EEO-4 TRAINING REPORT ………………………….…………………………………………………………………….....…..….47 EEO Training Report……………………………………………………………………………………………………………………49

DISMISSALS/SUSPENSIONS/INVOLUNTARY DEMOTIONS………………………………………………………………………51 DATA OVERVIEW OF TERMINATIONS/SEPARATIONS……………………………………………………………………………………. 51 DATA OVERVIEW OF DEMOTIONS……………………………………………………………………………………………………….. 51 DATA OVERVIEW OF SUSPENSIONS ……………………………………………………………………………………………………..51 EEO-4 TERMINATIONS REPORT………………………………………………………………………….………………………...52 EEO-4 DEMOTION REPORT REPORT……….………………………………………………………………………………….….54 EEO-4 SUSPENSION REPORT ………..…………………………………………………………………………………………….56

OTHER PERSONNEL ACTIONS………………………………………………………………………………………………………...59 POST-EXIT QUESTIONNAIRE OVERVIEW……………………………………………………………………………………………60 EFFORTS TO ELIMINATE DISCRIMINATORY BARRIERS AND ACHIEVE GOALS…………………………………………... 61 NATIONWIDE MINORITY AND FEMALE RECRUITING SOURCES………………………………………………………………..62 FOUR-FIFTHS RULE ANALYSIS ADVERSE IMPACT REPORT……………………………………………………………………63 REVIEW OF TABLES AND PERSONNEL RELATED ACTIVITIES BY SPD…………………………………………………….….65 APPLICATION OF FOUR-FIFTHS RULE ANALYSIS (NEW HIRE)………………………………………………..……...………...68 APPLICATION OF FOUR-FIFTHS RULE ANALYSIS (PROMOTIONS) ……………………………………………….…………...76 APPLICATION OF FOUR-FIFTHS RULE ANALYSIS (TRAINING)…………………………………………………………………..84 APPLICATION OF FOUR-FIFTHS RULE ANALYSIS (SEPARATIONS)………………………………..…………………………..92 PROGRAM EVALUATION………………………………………………………………………………………………………………100 UPDATE ON ACTION ITEMS:………………………………………………………………………………………………………….101 STATUS OF CY2015 AAP ACTIVITIES……………………………………………………………………………………………….102 EMPLOYMENT STATISITCAL DATA ANALYSIS…………………………………………………………………………………...105

ALABAMA DEPARTMENT OF TRANSPORTATION AFFIRMATIVE ACTION PROGRAM

2016 UPDATE

INTRODUCTION

The mission of the Alabama Department of Transportation (ALDOT) is to provide a safe, efficient, environmentally sound intermodal transportation system for all users, especially the taxpayers of Alabama. ALDOT’s mission is also to facilitate economic and social development and prosperity through the efficient movement of people and goods and to facilitate intermodal connections within Alabama. ALDOT demands excellence in transportation and is very much involved in promoting adequate funding to promote and maintain Alabama's transportation infrastructure.

The Department is organized into five geographic regions, with a Central Office located in Montgomery. The Central Office is organized into the Office of the Transportation Director and the Office of the Chief Engineer. The five Region Engineers report to the Director and Deputy Director, Operations. Theorganization of the various Bureaus and offices are designed to report to the Director and the DeputyDirectors, Chief Engineer, or the Assistant Chief Engineers. The Department has several boards andcommittees that operate either within a Bureau or as a cooperative effort among several Bureaus and/or Regions.

Along with monitoring ALDOT’s Affirmative Action Program, ALDOT’s Compliance and Business Opportunities Bureau is responsible for developing, writing, implementing and monitoring Title VI, Contract Compliance, Youth Transportation Workforce Development Program, and the Disadvantaged Business Enterprise (DBE) Program (administratively). The staff is responsible for the day-to-day administration and monitoring of these plans and programs.

Effective June 1, 2015, the Title VII Program was moved to the Personnel Bureau. Ronda Brooks was selected as Title VII Coordinator - Recruiting/Employee Relations Unit. In July 2015, the American’s with Disabilities Act (ADA) was moved to the East Central Region. Mr. Brian Davis was appointed the ADA Coordinator.

ALDOT’s Internal EEO Program continued to be an integral part of the agency’s total activities. It included the involvement, commitment and support of executives, managers, and supervisors and all other employees. The Transportation Department developed an Affirmative Action Plan (AAP) which facilitates the administration and implementation of an internal EEO program. ALDOT continued to strive to ensure fair and equal treatment for all persons, regardless of race, color, religion, sex, national origin, age or disability in all employment practices in 2015. The Transportation Director of ALDOT continued to be responsible for the overall administration of the internal EEO program.

4

ASSIGNMENT OF RESPONSIBILITIES

Transportation Director

During CY2015, Mr. John R. Cooper, Transportation Director, continued to be ultimately responsible for the overall administration of the Alabama Department of Transportation’s Internal EEO/AA Program.

Designees

Mr. Clarence Hampton, Bureau Chief of the Compliance and Business Opportunities Bureau, oversees internal programs such as: Affirmative Action Program (AAP), Title VI Program and Youth Transportation- Workforce Development Programs as well as external programs: Contractor Compliance, On-the-Job Training (OJT)/Support Services, Special Projects. He is administratively responsible for the Disadvantaged Business Opportunities (DBE) Program. Mr. Hampton continued to report directly to Deputy Director of Administration, Mr. Lamar Woodham who has direct access to the Director on all matters concerning ALDOT’s EEO/AA Program. Mr. Hampton represents ALDOT in matters related to the review of the plan and enforcement of affirmative action by assisting and ensuring that managers are responsible and accountable for the success of the program in their areas of responsibility.

Ms. Tameka Rose, Internal Programs Unit Supervisor, was responsible for supervising the Internal Programs Section which include: the Affirmative Action Program (AAP), Title VI Program, and Youth Transportation - Workforce Development Programs. Ms. Rose continued to report directly to the Compliance and Business Opportunities Bureau Chief. (NOTE: Ms. Rose is no longer supervising the Title VII Program and the Americans with Disabilities Act Program. Effective June 1, 2015, the Title VII Program was moved to the Personnel Bureau. Ronda Brooks was selected as Title VII Coordinator- Recruiting/Employee Relations Unit. In July 2015, the Americans with Disabilities Act (ADA) was moved to the East Central Region. Mr. Brian Davis was appointed the ADA Coordinator.)

Affirmative Action Officer

During the CY2015, the Affirmative Action Officer (AAO), Shondra D. Swinney, continued to report to the Internal Programs Unit Supervisor. The AAO also continued to monitor the internal AAP/EEO program on a full-time basis.

Managers/Supervisors

Managers/Supervisors continued to be encouraged to discuss EEO programs during meetings as mandated by the Director of ALDOT. Each Bureau Chief and Region Engineer continued to have a line item added regarding accountability for EEO/AA efforts to his/her performance appraisals. Managers/Supervisors continued to be asked to have employees sign read receipts upon review of (new/updated) policies/procedures (as needed).

6

GOVERNOR ROBERT BENTLEY

TRANSPORTATION DIRECTORJOHN R. COOPER

CHIEF ENGINEERDON ARKLE

DEPUTY DIRECTOR/ADMINISTRATIONLAMAR WOODHAM, JR.

FINANCE/AUDITS BUREAUBILL FLOWERS

LEGAL BUREAUJIM IPPOLITO

DEPUTY DIRECTOR/OPERATIONSJOHN LORENTSON

Special CounselEllen Leonard

Aeronautics BureauBureau Chief

Aeronautics AdministratorJohn Eagerton

Personnel BureauBureau Chief

DPM IIISteve Dukes

Air Transportation BureauChief Pilot

Aircraft Pilot IIBrian DeKruyff

Media & Community Relations BureauBureau Chief

Governmental Relations ManagerTony Harris

Training/EDP BureauBureau Chief

ALDOT Training/EDP ManagerMaxine Wheeler

Research & Development BureauState Research & Development Engineer

PCE IIIMichelle Owens

Computer Services BureauBureau ChiefIT Manager IIIMichael Stokes

Assistant Chief EngineerPolicy & Planning

Ed Austin

Assistant Chief EngineerPre‐Construction

Rex Bush

Bridge BureauState Bridge Engineer

PCE IIIJohn P. Black

Right of Way BureauState Right of Way Engineer

Transportation Senior AdministratorSteve Walker

Design BureauState Design Engineer

PCE IIIWilliam Adams

County Transportation BureauState County Transportation Engineer

PCE IIIEd Phillips

Transportation Planning & Modal Programs BureauState Transportation Programs Engineer

PCE IIIBob Jilla

Office Engineer BureauState Office Engineer

PCE IIIClay McBrien

Maintenance BureauState Maintenance Engineer

PCE IIIStacey Glass

Materials & Tests BureauState Materials & Tests Engineer

PCE IIIScott George

Equipment BureauBureau Chief

Equipment Management CoordinatorRonald Pruitt

South West RegionRegion EngineerVince Calametti

South East RegionRegion EngineerGeorge Conner

West Central RegionRegion EngineerJames Brown

North RegionRegion EngineerJohnny Harris

East Central RegionRegion EngineerDeJarvis Leonard

Construction BureauState Construction Engineer

PCE IIICurtis Vincent

Innovative Programs BureauState Innovative Programs Engineer

Acting Bureau Chief ‐ TATerry Robinson

The Alabama Department of TransportationJanuary 1, 2016

Quality Control BureauState Quality Control Engineer

PCE IIITerry McDuffie

DEPUTY DIRECTOR/FLEET MANAGEMENTWILLIE BRADLEY, JR.

Compliance & Business Opportunities BureauBureau Chief

Equal Employment Opportunity CoordinatorClarence Hampton

Office of Homeland SecurityHomeland Security Chief

Transportation AdministratorRobert McWhorter

Fleet ManagementRay Thomason

State Motor PoolJimmy Kinard

Fleet ManagementAshley Mitchell

Office of Engineering ServicesChiefPCE III

Brian Davis

Office of Environmental ServicesEnvironmental Program Engineer

PCE IIBarry Fagan

7

LAMAR S WOODHAM JR

A8012002DEPUTY DIRECTOR(Deputy Director Administration)(334) 242‐63427

CLARENCE HAMPTON

1731101EQUAL EMPLOYMENT OPP COORD(Bureau Chief)(334) 242‐6340None

ALICE S ROWE

1731581TRANP EQUAL EMP UNIT SUPV(Transp. Equal Empl. Unit Supv.)(334) 260‐2240None

ANTHONY MILLER

1735358EQUAL EMPLOYMENT OFFICER(Equal Employment Officer)(334) 260‐2247None

CONNIE S RICH

1927300EQUAL EMPLOYMENT OFFICER(Contract Compliance Specialist)(334) 260‐2247None

STINETTA Y TIMMONS

1735499ADMIN SUPPORT ASST II(ADMIN SUPPORT ASST II)(334) 244‐6268None

JOHN L HUFFMAN

1731582TRANP EQUAL EMP UNIT SUPV(Transp. Equal Empl. Unit Supv.)(334) 244‐6261None

ABEL G ABEBE

1736383ACCOUNTANT(Accountant)NoneNone

DWIGHT H DAVIS

1730682EQUAL EMPLOYMENT OFFICER(Equal Employment Officer)(334) 242‐6870None

MARGARET JONES

1735357EQUAL EMPLOYMENT OFFICER(DBE Certification EEO Officer)(334) 260‐2242None

SHEILA E FORD

1961800EQUAL EMPLOYMENT OFFICER(Equal Employment Officer)(251) 275‐13318016

SHONA S MEADOWS


CONNIE DENNIS

1731516PERSONNEL ASSISTANT II(PERSONNEL ASSISTANT II)(334) 244‐6256None

DORISETTA M MOORE

1731517PERSONNEL ASSISTANT II(Personnel Asst)(334) 242‐6992None

Vacant

1730672EQUAL EMPLOYMENT OFFICER(DBE Certification EEO Officer)NoneNone

Vacant

1906604EQUAL EMPLOYMENT OFFICER(DBE Supportive Services)NoneNone

ZAKIYA S WRIGHT


MINNIE H FREEMAN

1731138ADMIN SUPPORT ASST I(Admn Support Asst)NoneNone

Vacant

1731105ADMIN SUPPORT ASST II(ADMIN SUPPORT ASST II)NoneNone

Vacant

A1731105ADMIN SUPPORT ASST II(ADMIN SUPPORT ASST II)NoneNone

LINDA GATES

1736370ADMIN SUPPORT ASST III(Office Coord)(334) 242‐6942None

AMANDA A THOMAS

1735498ADMIN SUPPORT ASST II(Admn Support Asst)NoneNone

EVELYN J MAHONE

1731110CLERK(Clerk)(334) 242‐6866None

TAMEKA L ROSE

1731580TRANP EQUAL EMP UNIT SUPV(Transp. Equal Empl. Unit Supv.)NoneNone

CORNELL L TATUM SR

1730700EQUAL EMPLOYMENT OFFICER(Title VI Program Specialist)(334) 242‐6943None

KIMBERLEY G COLE

1730493ADMIN SUPPORT ASST II(ADMIN SUPPORT ASST II)NoneNone

SHONDRA D SWINNEY

1906603EQUAL EMPLOYMENT OFFICER(Affirmative Action Officer)NoneNone

Vacant

1730282EQUAL EMPLOYMENT OFFICER(None)NoneNone

Compliance & Business Opportunities

As of 12‐30‐2015

8

SURVEY OF THE LABOR MARKET AREA

AGENCY OVERVIEW WORKFORCE

Full-Time

As of December 31, 2015, the Alabama Department of Transportation employed 4280 persons in its full-time work force. The percentage total for women and minorities remained about the same as the workforce noted at the close of CY2014.

28% (1200) were women

36% (1555) were minorities

PLAN METHODOLOGY

DATA SOURCES:

2010 Census data was used for the availability analysis for this plan. The labor market data was derivedfrom the 2010 U.S. Census data (EEO_10_5YR_EEOCIT6R)

Training data and promotion data were obtained from the Alabama Department of Transportation’spersonnel records.

The database of employees and resultant employee count used in this plan was obtained from theAlabama Department of Transportation’s Human Capital Management (HCM) database that includedpermanent, temporary, exempt, and seasonal employees on the roster at the time.

State Personnel Statistician Dr. Maury Buster stated that it is not clear as to why the EEOC has identifiedParaprofessionals as one of their job categories. The EEOC included estimates in the EEOC noncitizenU.S. Census table (EEO-NIT06R); yet, the same estimates are not provided in the EEOC job categoriesU.S. Census citizen table (EEO-CIT06R). Nevertheless, if you precede with the noncitizenParaprofessionals data, combined with the citizen data for the other job categories; you will end up with anoverestimate of the available workforce numbers. This is because some of the Paraprofessionals figuresappearing in the U.S. Census noncitizen table (EEO-NIT06R) have been distributed among the other jobcategories in the citizen table (EEO-CIT06R). Therefore, some of the numbers listed for theParaprofessionals have also been distributed among the other categories in the table; thus, theseindividuals appear twice in the table. NOTE: Per the U.S. Census, the eight categories will add to morethan the total population and the percentages may add to more than 100% because individuals wereallowed to report more than one race.

9

State of ALABAMA Number Percent

Total Population 4,779,736 100

White 3,204,402 67

African American 1,244,437 26

Hispanic 185,602 4

Asian/Pacific Islander 54,913 1

American Indian/Alaskan

Native 25,907 1

Some other race* 4,030 0

Two or more races 60,445 1

Source: The above labor market data are derived from the 2010 Census Data

EEO-4 Job Category

White

Female

Black

Female

Hispanic

Female

Asian

Female

American

Indian

Female

Total

Females

White

Male

Black

Male

Hispanic

Male

Asian

Male

American

Indian

Male

Total

Males

Total

Labor

Force

Officials/Administrators 65,535 18,540 830 940 385 86,230 112,870 13,125 1,505 1,380 545 129,425 215,655

Professionals 156,530 42,175 2,205 1,785 810 203,505 117,395 17,145 1,935 2,535 580 139,590 343,095

Technicians 30,325 10,620 330 209 110 41,594 20,360 3,815 200 295 210 24,880 66,474

Paraprofessionals 0 0 0 0 0 0 0 0 0 0 0 0 0

Administrative Support 276,930 99,855 4,395 1,955 1,910 385,045 144,780 36,735 2,045 1,020 575 185,155 570,200

Skilled Craft 9,265 4,045 205 100 25 13,640 173,225 32,200 3,210 625 1,625 210,885 224,525

Service/Maintenance 152,740 110,160 4,230 2,340 1,690 271,160 241,160 124,700 5,925 1,925 1,850 375,560 646,720

Protective Services 4,695 3,965 4 45 135 8,844 24,870 9,840 514 30 135 35,389 44,233

Total 696,020 289,360 12,199 7,374 5,065 1,010,018 834,660 237,560 15,334 7,810 5,520 1,100,884 2,110,902

Minorities by Racial Category

Total

Females

Total

Minorities Black Hispanic Asian

American

Indian

Officials/Administrators 40.0% 17.3% 14.7% 1.1% 1.1% 0.4%

Professionals 59.3% 20.2% 17.3% 1.2% 1.3% 0.4%

Technicians 62.6% 23.8% 21.7% 0.8% 0.8% 0.5%

Paraprofessional 0.0% 0.0% 0.0% 0.0% 0.0% 0.0%

Administrative Support 67.5% 26.0% 24.0% 1.1% 0.5% 0.4%

Skilled Craft 6.1% 18.7% 16.1% 1.5% 0.3% 0.7%

Service/Maintenance 41.9% 39.1% 36.32% 1.6% 0.7% 0.5%

Protective Services 20.0% 33.2% 31.2% 1.2% 0.2% 0.6%

Source: The above labor market data are derived from the 2010 U. S Census data (EEO_10_5y_EEOCIT6R)

2010 Census of Population and Employment by Ethnic Group and Gender

Total Labor Force by Occupational Categories*

Source: The above labor market data are derived from the 2010 U. S Census data (EEO_10_5y_EEOCIT6R)

EEO-4 Job Category

Availability %

Note 1: The seven race ethnic group numbers will add to more than the Total Population shown in the above table. This occurs because the Hispanic figure is also reflected in the above table. This occurs

because the Hispanic figure is also reflected in the numbers for each of the remaining race groups. In other words, the seven race/ethnic group figures total 4, 965,338, which equals 4,779,736 + 185, 602.

Note 2: "Some other race" indicates the respondent specified a race not identified on the census.

10

LABOR FORCE ANALYSIS OF PRESENT WORKFORCE

The following is a brief overview of ALDOT’s EEO-4 Employment Report as of 12/31/2015

The Officials and Administrators job group had a total of five hundred fifty-three (553) employees.White males continued to have the highest number of employees in this job group with three hundred ninety (390). Employees in salary range 70.0-Plus continued to have the highest total with three hundred fourteen (314), while salary range 25.0-32.9 continued to have the lowest with two (2). The total blacks in the 70.0-Plus salary range was fifty-two (52); black males and black females made up 12% and 4%, respectively. Females, overall, continued to have most of its representation in the 70-Plus salary range with thirty-four (34) employees as compared to the other salary ranges.

The Professional job group had a total of five hundred one (501) employees. Most individuals in this jobgroup continued to be in salary range 43.0-54.9 with two hundred ten (210) employees, followed behind with individuals in salary range 55.0-69.9 with one hundred seventy-four (174) employees. White males continued to have the highest total of employees with two hundred sixty-sixty-nine (269), followed behind with white females with eighty-six (86). Minority males as well as females (overall) continued to be largely represented in salary range 43.0-54.9.

The Technician job group continued to have one of the highest total of employees with one thousand one hundred seven (1107). Overall, white males in this job group continued to have the highest total of employees with six hundred ten (610), while black males continued to have the second highest total overall with one hundred ninety-two (192). White females also continued to have the highest total employees in this group with one hundred fifty-eight (158), while black females continued to have the second highest total with one hundred twenty-eight (128). At the close of CY2015, salary range 25.0-32.9 continued to have the highest total employees in this job group with three hundred fifty-seven (357) employees, followed closelyby salary range 33.0-42.9 with three hundred twenty-one (321).

The Protective Service worker job group continued to have a total of six (6) employees with black males having the highest representation of employees with five (5). There were no females represented in this job group at the close of CY2015. Salary range 25.0-32.9 had the highest total employees with four (4), while salary range 20.0- 24.9 and 33.0-42.9 had the second highest total with one (1), respectively.

The Para-Professional job group had a total of thirty-nine (39) employees at the close of 2015. There were no males represented in this job group. There were twenty-three (23) white females and sixteen (16) black females in this job group. Salary range 43.0-54.9 continued to have the highest total employees with twenty-two (22), while salary range 33.0-42.9 continued to have the second highest total with sixteen (16).

The Administrative Support or Office/Clerical job group had a total of five hundred eighteen (518) at the close of CY2015. Females continued to have the highest total employees with four hundred eighty-four (484). At the close of 2015, salary range 25.0-32.9 and 33.0-42.9 continued to have the highest totalemployees with two hundred twenty-nine (229) and one hundred fifty-two (152) respectively. Both white and black females continued to have the highest total employees in the Administrative Support-Office/Clerical job group with three hundred fifteen (315) and one hundred sixty-two (162) respectively.

11

The Skilled Craft job group had the highest total employees with one thousand one hundred ninety-seven (1197) employees. White males continued to have the largest number of individuals with six hundred forty-four (644), followed closely behind with black males at four hundred ninety-five (495). Salary range 25.0-32.9 continued to have the largest total of individuals with five hundred eighty-eight (588). The majority of the female representation continued to be in the 25.0-32.9 salary range as well.

The Service Maintenance job group had a total of three hundred fifty-nine (359) employees. Salaryrange 25.0-32.9 and 20.0-24.9 continued to have the highest number of employees with one hundred ninety-eight (198) and one hundred forty-seven (147) employees respectively.

In summary, ALDOT had an employment total of four thousand two hundred eighty (4280) as of December 31, 2015. There were one thousand five hundred fifty-five (1,555) minorities; while females had one thousand two hundred twelve (1,212). The majority of the employees worked in the Skilled Craft job group with a total of one thousand one hundred ninety-seven (1,197) employees, with blacks continuing to be the largest number of minorities in this job group. Also, four of the eight job categories (Official & Administrator, Professional, Technician, and Skilled Craft) had minority representation within each minority ethnic groupwhen compared to the other job categories.

12

Male Female

Job Categories Total Black Hisp (%) Asian (%) AmInd (%) Other (%) (%) Black Hisp (%) (%) AmInd (%) Other (%)

Officials and Administrators 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

2 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

22 8 0 0% 0 0% 0 0% 0 0% 9% 0 0 0% 0% 0 0% 0 0%

66 26 0 0% 0 0% 1 2% 0 0% 5% 5 0 0% 0% 0 0% 0 0%

149 15 0 0% 2 1% 0 0% 0 0% 10% 6 0 0% 1% 0 0% 1 1%

314 39 1 0% 0 0% 3 1% 0 0% 7% 13 0 0% 0% 0 0% 0 0%

553 89 1 2 4 0 24 0 0 1

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

24 4 0 0% 0 0% 0 0% 0 0% 29% 6 0 0% 0% 0 0% 0 0%

210 23 0 0% 2 1% 2 1% 0 0% 17% 39 0 0% 1% 1 0% 0 0%

174 25 1 1% 1 1% 0 0% 3 2% 14% 18 0 0% 0% 0 0% 1 1%

92 5 1 1% 1 1% 1 1% 2 2% 21% 8 0 0% 0% 0 0% 0 0%

501 57 2 4 3 5 71 0 1 1

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

15 0 0 0% 0 0% 0 0% 0 0% 20% 2 0 0% 0% 0 0% 0 0%

357 66 0 0% 0 0% 3 1% 2 1% 10% 51 0 0% 0% 0 0% 0 0%

321 68 1 0% 0 0% 3 1% 1 0% 15% 37 0 0% 0% 2 1% 0 0%

256 44 0 0% 0 0% 3 1% 0 0% 20% 27 0 0% 0% 1 0% 1 0%

141 13 0 0% 0 0% 0 0% 0 0% 14% 10 0 0% 0% 0 0% 0 0%

17 1 0 0% 0 0% 0 0% 1 6% 12% 1 0 0% 0% 0 0% 0 0%

1107 192 1 0 9 4 128 0 3 1

Protective Service 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

4 3 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

6 5 0 0 0 0 0 0 0 0

Paraprofessionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

16 0 0 0% 0 0% 0 0% 0 0% 44% 9 0 0% 0% 0 0% 0 0%

22 0 0 0% 0 0% 0 0% 0 0% 68% 7 0 0% 0% 0 0% 0 0%

Report ID: HCMCM0012 Alabama Department of Transportation Page Number: 1

For the period 1/1/2015 through 12/31/2015 Compliance Management Run Date: 3/9/2016

EEO-4 Employment Report as of 12/31/2015 Run Time: 2:57 PM

1.Full Time Employees (Temporary Employees Not Included)

(%) AsianAnnual Salary in

Thousands

White (%) (%) White

0.1-15.9 0 0 0

0

16.0-19.9 0 0

50% 50% 0 0%

0

20.0-24.9 0 0

0

33.0-42.9 12 55% 36% 2 0% 0

25.0-32.9 1

4% 1

43.0-54.9 31 47% 39% 3 8%

75% 12% 21 4%

0

55.0-69.9 109 73% 10% 15

070.0-Plus 237

SubTotal 390 41

0

1

0

16.0-19.9 0 0 0

0.1-15.9 0

0% 0

20.0-24.9 0 0

29% 17% 7 25%

0

25.0-32.9 1 100% 0% 0

0

43.0-54.9 106 50% 11% 35 19% 2

33.0-42.9 7

9% 0

55.0-69.9 100 57% 14% 25 10% 0

70.0-Plus 55 60% 5% 19

SubTotal 269 86 2

0

0

0.1-15.9 0 0

0

20.0-24.9 10 67% 0% 3 13% 0

16.0-19.9 0

12% 0

25.0-32.9 200 56% 18% 34 14%

51% 17% 50 11%

1

33.0-42.9 160 50% 21% 49

0

55.0-69.9 98 70% 9% 20 7% 0

43.0-54.9 130

70.0-Plus 12 71% 6% 2 6%

158

0

1SubTotal 610

0

0.1-15.9 0 0

0% 100% 0 0%

0

16.0-19.9 0 0

0

25.0-32.9 1 25% 75% 0 0% 0

20.0-24.9 0

0

33.0-42.9 0 0% 100% 0 0%

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 1 0

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0% 0% 1 0%

0

20.0-24.9 0 0

0

33.0-42.9 0 0% 0% 7 56% 0

25.0-32.9 0

43.0-54.9 0 0% 0% 15 32% 0

13

Male Female







Thousands

White (%) (%) White

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

39 0 0 0 0 0 16 0 0 0

Office/Clerical 0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 0 1 100

%

0% 0 0% 0 0%

119 1 0 0% 0 0% 0 0% 0 0% 66% 34 0 0% 0% 1 1% 0 0%

229 8 0 0% 0 0% 0 0% 0 0% 53% 86 1 0% 0% 1 0% 2 1%

152 3 0 0% 0 0% 0 0% 0 0% 67% 38 0 0% 0% 1 1% 0 0%

17 0 0 0% 0 0% 0 0% 0 0% 76% 4 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

518 12 0 0 0 0 162 2 3 2

Skilled Craft 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

198 75 1 1% 0 0% 1 1% 1 1% 2% 3 0 0% 0% 0 0% 0 0%

588 240 4 1% 1 0% 4 1% 2 0% 2% 15 0 0% 0% 0 0% 0 0%

304 145 1 0% 0 0% 0 0% 0 0% 1% 5 0 0% 0% 0 0% 0 0%

103 33 1 1% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

4 2 1 25% 0 0% 0 0% 1 25% 0% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

1197 495 8 1 5 4 24 0 0 0

Service Maintenance 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

147 45 0 0% 0 0% 1 1% 0 0% 18% 21 0 0% 0% 0 0% 1 1%

198 88 0 0% 0 0% 0 0% 0 0% 11% 44 0 0% 0% 1 1% 0 0%

10 5 0 0% 0 0% 0 0% 0 0% 10% 2 0 0% 0% 0 0% 0 0%

4 1 0 0% 0 0% 0 0% 0 0% 25% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

359 139 0 0 1 0 67 0 1 1

4280 989 12 0% 7 0% 22 1% 13 0% 16% 492 2 0% 0% 8 0% 6 0%

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 23

0

0

0

16.0-19.9 0 0% 0% 0 0% 0

0.1-15.9 0

38% 0

20.0-24.9 5 4% 1% 78 29%

5% 2% 102 25%

0

25.0-32.9 9 4% 3% 122

0

43.0-54.9 0 0% 0% 13 24% 0

33.0-42.9 8

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 22 315 0

0

0

0.1-15.9 0 0

0

20.0-24.9 114 58% 38% 3 2% 0

16.0-19.9 0

2% 0

25.0-32.9 312 53% 41% 10 3%

66% 32% 0 1%

0

33.0-42.9 150 49% 48% 3

0

55.0-69.9 0 0% 50% 0 0% 0

43.0-54.9 68

70.0-Plus 0 0

16

0

0SubTotal 644

0

0.1-15.9 0 0

36% 31% 26 14%

0

16.0-19.9 0 0

0

25.0-32.9 44 22% 44% 21 22% 0

20.0-24.9 53

0% 0

33.0-42.9 2 20% 50% 1 20%

0

0

43.0-54.9 2 50% 25% 1

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 101 49

4Total Full Time 2037 48% 23% 688 11%

14

JOB GROUP NARRATIVE

Job groups continued to be derived from the workforce analysis and consist of one group of jobs with similar content, wage rates, and opportunities as provided in the EEO-4 Report. Job titles continued to be assigned to those job groups coinciding with the EEO-4 job category in which the job title is classified.

ALDOT EEO-4 Job Groups Job Group Category Definitions

Officials/Administrators Occupations requiring administrative personnel who set broad policies, exercise overall responsibility for execution of these policies, and direct individual departments or special phases of an agency’s operations or provide specialized consultation on a Regional, District, or area basis.

Professionals Occupations which require specialized and theoretical knowledge which is usually acquired throughout college training or work experience and other training which provides compatible knowledge.

Technicians Occupations requiring a combination of basic scientific knowledge and manual skill which can be obtained through about 2 years of post-high school education; offered in many technical institutes and junior colleges, or through equivalent on-the-job training.

Protective Service Occupation in which workers are entrusted with public safety, security, and protection from destructive forces.

Para-Professionals Occupations in which workers perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical status.

Service Maintenance Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene, or safety of the general public or which contribute to the up keep or care of building, facilities or grounds of public property.

Administrative Support (Clerical) Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office.

Skilled Craft Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired throughout on-the-job training and experienced or throughout apprenticeship or other formal training programs.

15

JOB GROUPS AT ALDOT

Job Group Job TitlesOfficials and Administrators TRANSPORTATION REGIONAL OFFICE MANAGER

Officials and Administrators GRAPHIC ARTS FACILITY SUPV

Officials and Administrators IT OPERATIONS MANAGER

Officials and Administrators IT MANAGER I

Officials and Administrators IT MANAGER II

Officials and Administrators IT MANAGER III

Officials and Administrators ACCOUNTING DIRECTOR I

Officials and Administrators ACCOUNTING DIRECTOR II

Officials and Administrators ACCOUNTING DIRECTOR III

Officials and Administrators ACCOUNTING MANAGER

Officials and Administrators AUDIT MANAGER

Officials and Administrators REVENUE DIVISION DIRECTOR

Officials and Administrators EQUAL EMPLOYMENT OPP COORD

Officials and Administrators TRANP EQUAL EMP UNIT SUPV

Officials and Administrators TRANSPORTATION TRAINING OFF

Officials and Administrators DEPT PERSONNEL MANAGER I

Officials and Administrators DEPT PERSONNEL MANAGER II

Officials and Administrators DEPT PERSONNEL MANAGER III

Officials and Administrators WAREHOUSE SUPERINTENDENT

Officials and Administrators INVENTORY CONTROL MANAGER

Officials and Administrators PUBLIC INFORMATION MANAGER

Officials and Administrators SPECIAL AGENT (FUEL TAX)

Officials and Administrators ATTORNEY IV

Officials and Administrators GENERAL SERVICES SUPV

Officials and Administrators GOVERNMENTAL REL MGR

Officials and Administrators CARTOGRAPHY MANAGER

Officials and Administrators R O W ACQUISITION MANAGER

Officials and Administrators PROF CIVIL ENGINEER II SR

Officials and Administrators PROF CIVIL ENGINEER II

Officials and Administrators PROF CIVIL ENGINEER III

Officials and Administrators Transportation Reg Eng /Asst Chief Eng

Officials and Administrators TRANSPORTATION MANAGER

Officials and Administrators TRANSPORTATION ADMINISTRATR

Officials and Administrators TRANSPORTATION SR ADMIN

16

JOB GROUPS AT ALDOT

Job Group Job TitlesOfficials and Administrators CHEMIST III

Officials and Administrators AGRONOMIST MANAGER

Officials and Administrators ALDOT ENVIRMNTL SPEC, SR

Officials and Administrators ALDOT ENVIRMNTL SPEC SUPV

Officials and Administrators TRANSPORTATION PLANNER, SR

Officials and Administrators DEPUTY DIRECTOR

Officials and Administrators CHIEF ENGINEER

Officials and Administrators ATS OPERATIONS SUPERVISOR

Officials and Administrators ATS MAINTENANCE SUPERVISOR

Officials and Administrators TRANSPORT MAINTANCE SUPT

Officials and Administrators AERONAUTICS SPEC

Officials and Administrators AERONAUTICS MANAGER

Officials and Administrators AERONAUTICS ADMIN

Officials and Administrators AIRCRAFT MAINT SUPERVISOR

Officials and Administrators EQUIPMENT MAINTENANCE MANAGER

Officials and Administrators EQUIP MANAGEMENT COORD

Officials and Administrators MAINTENANCE & REPAIR SUPV

Officials and Administrators TRAFFIC SIGN SHOP SUPV

Officials and Administrators PLANT MAINTENANCE SUPV I

Officials and Administrators PLANT MAINTENANCE SUPV II

Professionals DATA PROCESSING SPEC I(T)

Professionals PROGRAMMER

Professionals PROGRAMMER ANALYST, ASSOC

Professionals PROGRAMMER ANALYST

Professionals PROGRAMMER ANALYST, SR

Professionals IT SYSTEMS SPEC, ASSOC

Professionals IT SYSTEMS SPECIALIST

Professionals IT SYSTEMS SPECIALIST, SR

Professionals IT PROJECT MANAGER

Professionals ACCOUNTANT

Professionals STAFF ACCOUNTANT

Professionals SENIOR ACCOUNTANT

Professionals EQUAL EMPLOYMENT OFFICER

17

JOB GROUPS AT ALDOT

Job Group Job TitlesProfessionals SAFETY COORDINATOR

Professionals ALDOT TRAIN/EDP MANAGER

Professionals DEPT PROCUREMENT OFFICER I

Professionals PUBLIC INFORMATION SPEC

Professionals ATTORNEY I/II

Professionals ATTORNEY III

Professionals ADMINISTRATIVE ANALYST I

Professionals ENGINEERING GRADUATE

Professionals CIVIL ENGINEERING GRAD

Professionals PROF CIVIL ENGINEER I

Professionals ENVIRONMENTAL SCIENTIST, SR

Professionals CHEMIST II

Professionals AGRONOMIST SENIOR

Professionals ELECTRICAL ENGINEER I

Professionals GIS SPECIALIST

Professionals GIS SPECIALIST, SENIOR

Professionals GEOLOGIST II

Professionals GEOLOGIST III

Professionals ALDOT ENVIRMNTL SPECIALIST

Professionals TRANSPORTATION PLANNER

Professionals ARCHIVIST, SR

Professionals DEPARTMENTAL MARKETING SPEC

Professionals AIRCRAFT PILOT II

Technicians IT OPERATIONS TECHNICIAN

Technicians IT OPERATIONS SPECIALIST

Technicians IT SYSTEMS TECHNICIAN

Technicians IT SYSTEMS TECHNICIAN, SR

Technicians ENGINEERING ASSISTANT I

Technicians ENGINEERING ASSISTANT II

Technicians ENGINEERING ASSISTANT III

Technicians CARTOGRAPHIC SPEC, SR.

Technicians CARTOGRAPHIC SUPERVISOR

Technicians RIGHT OF WAY SPECIALIST

18

JOB GROUPS AT ALDOT

Job Group Job TitlesTechnicians SENIOR RIGHT OF WAY SPEC

Technicians REAL PROP VAL ANLYST

Technicians SR REAL PROP VAL ANLYST

Technicians TRANSPORTATION TECHNOLOGIST

Technicians TRANSPORTATION TECHNLGST,SR

Technicians ATS MAINTENANCE SPECIALIST

Protective Services SECURITY GUARD I

Protective Services SECURITY GUARD II

Paraprofessionals TRANSPORTATION OFFICE MGR

Paraprofessionals ACCOUNTING TECHNICIAN

Paraprofessionals PERSONNEL ASSISTANT III

Paraprofessionals LEGAL RESEARCH ASSISTANT

Paraprofessionals PARALEGAL

Paraprofessionals Departmental Operatns Spec

Office/Clerical MAIL CLERK

Office/Clerical MAIL CLERK, SR

Office/Clerical CLERK

Office/Clerical ADMIN SUPPORT ASST I

Office/Clerical ADMIN SUPPORT ASST II

Office/Clerical ADMIN SUPPORT ASST III

Office/Clerical ACCOUNT CLERK

Office/Clerical PROJECT COST AUDITOR I (T)

Office/Clerical PERSONNEL ASSISTANT I

Office/Clerical PERSONNEL ASSISTANT II

Office/Clerical STOCK CLERK I

Office/Clerical STOCK CLERK II

Office/Clerical MECHANICAL STOCK CLERK

Office/Clerical INVENTORY CONTROL OFFICER

Office/Clerical SUPPLY OFFICER

Skilled Craft GRAPHIC ARTS TECHNICIAN

19

JOB GROUPS AT ALDOT

Job Group Job TitlesSkilled Craft GRAPHIC ARTS SPECIALIST

Skilled Craft TRAFFIC SIGNAL TECH

Skilled Craft TRAFFIC SIGNAL TECH, SENIOR

Skilled Craft ELECTRONIC TECHNICIAN

Skilled Craft ELECTRONIC SHOP SUPV

Skilled Craft COMMUNICATIONS TECH II

Skilled Craft COMMUNICATIONS TECH SUPV

Skilled Craft TRANSPORTATION MAINT TECH I

Skilled Craft HWY MAINT TECH II/III(T)

Skilled Craft TRANSPORT MAINT TECH III

Skilled Craft TRANSPORTATION MAINT TECH II

Skilled Craft AIRCRAFT MECHANIC

Skilled Craft SERVICE PATROL OPERATOR

Skilled Craft SERVICE PATROL OPERATOR SPV

Skilled Craft EQUIPMENT MECHANIC

Skilled Craft EQUIPMENT MECHANIC, SENIOR

Skilled Craft EQUIPMENT REPAIR SUPERVISOR

Skilled Craft PLANT MAINTENANCE WORKER

Skilled Craft TRAFFIC SIGN PAINTER I

Skilled Craft TRAFFIC SIGN PAINTER II

Service Maintenance WAREHOUSE WORKER

Service Maintenance UTILITY LABORER

Service Maintenance ATS OPERATOR

Service Maintenance TRANSPORTATION WORKER, SR

Service Maintenance TRANSPORTATION WORKER

20

Job Group Analysis

The Job Group Analysis Report gives an overview of all the classifications for each EEO-4 job group used at ALDOT. The report indicates the race, sex, and number of individuals for each classification. Below is an overview of the Job Group Analysis for each EEO-4 job group during CY2015:

Officials & Administrators:

oMales continued to have the largest representation in the Official & Administrators job group with four hundred eighty-six (486), while females had sixty-seven (67) and minority had one hundred twenty-two (122). The majority of the total employee representation was in such job classifications as Transportation Manager (227), Transportation Maintenance Supt. (71), and Professional Civil Engineer II (76). The highest representation of females and minorities was in the Transportation Manager classification with twenty-seven (27) and forty (40) respectively. Overall, there were no female and minority representation in twenty-two (22) of the fifty-four (54) classifications in the Official & Administrators job group.

Professionals:o Males continued to have the highest total of employees in the Professionals job group by

remaining at three hundred forty (340). There were one hundred sixty-one (161) femalesand one forty-six (146) minorities in this job group. The largest concentration of employeescontinued to be in the Civil Engineer Graduate (208), Professional Civil Engineer I (64),and IT Systems Specialist, Associate (29) classifications. The highest representation offemales and minorities continued to be in the Civil Engineer Graduate, Sr. Accountant, andEqual Employment Officer classifications. There continued to be no representation offemales/minorities in seven (7) of the thirty-six (36) Professional classifications.

Technicians:o The second highest total of employees at ALDOT was in the Technicians job group with

one thousand one hundred seven (1107). Of that one thousand one hundred seven(1107), two hundred ninety-one (291) were females and three hundred thirty-nine (339)were minorities. The greatest representation of employees in this job group wasTransportation Technologist (271), Engineering Assistant II (221), and Transportation

Technologist, Sr. (220). Minorities and females continued to have some of the highesttotal employee representation in these three job classifications. One (1) of the sixteen(16) Technician job classifications did not have any female or minority representation.

Males continued to have the highest representation at eight hundred sixteen (816).

Protective Service Worker:o The Protective Service Worker job group continued to have a total of six (6) employees.

The Security Guard I classification continued to have the largest total employees with five(5); four (4) of whom were minority. There was no female representation in the ProtectiveService Worker job group.

21

Paraprofessionals:o Females in the Paraprofessional job group continued to have the largest representation of

employees with thirty-nine (39), while Minorities had sixteen (16) in this job group. Femalesand minorities continued to have the highest representation in the Transportation OfficeManager (14), Departmental Operations Specialist and Accounting Technician both witheight (8). The Paraprofessional job group had female and minority representation in all butone of its job classifications.

Office/Clerical:o The Office/Clerical job group continued to have females as its highest total of employees

at ALDOT with five hundred eighteen (518). Minorities also continued to have a largerepresentation with one hundred eighty-one (181) employees. The largest number ofemployees in this job group was in the Administrative Support Assistant II (206),Administrative Support Assistant III (122), and Administrative Support Assistant I (97)classifications respectively. The Office/Clerical job group continued to have femalerepresentation in all but two (2) of its job classifications. While minority representation wasnoted in every classification except two (2) as well.

Skilled Craft:o The Skilled Craft job group had the largest representation (1197) of employees with a little

less than half being Minorities (537). The highest total of employees in this job groupcontinued to be in the Transportation Maintenance Tech II (522), TransportationMaintenance Tech I (223), and Transportation Maintenance Tech III (199) classificationsrespectively. Minorities also continued to have its highest representation of employees inthe aforementioned job classifications as well. No female/minority representation wasnoted in only one (1) of the twenty-one (21) Skilled Craft job classifications.

Service Maintenance:o The Service Maintenance job group had a total of three hundred fifty-nine (359)

employees. The Transportation Worker classification continued to have the largestnumber of employees with three hundred six (306) employees. The majority of the femaleand minority representation continued to be in the Transportation Worker job classificationwith ninety-nine (99) and two hundred seven (207) employees respectively. There wasminority representation in all of the five Service Maintenance classifications, while femaleshad representation in all but one job classification.

22

Report ID: HCMCM0010

Job Total Total

Job Group Grp # Females Minority Asian Hisp Other Asian AmInd Hisp Other


0 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

2 1 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

2 3 0 0 0 0 0 0 0

1 2 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

2 4 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

2 1 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

8 10 0 1 0 0 0 0 1

1 1 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

27 40 2 0 0 1 0 0 0

2 6 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

2 3 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 4 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 31 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

Alabama Department of TransportationPage Number: 1

Compliance Management Run Date: 3/9/2016

For the period 1/1/2015 through 12/31/2015 Job Group Analysis Report as of 12/31/2015 Run Time: 4:25 PM

Total Total Male Female

Job Titles Employees Males Black AmInd Black

TRANSPORTATION REGIONAL OFFICE

MANAGER

5 0 0 0 1

GRAPHIC ARTS FACILITY SUPV 1 1 0 0 0

IT OPERATIONS MANAGER 1 0 0 0 0

IT MANAGER I 4 3 1 0 0

IT MANAGER II 3 2 1 0 0

IT MANAGER III 1 1 0 0 0

ACCOUNTING DIRECTOR I 2 1 0 0 0

ACCOUNTING DIRECTOR II 1 0 0 0 0

ACCOUNTING DIRECTOR III 1 1 0 0 0

ACCOUNTING MANAGER 4 2 0 0 1

AUDIT MANAGER 2 1 0 0 1

REVENUE DIVISION DIRECTOR 1 1 0 0 0

EQUAL EMPLOYMENT OPP COORD 1 1 1 0 0

TRANP EQUAL EMP UNIT SUPV 3 1 1 0 2

TRANSPORTATION TRAINING OFF 2 1 1 0 1

DEPT PERSONNEL MANAGER I 1 0 0 0 1

DEPT PERSONNEL MANAGER II 1 1 0 0 0

DEPT PERSONNEL MANAGER III 1 1 0 0 0

WAREHOUSE SUPERINTENDENT 7 5 3 0 1

INVENTORY CONTROL MANAGER 1 0 0 0 0

PUBLIC INFORMATION MANAGER 1 0 0 0 0

SPECIAL AGENT (FUEL TAX) 2 2 0 0 0

ATTORNEY IV 1 1 0 0 0

GENERAL SERVICES SUPV 1 1 0 0 0

GOVERNMENTAL REL MGR 1 1 0 0 0

CARTOGRAPHY MANAGER 1 1 0 0 0

R O W ACQUISITION MANAGER 12 10 1 0 0

PROF CIVIL ENGINEER II SR 20 20 1 0 0

PROF CIVIL ENGINEER II 76 68 4 1 3

PROF CIVIL ENGINEER III 19 18 0 0 1

Transportation Reg Eng /Asst Chief Eng 5 5 1 0 0

TRANSPORTATION MANAGER 227 200 27 2 8

TRANSPORTATION ADMINISTRATR 24 22 5 0 1

TRANSPORTATION SR ADMIN 2 1 0 0 1

CHEMIST III 1 1 1 0 0

AGRONOMIST MANAGER 1 1 0 0 0

ALDOT ENVIRMNTL SPEC, SR 5 3 2 0 1

ALDOT ENVIRMNTL SPEC SUPV 2 2 0 0 0

TRANSPORTATION PLANNER, SR 5 5 4 0 0

DEPUTY DIRECTOR 3 3 1 0 0

CHIEF ENGINEER 1 1 0 0 0

ATS OPERATIONS SUPERVISOR 1 0 0 0 1

ATS MAINTENANCE SUPERVISOR 3 3 0 0 0

TRANSPORT MAINTANCE SUPT 71 71 30 1 0

AERONAUTICS SPEC 3 2 0 0 0

AERONAUTICS MANAGER 1 1 0 0 0

AERONAUTICS ADMIN 1 1 0 0 0

AIRCRAFT MAINT SUPERVISOR 1 1 0 0 0

23


Job Total Total







1 3 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

Total 67 122 2 1 0 1 0 0 1

Professionals 2 0 1 0 0 0 0 0 0 0

6 7 0 0 0 0 0 0 0

10 4 0 0 0 1 0 0 0

4 5 1 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

5 12 1 0 2 0 0 0 0

2 5 0 0 0 0 0 0 0

3 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

5 6 0 0 0 0 0 0 0

11 9 0 0 0 0 0 0 0

17 9 0 0 0 0 0 0 0

11 15 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

2 0 0 0 0 0 0 0 0

2 1 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

3 1 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

51 48 1 1 2 1 1 0 1

12 9 1 1 1 0 0 0 0

0 1 0 0 0 0 0 0 0

2 2 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

4 1 0 0 0 0 0 0 0

4 4 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

Total 161 146 4 2 5 2 1 0 1

Technicians 3 2 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

9 10 0 1 0 0 0 0 0

3 5 0 0 0 0 0 0 0

EQUIPMENT MAINTENANCE MANAGER 14 13 3 0 0

EQUIP MANAGEMENT COORD 1 1 0 0 0

MAINTENANCE & REPAIR SUPV 1 1 1 0 0

TRAFFIC SIGN SHOP SUPV 1 1 0 0 0

PLANT MAINTENANCE SUPV I 1 1 0 0 0

PLANT MAINTENANCE SUPV II 1 1 0 0 0

553 486 89 4 24

DATA PROCESSING SPEC I(T) 1 1 1 0 0

PROGRAMMER 9 3 1 0 6

PROGRAMMER ANALYST, ASSOC 15 5 1 0 2

PROGRAMMER ANALYST 20 16 2 0 2

PROGRAMMER ANALYST, SR 8 7 1 0 0

IT SYSTEMS SPEC, ASSOC 29 24 6 0 3

IT SYSTEMS SPECIALIST 20 18 2 1 2

IT SYSTEMS SPECIALIST, SR 6 3 0 0 1

IT PROJECT MANAGER 1 1 0 0 0

ACCOUNTANT 9 4 2 0 4

STAFF ACCOUNTANT 16 5 0 0 9

SENIOR ACCOUNTANT 23 6 2 0 7

EQUAL EMPLOYMENT OFFICER 16 5 5 0 10

SAFETY COORDINATOR 1 1 1 0 0

ALDOT TRAIN/EDP MANAGER 1 0 0 0 1

DEPT PROCUREMENT OFFICER I 3 1 0 0 0

PUBLIC INFORMATION SPEC 4 2 0 0 1

ATTORNEY I/II 1 0 0 0 0

ATTORNEY III 6 3 0 0 1

ADMINISTRATIVE ANALYST I 1 1 1 0 0

ENGINEERING GRADUATE 3 2 0 0 0

CIVIL ENGINEERING GRAD 208 157 26 2 13

PROF CIVIL ENGINEER I 64 52 4 0 2

ENVIRONMENTAL SCIENTIST, SR 2 2 1 0 0

CHEMIST II 3 1 0 0 2

AGRONOMIST SENIOR 1 1 0 0 0

ELECTRICAL ENGINEER I 1 0 0 0 1

GIS SPECIALIST 4 4 0 0 0

GIS SPECIALIST, SENIOR 3 2 0 0 0

GEOLOGIST II 1 1 0 0 0

GEOLOGIST III 1 1 0 0 0

ALDOT ENVIRMNTL SPECIALIST 8 4 0 0 1

TRANSPORTATION PLANNER 7 3 1 0 3

ARCHIVIST, SR 1 1 0 0 0

DEPARTMENTAL MARKETING SPEC 1 0 0 0 0

AIRCRAFT PILOT II 3 3 0 0 0

501 340 57 3 71

IT OPERATIONS TECHNICIAN 4 2 0 0 1

IT OPERATIONS SPECIALIST 1 1 0 0 0

IT SYSTEMS TECHNICIAN 18 9 4 0 5

IT SYSTEMS TECHNICIAN, SR 18 15 3 0 2

24


Job Total Total







23 25 0 0 0 0 0 0 0

64 96 0 0 2 0 0 0 0

45 44 0 0 1 1 0 0 0

0 1 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

11 10 0 0 0 0 0 0 0

8 6 0 0 0 0 0 0 0

7 2 0 0 0 0 0 0 0

3 1 0 0 0 0 0 0 0

71 93 0 0 0 0 3 0 0

44 43 0 0 1 0 0 0 1

0 2 0 0 0 0 0 0 0

Total 291 339 0 1 4 1 3 0 1

Protective Services 4 0 4 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

Total 0 5 0 0 0 0 0 0 0


8 4 0 0 0 0 0 0 0

5 4 0 0 0 0 0 0 0

3 1 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

8 3 0 0 0 0 0 0 0

Total 39 16 0 0 0 0 0 0 0

Office/Clerical 6 0 2 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

4 3 0 0 0 0 0 1 0

94 36 0 0 0 0 0 1 0

202 71 0 0 0 0 2 0 0

122 36 0 0 0 0 0 0 1

22 9 0 0 0 0 0 0 1

1 0 0 0 0 0 0 0 0

2 2 0 0 0 0 0 0 0

13 7 0 0 0 0 0 0 0

7 4 0 0 0 0 1 0 0

6 3 0 0 0 0 0 0 0

1 2 0 0 0 0 0 0 0

9 5 0 0 0 0 0 0 0

1 0 0 0 0 0 0 0 0

Total 484 181 0 0 0 0 3 2 2

Skilled Craft 7 0 1 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

0 6 0 0 0 0 0 0 0

0 4 0 0 0 0 0 0 0

1 3 0 0 0 0 0 0 0

0 2 0 0 1 0 0 0 0

0 0 0 0 0 0 0 0 0

0 1 0 1 0 0 0 0 0

10 95 0 1 1 0 0 0 0

ENGINEERING ASSISTANT I 101 78 14 1 10

ENGINEERING ASSISTANT II 221 157 49 0 45

ENGINEERING ASSISTANT III 183 138 30 2 10

CARTOGRAPHIC SPEC, SR. 1 1 1 0 0

CARTOGRAPHIC SUPERVISOR 2 1 0 0 0

RIGHT OF WAY SPECIALIST 22 11 4 0 6

SENIOR RIGHT OF WAY SPEC 17 9 3 0 3

REAL PROP VAL ANLYST 9 2 0 0 2

SR REAL PROP VAL ANLYST 9 6 0 0 1

TRANSPORTATION TECHNOLOGIST 271 200 55 5 30

TRANSPORTATION TECHNLGST,SR 220 176 27 1 13

ATS MAINTENANCE SPECIALIST 10 10 2 0 0

1107 816 192 9 128

SECURITY GUARD I 5 5 4 0 0

SECURITY GUARD II 1 1 1 0 0

6 6 5 0 0

TRANSPORTATION OFFICE MGR 14 0 0 0 4

ACCOUNTING TECHNICIAN 8 0 0 0 4

PERSONNEL ASSISTANT III 5 0 0 0 4

LEGAL RESEARCH ASSISTANT 3 0 0 0 1

PARALEGAL 1 0 0 0 0

Departmental Operatns Spec 8 0 0 0 3

39 0 0 0 16

MAIL CLERK 2 2 2 0 0

MAIL CLERK, SR 1 1 1 0 0

CLERK 7 3 0 0 2

ADMIN SUPPORT ASST I 97 3 0 0 35

ADMIN SUPPORT ASST II 206 4 1 0 68

ADMIN SUPPORT ASST III 122 0 0 0 35

ACCOUNT CLERK 26 4 1 0 7

PROJECT COST AUDITOR I (T) 1 0 0 0 0

PERSONNEL ASSISTANT I 2 0 0 0 2

PERSONNEL ASSISTANT II 14 1 1 0 6

STOCK CLERK I 9 2 1 0 2

STOCK CLERK II 12 6 1 0 2

MECHANICAL STOCK CLERK 4 3 2 0 0

INVENTORY CONTROL OFFICER 14 5 2 0 3

SUPPLY OFFICER 1 0 0 0 0

518 34 12 0 162

GRAPHIC ARTS TECHNICIAN 4 4 1 0 0

GRAPHIC ARTS SPECIALIST 1 1 0 0 0

TRAFFIC SIGNAL TECH 17 17 5 1 0

TRAFFIC SIGNAL TECH, SENIOR 17 17 4 0 0

ELECTRONIC TECHNICIAN 9 8 3 0 0

ELECTRONIC SHOP SUPV 2 2 1 0 0

COMMUNICATIONS TECH II 4 4 0 0 0

COMMUNICATIONS TECH SUPV 1 1 0 0 0

TRANSPORTATION MAINT TECH I 223 213 88 1 4

25


Job Total Total







2 36 0 0 0 0 0 0 0

9 80 0 1 0 0 0 0 0

13 257 0 3 2 0 0 0 0

0 1 0 0 0 0 0 0 0

3 15 0 0 0 0 0 0 0

0 1 0 0 0 0 0 0 0

0 20 1 1 0 0 0 0 0

0 7 0 1 0 0 0 0 0

0 3 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1 4 0 0 0 0 0 0 0

1 1 0 0 0 0 0 0 0

Total 40 537 1 8 4 0 0 0 0


0 1 0 0 0 0 0 0 0

6 9 0 0 0 0 0 0 0

12 18 0 0 0 0 0 0 0

99 179 0 0 0 0 1 0 1

Total 118 209 0 0 0 0 1 0 1

Grand Total 1200 1555 7 12 13 4 8 2 6

HWY MAINT TECH II/III(T) 49 47 34 0 2

TRANSPORT MAINT TECH III 199 190 70 1 8

TRANSPORTATION MAINT TECH II 522 509 242 2 8

AIRCRAFT MECHANIC 1 1 1 0 0

SERVICE PATROL OPERATOR 25 22 13 0 2

SERVICE PATROL OPERATOR SPV 3 3 1 0 0

EQUIPMENT MECHANIC 60 60 18 0 0

EQUIPMENT MECHANIC, SENIOR 39 39 6 0 0

EQUIPMENT REPAIR SUPERVISOR 11 11 3 0 0

PLANT MAINTENANCE WORKER 1 1 0 0 0

TRAFFIC SIGN PAINTER I 7 6 4 0 0

TRAFFIC SIGN PAINTER II 2 1 1 0 0

1197 1157 495 5 24

WAREHOUSE WORKER 4 3 2 0 0

UTILITY LABORER 1 1 1 0 0

ATS OPERATOR 17 11 6 0 3

TRANSPORTATION WORKER, SR 31 19 9 0 9

TRANSPORTATION WORKER 306 207 121 1 55

359 241 139 1 67

4280 3080 989 22 492

26

UTILIZATION ANALYSIS

The purpose of the Utilization Analysis is to determine whether or not affected group members are equitably represented in the workforce. The extent that affected group members are utilized is a function of comparing “WHAT IS” (ALDOT’s workforce analysis) with “WHAT SHOULD BE” (the external labor force and internal availability).

The workforce versus availability comparison is made by using percentages for both state and federal reporting purposes. During CY2015, underutilizations were noted in the all job groups/for different races at ALDOT, but those numbers are not reflective of the actual/future number of vacancies as a whole. Newly noted underutilizations included: Office Clerical job group-American Indian male. (NOTE: The numbers in the Utilization Analysis Report were based on the total population for males and females in the entire state of Alabama as compared to the positions currently occupied at ALDOT. If ALDOT’s underutilization numbers were compared to the transportation industry in the state of Alabama, the numbers needed to reach parity would be reduced.)

27

UTILIZATION ANALYSIS REPORT

Job Category Total Total

Male

Males Total

Female

Females

White Black Hisp AI/AN Asian White Black Hisp AI/AN Asian

Official Administrator

Current Workforce 553 486 390 89 1 4 2 67 41 24 0 0 1

Availability (CLF%) 52.34% 6.09% .70% .25% .64% 30.39% 8.60% .38% .18% .44%

Underutilization # 4 4 168 48 2 1 2

Underutilized

(Yes or No)

NO YES NO YES YES YES YES YES YES

# Needed for Parity 3 2 127 24 2 1 1

Professional



Underutilization # 3 229 3 3

Underutilized

(Yes or No)

NO YES NO NO YES NO YES NO YES

# Needed for Parity 1 143 3 1

Technicians



Underutilization # 3 5 505 177 6 3

Underutilized

(Yes or No)

NO YES NO YES YES YES YES NO YES

# Needed for Parity 2 5 350 49 6 2

Protective Services


Availability (CLF%) 56.24% 22.25% 1.16% .31% .07% 10.62% 8.94% .01% .31% .08%

Underutilization # 1 1

Underutilized

(Yes or No)

NO NO NO NO YES YES NO NO NO

# Needed for Parity 1 1 *NOTE 1: NO* indicates the numbers were not sufficiently large to round to “1”

*NOTE 2: The labor market data was derived from the 2010 U.S. Census data (EEO_10_5YR_EEOCIT6R)

*NOTE 3: This report is reflective of the chart layout in the 2007 FHWA Desk Reference. The FHWA includes “OTHER” employees in the Total for each job category; however this group is not reported

in the race by gender columns. Therefore, the figures in the TOTAL column may exceed the total number of employees in the corresponding Current Workforce

28

UTILIZATION ANALYSIS REPORT

Job Category Total Total

Male

Males Total

Female

Females

White Black Hisp AI/AN Asian White Black Hisp AI/AN Asian

Administrative Support



Underutilization # 33 2 1 1 4 2

Underutilized

(Yes or No)

YES YES YES YES NO NO YES NO YES

# Needed for Parity 21 2 1 1 2 2

Skilled Craft


Availability (CLF%) 77.15% 14.34% 1.43% .72% .28% 4.13% 1.80% .09% .01% .04%

Underutilization # 17 9 3 49 1

Underutilized

(Yes or No)

NO YES YES YES YES NO YES NO NO

# Needed for Parity 9 4 2 33 1

Service Maintenance



Underutilization # 3 1 85 2 1

Underutilized

(Yes or No)

NO YES NO YES YES NO YES NO YES

# Needed for Parity 3 1 36 2 1

Para-professional


Availability (CLF%)

Underutilization #

Underutilized

(Yes or No)

# Needed for Parity *NOTE: The EEO tabulation for the job category by sex and race/ethnicity groups in the 2010 Census did not include the current labor force for the Paraprofessionals category. Therefore, the

underutilization analysis could not be reported herein.

29

SETTING GOALS

According to the COE reports, the total employees hired/promoted from an underutilized job group at ALDOT from January 1, 2015 – December 31, 2015 was eighty-five (85): Technician (47) (30-white females/17-black females), Skilled Craft (4) (1-American Indian male/1- Asian male, 2-Hispanic Male), Professional (20) (17-white female/2-Asian Male/1-Asian Female), Official Administrator (11) (8-white females/3-black female), Service Maintenance (1-white female), and Office Clerical (2) (1- black male/1-Hispanic female). The number of NON-COE employees hired/promoted from an underutilized job group was thirty-five (35): Official Administrator (3) (1-black female/2-white females), Service Maintenance (13) (13-white females), Office Clerical (3) (2-black males/1-Hispanic female), Professional (6) (1-Asian Female, 5-white female), Technician (5) (4-white female/1-black female), and Skilled Craft (5) (1-Hispanice male/ 4-white females). The Department’s Certificate of Eligible (COE) applicant ratio was 44% (minority)/56% (non-minority), while the COE Appointee ratio was 29% (minority)/ 71% (non-minority). (NOTE: Appointee ratio does not reflect declinations made by applicants, specifically minorities). The COE gender ratio was 63% male and 37% female and the non-COE gender ratio was 75% male and 25% female.

Some of the projected hiring/promotion goals set were good faith efforts made by the Bureau Chiefs/Region Engineers if opportunities were to occur and did not necessarily reflect the actual number of vacancies or actual candidates available for hire/promotion. After the statewide freeze was lifted in 2014, ALDOT continued its efforts to inform individuals about job opportunities and fill vacancies as approved. In addition, ALDOT’s Affirmative Action Plan was taken into consideration when jobs were filled. The goals set during CY2015 were to continue hiring/promoting individuals from underutilized job groups when making employment selections.

Status of Goals:

Official Administrator:

Official Administrator:

Hispanic Male White Female

Asian Male Black Female

Hispanic Female

American Indian Female

Asian Female

Status of goals at the close of CY2015: The Department had/anticipated fifty-four (54) Official Administrator vacancies at the close of CY2014 and by the end of CY2015 the department hired/promoted eighty-seven (10-New Hires/77- Promotions). The Department hired one (1) white female and promoted ten (10) females: seven (7) white females and (3) black females all of whom were considered underutilized in the Official Administrator job group.

Under-Utilized Groups at ALDOT As of CY2015

30

Professional:

Professional job group:


Hispanic Female

Asian Female

Status of goals at the close of CY2015: The Department had/anticipated one hundred twelve (112) Professional vacancies at the close of CY2014 and by the end of the CY2015 the Departmenthired/promoted one hundred nine (109) (59-New Hires/50-Promotions). ALDOT hired thirteen (13) females (12-white/1-Asian) and promoted four (4) white females all of whom were considered underutilized in the Professional job group.

Technician:

Technician job group:


Asian Male Black Female

Hispanic Female

Asian Female

Status of goals at the close of CY2015: The Department had/anticipated two hundred forty-six (246) Technician vacancies at the close of 2014 and by the end of CY2015 the Department hired/promotedone hundred ninety-two (192) (46-Hires/146-Promotions). During CY2015, the Department was able to hire seven (7) white females and promote twenty-two (22) white females all of whom were considered underutilized in the Technician job group.

Protective Services:

Protective Services job group:

White Female

Black Female*

Status of goals at the close of CY2015: The Department had/anticipated six (6) Protective Services vacancies at the close of CY2014. However, there were no individuals hired/promoted in the Protective Services job group by the close of CY2015.




31

Administrative Support:

Administrative Support job group:

Hispanic Female

Black Male Asian Female

Hispanic Male

American Indian Male

Asian Male

Status of goals at the close of CY2015: The Department had/anticipated ninety-one (91) Administrative Support vacancies at the close of 2014, but hired/promoted one hundred eighteen (118) (64-New Hires/54-Promotions). There were five (5) black males (one hired/four promoted) that were considered underutilized in this job group (Administrative Support).

Skilled Craft:

Skilled Craft job:

White Female

Hispanic Male Hispanic Female

American Indian Male

Asian Male

Status of goals at the close of CY2015: The Department had/anticipated one hundred fifty-five (155)vacancies at the close of 2014, but hired/promoted three hundred twenty-seven (327) (158-New Hires/169-Promotions). The Department hired six (6): two (2) Hispanic males, one (1) Asian male, and three (3) white females and promoted three (3): (1) American Indian male, one (1) Hispanic male and one (1) white female; all of whom were considered underutilized in this job.

Service Maintenance:

Service Maintenance job group:


Asian Male Hispanic Female

Asian Female

Status of goals at the close of CY2015: The Department had/anticipated twenty-five (25) Service Maintenance vacancies at the close of 2014, but hired/promoted fifty-six (56) (51-New Hires/5-Promotions)by close of CY2015. The Department hired twelve (12) white females and promoted (2) white females that were considered underutilized in this job group.

Paraprofessional STATUS: The Paraprofessional job group was not listed on the underutilization chart because the percentage was so small an accurate number could not be calculated properly. However, it should be noted that the Department hired four (4) (2-white male/1-white female, 1-black female) and promoted ten (10) (6-white females/4-black females) individuals in the Paraprofessional job group.




32

EEO COMPLAINTS

Information on the Department’s Harassment and Discrimination Policy continued to be found on ALDOT’s intranet and the Bureau/Region’s (Area/District) bulletin boards. Also, ALDOT employees could contact the Central Office Title VII Coordinator and/or the Region EEO Officers if there were any questions regarding the policy and complaint procedures. No changes were made to the ALDOT complaint procedure in 2015.

The Alabama State Personnel Board Rules continued to provide a system of appeal for employees who believed they had been discriminated against. All EEO policies continued to be displayed on the work area bulletin boards throughout the Central Office as well as in each Bureau and Region (Area/District).

Data Overview of EEO Complaints

Fourteen (14) EEO complaints were filed by ALDOT employees from January 1, 2015 – December 31,2015. Of those, the issue raised the most dealt with promotion/reclassification. The bases raised the most dealt with race (black). All complaints were investigated. Thirteen (13) complaints were resolved and one was pending at the close of CY2015.

33

COMPLAINT FLOWCHART

Incident Occurs

Resolve between parties

Investigation

Report to Personnel Bureau Chief

Complaint forwarded to Title VII Coordinator

Findings reported to the Special Asst. to the

Director &Transportation Director

Employee notified of

decision based on

File complaint within 10 days of incident

File a formal charge with the Equal Employment Opportunity

Commission (EEOC)

Speak to immediate supervisor

And

/

And

/

Resolve with assistance

Resolve with assistance

34

EEO POLICY

A policy statement of commitment to EEO issued by the ALDOT Director to reaffirm the Department’s position of providing equal employment opportunities to all employees and applicants for employment without regard to race, religion, sex, color, national origin, age, or disability was updated during CY2007 which included a statement regarding Affirmative Action. A few grammatical/word changes were made to this policy. There were no changes made to the policy during CY2015. The responsibility and authority for the Affirmative Action Program continued to be assigned to the Department’s Equal Opportunity Coordinator and Equal Employment Officers in their respective areas.

35

PUBLICIZE THE AAP

INTERNAL:

The AAP Update 2015 (CY2014) was publicized within ALDOT via email to all Bureau Chiefs, Region Engineers and Office Managers informing them that the Update was available to be viewed on the ALDOT intranet. The AAP discussed all employment data collected, reviewed and analyzed. The Plan also identified problem areas, set action item/goals and made recommendations to achieve these goals. The Title VII Coordinator continued to be responsible for investigating and monitoring all complaints/grievances at ALDOT. A hardcopy of the Update is planned to be sent out to all Bureau Chiefs, Region Engineers and Office Managers once it has been printed.

EXTERNAL:

The AAP Update 2015 (CY2014) was made available to the public upon request to minority groups, women’s organizations, community action groups, State agencies, and others. During CY2015, there were no requests for copies of the AAP outside of the organization.

During CY2015, ALDOT did not knowingly conduct business with any entity that discriminated against protected group members and/or violated Federal or State civil rights laws. An equitable representationof protected group and non-affected group employees continued to be shown in ALDOT brochures, publications, manuals, reports, and advertisements that depict the ALDOT workforce.

36

PROGRAMS TO ELIMINATE DISCRIMINATORY BARRIERS

Job Structuring and Upward Mobility

ALDOT’s Personnel Bureau’s Recruiting Unit continued to work closely with State Personnel Department (SPD) when reviewing job descriptions to abolish, revise, or change. Entry level positions continued to be used to facilitate upward mobility within occupational areas. Also, the Department continued to use the Employee Development Program (EDP) to assist employees’ efforts to gain knowledge which potentially could increase their competition for other classifications.

The ALDOT EXPRESSWAY (newsletter) which was published on a quarterly basis in years’ past was discontinued due to lack of funding. The EXPRESSWAY allowed ALDOT the opportunity to highlight employment activities such as new hires, promotions, new career heights, general information about ALDOT, etc. There was information given as to when/if this newsletter would become available again.

Recruitment and Placement

ALDOT Personnel Bureau’s Recruiting Unit continues to actively and non-discriminately recruit qualified applicants to fill vacancies at ALDOT. The Recruiting Unit uses recruitment tools such as newsprint, job boards, the State of Alabama Personnel Department’s job announcement notices, ALDOT’s website sheets, and ALDOT’s brochures to inform potential applicants/employees about jobs with the Department.

In 2015 (CY), ALDOT Recruiters attended nineteen (19) career events of which thirteen (13) were focused primarily toward Civil Engineering. The Recruiting Unit continued to coordinate the On-Campus Interview process for the Civil Engineering Graduate classification when requested.

The Alabama State Personnel Department (SPD) continued to have the responsibility to review and validate written tests and other selection devices. ALDOT continued to use the interview and selection process as mandated by the State Personnel Department. NOTE: Applications issued during Recruiting events are sent directly by applicants to SPD for processing. Applications (excluding Direct Appointment applications) sent to ALDOT are automatically forwarded to SPD. Also, applicants have the option to submit an application on-line or download an application (via SPD website) to fill out and mail/fax it directly to SPD.

ALDOT’s Compliance and Business Opportunities Bureau used Educational outreach programs geared toward youth to introduce students (specifically minorities) to careers in the Transportation field. Such programs included the National Summer Transportation Institute Program and the Youth Transportation Program at University Alabama Birmingham (UAB). These programs were used to help increase the pool of qualified applicants to choose from for future employment with ALDOT.

37

Data Overview of New Hires

The number of individuals hired (Permanent Full Time) during CY2015 was three hundred ninety-two (392). The use of the Human Capital Management (HCM) database system allowed the inclusion of transfers from other state agencies as well as a more accurate collection of data. White males continued to have the highest number of newly hired individuals with one hundred ninety-nine (169), while Black males had the second highest number of new hires with ninety-eight (98). In regards to female new hires, White females continued to have the highest total with seventy-eight (78) followed by black females with thirty-eight (38). The highest number of new hires continued to be in the Skilled Craft job group with one hundred fifty-eight (158). Female new hires continued to be noted in seven of the eight job groups (except Protective Services). There were one hundred eighteen (118) female new hires overall which was 30% of the total new hires.

38

Female

Job Categories White (%) (%) (%) Asian (%) (%) Other (%) (%) (%) Hisp (%) AmInd (%) Other (%)

Officials and Administrators 6 60% 30% 0% 0 0% 0% 0 0% 10% 0% 0 0% 0 0% 0 0%

Professionals 39 66% 5% 0% 0 0% 0% 1 2% 20% 3% 0 2% 0 0% 1 2%

Technicians 23 50% 20% 0% 0 0% 4% 0 0% 11% 15% 0 0% 0 0% 0 0%

Protective Services 0 0 0 0 0 0

Paraprofessionals 2 50% 0% 0% 0 0% 0% 0 0% 25% 25% 0 0% 0 0% 0 0%

Admin Spt Incl. Cleric/Sales 1 2% 2% 0% 0 0% 0% 0 0% 69% 28% 0 0% 0 0% 0 0%

Skilled Craft Workers 81 51% 44% 1% 1 1% 0% 1 1% 2% 1% 0 0% 0 0% 0 0%

Service-Maintenance 17 33% 25% 0% 0 0% 0% 0 0% 24% 18% 0 0% 0 0% 0 0%

Total New Hires 169 43% 25% 1% 1 0% 1% 2 1% 20% 10% 0 0% 0 0% 1 0%




3.New Hired Employees (Permanent Full Time Employees Only)

1/1/2015 to 12/31/2015

Male

Total Black Hisp AmInd White Black (%) Asian

10 3 0 0 1 0 0% 0

59 3 0 0 12 2 0% 1

46 9 0 2 5 7 0% 0

0 0 0 0 0 0 0

4 0 0 0 1 1 0% 0

64 1 0 0 44 18 0% 0

158 69 2 0 3 1 0% 0

51 13 0 0 12 9 0% 0

392 98 2 2 78 38 0% 1

39

Overview of Applicant Flow

Most state applications continued to be sent directly to State Personnel for review while other applications (such as Direct Appointments) are sent directly to the agency in which the job opening is located. Direct appointment positions at ALDOT include such positions as Transportation Worker, Clerical Aide, Custodial Worker, etc. When analyzing the Applicant flow at ALDOT, the following issues need to be considered: (1) the number of employees hired may be greater than the number of applications collected. For example, an employee may submit an application for Clerk (Office/Clerical) but be hired as an Account Clerk (Paraprofessional), (2) the number of applications may be inflated as a person can apply many times but is only hired once. For example, a person submits five applications for a job code in the Professionals category and then gets hired and (3) the number of employees hired may be inflated since a person will be counted multiple times if they were hired, terminated, and then rehired during the reporting period.)

ALDOT’s Personnel Bureau (Recruiting Unit) received four hundred eighty-one (481) Direct Appointmentapplications. NOTE: Direct hires can be for such reasons as Rehires, New Employment, Transfers into the Agency/within the Agency, Change of Classification, Promotion, etc.

The following chart describes the total number of applications received at ALDOT’s Central Office for Direct Appointment positions:

APPLICANT FLOW FOR DIRECT APPOINTMENTS

OFFICIAL ADMINISTRATOR (1) 1. Transportation Planner, Sr. (1)

White Male 1

OFFICE/CLERICAL (11) 2. CLERICAL AIDE (9)

Black Females 5 White Females 4

3. Clerk (2)

Black Female 1 White Female 1

PARAPROFESSIONAL (2) 4. State Professional Trainee (2)

Black Female 1 White Female 1

40

APPLICANT FLOW FOR DIRECT APPOINTMENTS

SERVICE MAINTENANCE (241)

1. TRANSPORTATION WORKER (231)

Asian Female 1 Black Females 43 Black Males 125 Hispanic Female 1 Hispanic Male 1 White Females 11 White Males 49

2. TRANSPORTATION WORKER SR. (10)

Black Female 2 Black Males 4 White Female 1 White Males 3

SKILLED CRAFT (226)

1. TRAFFIC SIGN PAINTER I (60)

Black Female 10 Black Male 32 White Female 1 White Male 15 Hispanic Female 1 Hispanic Male 1

2. TRANSPORTATION MAINTENANCE TECH I (166)

Black Females 9 Black Males 95 White Females 5 White Males 56 Other Male 1

41

Applicant Flow How the Merit System Works

State jobs in the classified service are under the merit system. The merit system is based on competition. Positions are filled on an equal opportunity basis.

How to Apply To be considered for a job a person must be on the employment register. A person must submit an official application form. Each job class requires a separate application. An application can be downloaded from the State Personnel website or a person can get one from the State Personnel Department or a local State Employment Service. Photocopies of completed applications are also accepted.

Once complete, an application can be mailed to State Personnel at the address shown at the top of the application or FAXED to (334) 242-1110.

There are many different job classes with the State. Some of these are open on a continuous basis. You can apply for these at any time.

Other job classes are open on a current basis. An applicant must apply by the closing date. The closing date will be on the job announcement.

The State Personnel Department publishes an employment guide. This guide tells an applicant about different state jobs. It also tells applicants how they can be notified about these jobs. An employment guide can be found at the State Personnel Department or at the State Employment Service.

How You Are Rated

The minimum requirements for the job are on the announcement. An applicant must meet the requirements to be accepted. If an applicant did not meet the requirements they should not apply. For some jobs, applicants will take a written test. For other jobs, applicants get a score based on their education and experience. For a few jobs, applicants get a score based on some activity that must be performed. Some scores are number scores like 80 or 90. Other scores group similar applicants together. These groups are called bands and have names like Band 1 or Band 2.

(NOTE: Not all institutional degrees will be accepted. Please see the Degree Acceptance Policy on the State Personnel Department website for more information)

For current exams, written tests are given soon after the closing date. For continuous exams, written tests are given every three to four months. Applicants will be notified a week before the test and told the date, time, and place of the test. Applicants must show a picture identification at the test. Results will be sent to the applicant about four weeks after the test. Applicants must pass the test or evaluation to be put on the employment register.

Applicants must submit proof to get veteran's credit. Veteran's credit consists of five points added to the score. If an applicant is a disabled veteran, ten points will be added to the score. More information about this credit is on the application form.

How Appointments Are Made Hiring is done by the various State agencies from names sent by the State Personnel Department. These are the top ten applicants on the register. The names of people not selected stay on the register to be considered for future jobs. Persons are usually hired at the minimum of the pay range.

42

Promotions

The Recruiting Section continued to advertise positions at ALDOT via the State Personnel Department website, on bulletin boards at ALDOT Bureaus and Region Offices, and via e-mail. ALDOT employees continued to be encouraged by ALDOT Recruiting Section staff to apply for all jobs for which they feel they were qualified. Individuals wanting to be promoted must first apply for the position through the State Personnel Department. Upon meeting the minimum qualifications and being in the top ten (10) of the most qualified applicants, a supervisor can then select applicants to interview and promote.

Data Overview of Promotions

A total of five hundred eleven (511) employees were promoted at ALDOT from January to December 2015. During CY2015, most promotions continued to occur in the Skilled Craft Workers job group followed by the Technician job group. In the Skilled Craft job group, black males continued to have the largest minority representation with sixty-three (63). Minority representation in the Technician job group was twenty-two (22) black males and ten (10) black females. Females overall had thirty-three (33) promotions in the Technician job group with black and American Indian being the only two minority groups represented with ten (10) and one (1) respectively.

43

Male Female



0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

4 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

10 5 0 0% 0 0% 0 0% 0 0% 10% 1 0 0% 0% 0 0% 0 0%

34 4 0 0% 0 0% 0 0% 0 0% 15% 1 0 0% 0% 0 0% 1 3%

28 3 0 0% 0 0% 1 4% 0 0% 4% 1 0 0% 0% 0 0% 0 0%

77 13 0 0 1 0 3 0 0 1

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

4 0 0 0% 0 0% 0 0% 0 0% 0% 2 0 0% 0% 0 0% 0 0%

17 3 0 0% 0 0% 0 0% 0 0% 18% 4 0 0% 0% 0 0% 0 0%

26 3 0 0% 2 8% 0 0% 0 0% 4% 1 0 0% 0% 0 0% 0 0%

3 0 0 0% 0 0% 1 33% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

50 6 0 2 1 0 7 0 0 0

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

4 0 0 0% 0 0% 0 0% 0 0% 25% 0 0 0% 0% 0 0% 0 0%

61 9 0 0% 0 0% 0 0% 0 0% 8% 6 0 0% 0% 0 0% 0 0%

46 9 0 0% 0 0% 0 0% 0 0% 20% 3 0 0% 0% 1 2% 0 0%

26 4 0 0% 0 0% 0 0% 0 0% 23% 1 0 0% 0% 0 0% 0 0%

8 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

146 22 0 0 0 0 10 0 1 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0



EEO-4 Promotion Report as of 12/31/2015 Run Time: 2:50 PM



Thousands

White (%) (%) White

0.1-15.9 0 0 0

0

16.0-19.9 0 0

100% 0% 0 0%

0

20.0-24.9 0 0

0

33.0-42.9 3 75% 25% 0 0% 0

25.0-32.9 1

3% 0

43.0-54.9 3 30% 50% 1 10%

79% 11% 1 4%

0

55.0-69.9 23 68% 12% 5

070.0-Plus 22

SubTotal 52 7

0

0

0

16.0-19.9 0 0 0

0.1-15.9 0

0

20.0-24.9 0 0

50% 0% 0 50%

0

25.0-32.9 0 0

0

43.0-54.9 7 41% 18% 3 24% 0

33.0-42.9 2

0% 0

55.0-69.9 19 73% 12% 1 4% 0

70.0-Plus 2 67% 0% 0

SubTotal 30 4 0

0

0

0.1-15.9 0 0

0

20.0-24.9 3 75% 0% 1 0% 0

16.0-19.9 0

7% 0

25.0-32.9 41 67% 15% 5 10%

58% 15% 6 4%

0

33.0-42.9 24 52% 20% 9

0

55.0-69.9 8 100% 0% 0 0% 0

43.0-54.9 15

70.0-Plus 0 0% 0% 1 0%

22

0

0SubTotal 91

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 0 0 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 0 0

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0

0

20.0-24.9 0 0

025.0-32.9 0

44

Male Female




EEO-4 Promotion Report as of 12/31/2015 Run Time: 2:50 PM



Thousands

White (%) (%) White

7 0 0 0% 0 0% 0 0% 0 0% 57% 3 0 0% 0% 0 0% 0 0%

3 0 0 0% 0 0% 0 0% 0 0% 67% 1 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

10 0 0 0 0 0 4 0 0 0

Admin Spt Incl. Cleric/Sales 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

15 0 0 0% 0 0% 0 0% 0 0% 73% 3 0 0% 0% 0 0% 0 0%

29 3 0 0% 0 0% 0 0% 0 0% 62% 7 0 0% 0% 0 0% 1 3%

10 1 0 0% 0 0% 0 0% 0 0% 70% 2 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

54 4 0 0 0 0 12 0 0 1

Skilled Craft Workers 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

17 2 0 0% 0 0% 0 0% 1 6% 6% 0 0 0% 0% 0 0% 0 0%

115 46 1 1% 0 0% 1 1% 1 1% 0% 3 0 0% 0% 0 0% 0 0%

31 12 0 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

6 3 0 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

169 63 1 0 1 2 5 0 0 0

Service-Maintenance 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

5 0 0 0% 0 0% 0 0% 0 0% 40% 1 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

5 0 0 0 0 0 1 0 0 0

511 108 1 0% 2 0% 3 1% 2 0% 15% 42 0 0% 0% 1 0% 2 0%

33.0-42.9 0 0% 0% 4 43% 0

0

43.0-54.9 0 0% 0% 2 33%

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 6

0

0

0

16.0-19.9 0 0 0

0.1-15.9 0

24% 0

20.0-24.9 1 7% 0% 11 20%

0% 10% 7 20%

0

25.0-32.9 0 0% 10% 18

0

43.0-54.9 0 0 0

33.0-42.9 0

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 1 36 0

0

0

0.1-15.9 0 0

0

20.0-24.9 13 76% 12% 1 0% 0

16.0-19.9 0

3% 0

25.0-32.9 63 55% 40% 0 3%

33% 50% 0 17%

0

33.0-42.9 18 58% 39% 0

0

55.0-69.9 0 0 0

43.0-54.9 2

70.0-Plus 0 0

1

0

0SubTotal 96

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 2 40% 0% 2 20% 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 2 2

0Total Full Time 272 53% 21% 78 8%

45

Training

Managers and supervisors continued to attend various workshops and seminars some of which were sponsored by the FHWA, Colleges/Universities, and in-house training efforts. The ALDOT EEO Officers continued to be available to discuss any issues that arose in regards to the AAP/overall EEO program. The Training Bureau continued to offer courses at the Department as well as through the Auburn University Montgomery (AUM) Continuing Education Program. Employees continued to have the opportunity to receive training on different computer programs (ACCESS, WORD, EXCEL, POWERPOINT, WEB DESIGN, etc.) writing skills, math skills, as well as office etiquette. The Department also continued to offer Civil Engineer Graduate employees study guides/sessions for the FE/PE Exam, as well as job rotation opportunities. The Training Bureau continued to input/monitor training data in the ALDOT Human Capital Management (HCM) database system.

Data Overview of Training

The total number of training classes attended was fourteen thousand four hundred thirty-two (14,432). The total training classes attended increased due to changes in the budgets. In regards to highest number of training classes attended by males, white males continued to complete the highest number of training classes by attending seven thousand seven hundred ninety-one (7791), with Black males completing the second highest number of training classes at two thousand six hundred seventy-nine (2679). AmericanIndian males completed the third highest number of training classes with seventy-nine (79). In regards to the highest number of training classes completed by females, white females continued to complete the highest number of training classes with two thousand two hundred two (2202), with Black females completing the second highest at one thousand four hundred seventy-nine (1479) and American Indian females completing the third highest with twenty-eight (28). Individuals in the Technician job group continued to complete the most training with four thousand two hundred ninety-six (4296). (NOTE: The calculations for each category include all of the training classes an employee attended during the reporting period. For example, if a black employee completed two (2) training classes during the reporting period, it would be counted twice on the report under the black ethnicity column.)

EEO Training

During CY2015 ALDOT employees were given EEO related training as well. Such training included: Interview & Selection, Ethics, Progressive Discipline, Dynamics of Supervision, and Dealing with Difficult People. ALDOT employees overall attended two thousand eight hundred seventy-one (2871) EEO related training courses. Most of the EEO related training was attended by individuals in the Skilled Craft and Technician job group. (NOTE: ALL ALDOT employees are required to attend certain EEO related courses over a specific time frame. For example, ALDOT employees are required to attend Ethics Training class once every three (3) years.) The numbers of individuals that attended the EEO related training are higher in the above mentioned job groups primarily because a large number of ALDOT employees work in those job groups.

46

Male Female



0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

7 6 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

105 38 0 0% 0 0% 0 0% 0 0% 7% 0 0 0% 0% 0 0% 0 0%

211 90 0 0% 0 0% 1 0% 0 0% 2% 22 0 0% 0% 0 0% 0 0%

907 62 0 0% 13 1% 0 0% 0 0% 8% 33 0 0% 1% 0 0% 16 2%

1667 240 4 0% 0 0% 16 1% 0 0% 6% 69 0 0% 0% 0 0% 0 0%

2897 436 4 13 17 0 124 0 0 16

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

4 0 0 0% 0 0% 0 0% 0 0% 75% 0 0 0% 0% 0 0% 0 0%

114 26 0 0% 0 0% 0 0% 0 0% 31% 28 0 0% 0% 0 0% 0 0%

1229 125 0 0% 10 1% 7 1% 0 0% 17% 185 0 0% 0% 5 0% 0 0%

1053 167 4 0% 8 1% 0 0% 13 1% 12% 77 0 0% 0% 0 0% 6 1%

289 7 13 4% 0 0% 2 1% 7 2% 18% 14 0 0% 0% 0 0% 0 0%

2689 325 17 18 9 20 304 0 5 6

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

130 21 0 0% 0 0% 0 0% 0 0% 13% 21 0 0% 0% 0 0% 0 0%

1564 227 0 0% 5 0% 12 1% 8 1% 10% 209 0 0% 0% 0 0% 0 0%

1223 211 0 0% 0 0% 19 2% 2 0% 16% 136 0 0% 0% 6 0% 0 0%

872 160 0 0% 0 0% 13 1% 0 0% 16% 74 0 0% 0% 9 1% 1 0%

460 45 0 0% 0 0% 0 0% 0 0% 16% 20 0 0% 0% 0 0% 0 0%

47 0 0 0% 0 0% 0 0% 4 9% 9% 4 0 0% 0% 0 0% 0 0%

4296 664 0 5 44 14 464 0 15 1


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

20 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%



EEO-4 Training Report as of 12/31/2015 Run Time: 5:34 PM



Thousands

White (%) (%) White

0.1-15.9 0 0 0

0

16.0-19.9 0 0

14% 86% 0 0%

0

20.0-24.9 0 0

0

33.0-42.9 60 57% 36% 7 0% 0

25.0-32.9 1

4% 5

43.0-54.9 93 44% 43% 5 10%

74% 14% 102 4%

0

55.0-69.9 708 78% 7% 70

070.0-Plus 1236

SubTotal 2098 184

0

5

0

16.0-19.9 0 0 0

0.1-15.9 0

0% 0

20.0-24.9 0 0

22% 23% 35 25%

0

25.0-32.9 1 25% 0% 3

0

43.0-54.9 679 55% 10% 213 15% 5

33.0-42.9 25

5% 0

55.0-69.9 649 62% 16% 126 7% 3

70.0-Plus 193 67% 2% 53

SubTotal 1547 430 8

0

0

0.1-15.9 0 0

0

20.0-24.9 71 55% 16% 17 16% 0

16.0-19.9 0

11% 0

25.0-32.9 950 61% 15% 151 13%

54% 18% 142 8%

2

33.0-42.9 649 53% 17% 200

0

55.0-69.9 320 70% 10% 75 4% 0

43.0-54.9 473

70.0-Plus 35 74% 0% 4 9%

589

0

2SubTotal 2498

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 0 0 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 0 0

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0% 0% 20 0%

0

20.0-24.9 0 0

025.0-32.9 0

47

Male Female




EEO-4 Training Report as of 12/31/2015 Run Time: 5:34 PM



Thousands

White (%) (%) White

41 0 0 0% 0 0% 0 0% 0 0% 49% 21 0 0% 0% 0 0% 0 0%

49 0 0 0% 0 0% 0 0% 0 0% 61% 19 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

110 0 0 0 0 0 40 0 0 0


3 0 0 0% 0 0% 0 0% 0 0% 0% 0 3 100

%

0% 0 0% 0 0%

297 4 0 0% 0 0% 0 0% 0 0% 67% 90 0 0% 0% 3 1% 0 0%

633 7 0 0% 0 0% 0 0% 0 0% 59% 231 2 0% 0% 1 0% 2 0%

329 15 0 0% 0 0% 0 0% 0 0% 68% 71 0 0% 0% 3 1% 0 0%

35 0 0 0% 0 0% 0 0% 0 0% 51% 17 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1297 26 0 0 0 0 409 5 7 2


0 0 0 0 0 0 0 0 0 0

784 296 6 1% 0 0% 1 0% 4 1% 1% 12 0 0% 0% 0 0% 0 0%

1072 427 11 1% 7 1% 7 1% 2 0% 2% 22 0 0% 0% 0 0% 0 0%

583 250 3 1% 0 0% 0 0% 0 0% 2% 7 0 0% 0% 0 0% 0 0%

215 71 1 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

5 1 1 20% 0 0% 0 0% 3 60% 0% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

2659 1045 22 7 8 9 42 0 0 0


0 0 0 0 0 0 0 0 0 0

194 60 0 0% 0 0% 1 1% 0 0% 24% 29 0 0% 0% 0 0% 0 0%

269 115 0 0% 0 0% 0 0% 0 0% 10% 63 0 0% 0% 1 0% 0 0%

14 6 0 0% 0 0% 0 0% 0 0% 7% 4 0 0% 0% 0 0% 0 0%

7 2 0 0% 0 0% 0 0% 0 0% 14% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

484 183 0 0 1 0 96 0 1 0

14432 2679 43 0% 43 0% 79 1% 43 0% 15% 1479 5 0% 0% 28 0% 25 0%

33.0-42.9 0 0% 0% 20 51% 0

0

43.0-54.9 0 0% 0% 30 39%

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 70

0

0

0

16.0-19.9 0 0% 0% 0 0% 0

0.1-15.9 0

36% 0

20.0-24.9 2 1% 1% 198 30%

5% 5% 224 22%

0

25.0-32.9 16 3% 1% 374

0

43.0-54.9 0 0% 0% 18 49% 0

33.0-42.9 16

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 34 814 0

0

0

0.1-15.9 0 0

0

20.0-24.9 456 58% 38% 9 2% 0

16.0-19.9 0

1% 0

25.0-32.9 576 54% 40% 20 2%

66% 33% 0 0%

0

33.0-42.9 312 54% 43% 11

0

55.0-69.9 0 0% 20% 0 0% 0

43.0-54.9 142

70.0-Plus 0 0

40

0

0SubTotal 1486

0

0.1-15.9 0 0

30% 31% 46 15%

0

16.0-19.9 0 0

0

25.0-32.9 63 23% 43% 27 23% 0

20.0-24.9 58

0% 0

33.0-42.9 3 21% 43% 1 29%

0

0

43.0-54.9 4 57% 29% 1

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 128 75

15Total Full Time 7791 54% 19% 2202 10%

48


Total Total

Job Group Code Females Minority AmInd Other White Black Asian Hisp Other


990522 1 1 0 0 1 0 0 0 0

990943 3 6 0 0 3 0 0 0 0

991137 2 2 0 0 1 1 0 0 0

991474 26 66 2 0 16 9 0 0 1

992440 0 0 0 0 0 0 0 0 0

Total 32 76 2 0 21 10 0 0 1

Professionals 000650 12 6 0 0 7 5 0 0 0

990943 10 10 0 1 6 4 0 0 0

991137 11 12 0 0 4 7 0 0 0

991474 43 37 1 1 27 13 1 0 1

992440 10 6 1 0 6 4 0 0 0

992767 1 1 0 0 0 1 0 0 0

992773 1 1 0 0 0 1 0 0 0

Total 88 73 2 2 50 35 1 0 1

Technicians 000650 8 6 0 0 6 2 0 0 0

990522 3 5 0 0 2 1 0 0 0

990943 14 9 1 0 9 4 0 0 0

991137 7 5 0 0 3 4 0 0 0

991474 165 182 5 3 95 65 1 0 1

992440 10 3 1 0 9 1 0 0 0

Total 207 210 7 3 124 77 1 0 1


991474 9 3 0 0 6 3 0 0 0

992440 2 0 0 0 2 0 0 0 0

Total 13 4 0 0 9 4 0 0 0

Office/Clerical 000650 9 3 0 0 6 3 0 0 0

990943 17 9 0 0 10 7 0 0 0

991137 18 11 0 0 8 10 0 0 0

991474 255 69 0 0 187 63 0 2 0

992440 10 4 0 0 6 4 0 0 0

Total 309 96 0 0 217 87 0 2 0

Skilled Craft 000650 1 3 0 0 1 0 0 0 0

990943 1 5 0 0 1 0 0 0 0

991137 1 4 0 0 1 0 0 0 0

991474 21 360 3 0 9 12 0 0 0



For the period 1/1/2015 through 12/31/2015 EEO Training Summary Run Time: 4:19 PM

Course Total Total Male Female

Title Employees Males White Black Asian Hisp AmInd

Interview and Selection 8 8 7 1 0 0 0

IRWA #103 Ethics & ROW Profess 3 2 1 1 0 0 0

Progressive Discipline 16 13 7 6 0 0 0

Dynamics of Supervision 11 9 8 1 0 0 0

Ethics Training/ALDOT 296 270 214 52 2 0 0

Dealing With Difficult People 6 6 6 0 0 0 0

340 308 243 61 2 0 0






Professional Ethics/ASADS 1 0 0 0 0 0 0

Ethics/ASADS 1 0 0 0 0 0 0

286 198 163 30 0 1 1


IRWA #103 Ethics & ROW Profess 9 6 2 4 0 0 0





767 560 433 117 0 0 4




13 0 0 0 0 0 0






326 17 13 4 0 0 3





49


Total Total

Job Group Code Females Minority AmInd Other White Black Asian Hisp Other



For the period 1/1/2015 through 12/31/2015 EEO Training Summary Run Time: 4:19 PM

Course Total Total Male Female

Title Employees Males White Black Asian Hisp AmInd

992440 0 3 0 0 0 0 0 0 0

Total 24 375 3 0 12 12 0 0 0


991137 1 1 0 0 0 1 0 0 0

991474 93 140 1 0 43 49 0 0 0

992440 1 1 0 0 0 1 0 0 0

Total 95 142 1 0 43 51 0 0 0

Grand Total 768 976 15 5 476 276 2 2 3


884 860 497 352 1 7 0





255 160 70 89 0 0 1

2871 2103 1419 653 3 8 9

50

Dismissals/Suspensions/Involuntary Demotions

A disciplinary review process is used to identify, prevent, and/or eliminate discriminatory barriers with respect to adverse personnel actions such as terminations (dismissals), suspensions, and involuntary demotions before they were made final. Employees involved in this process are located in the Administration Office, Legal Bureau, and Personnel Bureau. The process includes a review of relevant information to determine whether the disciplinary recommendation was (1) justified (i.e., based on a violation of employee work rules and/or policies); (2) consistent with progressive disciplinary procedures; and (3) consistent with similar situations in the past. To determine and maintain consistency in these personnel actions, comparative analyses were conducted from disciplinary action data gathered and maintained over many years. Most importantly, the process was followed for each disciplinary recommendation/action, regardless of race, gender, etc.

Data Overview of Terminations/Separations

During CY2015, there were a total of three hundred eighty-nine (389) terminations/separations. White males continued to have the highest total of terminations/separations with one hundred seventy-three (173), while black males continued to have the second highest terminations with one hundred five (105) terminations. In regards to females, both white and black females continued to have the highest total terminations/separations with seventy-three (73) and thirty-one (31) respectively. The most terminations continued to occur in the Skilled Craft job group with one hundred thirty (130). The least amount of terminations occurred in the Protective Service job group with no terminations. Causes for terminations/separations included such reasons as resignations, promotions to another position, retirements, dismissals, transfers, probation-outs (being dismissed after probation), or death. There were a total of thirty-six (36) disciplinary terminations to occur at ALDOT: Nineteen (19) whites and seventeen(17) blacks. Black males had the highest total disciplinary terminations with thirteen (13). Six (6)disciplinary terminations were for individuals in under-utilized job groups: four (4) white females/ one (1) black female in the Service Maintenance job group, one (1) black female in the Technician group and one(1) white female in the Skilled Craft job group. Based on the disciplinary process, the Title VII Coordinator stated that there were no discriminatory barriers that affected the recommendations for any of the (adverse) terminations.

Data Overview of Demotions

A demotion occurs when an employee does not pass probation or is used as a disciplinary action. At the close of CY2015, there were two (2) demotions at ALDOT. One (1) white female and one (1) black male was demoted at ALDOT.

Data Overview of Suspensions

Suspension is the third step of the disciplinary process, following warnings and reprimands. A total of forty (40) employees were suspended during the 2015 AAP year. Black males had the highest total suspensions with twenty (20) and white males had the second highest total suspensions with fourteen (14). Females continued to have the lowest total suspensions with six (6): four (4) white females and two (2) black females. During CY2015, the Skilled Craft and Technician job groups continued to have the largest number of suspensions with eighteen (18) and thirteen (13) respectively. Based on the disciplinary process, the Title VII Coordinator stated that there were no discriminatory barriers that affected the recommendations for any of the suspensions.

51

Male Female



0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

6 2 0 0% 0 0% 1 17% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

9 1 0 0% 0 0% 0 0% 0 0% 11% 1 0 0% 0% 0 0% 0 0%

25 4 0 0% 0 0% 0 0% 0 0% 8% 1 0 0% 0% 0 0% 0 0%

40 7 0 0 1 0 3 0 0 0

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

3 0 0 0% 0 0% 0 0% 0 0% 67% 0 0 0% 0% 0 0% 0 0%

19 3 0 0% 0 0% 0 0% 0 0% 26% 1 0 0% 0% 0 0% 0 0%

10 1 0 0% 0 0% 0 0% 0 0% 30% 0 0 0% 10% 0 0% 0 0%

5 0 1 20% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

38 4 1 0 0 0 1 0 0 0

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

8 3 0 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

28 3 0 0% 1 4% 0 0% 0 0% 11% 4 0 0% 0% 0 0% 0 0%

9 3 0 0% 0 0% 0 0% 0 0% 33% 1 0 0% 0% 0 0% 0 0%

13 3 0 0% 0 0% 0 0% 0 0% 15% 0 0 0% 0% 0 0% 0 0%

19 5 0 0% 0 0% 0 0% 0 0% 16% 1 0 0% 0% 0 0% 0 0%

2 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

79 17 0 1 0 0 7 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

2 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

3 0 0 0% 0 0% 0 0% 0 0% 67% 1 0 0% 0% 0 0% 0 0%



EEO-4 Termination Report as of 12/31/2015 Run Time: 2:53 PM



Thousands

White (%) (%) White

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0

0

20.0-24.9 0 0

0

33.0-42.9 0 0 0

25.0-32.9 0

11% 0

43.0-54.9 2 33% 33% 0 17%

72% 16% 2 4%

0

55.0-69.9 6 67% 11% 1

070.0-Plus 18

SubTotal 26 3

0

0

0

16.0-19.9 0 0 0

0.1-15.9 0

0% 0

20.0-24.9 0 0

33% 0% 2 0%

0

25.0-32.9 0 0% 0% 1

0

43.0-54.9 10 53% 16% 5 5% 0

33.0-42.9 1

0% 0

55.0-69.9 5 50% 10% 3 0% 1

70.0-Plus 4 80% 0% 0

SubTotal 20 11 1

0

0

0.1-15.9 0 0

0

20.0-24.9 4 50% 38% 0 12% 0

16.0-19.9 0

11% 0

25.0-32.9 17 61% 11% 3 14%

62% 23% 2 0%

0

33.0-42.9 2 22% 33% 3

0

55.0-69.9 10 53% 26% 3 5% 0

43.0-54.9 8

70.0-Plus 2 100% 0% 0 0%

11

0

0SubTotal 43

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 0 0 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 0 0

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0% 0% 1 0%

0

20.0-24.9 0 0

0

33.0-42.9 0 0% 0% 2 0% 0

25.0-32.9 0

43.0-54.9 0 0% 0% 2 33% 0

52

Male Female




EEO-4 Termination Report as of 12/31/2015 Run Time: 2:53 PM



Thousands

White (%) (%) White

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

6 0 0 0 0 0 1 0 0 0

Admin Spt Incl. Cleric/Sales 1 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

14 1 0 0% 0 0% 0 0% 0 0% 50% 6 0 0% 0% 0 0% 0 0%

18 0 0 0% 0 0% 0 0% 0 0% 72% 4 1 6% 0% 0 0% 0 0%

14 0 0 0% 0 0% 0 0% 0 0% 79% 2 0 0% 0% 0 0% 0 0%

3 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

50 1 0 0 0 0 12 1 0 0


0 0 0 0 0 0 0 0 0 0

49 21 0 0% 0 0% 1 2% 0 0% 0% 1 0 0% 0% 0 0% 0 0%

49 19 0 0% 0 0% 0 0% 0 0% 2% 0 0 0% 0% 0 0% 0 0%

28 19 1 4% 0 0% 0 0% 0 0% 4% 0 0 0% 0% 0 0% 0 0%

4 2 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

130 61 1 0 1 0 1 0 0 0


0 0 0 0 0 0 0 0 0 0

28 8 0 0% 0 0% 0 0% 0 0% 21% 4 0 0% 0% 0 0% 0 0%

18 7 0 0% 0 0% 0 0% 0 0% 6% 2 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

46 15 0 0 0 0 6 0 0 0

389 105 2 1% 1 0% 2 1% 0 0% 19% 31 1 0% 0% 0 0% 0 0%

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 5

100% 0% 0 0%

0

0

16.0-19.9 0 0 0

0.1-15.9 1

22% 0

20.0-24.9 0 0% 7% 7 43%

7% 0% 11 14%

0

25.0-32.9 0 0% 0% 13

0

43.0-54.9 0 0% 0% 3 0% 0

33.0-42.9 1

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 2 34 0

0

0

0.1-15.9 0 0

0

20.0-24.9 26 53% 43% 0 2% 0

16.0-19.9 0

0% 0

25.0-32.9 29 59% 39% 1 0%

50% 50% 0 0%

0

33.0-42.9 7 25% 68% 1

0

55.0-69.9 0 0 0

43.0-54.9 2

70.0-Plus 0 0

2

0

0SubTotal 64

0

0.1-15.9 0 0

36% 29% 6 14%

0

16.0-19.9 0 0

0

25.0-32.9 8 44% 39% 1 11% 0

20.0-24.9 10

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 18 7

1Total Full Time 173 44% 27% 73 8%

53

Male Female



0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0 0%

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0 0%

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

2 1 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0



EEO-4 Demotion Report as of 12/31/2015 Run Time: 2:45 PM



Thousands

White (%) (%) White

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0

0

20.0-24.9 0 0

0

33.0-42.9 0 0 0

25.0-32.9 0

0

43.0-54.9 0 0

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 0

0

0

0

16.0-19.9 0 0 0

0.1-15.9 0

0

20.0-24.9 0 0

0

0

25.0-32.9 0 0

0

43.0-54.9 0 0 0

33.0-42.9 0

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 0 0 0

0

0

0.1-15.9 0 0

0

20.0-24.9 0 0 0

16.0-19.9 0

0% 0

25.0-32.9 0 0% 100% 0 0%

0

0

33.0-42.9 0 0% 0% 1

0

55.0-69.9 0 0 0

43.0-54.9 0

70.0-Plus 0 0

1

0

0SubTotal 0

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 0 0 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 0 0

0.1-15.9 0 0 0

0

16.0-19.9 0 0

0

0

20.0-24.9 0 0

025.0-32.9 0

54

Male Female




EEO-4 Demotion Report as of 12/31/2015 Run Time: 2:45 PM



Thousands

White (%) (%) White

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

2 1 0 0% 0 0% 0 0% 0 0% 50% 0 0 0% 0% 0 0% 0 0%

33.0-42.9 0 0 0

0

43.0-54.9 0 0

0

0

55.0-69.9 0 0

070.0-Plus 0

SubTotal 0 0

0

0

0

16.0-19.9 0 0 0

0.1-15.9 0

0

20.0-24.9 0 0

0

0

25.0-32.9 0 0

0

43.0-54.9 0 0 0

33.0-42.9 0

0

55.0-69.9 0 0 0

70.0-Plus 0 0

SubTotal 0 0 0

0

0

0.1-15.9 0 0

0

20.0-24.9 0 0 0

16.0-19.9 0

0

25.0-32.9 0 0

0

0

33.0-42.9 0 0

0

55.0-69.9 0 0 0

43.0-54.9 0

70.0-Plus 0 0

0

0

0SubTotal 0

0

0.1-15.9 0 0

0

0

16.0-19.9 0 0

0

25.0-32.9 0 0 0

20.0-24.9 0

0

33.0-42.9 0 0

0

0

43.0-54.9 0 0

0

70.0-Plus 0 0 0

55.0-69.9 0

0SubTotal 0 0

0Total Full Time 0 0% 50% 1 0%

55

Male Female

Job Categories Total Black Hisp (%) Asian (%) AmInd (%) Other (%) (%) Black Hisp (%) (%) AmInd (%) Other


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

Professionals 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

2 2 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

3 3 0 0 0 0 0 0 0 0

Technicians 0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

10 5 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

2 0 0 0% 0 0% 1 50% 0 0% 0% 0 0 0% 0% 0 0% 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

13 5 0 0 1 0 0 0 0 0




EEO-4 Suspension Report as of 12/31/2015 Run Time: 2:41 PM


Annual Salary in

Thousands

White (%) (%) White (%) Asian (%)

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0 0

25.0-32.9 0 0 0

33.0-42.9 0 0 0

43.0-54.9 0 0 0

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 0 0 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0 0

25.0-32.9 0 0 0

33.0-42.9 0 0% 100% 0 0% 0 0%

43.0-54.9 0 0 0

55.0-69.9 0 0% 100% 0 0% 0 0%

70.0-Plus 0 0 0

SubTotal 0 0 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0 0

25.0-32.9 5 50% 50% 0 0% 0 0%

33.0-42.9 1 50% 0% 0 0% 0 0%

43.0-54.9 1 100% 0% 0 0% 0 0%

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 7 0 0

0.1-15.9 0 0 0

56

Male Female






Annual Salary in

Thousands


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0


0 0 0 0 0 0 0 0 0 0

2 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

4 0 0 0 0 0 1 0 0 0


0 0 0 0 0 0 0 0 0 0

4 2 0 0% 0 0% 0 0% 0 0% 0% 1 0 0% 0% 0 0% 0

16.0-19.9 0 0 0

20.0-24.9 0 0 0

25.0-32.9 0 0 0

33.0-42.9 0 0 0

43.0-54.9 0 0 0

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 0 0 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0 0

25.0-32.9 0 0 0

33.0-42.9 0 0 0

43.0-54.9 0 0 0

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 0 0 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0% 0% 2 0% 0 0%

25.0-32.9 0 0 0

33.0-42.9 0 0% 0% 1 0% 0 0%

43.0-54.9 0 0% 0% 0 100% 0 0%

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 0 3 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 1 25% 50% 0 25% 0 0%

57

Male Female






Annual Salary in

Thousands


12 8 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

1 0 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

18 11 0 0 0 0 1 0 0 0


0 0 0 0 0 0 0 0 0 0

1 0 0 0% 0 0% 0 0% 0 0% 100% 0 0 0% 0% 0 0% 0

1 1 0 0% 0 0% 0 0% 0 0% 0% 0 0 0% 0% 0 0% 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

2 1 0 0 0 0 0 0 0 0

40 20 0 0% 0 0% 1 2% 0 0% 10% 2 0 0% 0% 0 0% 0

25.0-32.9 4 33% 67% 0 0% 0 0%

33.0-42.9 0 0% 100% 0 0% 0 0%

43.0-54.9 1 100% 0% 0 0% 0 0%

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 6 0 0

0.1-15.9 0 0 0

16.0-19.9 0 0 0

20.0-24.9 0 0% 0% 1 0% 0 0%

25.0-32.9 0 0% 100% 0 0% 0 0%

33.0-42.9 0 0 0

43.0-54.9 0 0 0

55.0-69.9 0 0 0

70.0-Plus 0 0 0

SubTotal 0 1 0

Total Full Time 13 32% 50% 4 5% 0 0%

58

Other Personnel Actions

Information on the Harassment and Discrimination Policy and Procedures continued to be found on ALDOT's intranet and the Bureau, Region (Area)/District bulletin boards. Also, ALDOT employeescould always contact the Central Office Title VII Coordinator and/or Region EEO Officer if there were any questions regarding the Harassment and Discrimination Policy and Procedures.

The Department continued to follow guidelines to process alleged discrimination complaints by following the procedures revised on February 21, 2008. In addition, the Alabama State Personnel Board Rules continued to provide a system of appeal for employees who believed they had been discriminated against.

All ALDOT employees’ benefits, including sick leave, annual leave, retirement, insurance, etc. continued to be provided in a non-discriminatory manner as directed by the Alabama State Personnel Rules.

59

Post-Exit Questionnaire Overview

The Post-Exit Questionnaire form continued to be mailed on a quarterly basis to all former employees upon leaving ALDOT. At the close of December 31, 2015, four hundred eight (408) separations occurred at ALDOT (some of whom were temporary employees that left, came back and left again during the same year). When filling out the Post-Exit Questionnaire, former employees could choose between the following reasons on why they were no longer with the organization: Lack of promotion, career change, transfer to another State Agency, increase in salary/benefits, family situation, health reasons, location of employment, dissatisfied with Management, dissatisfied with Co-workers, dissatisfied with working environment, and other. The top four reasons given as to why employees left ALDOT in 2015 were Health, Lack of Promotion, Dissatisfied with Management, and Increase in Salary/Benefits. After reviewing the remarks, it was determined that some of the responses (especially those dealing with Dissatisfaction with Management) were opinionated statements made by former employees which may not necessarily reflect the actual events. All responses were reviewed and kept confidential. Post- exit questionnaires were received from former employees in all job groups. NOTE: Those that stated “Other” for the reason leaving was due primarily to retirement. Of the four hundred eight (408) separations, only eighty-two (82) returned their questionnaire. (NOTE: All Post Exit mailings include a postage paid envelope)

60

EFFORTS TO ELIMINATE DISCRIMINATORY BARRIERS AND ACHIEVE GOALS

A. Problem Areas and Underutilization

ALDOT noted underutilization in several jobs groups due to the use of the Civilian Labor Force data. The use of various classifications at ALDOT, also reflect classifications used in other State Agencies and private industry. Though some numbers were high in regards to underutilization at ALDOT, these numbers do not reflect the actual number of vacancies at the Department. These numbers are just a representation of the underutilization the State of Alabama overall.

B. Goals to Address Underutilization

Long Range Goals:

To have all ALDOT Bureaus/Region Managers to encourage their supervisors to make good faith efforts toconsider hiring individuals that represent those in underutilized groups when conducting interviews.

Short Range Goals:

Encourage the ALDOT Recruiting Unit to maintain contact with College/University Career Centers and(Minority) Outreach programs to keep them informed about job opportunities with ALDOT.

C. Goal Implementation and Time Frames- Status Updates

STATUS: Good faith efforts were made on a continuous basis to try to fill vacancies at ALDOT with individuals representing underutilized groups if those individuals could be reached on a register. (NOTE: State Personnel Department Rules allows for the top ten qualified applicants to be considered for vacant positions when any State Agency requests a list of potential applicants to interview/hire.)

STATUS: During CY2015, Appointment Ratio Reports were reviewed and sent on a quarterly basis to each Bureau Chief/Region Engineer to make them aware of all personnel related actions regarding hires, promotions, or transfers. Also included with the report was a listing of the job groups at ALDOT as well as those groups that were underutilized. Additionally the Office of Chief Engineer continued to review the hiring and promotion statistics of Bureau Chiefs/Region Engineers. Each Bureau Chief/ Region Engineer continued to be evaluated annually on their efforts concerning equal opportunity hiring/promoting.

61

NATIONWIDE MINORITY AND FEMALE RECRUITING SOURCES

Recruitment Initiatives:

ALDOT continued to offer introductory job information to high school students, college students, and college graduates regardless of race or gender. Classifications used in CY2015 included Civil Engineering Graduate and the Professional Civil Engineer Trainee.

The Civil Engineering Graduate (CEG) is a permanent full-time position with the Department of Transportation. This is entry level work in the field of civil engineering.

NOTE: ALDOT, in an effort to remain competitive, requested and received permission from State Personnel to raise the salary range of the CEG.

The Professional Civil Engineer Trainee classification is a full time position that provides training and experience in civil engineering in order to stimulate interest in the state transportation department. In orderto be employed in this class, employees are required to enroll in ALDOT's Engineering Education andTraining Program. This program requires employees to remain academically acceptable to college or university and successfully complete coursework each year that may be counted towards a Civil Engineering degree.

Also during CY2015, the Recruiting Section hosted high school students participating in the National Summer Transportation Institute Program. The aforementioned outreach program is designed to introduce high school students (specifically minorities) to careers in the transportation field.

Minority Institution Career Events attended during the CY2015

Alabama State University

Alabama A& M University

62

FOUR-FIFTHS RULE ANALYSIS Adverse Impact Report

The Four-Fifths Rule Analysis report gave a general overview on how individuals, if any, may have been adversely impacted in regards to how the Department hired, trained, promoted, or terminated applicants/employees. The purpose of the Four Fifths Rule Analysis report is to review the efforts of the Department regarding hiring, training, promotions, and terminations within each of the EEO categories. In general, the adverse impact ratio is merely a calculation of a lower (hiring, promotion, training) rate for a particular group, divided by the corresponding value for the highest (hiring, promotion, training) rate group. For example, if we assume that for a particular EEO category, Black Males exhibit a selection rate (SR) of .20, and the SR for the highest rate group (e.g. Hispanic Males) is .40, our adverse impact ratio would be .50 or 50%. Of course, in this scenario, the data suggest the possibility of adverse impact (i.e. .50< .80) for this combined EEO category, race/gender subgroup, and personnel action (i.e. Hiring). It is important to note that the adverse impact ratio does not necessarily establish that adverse impact has occurred, but it provides an indicator whereby both the Department and FHWA can examine the potential thereof. For example, issues such as sample size and selection rate often confound the calculation and therefore the determination of adverse impact. As well, each of the EEO categories is comprised of a significant number of job classifications that have been combined for this analysis.

The Department continued to be proactive in its efforts to ensure the employment practices in the aforementioned areas are consistent with our goal of fairness in employment matters. It is the Department’s continued intent to treat all employees/potential employees fairly and equally when it comes to such areas as recruitment, hiring, demotions, retention, training, performance appraisals, promotions, etc. even though adverse impact may be perceived.

NOTE: In the Adverse Impact Analysis reports for New Hires and Promotions, the section entitled “Total Applicants” represents the total number of applications received at the State Personnel Department overall. The sections entitled “Total hires” and “Total Promoted” indicate the number of applicants that were actually hired or promoted at ALDOT.

The following is a brief synopsis of guidelines for New Hires/Promotions, Training, and Terminations that can sometimes adversely impact employment practices. (NOTE: The correlation of the total number of applicants/employees adversely impacted is NOT determined by ALDOT’s employment process.)

New Hires/Promotions

When ALDOT requests to hire/promote an applicant/employee, the Department sends a request to SPD. A top-ten listing of potential applicants is then sent to ALDOT for consideration. (NOTE: Certificates of Eligibles came from the SPD database and they are used by ALL State Agencies in Alabama)

Training

The ALDOT Training Bureau provided various training opportunities for all ALDOT employees. The specific course and type of training depended on the employee meeting the pre-determined criteria and having received the authorization from their Supervisor/Bureau Chief/Region Engineer. The following categories are utilized for selection of training candidates:

* Job Related - Training is required to improve the quality of work performance or operate in aspecialized field.

63

* EDP - Training is required to fulfill the requirements of the Employee Development Program. A courserequirement report is printed to capture the names of employees who need the particular class that is being offered. The report lists employees starting with the most past due date. Employees are selected from this report, starting with the most past due, and scheduled until the maximum number of students for the class has been reached. In the event there are less EDP participants than the class size, the remaining slots are then filled with NON-EDP employees who have expressed an interest in the class or their supervisor has expressed the employee’s need for that class.

(NOTE: The EDP training is offered to each ALDOT employee to ensure that everyone is given an opportunity to participate and receive “On-the Job” training as well as participating in classroom type training. Employees participating in EDP are given priority when enrolling in courses that are required to complete the EDP Modules.)

* NON-EDP Classes can be a requirement for an employee to perform their job duties. The classes canalso include recertification or be a refresher course for one of the employee’s skills. Their names would be submitted by their supervisors or Bureau/Region personnel.

* Certification - Training required for employees to retain certification in a specialized field.

* E-Learning - Training required for employees to improve the quality of work performance.

As stated earlier, training is approved by a Bureau Chief/Region Engineer or Manager/Supervisor. If an employee feels that they were denied the opportunity to attend a training class due to discrimination, the employee can file a grievance/complaint and the matter will then be investigated by the Title VII Coordinator. No grievances/complaints were filed regarding the denial of training during CY2015. It isthe goal of the department to look into devising a reporting mechanism that analyzes training data more in terms of selection process, criteria and how it ensures selections are based on non-discriminatory factors.

Terminations (Dismissals)

Disciplinary terminations at ALDOT follow the steps validated by the State Personnel Employee Work rules: Statutory Authority; Code of Alabama 1975 § 36-26-9 History Filed September 29, 1981-Amended File: May 24, 1985. ALDOT consistently ensures fairness of the disciplinary termination process. The disciplinary review process was used to identify, prevent, and/or eliminate discriminatory barriers with respect to adverse personnel actions such as terminations (dismissals), suspensions, and involuntary demotions before they were made final. The process is reviewed by the Administration Office, Legal Bureau, and Personnel Bureau. The process included a review of relevant information to determine whether the disciplinary recommendation was (1) justified (i.e., based on a violation of employee work rules and/or policies); (2) consistent with progressive disciplinary procedures; and (3) consistent with similar situations in the past. To determine and maintain consistency in these personnel actions, comparative analyses were conducted from disciplinary action data gathered and maintained over many years. Most importantly, the process was followed for each disciplinary recommendation/action, regardless of race, gender, etc.

64

REVIEW OF TABLES AND PERSONNEL RELATED ACTIVITIES

Maury Buster, PhD

State of Alabama Personnel Department

I was asked by the Alabama Department of Transportation (ALDOT) to conduct a review of the

information and calculations included in the various tables in the 2016 Update, including those in the

Four-Fifths Rule Analysis (4/5s) report. As well, I was asked to review the assessment of adverse impact

noted in the 4/5s report and provide insight regarding the figures therein. Finally, based on my

background and experience working with the Department, I was asked to comment on their efforts in the

hiring, promotions, separations, and training areas.

My review of the 2016 Update tables included 1) a comparison between corresponding tables in the

current Update for consistency, 2) a review of the calculations within the 4/5s tables, and 3) an

examination of the current 4/5s report against those in the 2013 through 2015 Updates.

Consistency

I found several slight discrepancies (less than 5 in most cases) between corresponding values in the EEO-

4, Job Group Analysis, Utilization Review, and workforce availability tables.

I shared the findings with ALDOT, and a professional from the IT group responded promptly with an

explanation regarding each of the differences (e.g., corresponding reports with different run dates).

Calculations

I reviewed the calculations in the various tables in the 4/5s report, and found various errors in three of

the sets of reports (New Hires, Promotions, and Training). I shared the findings with ALDOT, and they

responded promptly with corrected reports for these three areas. I checked the corrections and found that

most of them were made. However, I found previously marked errors in a couple of the reports that were

not made. I have since communicated with Ms. Swinney, and she assured me the corrections would be

made for the final report.

In 2013, I expressed to the FHWA representative that there is a lingering uncertainty regarding the

appropriate manner to calculate adverse impact to be consistent with FHWA’s standard1. As well, we

discussed various issues I have noted in the related directions located in the FHWA Desk Reference. I

am not aware of any resolution or further direction from FHWA; however, I look forward to the

opportunity to communicate further with FHWA and gain clarification regarding these issues. I am also

happy to provide additional input regarding the Desk Reference.

ALDOT has performed the calculations in this 4/5s report consistently across each of the 32 tables (i.e.,

4 personnel actions x 8 EEO categories).

1 In calculating the adverse impact ratio, it is not clear whether the denominator should be determined by the highest

selection rate group within the race/gender groups (i.e., highest for males and highest for females), or if it should be the

highest selection rate group regardless of race/gender group (i.e., one denominator for all race/gender groups).

65

Interpretation

The purpose of the 4/5s report is to review ALDOT’s efforts regarding hiring, training, promotions, and

terminations within each of the EEO categories. In general, the adverse impact ratio is merely a

calculation of a lower (hiring, promotion, separations, training) rate for a particular group, divided by

the corresponding value for the highest (hiring, promotion, separations, training) rate group. For

example, if we assume that for a particular EEO category, Black Males exhibit a selection rate (SR) of

0.20, and the SR for the highest rate group (e.g., Hispanic Males) is 0.40, our adverse impact ratio for

Black Males would be 0.50 or 50%.

Of course, in this scenario, the data suggest the possibility of adverse impact (i.e., 0.50 < 0.80) for this

combined EEO category, race/gender subgroup, and personnel action (i.e., Hiring). It is important to

note that the adverse impact ratio does not necessarily establish that adverse impact has occurred, but it

provides an indicator whereby both ALDOT and FHWA can examine the potential thereof. For example,

issues such as sample size and selection rate often confound the calculation and therefore the

determination of adverse impact. As well, each of the EEO categories is comprised of a significant

number of job classifications that have been combined for this analysis.

I reviewed each of the 4/5s reports (New Hires, Promotions, Training, Separations), and I did not find

any reliable systematic discrimination issues against minority race/gender groups. In other words, I did

not identify consistent adverse impact issues for any minority race/gender subgroup in any of the four

sub-reports.

For various reasons, I find it difficult to rely solely on the adverse impact determinations (i.e., Y/N) in

the 4/5s reports. As I indicated earlier, the calculations have been performed consistently; however, the

determinations are too reaching. For example, there are instances where the selection rate for one of the

smallest race/gender groups sets an arbitrarily high rate for the denominator, and thus nearly guarantees

that the adverse impact ratio for the remaining subgroups will be below the 0.80 standard.

Some of the issues described above can be seen in the year-to-year variations in the determination of

adverse impact in the various EEO category, race/gender subgroup, and personnel action combinations

(cf. Review of ALDOT Four-Fifths Rule Report and Personnel Related Activities in the 2014 and 2015

Updates). I look forward to the opportunity to work with ALDOT’s Compliance Bureau and the FHWA

regarding these and other issues in preparation for the 2017 Update.

ALDOT Efforts

I have worked for State Personnel for 16+ years, during which I have been impressed with ALDOT’s

efforts in the hiring, promotions, training, and separations areas, and their investment therein. My

comments in this area based on my considerable experience managing the Transportation Team at SPD,

and recent conversations with Steve Dukes, ALDOT’s Personnel Manager.

66

Throughout the Reynolds decree, ALDOT funded the Transportation Team at SPD, and they have

continued to do so post-decree at an expense of over $1 million per year. This Team processes all

ALDOT-specific personnel transactions such as separations, certificates of eligibles, classification

decisions, and develops and researches examinations. The examination research has resulted in 10

publications in peer-reviewed journals, and 16 presentations at peer-reviewed conferences. The

publications have focused on various examination types and constructs and the ultimate differences

between race and gender groups in test scores.

Employee terminations at ALDOT are handled in a systematic fashion, which includes involvement by

the Legal Bureau, Personnel Bureau, and the Administration Office. I have not seen and am not aware

of any systematic issues related to race/gender in this area.

Regarding training, ALDOT again invests considerable resources in their EDP and non-EDP courses. I

worked with the consultants during the EDP development process and was quite impressed with the

program. As well, I have continued to be impressed with the amount of resources and the breath of

training ALDOT not only provides but encourages (and in some cases requires) their employees to

participate in. In fact, ALDOT recently contracted with an individual to review and revamp any

necessary courses and materials. I understand there are certain requirements such as job relatedness that

must be established in order to attend a particular class, but I am aware of no systematic barriers to any

group in accessing necessary courses.

Summary

Again, I look forward to working with ALDOT and FHWA in crafting the 2017 Update, and addressing

the various issues discussed herein.

67

Alabama Department of Transportation1

Report ID: HCMCM023

Compliance ManagementPage No.

Application Of Four-Fifths Rule Analysis Run Date

03-09-2016

For the period 1/1/2015 through 12/31/2015 New Hires Run Time

15:29:15

JOB CATEGORY: Officials and Administrators

Selection Highest 4/5 Rule

Ratio to

Adverse

Race Category Applicants Total Hires Rate Rate 80% of Base Impact

Total

0.39<.80 Y

3 0.3333 1.00 1.00>.80

White Males 46 6 0.1304 0.39

N

Hispanic Males

Black Males 9

Asian/Pacific Males

0.0000 0.00 0.00<.80

American Indian Males

Y

Total Males 56 9 0.1607 1.00 1.00>.80 N

Other Males 1

1.00>.80 N

0.0000 0.00 0.00<.80

White Females 10 1 0.1000 1.00

Y

Hispanic Females

Black Females 9

0.00<.80 Y

Asian/Pacific Females 1 0.0000 0.00 0.00<.80 Y

American Indian Females 1 0.0000 0.00

Total Females 21 1 0.0476 0.30 0.30<.80 Y

Other Females

68


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Professionals


Ratio to

Adverse


Total

1.00>.80 N

3 0.0060 0.24 0.24<.80

White Males 1542 39 0.0253 1.00

Y

Hispanic Males 5 0.0000 0.00 0.00<.80 Y

Black Males 499

0.00<.80 Y

Asian/Pacific Males 152 0.0000 0.00 0.00<.80

1 0.0116 0.46 0.46<.80

Y

American Indian Males 2 0.0000 0.00

Y

Total Males 2286 43 0.0188 0.82 0.82>.80 N

Other Males 86

0.26<.80 Y

2 0.0052 0.03 0.03<.80

White Females 233 12 0.0515 0.26

Y

Hispanic Females 60 0.0000 0.00 0.00<.80 Y

Black Females 383

0.00<.80 Y

Asian/Pacific Females 13 1 0.0769 0.38 0.38<.80

1 0.2000 1.00 1.00>.80

Y


N

Total Females 695 16 0.0230 1.00 1.00>.80 N

Other Females 5

69


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Technicians


Ratio to

Adverse


Total

0.20<.80 Y

9 0.0495 0.17 0.17<.80

White Males 410 23 0.0561 0.20

Y

Hispanic Males 3 0.0000 0.00 0.00<.80 Y

Black Males 182

1.00>.80 N

Asian/Pacific Males 5 0.0000 0.00 0.00<.80

0.0000 0.00 0.00<.80

Y

American Indian Males 7 2 0.2857 1.00

Y

Total Males 608 34 0.0559 1.00 1.00>.80 N

Other Males 1

1.00>.80 N

7 0.0329 0.74 0.74<.80

White Females 112 5 0.0446 1.00

Y

Hispanic Females

Black Females 213

Asian/Pacific Females

American Indian Females

Total Females 325 12 0.0369 0.66 0.66<.80 Y

Other Females

70


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Protective Service


Ratio to

Adverse


Total

White Males

Hispanic Males

Black Males

Asian/Pacific Males


Total Males

Other Males

White Females

Hispanic Females

Black Females



Total Females

Other Females

71


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Paraprofessionals


Ratio to

Adverse


Total

1.00>.80 N

0.0000 0.00 0.00<.80

White Males 4 2 0.5000 1.00

Y

Hispanic Males

Black Males 3

Asian/Pacific Males


Total Males 7 2 0.2857 1.00 1.00>.80 N

Other Males

1.00>.80 N

1 0.0909 0.36 0.36<.80


Y

Hispanic Females

Black Females 11


0.0000 0.00 0.00<.80


Y

Total Females 16 2 0.1250 0.44 0.44<.80 Y

Other Females 1

72


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Office/Clerical


Ratio to

Adverse


Total

1.00>.80 N

1 0.0208 0.87 0.87>.80

White Males 42 1 0.0238 1.00

N

Hispanic Males

Black Males 48

Asian/Pacific Males 3 0.0000 0.00 0.00<.80 Y


Total Males 93 2 0.0215 0.41 0.41<.80 Y

Other Males

1.00>.80 N

18 0.0287 0.34 0.34<.80

White Females 516 44 0.0853 1.00

Y

Hispanic Females 16 0.0000 0.00 0.00<.80 Y

Black Females 627

0.00<.80 Y

Asian/Pacific Females 2 0.0000 0.00 0.00<.80

0.0000 0.00 0.00<.80

Y


Y

Total Females 1170 62 0.0530 1.00 1.00>.80 N

Other Females 4

73


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Skilled Craft


Ratio to

Adverse


Total

0.49<.80 Y

69 0.4233 0.42 0.42<.80

White Males 167 81 0.4850 0.49

Y

Hispanic Males 3 2 0.6667 0.67 0.67<.80 Y

Black Males 163

0.00<.80 Y

Asian/Pacific Males 1 1 1.0000 1.00 1.00>.80

1 1.0000 1.00 1.00>.80

N

American Indian Males 3 0.0000 0.00

N

Total Males 338 154 0.4556 1.00 1.00>.80 N

Other Males 1

1.00>.80 N

1 0.0417 0.11 0.11<.80


Y

Hispanic Females

Black Females 24



Total Females 32 4 0.1250 0.27 0.27<.80 Y

Other Females

74


Report ID: HCMCM023



03-09-2016


15:29:15

JOB CATEGORY: Service Maintenance


Ratio to

Adverse


Total

1.00>.80 N

13 1.0000 1.00 1.00>.80

White Males 17 17 1.0000 1.00

N

Hispanic Males

Black Males 13

Asian/Pacific Males


Total Males 30 30 1.0000 1.00 1.00>.80 N

Other Males

1.00>.80 N

9 1.0000 1.00 1.00>.80

White Females 12 12 1.0000 1.00

N

Hispanic Females

Black Females 9



Total Females 21 21 1.0000 1.00 1.00>.80 N

Other Females

75

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016

For the period 1/1/2015 through 12/31/2015 Promotions Run Time

15:58:45

Officials and Administrators

Ratio to

Total Selection Highest 4/5 Rule Adverse

Applicants Total Hires Rate Rate 80% of Base Impact

582 52 0.09 0.45 0.45<.80 Y

109 13 0.12 0.60 0.60<.80 Y

16 0.00 0.00 0.00<.80 Y

5 1 0.20 1.00 1.00>.80 N

23 0.00 0.00 0.00<.80 Y

735 66 0.09 0.94 0.94>.80 N

82 7 0.09 0.26 0.26<.80 Y

30 3 0.10 0.30 0.30<.80 Y

3 1 0.33 1.00 1.00>.80 N

115 11 0.10 1.00 1.00>.80 N

76

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Professionals

Ratio to



741 30 0.04 0.12 0.12<.80 Y

298 6 0.02 0.06 0.06<.80 Y

1 0.00 0.00 0.00<.80 Y

41 2 0.05 0.15 0.15<.80 Y

3 1 0.33 1.00 1.00>.80 N

35 0.00 0.00 0.00<.80 Y

1119 39 0.03 1.00 1.00>.80 N

151 4 0.03 1.00 1.00>.80 N

370 7 0.02 0.71 0.71<.80 Y

10 0.00 0.00 0.00<.80 Y

6 0.00 0.00 0.00<.80 Y

5 0.00 0.00 0.00<.80 Y

4 0.00 0.00 0.00<.80 Y

546 11 0.02 0.58 0.58<.80 Y

77

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Technicians

Ratio to



1137 91 0.08 1.00 1.00>.80 N

451 22 0.05 0.61 0.61<.80 Y

7 0.00 0.00 0.00<.80 Y

12 0.00 0.00 0.00<.80 Y

20 0.00 0.00 0.00<.80 Y

1627 113 0.07 0.78 0.78<.80 Y

200 22 0.11 0.22 0.22<.80 Y

170 10 0.06 0.12 0.12<.80 Y

2 1 0.50 1.00 1.00>.80 N

372 33 0.09 1.00 1.00>.80 N

78

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Protective Service

Ratio to



79

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Paraprofessionals

Ratio to



23 0.00 0.00

4 0.00 0.00

27 0.00 0.00

64 6 0.09 1.00 1.00>.80 N

83 4 0.05 0.51 0.51<.80 Y

1 0.00 0.00 0.00<.80 Y

148 10 0.07 1.00 1.00>.80 N

80

N/A

N/A

N

N

N/A N

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Office/Clerical

Ratio to



27 1 0.04 0.24 0.24<.80 Y

26 4 0.15 1.00 1.00>.80 N

3 0.00 0.00 0.00<.80 Y

1 0.00 0.00 0.00<.80 Y

57 5 0.09 1.00 1.00>.80 N

667 36 0.05 1.00 1.00>.80 N

786 12 0.02 0.28 0.28<.80 Y

9 0.00 0.00 0.00<.80 Y

1 0.00 0.00 0.00<.80 Y

7 0.00 0.00 0.00<.80 Y

19 1 0.05 0.98 0.98>.80 N

1489 49 0.03 0.38 0.38<.80 Y

81

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Skilled Craft

Ratio to



1180 96 0.08 0.57 0.57<.80 Y

916 63 0.07 0.48 0.48<.80 Y

7 1 0.14 1.00 1.00>.80 N

7 1 0.14 1.00 1.00>.80 N

22 2 0.09 0.64 0.64<.80 Y

2132 163 0.08 1.00 1.00>.80 N

89 1 0.01 0.22 0.22<.80 Y

99 5 0.05 1.00 1.00>.80 N

188 6 0.03 0.42 0.42<.80 Y

82

JOB CATEGORY:

Race Category

White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

Total Males

White Females

Black Females

Hispanic Females



Other Females

Total Females





03-09-2016


15:58:45

Service Maintenance

Ratio to



6 2 0.33 1.00 1.00>.80 N

1 0.00 0.00 0.00<.80 Y

7 2 0.29 0.76 0.76<.80 Y

2 2 1.00 1.00 1.00>.80 N

6 1 0.17 0.17 0.17<.80 Y

8 3 0.38 1.00 1.00>.80 N

83

JOB CATEGORY:

4/5 Rule

Race Category 80% of Base

White Males 0.79<.80

Black Males 0.71<.80

Hispanic Males 0.62<.80

Asian/Pacific Males 1.00>.80

American Indian Males 0.65<.80

Other Males

White Females 0.26<.80

Black Females 0.30<.80

Hispanic Females

Asian/Pacific Females 0.31<.80


Other Females 1.00>.80

Total Males 1.00>.80

Total Females 0.91>.80

Alabama Department of TransportationReport ID: HCMCM0026

Page No.

Compliance Management1

Application Of Four-Fifths Rule Analysis Run Date 03-08-2016

Total Total Training Highest Adverse

Training Run Time

For the period 1/1/2015 through 12/31/2015

17:30:37


Ratio to

94 436 4.64 0.71 Y

Workforce Participants Rate Rate Impact

2 13 6.50 1.00 N

411 2098 5.10 0.79 Y

1 4 4.00 0.62 Y

26 124 4.77 0.30 Y

4 17 4.25 0.65 Y

1 5 5.00 0.31 Y

44 184 4.18 0.26 Y

1 16 16.00 1.00 N

72 329 4.57 0.91 N

512 2568 5.02 1.00 N

84

JOB CATEGORY:

4/5 Rule


White Males 0.95>.80

Black Males 0.94>.80

Hispanic Males 1.00>.80

Asian/Pacific Males 0.79<.80


Other Males 0.71<.80



Hispanic Females


American Indian Females 0.83>.80

Other Females 1.00>.80




Page No.




Training Run Time


17:30:37

Professionals

Ratio to

61 325 5.33 0.94 N


4 18 4.50 0.79 Y

288 1547 5.37 0.95 N

5 20 4.00 0.71 Y

3 17 5.67 1.00 N

71 304 4.28 0.71 Y

3 9 3.00 0.53 Y

3 8 2.67 0.44 Y

97 430 4.43 0.74 Y

1 6 6.00 1.00 N

173 753 4.35 0.82 N

1 5 5.00 0.83 N

364 1936 5.32 1.00 N

85

JOB CATEGORY:

4/5 Rule






American Indian Males 0.98>.80




Hispanic Females



Other Females 0.20<.80




Page No.




Training Run Time


17:30:37

Technicians

Ratio to

209 664 3.18 0.64 Y


1 5 5.00 1.00 N

647 2498 3.86 0.77 Y

4 14 3.50 0.70 Y

1 0.00 0.00 Y

134 464 3.46 0.69 Y

9 44 4.89 0.98 N

1 2 2.00 0.40 Y

167 589 3.53 0.71 Y

1 1 1.00 0.20 Y

306 1071 3.50 0.95 N

3 15 5.00 1.00 N

871 3225 3.70 1.00 N

86

JOB CATEGORY:

4/5 Rule


White Males NA

Black Males NA

Hispanic Males

Asian/Pacific Males


Other Males

White Females

Black Females

Hispanic Females



Other Females

Total Males NA

Total Females


Page No.




Training Run Time


17:30:37

Protective Services

Ratio to

5 0.00 N


1 0.00 N

6 0.00 N

87

JOB CATEGORY:

4/5 Rule


White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

White Females 1.00>.80

Black Females 0.94>.80

Hispanic Females



Other Females

Total Males



Page No.




Training Run Time


17:30:37

Paraprofessionals

Ratio to


17 40 2.35 0.94 N

28 70 2.50 1.00 N

45 110 2.44 1.00 N

88

JOB CATEGORY:

4/5 Rule




Hispanic Males

Asian/Pacific Males


Other Males



Hispanic Females 0.70<.80




Total Males 0.71<.80



Page No.




Training Run Time


17:30:37

Office/Clerical

Ratio to

13 26 2.00 1.00 N


23 34 1.48 0.74 Y

172 409 2.38 1.00 N

345 814 2.36 0.99 N

2 2 1.00 0.42 Y

3 5 1.67 0.70 Y

525 1237 2.36 1.00 N

3 7 2.33 0.98 N

36 60 1.67 0.71 Y

89

JOB CATEGORY:

4/5 Rule










Hispanic Females



Other Females




Page No.




Training Run Time


17:30:37

Skilled Craft

Ratio to

548 1045 1.91 0.27 Y


1 7 7.00 1.00 N

704 1486 2.11 0.30 Y

4 9 2.25 0.32 Y

9 22 2.44 0.35 Y

25 42 1.68 0.76 Y

6 8 1.33 0.19 Y

18 40 2.22 1.00 N

43 82 1.91 0.94 N

1272 2577 2.03 1.00 N

90

JOB CATEGORY:

4/5 Rule


White Males 0.92>.80


Hispanic Males

Asian/Pacific Males

American Indian Males 0.84>.80

Other Males



Hispanic Females


American Indian Females 0.75<.80





Page No.




Training Run Time


17:30:37

Service Maintenance

Ratio to

153 183 1.20 1.00 N


116 128 1.10 0.92 N

72 96 1.33 1.00 N

1 1 1.00 0.84 N

56 75 1.34 1.00 N

1 0.00 0.00 Y

130 172 1.32 1.00 N

1 1 1.00 0.75 Y

270 312 1.16 0.87 N

91

JOB CATEGORY:

Total

Workforce

Race Category 1/1/2015

White Males 366

Black Males 84

Hispanic Males 1

Asian/Pacific Males 2

American Indian Males 4

Other Males

White Females 36

Black Females 25

Hispanic Females

Asian/Pacific Females 1


Other Females 1

Total Males 457

Total Females 63



Page No.

Compliance Management Run Date 03-09-2016

Application Of Four-Fifths Rule Analysis Run Time 16:07:06

For the period 1/1/2015 through 12/31/2015 Separations


Ratio to

Total Number Retention Highest 4/5 Rule Adverse

Separations Retained Rate Rate 80% of Base Impact

25 341 93.17% 0.93 0.93>.80 N

7 77 91.67% 0.92 0.92>.80 N

1 100.00% 1.00 1.00>.80 N

2 100.00% 1.00 1.00>.80 N

1 3 75.00% 0.75 0.75<.80 Y

3 33 91.67% 0.92 0.92>.80 N

3 22 88.00% 0.88 0.88>.80 N

1 100.00% 1.00 1.00>.80 N

1 100.00% 1.00 1.00>.80 N

33 424 92.78% 1.00 1.00>.80 N

6 57 90.48% 0.98 0.98>.80 N

92

JOB CATEGORY:

Total

Workforce


White Males 262

Black Males 58

Hispanic Males 3



Other Males 4

White Females 89

Black Females 65

Hispanic Females


American Indian Females 1

Other Females 1

Total Males 333

Total Females 158



Page No.




Professionals

Ratio to



17 245 93.51% 0.94 0.94>.80 N

4 54 93.10% 0.93 0.93>.80 N

1 2 66.67% 0.67 0.67<.80 Y

3 100.00% 1.00 1.00>.80 N

3 100.00% 1.00 1.00>.80 N

4 100.00% 1.00 1.00>.80 N

11 78 87.64% 0.88 0.88>.80 N

1 64 98.46% 0.98 0.98>.80 N

1 1 50.00% 0.50 0.50<.80 Y

1 100.00% 1.00 1.00>.80 N

1 100.00% 1.00 1.00>.80 N

22 311 93.39% 1.00 1.00>.80 N

13 145 91.77% 0.98 0.98>.80 N

93

JOB CATEGORY:

Total

Workforce


White Males 630

Black Males 204

Hispanic Males 1



Other Males 4

White Females 159

Black Females 128

Hispanic Females



Other Females 1

Total Males 848

Total Females 292



Page No.




Technicians

Ratio to



38 592 93.97% 0.94 0.94>.80 N

14 190 93.14% 0.93 0.93>.80 N

1 100.00% 1.00 1.00>.80 N

1 1 50.00% 0.50 0.50<.80 Y

7 100.00% 1.00 1.00>.80 N

4 100.00% 1.00 1.00>.80 N

10 149 93.71% 0.94 0.94>.80 N

7 121 94.53% 0.95 0.95>.80 N

1 100.00% 1.00 1.00>.80 N

3 100.00% 1.00 1.00>.80 N

1 100.00% 1.00 1.00>.80 N

53 795 93.75% 1.00 1.00>.80 N

17 275 94.18% 1.00 1.00>.80 N

94

JOB CATEGORY:

Total

Workforce


White Males 1

Black Males 5

Hispanic Males

Asian/Pacific Males


Other Males

White Females

Black Females

Hispanic Females



Other Females

Total Males 6

Total Females



Page No.




Protective Services

Ratio to



1 100.00% 1.00 1.00>.80 N

5 100.00% 1.00 1.00>.80 N

6 100.00% 1.00 1.00>.80 N

95

JOB CATEGORY:

Total

Workforce


White Males

Black Males

Hispanic Males

Asian/Pacific Males


Other Males

White Females 23

Black Females 13

Hispanic Females



Other Females

Total Males

Total Females 36



Page No.




Paraprofessionals

Ratio to



4 19 82.61% 0.89 0.89>.80 N

1 12 92.31% 1.00 1.00>.80 N

5 31 86.11% 1.00 1.00>.80 N

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JOB CATEGORY:

Total

Workforce


White Males 23

Black Males 12

Hispanic Males

Asian/Pacific Males


Other Males

White Females 306

Black Females 159

Hispanic Females 2



Other Females 2

Total Males 35

Total Females 472



Page No.




Office/Clerical

Ratio to



1 22 95.65% 0.96 0.96>.80 N

12 100.00% 1.00 1.00>.80 N

29 277 90.52% 0.91 0.91>.80 N

9 150 94.34% 0.94 0.94>.80 N

1 1 50.00% 0.50 0.50<.80 Y

3 100.00% 1.00 1.00>.80 N

2 100.00% 1.00 1.00>.80 N

1 34 97.14% 1.00 1.00>.80 N

39 433 91.74% 0.94 0.94>.80 N

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JOB CATEGORY:

Total

Workforce


White Males 633

Black Males 483

Hispanic Males 7

Asian/Pacific Males


Other Males 3

White Females 16

Black Females 24

Hispanic Females



Other Females

Total Males 1132

Total Females 40



Page No.




Skilled Craft

Ratio to



56 577 91.15% 0.91 0.91>.80 N

48 435 90.06% 0.90 0.90>.80 N

1 6 85.71% 0.86 0.86>.80 N

1 5 83.33% 0.83 0.83>.80 N

3 100.00% 1.00 1.00>.80 N

2 14 87.50% 0.91 0.91>.80 N

1 23 95.83% 1.00 1.00>.80 N

106 1026 90.64% 0.98 0.98>.80 N

3 37 92.50% 1.00 1.00>.80 N

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JOB CATEGORY:

Total

Workforce


White Males 104

Black Males 144

Hispanic Males

Asian/Pacific Males


Other Males 1

White Females 47

Black Females 64

Hispanic Females



Other Females 1

Total Males 250

Total Females 113



Page No.




Service Maintenance

Ratio to



14 90 86.54% 0.87 0.87>.80 N

15 129 89.58% 0.90 0.90>.80 N

1 100.00% 1.00 1.00>.80 N

1 100.00% 1.00 1.00>.80 N

4 43 91.49% 0.91 0.91>.80 N

4 60 93.75% 0.94 0.94>.80 N

1 100.00% 1.00 1.00>.80 N

1 100.00% 1.00 1.00>.80 N

29 221 88.40% 0.95 0.95>.80 N

8 105 92.92% 1.00 1.00>.80 N

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PROGRAM EVALUATION

INTERNAL PROGRAM EVALUATION

The Affirmative Action Officer continued to have the task of monitoring and reporting ALDOT’s progress towards equal employment opportunity in the workforce.

On a quarterly basis appointment ratio reports were prepared and sent to the Transportation Director and Chief Engineer which included employment activity information for the Central Office and Regions. The report included the current workforce profile which provided information for an analysis of ALDOT’s progress toward achieving its affirmative action goals. (NOTE: ALDOT Bureau Chiefs/Region Engineers’ Performance Appraisal/Evaluation scores were based partially on the results of the Appointment Ratio reports.) Each Bureau Chief/Region Engineer met with their Supervisor (in the Administration Office) todiscuss the importance of fair employment practices and importance of diversity in the workforce. Each Bureau Chief/Region Engineer was encouraged to consider hiring/promoting individuals in underutilized job groups if opportunities were to occur and to promote the importance of Affirmative Action/ EEO efforts in their Bureau/Region. ALDOT Bureau Chiefs and Region Engineers were held accountable by being asked to keep accurate documentation and being knowledgeable of all employment practices that take place in their respective Bureau or Region.

An annual Affirmative Action Program Update was prepared and submitted to the Federal Highway Administration’s Division Administrator with the following information:

1. Efforts toward implementing recommendations;2. Progress towards achievement of agency's AA goals;3. Progress towards the correction of problem areas; and4. General comments about the agency’s EEO/AA program.

Supervisors and Managers assisted in establishing specific numerical goals and objectives for the ensuing year. The Affirmative Action Program Update 2015 (CY2014) was reviewed and approved by the Federal Highway Administration on September 1, 2015.

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Update on Action Items:

1) Immediately after the approval from FHWA, the AAP (Update 2015) was disseminated via email and placedon ALDOT’s internet/intranet for all to view. Managers/Supervisors continued to be encouraged to discussthe importance of EEO programs as part of their staff meetings as well as to think of better ways to improveefforts to disseminate the AAP both internally and externally.

2) There were no discussions with the Administration and the Training Bureau Chief regarding thedevelopment of a New Hire Orientation Program for all ALDOT Bureaus/Regions.

3) Post-Exit Questionnaires continued to be sent to former ALDOT employees. Former employees continuedto respond and make comments on why they left the department. All information was entered into the HCMdatabase system.

4) The Transportation Director was given a copy of the 2015 AAP Update and was aware of ALDOT’s employment actions. On August 24, 2015, the close out meeting was held with the Transportation Director/Administration, FHWA Civil Rights Specialist, Special Counsel, Affirmative Action Officer, Internal Programs Unit Supervisor and Compliance & Business Opportunities Bureau Chief to discuss the progress and deficiencies of each Region and Bureau in relationship to Department recruitment goals. The Affirmative Action Plan was approved by FHWA on September 1, 2015.

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STATUS OF CY2015 AAP ACTIVITIES

1. FHWA REQUEST: AAO report at least quarterly to head of STA:

ALDOT’S STATUS:The COE/NON-COE report was completed by the AAO on quarterly basis. The report wasreviewed then given to the Compliance Bureau Chief and Internal Programs Supervisor forreview and given to the head of STA/Administration Staff. Also, the Compliance Bureau Chiefcontinued to report all issues relating to the Affirmative Action Program to the Deputy Director ofAdministration and the Transportation Director as needed.

2. FHWA REQUEST: AAO handles & processes formal discrimination complaints:

ALDOT’S STATUS:Effective June 1, 2015, the Title VII Program was moved to the Personnel Bureau. RondaBrooks was selected as Title VII Coordinator - Recruiting/Employee Relations Unit. TheAffirmative Action Officer continued to receive updates from the Title VII Coordinator regardingthe status of employment actions (i.e. disciplinary, lay-offs, discharges, and/or downgrades).Reviews of Disciplinary actions were done by the Title VII Coordinator, Personnel Bureau Chief,and ultimately, Mr. John R. Cooper, Transportation Director before any actions became final.After review/analysis by the Title VII Coordinator, the findings were discussed with theAffirmative Action Officer and documented.

3. FHWA REQUEST: AAO assists managers/supervisors to collect & analyze data, set goals, &develop Programs:

ALDOT’S STATUS:FHWA requested that one Region is randomly selected and reviewed in regards to its EEO/AAPactivities. In 2015, the Southwest Region (Mobile Area and Grove Hill Area) was selected forreview. The review was conducted by the FHWA Civil Rights Specialist and FHWA FinancialManager and facilitated by the ALDOT AAO. Other attendees in the meeting included theSouthwest Region Engineer and Southwest Region EEO Officer. The discussion in the meetingincluded the status of employment data such as New Hires, Promotions, Adverse Terminations,Complaints, and Job Group Analysis for the Southwest Region.

5. FHWA REQUEST: STA’s EEO program should set short and long range objectives, priorities, targetdates, measurements of progress:

ALDOT’S STATUS:Long Range Goals:

Initially, ALDOT set a five year goal (2013) as a time frame to reach parity for underutilized job groups/races/sex. But after further review, the goal to reach parity was pushed back an additional five years to 2018 due to a statewide freeze which continued throughout 2013. The Governor lifted the

freeze at the close of the year and raises were reinstated in January 2014. (NOTE: During the hiring freeze the Department met some of its long range goals to hire individuals in certain underutilized job groups.) At present, the Director of ALDOT has stated that there will be no replacement ofindividuals that leave ALDOT’s Central Office location. However, there will be some hiring in the Region offices.

The ALDOT Director has set a goal for overall ALDOT employee totals not to exceed 4400 people.

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Short Range Goals:

Over the next year (2016), the goal of the Department is to have the Recruiting Unit develop some special recruitment practices like participating in more minority-outreach programs and to conduct more on-campus interviews.

6. FHWA REQUEST: STA’s AAP contains all required elements:

ALDOT’S RESPONSE:The AAP report contains the required elements as suggested in the FHWA Desk Reference(2007).

7. FHWA REQUEST: Address how managers/supervisors are responsible & accountable for meetinggoals:

ALDOT’S RESPONSE:ALDOT Administration continued to use the accountability line item “Supports and monitorsfairness in hiring and promotion practices” on its performance appraisals of Bureau Chiefs,Region Engineers, and Assistant Chief Engineers along with a numerical grade score. Also, theCOE/NON-COE reports were given to the Administration on a quarterly basis to assist in themonitoring and evaluation.

8. FHWA REQUEST: Developed & implemented specific programs to eliminate discriminatory barriersto achieve goals:

ALDOT’S RESPONSE:The Administration Bureau was given a copy of the COE/NON-COE report on a quarterly basiswhich gave an overview of the hiring/promotion practices of each Bureau/Region. If there wereany issues with hiring/promotions it was then brought to the attention of each Bureau Chief andRegion Engineer, respectively. The reports also included a listing of all the jobgroups/underutilized job groups at ALDOT. ALDOT’s Recruiting Unit continued to attend CareerFairs across the southeast, as well as conduct on-campus interviews in CY2015. Other effortsmade by ALDOT to eliminate discriminatory barriers were having the Compliance and BusinessOpportunities Bureau to assist with more educational outreach programs geared toward youth tointroduce them to careers in transportation. Such programs included the National SummerTransportation Institute Program and Youth Transportation Workforce Development Program.From these programs, ALDOT hopes to increase its number of qualified applicants for futureemployment.

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9. FHWA REQUEST: Supervisors & managers to participate in EEO training & seminar covering AAPand overall EEO program:

ALDOT’S RESPONSE:During CY2015, ALDOT had planned AAP training for Bureau Chiefs and Region Engineers atthe Personnel & Compliance Bureau (formerly Human Resources Bureau) Conference. Due toscheduling issues the Conference was not held in 2015. Individuals were still given theopportunity to receive EEO Training through State Personnel, FHWA, and ALDOT.

10. FHWA REQUEST: Internal reporting system to continually audit, monitor, evaluate programsessential to AAP Program evaluation:

ALDOT’S RESPONSE:ALDOT continued to input all employment data in the HCM (Human Capital Management)database system. Data such as new hire reports, promotional reports, adverse termination/separation reports were ran and reviewed. After an analysis of the said data, the informationwas put in a report form for each Region and the Central Office for review. Once the report wasreviewed by the Region Engineer/Central Office Bureau Chief/Office Manager it was submittedto the Administration Bureau for review/records.

11. FHWA REQUEST: Annual specific, numerical goals & objectives for overall EEO InternalProgram, individual units and job category program evaluation:

ALDOT’S RESPONSE:There were one thousand thirty-five (1035) positions filled. Of the total number filled, seven hundred twenty-four (724) were COE positions and three hundred eleven (311) were Non-COE positions.

The applicant ratio for COE applicants was 44% minority and 56% white

The appointee ratio for COE applicants was 29% minority and 71% white.

The appointee ratio for Non–COE applicants was 41% minority and 59% white.

The COE gender ratio was 63% male and 37% female.

The Non-COE gender ratio was 75% male and 25% female.

According to the COE report, there were eighty-five (85) employees hired/promoted from an underutilized job group at ALDOT from January 1, 2015- December 31, 2015. While according to the Non-COE report, from January 1, 2015 – December 31, 2015 the number of employees hired/promoted from an underutilized job was thirty-five (35). The total percentage of individuals hired/promoted in underutilized job groups at ALDOT was 12%.ALDOT continued to make an effort to inform individuals about job opportunities by sending out job announcement notices from State Personnel via email as well as filling vacancies (as approved). In addition, ALDOT’s Affirmative Action Plan continued to be taken into consideration when jobs were filled as stated by managers/supervisors.

104

EMPLOYMENT STATISITCAL DATA ANALYSIS

The total population of the State of Alabama is 4,779,736 (four million seven hundred seventy-nine thousand seven hundred thirty-six) as derived from the 2010 U. S. Census Data. The total population in the State, by race/ethnic group, is described below.

The total population in the State,

Population and Employment by Race/Ethnic Group and Gender 2010 Census of Population

State of Alabama

Number Percent Total Population 4,779,736 100 White 3,275,394 69 Black 1,251,311 26 Hispanic 185,602 4 Native American 28,218 1 Asian /Pacific Islander 56,652 1 Some other race 96,910 2 Two or More Races* 71,251 1

The total labor market in the State of Alabama, with a breakdown by racial/ethnic identification and sex,

Available in the Civilian Labor Force

Occupational Groups Total White Black Hispanic Asian

American Indian

Total Minority

Total Fem.

(In numbers) All M F M F M F M F M F M F N/A

Office/Administrators 215,655 112,870 65,535 13,125 18,540 1,505 830 1,380 940 545 385 16,555 20,695 86,230

Professional 343,095 117,395 156,530 17,145 42,175 1,935 2,205 2,535 1,785 580 810 22,195 46,975 203,505

Technical 66,474 20,360 30,325 3,815 10,620 200 330 295 209 210 110 4,520 11,269 41,594

Para-Professional 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Administrative Support

570,200 144,780 276,930 36,735 99,855 2,045 4,395 1,020 1,955 575 1,910 40,375 108,115 385,045

Skilled Craft 224,525 173,225 9,265 32,200 4,045 3,210 205 625 100 1,625 25 37,660 4,375 13,640

Service Maintenance 646,720 241,160 152,740 124,700 110,160 5,925 4,230 1,925 2,340 1,850 1,690 134,400 118,420

271,160

Protective Services 44,223 24,870 4,695 9,840 3,965 514 4 30 35 135 135 10,519 4,139 8,834

Utilized 2010 Census Data

105

Documents

2016 UPDATE - dot.state.al.usAffirmative Action Program)Update.pdfWorkforce Development Programs as well as external programs: Contractor Compliance, On-the-Job Training (OJT)/Support