The UNC Policy Manual Chapter 100.1 - The Code › hr › 2018-federal-attachments.pdf · is a BFOQ will depend on the facts in each case. This exemption will be construed very narrowly

UNC Wilmington AFFIRMATIVE ACTION PLAN

January 1, 2017 to October 31, 2017 EXHIBIT 1

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The UNC Policy Manual

Chapter 100.1 - The Code

Section 103

SECTION 103. EQUALITY OF OPPORTUNITY IN THE UNIVERSITY.

Admission to, employment by, and promotion in the University of North Carolina and all of its constituent institutions shall be on the basis of merit, and there shall be no unlawful discrimination against any person on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or veteran status.



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UNC Wilmington State Human Resources Manual Equal Employment Opportunity Effective Date: June 1, 2015 Revision No. 15

EQUAL EMPLOYMENT OPPORTUNITY POLICY

The State of North Carolina recognizes that an effective and efficient government requires the talents, skills and abilities of all qualified and available individuals, and seeks opportunities to promote diversity and inclusion at all occupational levels of State government’s workforce through equal employment opportunity (EEO) workforce planning initiatives. The State is committed to ensuring the administration and implementation of all human resources policies, practices and programs are fair and equitable without unlawful discrimination, harassment or retaliation on the basis of race, religion, color, national origin, sex (including pregnancy), age (40 or older), political affiliation, genetic information, or disability, except where age, sex, or physical requirements constitute bona fide occupational qualifications. State agencies, departments and universities shall be accountable for administering all aspects of employment, including hiring, dismissal, compensation, job assignment, classification, promotion, reduction- in-force, training, benefits and any other terms and conditions of employment in accordance with federal and State EEO laws. See the Unlawful Workplace Harassment policy in Section 1 of the State Human Resources Manual for provisions related to unlawful harassment, including sexual harassment, and retaliation.

Coverage

Individuals protected by provisions of this policy are: 1. current employees; 2. former employees; and 3. job applicants

Veterans

Job discrimination of veterans shall be prohibited and affirmative action shall be undertaken to employ and advance in employment eligible veterans in accordance with Article 13 of G.S. 126 and G.S. 128-15.

See the Veteran’s Preference policy in Section 2 of the State Human Resources Manual for provisions related to veteran’s preference including the employment and advancement of protected veterans.



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Office of State Human Resources Responsibilities

The Office of State Human Resources (OSHR) shall:

1. establish the EEO Plan Requirements and Program Guidelines in accordance withfederal and state laws to be followed by all agencies, departments and universities, toensure commitment to and accountability for equal employment opportunitythroughout State government;

2. review, approve and monitor all EEO plans and updates;3. provide services of EEO technical assistance, training, oversight, monitoring,

evaluation, support programs, and reporting to ensure that State government’s workforce is diverse at all occupational levels;

4. develop and promote EEO programs and best practices to encourage consistent andfair treatment of all State employees;

5. meet with agency heads, department heads, and university chancellors, HumanResources Directors and EEO Directors/Officers annually to discuss the progress madetoward reaching program goals; and provide a report annually to the HumanResources Commission and the Governor on the EEO Plans and progress by agencies,departments, universities and state government.

Agency, Department and University Responsibilities:

Each Agency Head, Department Head and University Chancellor shall:

1. adhere to the policies and programs that have been adopted by the State HumanResources Commission and approved by the Governor;

2. ensure the agency, department or university’s commitment to EEO is clearlycommunicated to all employees;

3. ensure that Human Resources policies and employment practices are implementedconsistently and fairly;

4. designate an EEO Officer/Director who has access to the agency head, departmenthead or university chancellor to be responsible for the operation and implementationof the EEO Plan;

5. provide the necessary resources to ensure the successful implementation of the EEOProgram;

6. ensure each manager and supervisor has, as a part of his or her performance plan,the responsibility to comply with EEO laws and policies, and assist in achieving EEOgoals established by the agency, department or university;



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7. ensure the EEO Plan is designed in accordance with the EEO Plan Requirements andProgram Guidelines as specified by the Office of State Human Resources;

8. ensure the EEO Plan is submitted by March 1st of each year to the Office of StateHuman Resources for review and approval as required by G.S. 126-19;

9. ensure all employees are made aware of the EEO policy including the UnlawfulWorkplace Harassment Policy found in Section 1 of the State Human ResourcesManual;

10. develop strategies to prevent unlawful workplace harassment and retaliation in theworkplace;

11. ensure required employee notices describing Federal laws prohibiting jobdiscrimination are posted in work locations where notices to applicants andemployees are customarily posted and easily accessible to applicants and employeeswith disabilities;

12. maintain records of all complaints and grievances alleging discriminatory practices;and

13. ensure all newly hired, promoted, or appointed supervisors and managers completerequired EEO training in accordance with G.S. 126-16.1.

See the Equal Employment Opportunity Institute policy located in Section 1 of the State Human Resources Manual for information related to EEO training.

Complaint Process

An individual covered by this policy who is alleging unlawful discrimination may file a complaint following the process outlined in the Employee Grievance Policy located in Section 7 of the State Human Resources Manual. For the purpose of this policy, political affiliation is not a protected classification under federal EEO law but may be grieved pursuant to G.S. 126-34.02 as a contested case after completion of the agency grievance procedure and the Office of State Human Resources review.

Definitions

• Age Discrimination – The Age Discrimination in Employment Act of 1967 forbidsemployment discrimination on the basis of age against individuals who are age 40 orolder.

• Bona Fide Occupational Qualification (BFOQ) A BFOQ is any requirement which isjob-related and necessary for the performance of the job. Age, sex or physicalrequirements may be considered if they constitute a BFOQ necessary for job



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performance in the normal operations of the agency. Such standards are reasonably necessary for the specific work to be performed and are uniformly and equally applied to all applicants for the particular job category. Whether such a requirement is a BFOQ will depend on the facts in each case. This exemption will be construed very narrowly and the agency, department or university will have the burden of proving the exemption is justified. To establish age, sex or physical requirements as a BFOQ, it will be necessary to submit a recommendation to the Office of State Human Resources, setting forth all facts and justification as to why the requirement should be considered as a reasonable employment factor in each of the classifications in question.

• Disability Discrimination – The Americans with Disabilities Act of 1990 (ADA) and theAmericans with Disabilities Act Amendments Act of 2008 (ADAAA) prohibitsdiscriminatory treatment of a qualified individual who has a physical or mentalimpairment that substantially limits one or more major life activities, has a history (orrecord) of such an impairment, or is regarded as having such an impairment that isnot transitory (lasting or expected to last six months or less) or minor. In addition, thelaw protects covered individuals from discrimination based on their knownrelationship (or association) with an individual with a disability (even if theythemselves do not have a disability). Refer to the Reasonable Accommodation policyin Section 1 of the State Human Resources Manual for information on how to requestand process requests for accommodations for covered individuals with disabilities.

• Genetic Information Discrimination - The Genetic Information Nondiscrimination Actof 2008 (GINA) is a federal law which prohibits discrimination in the terms andconditions of employment against covered individuals based on their geneticinformation. Genetic information is: • an individual’s genetic tests (including genetictests done as part of a research study); • genetic tests of the individual’s familymembers (defined as dependents and up to and including 4th degree relatives); •genetic tests of any fetus of an individual or family member who is a pregnantwoman, and genetic tests of any embryo legally held by an individual or familymember utilizing assisted reproductive technology; • the manifestation of a diseaseor disorder in family members (family history); and • any request for, or receipt of,genetic services or participation in clinical research that includes genetic services(genetic testing, counseling, or education) by an individual or family member.

• National Origin Discrimination – Title VII of the Civil Rights Act of 1964 prohibitsunfavorable treatment of covered individuals because he or she is from a particularcountry or part of the world, because of ethnicity or accent, or because he or she



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appears to be of a certain ethnic background (even if he or she is not). In addition, the law covers individuals who are married to (or associated with) an individual of a certain national origin or because of their connection with an ethnic organization or group.

• Pregnancy Discrimination – The Pregnancy Discrimination Act of 1978 prohibitsunfavorable treatment of a covered individual because of pregnancy, childbirth, or amedical condition related to pregnancy or childbirth.

• Race/Color Discrimination – Title VII of the Civil Rights Act of 1964 forbidsunfavorable treatment of covered individuals because he or she is of a certain race orbecause of personal characteristics associated with race (such as hair texture, skincolor, or certain facial features). Color discrimination involves treating an individualunfavorably because of skin color. In addition, Title VII protects covered individualsfrom discrimination because the individual is married to (or associated with) anindividual of a certain race or color or because of an individual’s connection with arace-based organization or group, or an organization or group that is generallyassociated with people of a certain color.

• Religious Discrimination – Title VII of the Civil Rights Act of 1964 forbids unfavorabletreatment of covered individuals because of his or her religious beliefs. The lawprotects not only the people who belong to traditional, organized religions (such asBuddhism, Christianity, Hinduism, Islam, and Judaism), but also others who havesincerely-held religious, ethical or moral beliefs. In addition, Title VII protects anindividual who is married to (or associated with) an individual of a particular religionor because of his or her connection with a religious organization or group. Theagency, department, or university must reasonably accommodate an employee’sreligious beliefs or practices, unless doing so would cause unreasonable difficulty orexpense for the agency, department or university. This would include makingreasonable adjustments at work that will allow the employee to practice his or herreligion.

• Sex-Based Discrimination – Title VII of the Civil Rights Act of 1964 forbids unfavorabletreatment of covered individuals because of that individual’s sex. In addition, the lawprotects an individual because of his or her connection with an organization or groupthat is generally associated with people of a certain sex. The Equal Pay Act of 1963, asamended, prohibits sex discrimination in the payment of wages to women and menperforming substantially equal work, in jobs that require equal skill, effort, andresponsibility, under similar working conditions, in the same establishment.

02.230 Equal Opportunity and Affirmative Action Policy


Authority: Chancellor

History: Revised January 2017; Revised March 28, 2016; Revised September 7, 2012; Revised December 22, 2009; Revised and Reformatted July 8, 2005

Sources of Authority: 41 CFR Part 60; N.C. Human Resources Manual, Section 1

Related Links: Equal Employment Opportunity/Affirmative Action Plan: Part One and Part Two

Responsible Offices: Office of Human Resources; Provost’s Office; Office of the Dean of Students

I. Policy

The University of North Carolina at Wilmington is committed to and will provide equality of educational and employment opportunity for all persons regardless of race, sex (such as gender, gender identity, marital status, childbirth, and pregnancy), age, color, national origin (including ethnicity), religion, disability, sexual orientation, political affiliation, veteran status, military service member status, genetic information, or relationship to other university constituents – except where sex, age, or ability represent bona fide educational or occupational qualifications or where marital status is a statutorily established eligibility criterion for State funded employee benefit programs. This Policy prohibits all forms of discrimination based on a person’s protected status as established by the laws listed below.

II. Implementation

A. This Policy is established in accordance with 41 CFR Part 60 and is implemented inaccordance with the following laws, orders, and their amendments:

• Title IV of the Civil Rights Act of 1964• Title VI of the Civil Rights Act of 1964• Title VII of the Civil Rights Act of 1964• Title IX of the Education Amendments of 1972• Title II of the Genetic Information Nondiscrimination Act of 2008• Age Discrimination in Employment Act• Age Discrimination Act of 1975• Equal Pay Act of 1963• Section 504 of the Rehabilitation Act of 1973• Americans with Disabilities Act of 1990• ADA Amendments Act of 2008• The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime

Statistics Act

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http://uncw.edu/hr/employment-affirmative.html

http://uncw.edu/hr/employment-affirmative.html


• Violence Against Women Act• Vietnam Era Veterans Readjustment Act• Executive Order 13672• Executive Order 11246• North Carolina General Statutes § 143-422.1 et seq. and Chapters 116, 126,

127B, and 168A

B. To ensure that equal educational and employment opportunity exists throughout theuniversity, a results-oriented equal opportunity/affirmative action program has beenimplemented to overcome the effects of past discrimination and to eliminate any artificialbarriers to educational or employment opportunities for all qualified individuals that mayexist in any of our programs. UNCW is committed to this program and is aware that, withits implementation, positive benefits will be received from the greater utilization anddevelopment of previously under-utilized human resources.

C. Specific University policies address the reporting and resolution of complaints ofdiscrimination, harassment, sexual misconduct, and other behaviors subject to discipline,as detailed in Section III below.

III. Reporting Violations of Policy

A. StudentsA student with a complaint of discrimination or retaliation is encouraged to utilize theappropriate University policy:

• For a complaint of gender-based or sexual misconduct or related retaliation againstanother student, see Policy 04.130 Student Gender-Based/Sexual Misconduct.

• For a complaint of discrimination or related retaliation against another student, seethe Code of Student Life.

• For a complaint of discrimination, harassment, sexual misconduct or relatedretaliation against a faculty or staff member, see Policy 02.___ UnlawfulDiscrimination, Harassment, and Sexual Misconduct.

B. Faculty and EHRA and SHRA EmployeesFaculty and staff with a grievance or complaint of discrimination or retaliation areencouraged to utilize the appropriate University policy:

• For a complaint of discrimination, harassment, sexual misconduct or relatedretaliation against another faculty or staff member, see Policy 02.___ UnlawfulDiscrimination, Harassment, and Sexual Misconduct.

• For a complaint of discrimination, harassment, sexual misconduct or relatedretaliation against a student, see Policy 02.___ Unlawful Discrimination,Harassment, and Sexual Misconduct.

• For a grievance against an SHRA employee’s supervisor, see Policy 08.520 SHRAEmployee Appeals and Grievances.

• For a grievance against an EHRA employee’s supervisor concerning dismissal,disciplinary action that affects compensation, adverse employment actions, and

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http://uncw.edu/policies/documents/04130StudentGenderBasedSexualMisconductPolicy.pdf

http://uncw.edu/cosl

http://uncw.edu/policies/documents/08520SPAGrievance.pdf

http://uncw.edu/policies/documents/08520SPAGrievance.pdf


other specifically enumerated matters, see Policy 08.521 EHRA Review and Appeal Procedures.

• For a faculty complaint or grievance, see the UNCW Faculty Handbook.

C. Individuals may also contact the University’s EEO/AA Officer at (910) 962-3160.

D. External Reporting OptionsThe existence of these University policies and procedures does not prohibit individualsfrom also filing claims externally with the U.S. Equal Employment OpportunityCommission or with the Office for Civil Rights, U.S. Department of Education.

IV. Retaliation

Retaliation against any person complaining of unlawful discrimination or harassment or against any person who is a witness to any prohibited conduct is strictly prohibited. Retaliation also qualifies as a violation of this Policy and is grounds for appropriate disciplinary action.

Retaliation is defined as any form, direct or indirect, including through third parties, of intimidation, threat, harassment, reprisal, interference, restraint, coercion or any other type of discrimination in response to an individual's complaint or participation in investigation or conduct processes.

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http://uncw.edu/policies/documents/08_521_EPA_ReviewandAppeal.revSept2009.pdf

http://uncw.edu/policies/documents/08_521_EPA_ReviewandAppeal.revSept2009.pdf

http://uncw.edu/facsen/documents/Faculty_Handbook.pdf



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Chancellor’s Reaffirmation of Commitment to Equal Education and Employment Opportunity



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RFP Number: [Add RFP #] Vendor:

ATTACHMENT B: NORTH CAROLINA GENERAL CONTRACT TERMS AND CONDITIONS

1. PERFORMANCE AND DEFAULT: If, through any cause, Vendor shall fail to fulfill in timely and propermanner the obligations under this contract, UNC Wilmington shall have the right to terminate thiscontract by giving written notice to the Vendor and specifying the effective date thereof. In that event,all finished or unfinished deliverable items under this contract prepared by the Vendor shall, at the optionof UNC Wilmington, become its property, and the Vendor shall be entitled to receive just and equitablecompensation for any acceptable work completed on such materials. Notwithstanding, Vendor shall notbe relieved of liability to UNC Wilmington for damages sustained by UNC Wilmington by virtue of anybreach of this contract, and UNCW may withhold any payment due the Vendor for the purpose of setoffuntil such time as the exact amount of damages due UNC Wilmington from such breach can bedetermined. UNC Wilmington reserves the right to require at any time a performance bond or otheracceptable alternative guarantees from a successful Vendor without expense to UNC Wilmington.

In case of default by the Vendor, UNC Wilmington may procure the services necessary to completeperformance hereunder from other sources and hold the Vendor responsible for any excess costoccasioned thereby. In addition, in the event of default by the Contractor under this contract, or uponthe Contractor filing a petition for bankruptcy or the entering of a judgment of bankruptcy by or againstthe Contractor, UNC Wilmington may immediately cease doing business with the Contractor,immediately terminate this contract for cause, and may act to debar the Contractor from doing futurebusiness with the State

2. GOVERNMENTAL RESTRICTIONS: In the event any Governmental restrictions are imposed whichnecessitate alteration of the material, quality, workmanship or performance of the items offered prior totheir delivery, it shall be the responsibility of the Vendor to notify, in writing, the issuing purchasing officeat once, indicating the specific regulation which required such alterations. UNC WILMINGTON reservesthe right to accept any such alterations, including any price adjustments occasioned thereby, or tocancel the Contract.

3. AVAILABILITY OF FUNDS: Any and all payments to the Vendor are dependent upon and subject tothe availability of funds to the agency for the purpose set forth in this contract.

4. TAXES: Any applicable taxes shall be invoiced as a separate item.

a. G.S. §143-59.1 bars the Secretary of Administration from entering into Contracts with Vendorsif the Vendor or its affiliates meet one of the conditions of G. S. §105-164.8(b) and refuses tocollect use tax on sales of tangible personal property to purchasers in North Carolina.Conditions under G. S. §105-164.8(b) include: (1) Maintenance of a retail establishment oroffice, (2) Presence of representatives in UNC Wilmington that solicit sales or



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transact business on behalf of the Vendor and (3) Systematic exploitation of the market by media-assisted, media-facilitated, or media-solicited means. By execution of the proposal document the Vendor certifies that it and all of its affiliates, (if it has affiliates), collect(s) the appropriate taxes.

b. All agencies participating in this Contract are exempt from Federal Taxes, such as excise andtransportation. Exemption forms submitted by the Vendor will be executed and returned by theusing agency.

c. Prices offered are not to include any personal property taxes, nor any sales or use tax (or fees)unless required by the North Carolina Department of Revenue.

5. SITUS: The place of this Contract, its situs and forum, shall be North Carolina, where all matters,whether sounding in Contract or tort, relating to its validity, construction, interpretation and enforcementshall be determined.

6. GOVERNING LAWS: This Contract is made under and shall be governed and construed in accordancewith the laws of the State of North Carolina, without regard to is conflict of laws rules.

7. PAYMENT TERMS: Payment terms are Net not later than 30 days after receipt of correct invoice oracceptance of goods, whichever is later. The using agency is responsible for all payments to the Vendorunder the Contract. Payment by some agencies may be made by procurement card, if the Vendoraccepts that card (Visa, MasterCard, etc.) from other customers, and it shall be accepted by the Vendorfor payment under the same terms and conditions as any other method of payment accepted by theVendor. If payment is made by procurement card, then payment may be processed immediately by theVendor.

8. AFFIRMATIVE ACTION: Vendor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a),and 60-741.5(a). These regulations prohibit discrimination against qualified individuals basedon their status as protected veterans or individuals with disabilities, and prohibit discriminationagainst all individuals based on their race, color, religion, sex, sexual orientation, genderidentity, national origin, or appropriate inquiries regarding compensation. Vendor will takeaffirmative action to employ and advance in employment individuals without regard to race,color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status,disability, or appropriate inquiries regarding compensation.

9. INTELLECTUAL PROPERTY INDEMNITY: Vendor shall hold and save the State, its officers, agentsand employees, harmless from liability of any kind, including costs and expenses, resulting frominfringement of the rights of any third party in any copyrighted material, patented or unpatentedinvention, articles, device or appliance delivered in connection with this contract.

10. ADVERTISING: Vendor agrees not to use the existence of this Contract or the name of UNCWilmington or the State of North Carolina as part of any commercial advertising or marketing ofproducts or services. A Vendor may inquire whether UNC Wilmington is willing to act as a reference byproviding factual information directly to other prospective customers.



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11. ACCESS TO PERSONS AND RECORDS: During and after the term hereof, the State Auditor and anyusing agency’s internal auditors shall have access to persons and records related to this Contract toverify accounts and data affecting fees or performance under the Contract, as provided in G.S. §143-49(9).

12. ASSIGNMENT: No assignment of the Vendor’s obligations nor the Vendor’s right to receive paymenthereunder shall be permitted.

However, upon written request approved by the issuing purchasing authority and solely as aconvenience to the Vendor, UNC Wilmington may:

a. Forward the Vendor’s payment check directly to any person or entity designated by the Vendor, and

b. Include any person or entity designated by Vendor as a joint payee on the Vendor’s payment check.

In no event shall such approval and action obligate UNC Wilmington to anyone other than the Vendor and the Vendor shall remain responsible for fulfillment of all Contract obligations. Upon advance written request, UNC Wilmington may, in its unfettered discretion, approve an assignment to the surviving entity of a merger, acquisition or corporate reorganization, if made as part of the transfer of all or substantially all of the Vendor’s assets. Any purported assignment made in violation of this provision shall be void and a material breach of this Contract.

13. INSURANCE:

COVERAGE - During the term of the Contract, the Vendor at its sole cost and expense shall providecommercial insurance of such type and with such terms and limits as may be reasonably associatedwith the Contract. As a minimum, the Vendor shall provide and maintain the following coverage andlimits:

a. Worker’s Compensation - The Vendor shall provide and maintain Worker’s CompensationInsurance, as required by the laws of North Carolina, as well as employer’s liability coverage withminimum limits of $500,000, covering all of Vendor’s employees who are engaged in any work under theContract. If any work is sub-contracted, the Vendor shall require the sub-Contractor to provide the samecoverage for any of his employees engaged in any work under the Contract.

b. Commercial General Liability - General Liability Coverage on a Comprehensive Broad Form onan occurrence basis in the minimum amount of $1,000,000 Combined Single Limit. (Defense cost shallbe in excess of the limit of liability.)

c. Automobile - Automobile Liability Insurance, to include liability coverage, covering all owned,hired and non-owned vehicles, used in connection with the Contract. The minimum combined singlelimit shall be $250,000 bodily injury and property damage; $250,000 uninsured/under insured motorist;and $2,500 medical payment.

REQUIREMENTS - Providing and maintaining adequate insurance coverage is a material obligation of the Vendor and is of the essence of this Contract. All such insurance shall meet all laws of the State of North Carolina. Such insurance coverage shall be obtained from companies that are authorized to



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provide such coverage and that are authorized by the Commissioner of Insurance to do business in North Carolina. The Vendor shall at all times comply with the terms of such insurance policies, and all requirements of the insurer under any such insurance policies, except as they may conflict with existing North Carolina laws or this Contract. The limits of coverage under each insurance policy maintained by the Vendor shall not be interpreted as limiting the Vendor’s liability and obligations under the Contract.

14. GENERAL INDEMNITY: The Vendor shall hold and save the State, its officers, agents, and employees,harmless from liability of any kind, including all claims and losses accruing or resulting to any otherperson, firm, or corporation furnishing or supplying work, services, materials, or supplies in connectionwith the performance of this Contract, and from any and all claims and losses accruing or resulting toany person, firm, or corporation that may be injured or damaged by the Vendor in the performance ofthis Contract and that are attributable to the negligence or intentionally tortious acts of the Vendorprovided that the Vendor is notified in writing within 30 days that UNC Wilmington has knowledge ofsuch claims. The Vendor represents and warrants that it shall make no claim of any kind or natureagainst the State’s agents who are involved in the delivery or processing of Vendor goods to UNCWilmington. The representation and warranty in the preceding sentence shall survive the termination orexpiration of this Contract.

15. INDEPENDENT CONTRACTOR: Vendor shall be considered to be an independent contractor and assuch shall be wholly responsible for the work to be performed and for the supervision of its employees.Vendor represents that it has, or will secure at its own expense, all personnel required in performingthe services under this contract. Such employees shall not be employees of, or have any individualcontractual relationship with the Agency.

16. KEY PERSONNEL: Vendor shall not substitute key personnel assigned to the performance of thiscontract without prior written approval by the State’s assigned Contract Lead. The individualsdesignated as key personnel for purposes of this contract are those specified in the RFP or Vendor’sproposal.

17. SUBCONTRACTING: Work proposed to be performed under this contract by the Vendor or itsemployees shall not be subcontracted without prior written approval of the State’s assigned ContractAdministrator. Acceptance of a Vendor’s proposal shall include approval to use the subcontractor(s)specified therein in accordance with paragraph 21 of Attachment A: Instructions to Vendor.

18. TERMINATION FOR CONVENIENCE: UNC Wilmington may terminate this contract at any time by _days’ notice in writing from UNC Wilmington to the Vendor. In that event, all finished or unfinisheddeliverable items prepared by the Vendor under this contract shall, at the option of the State, becomeits property. If the contract is terminated by UNC Wilmington as provided in this section, UNCWilmington shall pay for services satisfactorily completed by the Vendor, less payment or compensationpreviously made.

19. CONFIDENTIALITY: Any State information, data, instruments, documents, studies or reports given toor prepared or assembled by or provided to the Vendor under this contract shall be kept as confidential,used only for the purpose(s) required to perform this contract and not divulged or made available toany individual or organization without the prior written approval of the State.



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20. CARE OF PROPERTY: The Vendor agrees that it shall be responsible for the proper custody and careof any property furnished it by UNCW for use in connection with the performance of this contract orpurchased by or for UNCW for this contract, and Vendor will reimburse UNCW for loss or damage ofsuch property while in Vendor’s custody.

21. PROPERTY RIGHTS: All deliverable items produced for or as a result of this contract shall be anbecome the property of the State, and Vendor hereby assigns all ownership rights in such deliverables,including all intellectual property rights, to the State; provided, however, that as to any preexisting worksimbedded in such deliverables, Vendor hereby grants UNCW a fully-paid, perpetual license to copy,distribute and adapt the preexisting works.

22. OUTSOURCING: Any Vendor or subcontractor providing call or contact center services to UNCW shalldisclose to inbound callers the location from which the call or contact center services are being provided.

If, after award of a contract, the contractor wishes to relocate or outsource any portion of the work to alocation outside the United States, or to contract with a subcontractor for the performance of any work,which subcontractor and nature of the work has not previously been disclosed to UNCW in writing, priorwritten approval must be obtained from UNCW.

Vendor shall give notice to the using agency of any relocation of the Vendor, employees of the Vendor,subcontractors of the Vendor, or other persons performing services under a state contract to a locationoutside of the United States.

23. COMPLIANCE WITH LAWS: Vendor shall comply with all laws, ordinances, codes, rules, regulations,and licensing requirements that are applicable to the conduct of its business, including those of federal,state, and local agencies having jurisdiction and/or authority.

24. ENTIRE AGREEMENT: This contract and any documents incorporated specifically by referencerepresent the entire agreement between the parties and supersede all prior oral or written statementsor agreements. This RFP, any addenda thereto, and the Vendor’s proposal are incorporated herein byreference as though set forth verbatim.

All promises, requirements, terms, conditions, provisions, representations, guarantees, and warrantiescontained herein shall survive the contract expiration or termination date unless specifically providedotherwise herein, or unless superseded by applicable Federal or State statutes of limitation.

25. AMENDMENTS: This contract may be amended only by written amendments duly executed by UNCWand the Vendor. The NC Division of Purchase and Contract shall give prior approval to any amendmentto a contract awarded through that office.

26. WAIVER: The failure to enforce or the waiver by UNCW of any right or of breach or default on oneoccasion or instance shall not constitute the waiver of such right, breach or default on any subsequentoccasion or instance.

27. FORCE MAJEURE: Neither party shall be deemed to be in default of its obligations hereunder if and



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so long as it is prevented from performing such obligations as a result of events beyond its reasonable control, including without limitation, fire, power failures, any act of war, hostile foreign action, nuclear explosion, riot, strikes or failures or refusals to perform under subcontracts, civil insurrection, earthquake, hurricane, tornado, or other catastrophic natural event or act of God.

This Space is Intentionally Left Blank

UNC WILMINGTON AFFIRMATIVE ACTION PLAN


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UNCW HUMAN RESOURCES POLICY MANUAL (updated August 2017) REDUCTION IN FORCE AND PRIORITY RE-EMPLOYMENT CONSIDERATION FOR SHRA EMPLOYEES

Purpose A. To specify the conditions and process for identifying and separatingSHRA employees due to shortage of funds, shortage of work, abolishmentof a position, or other material change in duties and organization; and theprocess for priority re-employment consideration.

B. UNC Wilmington, in accordance with federal and state legislation, hasestablished this policy and procedure to ensure that potential reductionsin force (RIF) shall be considered on a fair and systematic basis inaccordance with defined factors. In all instances, reduction in forcedecisions are made without regard to race, gender, gender identity, sex(such as gender, marital status, and pregnancy), age, color, national origin(including ethnicity), religion, disability, sexual orientation, geneticinformation, political affiliation, veteran status, or relationship to otheruniversity constituents -- except where sex, age, or ability represent bonafide occupational qualifications.

C. This policy is not to be used for disciplinary measures. The process forseparating employees due to either unacceptable performance or conduct is contained in Policy 08.510 SHRA Disciplinary Action, Suspension andDismissal.

Scope This policy applies to all permanent university employees with a permanent appointment who are subject to the State Human Resources Act (SHRA) regardless of source of funds for the position. This policy does not apply to student workers, temporary employees, SHRA employees with time limited appointments, faculty, or any other employees exempt from the State Human Resources Act (EHRA).

Policy A. The university makes reasonable effort to avoid involuntary separationof permanent employees. Therefore, temporary, probationary, or traineeemployees in their first twelve months of employment in the same workunit (as determined by similarity of job content, unity of mission, orproximity of workers) shall not be retained in classes where permanentemployees must be separated in the same or related classification bandand competency level.

B. Reduction in force is at the sole discretion of the university and is not adecision on the part of the employee(s).



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Policy (continued) C. The effect of the analysis at the work unit level is that the employee inthe targeted position possibly may not be the employee separated throughthe reduction in force. Following the analysis and priority determinations,another employee may be identified for reduction in force instead, and theresulting vacancy would be filled through reassignment of the employeewho was in the original targeted position.

D. If a position is reduced from full time to part time resulting in aneconomy in the State Budget, the employee in the position may choose tobe reduced in force, with the rights and benefits provided by policy, in lieuof accepting the reduced hours.

E. The reduction in force procedure for SHRA employees provides equitable treatment for the separation of SHRA employees when reduction in forcebecomes necessary. A reduction in force decision based on financialreasons should be reached only after measures such as a hiring freeze onvacant positions, limits on purchasing and travel, and job sharing or workschedule alternatives have been considered.

F. If a general reduction in operating funds affects the university, UNCWmay elect to meet its reduction obligation by prioritizing campus needs. For example, the university may first reduce staff positions in areas outside the academic core to preserve instruction, research, or student servicespositions. The university may also exempt safety, health, or other suchcritical positions from a reduction order.

Work Unit Analysis and Recommendation

A. To determine which position(s) within the identified work unit aresubject to a reduction in force, a thorough analysis of the operational needfor particular positions must occur (in consultation with HumanResources) in order to ensure the university can provide the highest levelof service possible with a reduced workforce. Such an evaluation mustinclude:

1. Determination of the number of positions which must be abolished;2. Feasibility of eliminating entire programs or parts of programs;3. Identification of areas where the number of positions must be

reduced or eliminated; and4. Identification of the classification (banded classification and

Competency level) of positions to be eliminated and a determinationof whether sufficiently similar vacant positions within the work unitexist to utilize employees who would otherwise be separated.



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Work Unit Analysis and Recommendation (continued)

B. After specific positions are identified, comparisons between employeesin the same or related band are made. The analysis must include asystematic consideration, at a minimum, of the following factors:

1. Employees’ types of appointments;2. Employees’ relative efficiencies. This includes an evaluation of the

Relative competencies (knowledge, skills, and abilities) anddocumented performance evaluation of the recommendedemployee(s) and all others in related classification bands in the workunit in comparison to operational need.

3. Employees’ length of service (which may include up to five (5) years ofeligible military service).

4. An impact analysis of proposed reduction in force on the work unit’sdemographics.

C. At least six weeks prior to the anticipated separation date of anyemployee for purposes of reduction in force, the director or departmenthead must submit a written recommendation to Human Resources via theappropriate vice chancellor or chief of staff. Human Resources isresponsible for further analysis before authorizing the final universitydecision.

D. The written recommendation must include the analyses described inPolicy including a description of measures taken to avoid a reduction inforce, and the method by which a specific employee or employees areidentified for being reduced in force. The result may necessitate somereassignments within the work unit prior to the final recommendationregarding the identified employee(s).

E. In addition to the recommendation to separate, the departmentprepares a letter of reference for the identified employee(s), addressingthe employee’s knowledge, skill, ability, performance, and positivestanding in the department.



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Endorsement of Vice Chancellor or Chief of Staff

A. The division vice chancellor or chief of staff for the Chancellor’s Divisionmust decide whether to endorse the recommendation to separate theidentified 08.140 Reduction in Force and Priority Re-employmentConsideration for SHRA Employees Page 4 of 9 employee(s) from his orher current position(s) under this policy. This would include the review ofother employees within the identified work unit in like positions.

B. The vice chancellor or chief of staff must then evaluate the education,experience, and competencies of the employee to be separated anddetermine if: 1. Another position could be created within the division inorder to avoid the reduction in force; or 2. The employee could betransferred into a suitable vacant position (for which an offer has not been extended) within the division to avoid the reduction in force.

C. If either of the options in V.B. are available, the employee is placed andthe reduction in force is resolved. If neither option exists, the vicechancellor or chief of staff must document the basis for his or her decisionto endorse the reduction in force, and forward the recommendation toHuman Resources.

Human Resources Final Review and Notice of Separation

A. Upon receipt of an endorsement from the vice chancellor or chief ofstaff, Human Resources ensures:

1. The justification for a reduction in force has considered all thenecessary factors; and,

2. The decision is made in compliance with the university’s EEO/AA planand policy, and applicable federal law.

B. Upon completion of this review, the associate vice chancellor for HumanResources, on behalf of the chancellor, notifies the vice chancellor, chief ofstaff, or their designee of the decision.

1. If the reduction in force is found to be compliant, Human Resourcesprepares the official notice of separation letter and authorizes the vicechancellor or delegate to issue the letter to the employee. Theemployee must receive the letter as soon as practicable, but at leastthirty (30) calendar days before the date of separation.

2. If the reduction in force is found to be non-compliant, HumanResources will discuss options and alternatives with the appropriateadministrator.



Human Resources Final Review and Notice of Separation (continued)

C. After delivery of the notification letter, a Human Resources representativewill meet with the employee to inform him or her of priority re-employmentrights, eligibility for severance or discontinued service retirement,unemployment insurance eligibility, leave payouts, and health insurancecontinuation.

Reassignment to Avoid Separation

A. Once the notice of separation letter from the division is issued to theemployee, Human Resources attempts to find a suitable vacant position in anyother division for the employee to avoid the separation. [The employee’ssalary level must be maintained in such reassignments unless the salaryexceeds the maximum of the band set by state policy.] A suitable vacantposition is one:

1. In the same banded classification at the same or lower competency level asis currently held or for positions in a different banded classification with thesame or lower journey market rate as is currently held;

2. For which the employee meets minimum qualifications;

3. Where the employee could perform the job within nine months, includingnormal orientation and training given any new employee; and

4. Is the same FTE.

B. When Human Resources identifies a vacancy that appears to be suitable,Human Resources reviews the employee’s qualifications against the position’srequirements to determine if the employee meets the minimum qualifications.

1. If a vacancy is either not advertised or advertised but applications have notbeen referred, the employee’s application is forwarded to the department.This referral requires more consideration than other applicants. Thedepartment is expected to interview and hire the employee if the employeemeets the minimum qualifications for the position and can perform the jobwithin nine months, with normal orientation and training given any newemployee. If the department does not believe that the individual can performthe job duties, the department must document the reasons and forward thisdocumentation to both the division vice chancellor or chief of staff and HumanResources for review and consideration.

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4-6

Reassignment to Avoid Separation (continued)

2. If a position has been advertised and applications have already beenreferred, but a recommendation for hire has not been received byHuman Resources, Human Resources forwards the employee’sapplication to the department. The employee has priority re-

employment consideration over non-state employees. The department is expected to interview and hire the RIF candidate, over any non-state (non-SHRA) employee, if the RIF candidate meets the minimum qualifications for the position and can perform the job within nine months, with normal orientation and training given any new employee. If the department does not believe that the individual can perform the job duties, the department must document the reasons and forward this documentation to both the division vice chancellor or chief of staff and Human Resources for review and consideration.

3. If, after reviewing the departmental documentation, the division vicechancellor or chief of staff and Human Resources determine that theemployee meets the minimum qualifications for the position and couldperform the job within nine months, the university is required to placethe employee in the position in order to avoid the reduction in force.

Priority Re-Employment following Separation

A. Priority re-employment is only afforded to “career status” stateemployees who have received official written notification of imminentseparation due to a reduction in force and have not retired or applied forretirement. Priority re-employment rights extend for twelve (12) months*from the date of written notification of a reduction in force (*unlesslegislatively extended). A career status state employee is one who is in apermanent position appointment and has been continuously employed bythe state of North Carolina in a position subject to the State HumanResources Act for the immediate preceding twelve (12) months. Anemployee who is separated from a time-limited appointment is not eligiblefor priority unless the appointment extends beyond three years.

B. A RIF state employee shall have priority for positions in the same bandedclassification at the same competency level or lower as held at the time ofnotification, or for positions in a different banded classification with thesame or lower journey market rate as held at the time of notification.

C. A RIF state employee with more than ten (10) years of service shallreceive priority consideration over a RIF state employee with less than ten(10) years of service in the same or related position classification bandcompetency level.



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Priority Re-Employment following Separation (continued)

D. Once the career state employee is separated (not retired) from theuniversity, priority reemployment consideration over non-state (non-SHRA) applicants is afforded for the duration of eligibility. However, toreceive this consideration, the employee must apply for the vacancyprior to the deadline date.

E. Due to this stated required priority, if the RIF state employee meetsminimum qualifications for the position, as that term is defined inN.C.G.S. § 126-7.1, the individual’s application is forwarded to thedepartment along with those of other current SHRA employees withpermanent or time-limited appointments. If the department does nothire the referred RIF priority candidate or any other current stateemployee, the department must document the reasons for non- selection. If such documentation is sufficient to meet staterequirements, Human Resources would then refer the most qualifiedapplications from among the pool of non-state (nonSHRA) applicants.

Continuation of Priority Re-Employment Rights

A. Priority consideration for an eligible employee is terminated when:

1. An employee applies for a position but declines an interview oroffer of the position if the position is at a salary grade (or salarygrade equivalency) or salary rate equal to or greater than that heldat the time of notification; or

2. An employee accepts a position with the State at the same salaryrate or higher rate than the salary rate at the time of notification ofseparation; or

3. An employee accepts a permanent or time-limitedposition with the State at the same salary grade (salary gradeequivalency) or higher than the position held at the time ofnotification of separation; or

4. An employee accepts a career banded position at the same orhigher competency level in the same banded classification as heldat the time of notification; or

5. An employee accepts a career banded position in a differentbanded classification with the same or higher journey market ratethan held at the time of notification; or



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Continuation of Priority Re-Employment Rights (continued)

6. An employee with priority status accepts a position at a lowersalary rate or lower employee’s salary grade (or salary gradeequivalency) and is subsequently terminated by disciplinary action,any remaining priority consideration ceases; or

7. An employee has received 12 months’ priority consideration; or

8. An employee applies for retirement or retires from Stateemployment.

B. Priority reemployment consideration is not terminated when aneligible employee is placed in a position within 35 miles of theemployee’s original work station prior to the separation date due toreduction in force, if the position is at a lower salary grade (or salarygrade equivalency) or salary rate less than that held at the time ofnotification, and if the position is at the same appointment status.

C. When an employee applies for and accepts a permanent or time-limited position with a lower salary grade (or salary grade equivalency)and salary rate than that held at the time of notification, the employeeretains priority for higher salary grades (or salary grade equivalencies)up to and including that held at the time of the notification ofseparation.

D. An employee may accept the following employment and retainpriority consideration throughout the 12-month priority period:

1. employment outside State government;

2. a State position not subject to the NC Human Resources Act;

3. a temporary position; or

4. a contractual arrangement.



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Severance Salary Continuation

Leave Balances

Discontinued Service Retirement

Health Insurance

A permanent, full-time or part-time (20 hours per week and over) employee who does not obtain another permanent job as a state employee by the effective date of the reduction in force may be eligible for severance salary continuation provided reemployment is not available. Severance pay does not apply to employees who are probationary; who are separated at the end of time-limited appointments; whose reduction in force is temporary; or who are separated due to retirement. Years of service, age, reemployment, retirement, and funding as directed by the Office of State Budget and Management affect severance.

A. Vacation Leave: Employees will be paid a lump sum for the balance oftheir vacation leave at the time of separation not to exceed 240 hours. If anemployee has over 240 hours of vacation leave at the effective date ofseparation due to reduction in force, the excess leave will be reinstated ifthe employee is reemployed by the state within one year.

B. Sick Leave: An employee’s sick leave balance at the time of separationdue to reduction in force will be reinstated if the employee returns to stateemployment within five years.

Employees notified of a reduction in force with: (a) 20 or more years of creditable retirement service, and who are age 55 or older (no reduction in benefits); or (b) who have 20 or more years of creditable retirement service, and who are age 50 or older (benefits reduced by ¼ of 1 percent for each month under age 55), may be eligible for discontinued service retirement. Employees should contact the Director of Salary Administration & Benefits in Human Resources to obtain more information about their specific retirement eligibility.

Employees with at least one year of state service who are participating in the State Health Plan at the time of separation due to a reduction in force will receive university sponsored individual health insurance coverage for one year from the date of separation or until reemployed in another permanent state position, whichever is sooner. Dependent coverage is not included but may be purchased by the employee.



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Appeals

Other Related Policies

A career state employee with priority status separated through a reduction in force may appeal that separation if it is alleged the separation is in retaliation for the employee's opposition to alleged discrimination on account of the employee's race, gender, gender identity, sex (such as gender, marital status, and pregnancy), age, color, national origin (including ethnicity), religion, disability, sexual orientation, genetic information, political affiliation, relationship to other university constituents or if it is alleged there was a denial of veterans preference. Such an appeal may be made in accordance with Policy 08.520 SHRA Employee Appeals and Grievances.

A Reduction in Force Transition Guide is also available on the Office of State Human Resources website at the following link: http://www.oshr.nc.gov/Support/RIF/index.htm

https://uncw.edu/policies/documents/08.510_SPA_Disciplinary_Action.082806.pdf

https://uncw.edu/policies/documents/08.510_SPA_Disciplinary_Action.082806.pdf

http://www.oshr.nc.gov/Support/RIF/index.htm



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UNC WILMINGTON CAREER BANDING SALARY ADMINISTRATION PLAN

It is the policy of UNC Wilmington to compensate its career-banded employees at a level that promotes successful work behavior, emphasizes demonstrated competencies that are linked to organizational goals, reinforces high standards of performance, and maintains the labor market competitiveness necessary to recruit, retain, and develop a competent and diverse work force.

Employees in the career-banding program within UNCW will receive fair and equitable treatment for career opportunity, development, and compensation. The Career- Banding Salary Administration Policy and guidelines will be applied consistently to all employees subject to the State Human Resources Act.

Human Resources (HR) Responsibilities:

An HR staff member will be appointed as UNCW’s career-banding administrator. This individual will oversee the career-banding program, ensuring that all necessary components are in place for an effective program within UNCW. This will include:

1. Communication

2. Training

3. Evaluation

4. Accountability

5. Equal Opportunity

The career-banding administrator will:

1. Train managers in career-banding salary administration prior to implementation of a jobfamily within their area.

2. Provide career-banding salary administration training for new managers hired afterimplementation of career-banding.

3. Provide continuing technical support and guidance for managers making salary decisionsor recommendations.



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4. Review and audit all salary decisions made by management. Managers will make salarydecisions with final review/approval in the HR office.

If inappropriate career-banding salary recommendations are made by a manager or a manager fails to meet other career-banding responsibilities, HR will:

1. Provide additional training and assistance to managers who make inappropriate salarydecisions.

2. Assure managers’ work plans include the responsibility to make appropriate salarydecisions.

3. Ensure that the UNCW performance management plan indicates that a manager’sfailure to comply with expectations for career-banding responsibilities may result in alower performance rating.

4. Notify the appropriate manager of the need to take corrective action wheninappropriate salary decisions are repeatedly submitted.

5. Ensure that the UNCW disciplinary policy includes a provision that warnings or otherdisciplinary actions may be issued to a manager if repeated inappropriate salarydecisions are made.

HR staff will conduct periodic self-assessments of UNCW’s career-banding program operations and will:

1. Track dispute resolution decisions resulting from career-banding salary decisions.

2. Determine if the career-banding concept has been communicated to employees in areaswhere career-banding has been implemented.

3. Determine if managers are educating new employees in career-banding concepts andpolicies.

4. Determine if pay factors have been applied properly and consistently.

5. Determine if employees have been provided equitable opportunities for developmentand advancement.

6. Ensure that UNCW does not engage in unlawful discrimination.



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HR staff will report results of the career-banding program self-assessments to the Office of State Human Resources annually, or more often if required by OSHR. Detailed information will be released to OSHR for monitoring purposes as requested.

HR staff will be responsible for providing appropriate training for the Performance Pay Advisory Committee as that group also will function as the Career-Banding Employee Advisory Committee.

Manager Responsibilities

Managers have responsibility for the administration of career-banding in their divisions and departments, and will:

1. Communicate the career-banding concept to all employees in their work units.

2. Establish career development plans and provide coaching for employees with the goalof enhancing each employee’s contribution to the organization’s success at the highestlevel allowed by the business plan.

3. Evaluate an employee’s competencies upon entrance into any career-banded positionto determine competency level. Thereafter, employee competencies will be evaluatedon an annual basis coincident with the performance appraisal process. Employeecompetencies also may be evaluated upon attainment and demonstrated use ofadditional competencies set forth in the employee’s development plan or in thedepartment’s goals.

4. Evaluate an employee’s competencies upon completion of the probationary period.

5. Apply the following pay factors correctly and equitably in determining employeesalaries:

• Financial Resources (Budget)

• Appropriate Market Rate

• Internal Pay Alignment (Equity)

• Required Competencies



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Salary actions will be in compliance with the State Human Resources Career Banding Salary Administration Policy available at the following link: http://oshr.nc.gov/policies-forms/salary- administration/career-banding-salary-administration

Pay factor evaluation will occur with each action as defined in the policy for New Hire, Reinstatement, Promotion, Reassignment, Reallocation, Transfer, Demotion, and Grade-Band Transfer.

Pay factor evaluation also will occur in the following situations to determine if a Career Progression Adjustment may be warranted:

1. Attainment and demonstrated use of additional competencies or skills relevant to thejob and/or goals of the work unit.

2. Retention of a key employee in a job with a highly competitive market who has anoutside offer of a comparable job and there are no other feasible alternatives.

3. Identification of low employee salaries in relation to average market rate or marketreference rate.

Managers will provide documentation for each salary decision, describing the relevance of the above pay factors to the decision. A salary decision is a manager’s determination of the amount of pay that an employee will be granted after applying all pay factors in any situation.

Employee Responsibilities

Employees are responsible for performing their jobs to the best of their ability. They can determine their own career growth potential by participating in educational and training opportunities and then demonstrating higher level competencies (knowledge, skills, abilities, and behaviors) in order to move through the pay range or be considered for other jobs. Employees also will:

1. Establish work plans (in conjunction with managers) that are relevant to the mission andgoals of the work unit and UNCW.

2. Attend meetings and information sessions, etc. that provide an explanation of thecareer-banding program.

3. Provide feedback on the career-banding program when requested.

http://oshr.nc.gov/policies-forms/salary-administration/career-banding-salary-administration

http://oshr.nc.gov/policies-forms/salary-administration/career-banding-salary-administration



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UNC Wilmington Merit-Based SHRA Recruitment and Selection Plan

Effective April 25, 2016

Commitment to Equal Employment Opportunity

The UNCW Equal Employment Opportunity/Affirmative Action Plan states that "UNCW will continue to recruit, hire, train, and promote the most qualified persons without regard to race, sex (such as gender, gender identity, marital status, childbirth, and pregnancy), age, color, national origin (including ethnicity), religion, disability, sexual orientation, political affiliation, veteran status, military service member status, genetic information, or relationship to other university constituents.” Section 103 of The Code of The University of North Carolina provides: “Admission to, employment by, and promotion in the University of North Carolina and all of its constituent institutions shall be on the basis of merit, and there shall be no unlawful discrimination against any person on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or veteran status.”

Policy Statement

Throughout all of its divisions, departments, facilities, and activities, it is the policy of UNCW, that firm and positive steps shall be taken by all personnel to prevent any discriminatory employment practices; that affirmative action shall be taken to ensure that applicants for employment will be considered and employed based upon actual job requirements; and that all personnel matters pertaining to employment, placement, training, upgrading, promotion, demotion, transfer, layoff, termination, and salary administration shall be administered on a nondiscriminatory basis without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or veteran status. This Recruitment and Selection Plan shall comply with this policy statement, applicable federal and state laws, and Office of State Human Resources (OSHR) policies.

Recruitment Process

When a department has a vacant position to fill, the hiring authority (designated manager or supervisor) must submit to the Division Head an online request to post a vacant position and a proposed job posting for approval. The hiring authority may request that recruitment be either:

1. Waived based upon a bona fide business need as outlined in the OSHR Recruitmentand Posting policy.

2. Limited to internal applicants within UNCW, and upon request at a later date,available to external applicants if necessary; or



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3. Limited to internal applicants within UNCW and UNC constituent institutions andassociated entities, and upon request at a later date, available to external applicantsif necessary; or

4. Limited to internal applicants within UNCW, UNC constituent institutions andassociated entities, and current State Government, and upon request at a later date,available to external applicants if necessary; or

5. Initially available to both internal and external applicants.

The online request is also forwarded to the Finance Division for funding approval prior to posting.

Job Postings

Following approval by the Finance Division, the hiring authority and Human Resources compare the existing job description and previous job posting and revise as appropriate. If the existing job description accurately reflects the role, they can revise as appropriate. If there has been a change in responsibilities or competencies since the position was last studied by Human Resources, a new job analysis may be required. After the job posting has been drafted, it is reviewed by the EEO Officer or her or his delegate.

If the search is not waived, the online job posting should accurately reflect the present job functions and include the following information:

1. job title;2. essential functions;3. required competencies (knowledge, skills and abilities) and minimum training and

experience requirements as contained in the classification specification;4. location of job;5. salary range;6. how/where to apply;7. closing date;8. position number;9. the equal opportunity/affirmative action statement; and10. any additional job-related selection criteria and/or preferences.

Recruitment Plan and Posting

The Human Resources Office places all job advertisements and conducts all recruitment efforts in accordance with the UNCW recruitment plan. Jobs posted internally are



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open for a minimum of 5 working days. Internal job postings are posted on the Human Resources website and announcements emailed to qualified internal applicants. Jobs posted externally are open for a minimum of 5 working days, and are accessible on the Office of State Human Resources and with the North Carolina Division of Employment Security websites. Other advertising sources may include additional newspapers, online sites, list serves, trade journals, placement offices and professional organizations if desired by the hiring authority. Any special recruitment efforts should be indicated on the online request form.

Application Process

Applicants must complete an online application form (modeled after the State of North Carolina Application for State Employment). All applications must be completed online and submitted to the Human Resources Division on or before the closing date posted in the job posting. The Human Resources Division responds to all applicant questions, processes all applications, establishes all recruitment records, and tracks applicant information.

Analysis

Following the closing date and completion of the applicant tracking process, the Human Resources Division conducts a review of the work force availability to determine if the demographic representation of the applicant pool is adequate. If there is no representation in a category for which the Affirmative Action Plan has an established hiring goal, additional recruitment efforts may be necessary.

Priority Considerations

Applications that indicate priority considerations are reviewed by the Human Resources Division to determine eligibility and ensure that applicants who qualify for priority consideration are given appropriate priority during the selection process.

These priorities include: 1. priority reemployment for Reduction-in-Force employees,2. Promotional Priority,3. Veterans’ Preference,4. Workers' Compensation return to work priority.



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Review and Selection

The department hiring authority reviews all qualified applications, conducts a comparative analysis of all applicants in the pool, selects the candidates to be interviewed, and conducts the interviews. The department hiring authority makes the final selection decision and completes the Hiring Proposal, which is forwarded to Human Resources for its review, and to be retained in the recruitment file. The hiring proposal must include 1) a selection/decision log which indicates each applicant who was interviewed and the “primary job-related” reason why each applicant (other than the recommended applicant) was not selected.

EEO Review/Approval

The EEO Officer or delegate reviews the hiring package to ensure that the selection decision is valid, fair, free from discrimination, based upon job-related requirements and preferences, based upon merit, and not based upon political influence or political affiliation.

Job Offer & Hiring Process

After the Hiring Proposal is approved by the Division of Human Resources, the department hiring authority is notified by Human Resources that they may contact the selected applicant and make a verbal job offer with the approved salary. If the applicant accepts the verbal offer, the hiring authority sends the prospective employee the terms and conditions of employment. A copy of terms and conditions of employment signed by the applicant, along with the new hire form, is sent to Human Resources to implement the payroll/benefits process. All non-selected applicants are then notified by Human Resources through the online system that the position has been filled.

Documentation & Records

Upon completion of the hiring process, an official recruitment file is established and retained in Human Resourcesfin consistent with the University’s Record Retention Schedule. This file contains all relevant documents generated during the recruitment, selection and hiring process and includes:

1. Any record of job analysis conducted for the vacancy including any additionalKSAs/competencies and/or selective criteria that resulted from job analysis (or areference to the job analysis utilized for the vacancy)

2. Vacancy announcement



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3. Recruitment and outreach sources4. Selection tools and criteria5. Applications received6. Hiring Proposal7. Selection/decision log which includes inventory of applicants8. EEO information9. New Hire Employment Information form10. New Employee Welcome Email

Appeal Rights

An applicant for University employment (initial hire, promotion, or reemployment) may appeal the following actions only for the reasons listed:

1. Denial of hiring or promotional opportunity due to failure to post position (unlesshiring opportunity is not required to be posted by law);

2. Denial of veteran’s preference as provided for by law;3. Unlawful discrimination or harassment based on race, color, religion, sex, sexual

orientation, gender identity, national origin, age, disability, genetic information, orveteran status.- if the applicant believes that he or she has been discriminated againsthis or her application for employment; and/or

4. Retaliation for protesting (objecting to or supporting another person’s objection to)unlawful discrimination based on race, color, religion, sex, sexual orientation, genderidentity, national origin, age, disability, genetic information, or veteran status if theapplicant believes that he or she has been retaliated against in his or her applicationfor employment.

Communication

This plan is contained in the UNCW Human Resources Policy Manual and is available to all employees and the public from the Human Resources website. This plan is also available on the State Human Resources website.

Training

This plan is made available to managers, supervisors, employees, and HR Communicators during training sessions sponsored by the Human Resources Division throughout the year as well as on



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the website. One-on-one assistance is provided to department hiring authorities each time a recruitment and hiring process is initiated by a department.

Monitoring & Reporting

The Human Resources Division and the Equal Employment Opportunity/Affirmative Action Officer continually monitor the recruitment and selection process by reviewing and approving each Hiring Proposal for every permanent SHRA selection and hiring decision. This process is required by both the Affirmative Action Plan and this Merit-Based SHRA Recruitment and Selection Plan. All records generated by this process are maintained in the Human Resources Division and contain the data necessary to fulfill the reporting requirements specified by the Office of State Human Resources.



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WORK FORCE ANALYSIS SUMMARY

Work Force Analysis Summary

University of North Carolina-Wilmington

10/31/2017

TotalAsianHispBlackWhiteTotal AmIndTotal Min

Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

20 0 0.00 0.000.000.00 0.0025.00 25.005 5 00 00Academic Affairs Provost (+) Male

Female

0 00.00 0.00

15 75.00 0.00 0.00 0.00 0.0075.0015 0 0 0 0 0 00.00 0.00

15 4 26.67 0.006.670.00 6.6753.33 40.008 6 11 00Accountancy (+) Male

Female

0 00.00 0.00

7 46.67 0.00 0.00 6.67 0.0033.335 0 0 1 0 0 10.00 6.67

28 5 17.86 0.000.000.00 3.5714.29 10.714 3 01 00Admissions (+) Male

Female

0 00.00 0.00

24 85.71 14.29 0.00 0.00 0.0071.4320 4 0 0 0 0 00.00 0.00

7 0 0.00 0.000.000.00 0.0042.86 42.863 3 00 00Anthropology (+) Male

Female

0 00.00 0.00

4 57.14 0.00 0.00 0.00 0.0057.144 0 0 0 0 0 00.00 0.00

12 1 8.33 0.000.000.00 0.0033.33 33.334 4 00 00Art & Art History (+) Male

Female

0 00.00 0.00

8 66.67 0.00 0.00 0.00 0.0058.337 0 0 0 0 0 10.00 8.33

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Arts & Programs (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Assessment (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

4 0 0.00 0.000.000.00 0.0025.00 25.001 1 00 00Associate Dean Watson College (+) Male

Female

0 00.00 0.00

3 75.00 0.00 0.00 0.00 0.0075.003 0 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Associated Entities (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

81 12 14.81 0.000.006.17 1.2362.96 55.5651 45 01 05Athletics (+) Male

Female

0 00.00 0.00

30 37.04 2.47 0.00 2.47 0.0029.6324 2 0 2 0 0 20.00 2.47

26 8 30.77 0.000.0011.54 0.0050.00 38.4613 10 00 03Auxiliary Services (+) Male

Female

0 00.00 0.00

13 50.00 19.23 0.00 0.00 0.0030.778 5 0 0 0 0 00.00 0.00

56 5 8.93 0.000.000.00 1.7958.93 55.3633 31 01 00Biology and Marine Biology Adm (+) Male

Female

0 10.00 1.79

23 41.07 0.00 3.57 0.00 0.0035.7120 0 2 0 0 0 10.00 1.79

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10/31/2017


Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

7 0 0.00 0.000.000.00 0.0028.57 28.572 2 00 00Budgets (+) Male

Female

0 00.00 0.00

5 71.43 0.00 0.00 0.00 0.0071.435 0 0 0 0 0 00.00 0.00

7 0 0.00 0.000.000.00 0.0014.29 14.291 1 00 00Business Affairs (+) Male

Female

0 00.00 0.00

6 85.71 0.00 0.00 0.00 0.0085.716 0 0 0 0 0 00.00 0.00

3 0 0.00 0.000.000.00 0.0033.33 33.331 1 00 00Business Apps & Access Mgmt (+) Male

Female

0 00.00 0.00

2 66.67 0.00 0.00 0.00 0.0066.672 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Business Services (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

5 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00CARE (+) Male

Female

0 00.00 0.00

5 100.00 0.00 0.00 0.00 0.00100.005 0 0 0 0 0 00.00 0.00

44 6 13.64 0.000.000.00 0.0027.27 27.2712 12 00 00CHHS - Dean's Office (+) Male

Female

0 00.00 0.00

32 72.73 4.55 4.55 0.00 0.0059.0926 2 2 0 0 0 20.00 4.55

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00CTR Innov Entrep. (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

20 1 5.00 0.000.000.00 0.0015.00 15.003 3 00 00Cameron School Business (+) Male

Female

0 00.00 0.00

17 85.00 0.00 5.00 0.00 0.0080.0016 0 1 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.0050.00 50.001 1 00 00Campus Activities (+) Male

Female

0 00.00 0.00

1 50.00 0.00 0.00 0.00 0.0050.001 0 0 0 0 0 00.00 0.00

6 1 16.67 0.000.000.00 0.0050.00 50.003 3 00 00Campus Life (+) Male

Female

0 00.00 0.00

3 50.00 0.00 16.67 0.00 0.0033.332 0 1 0 0 0 00.00 0.00

16 1 6.25 0.000.000.00 0.0062.50 62.5010 10 00 00Campus Recreation (+) Male

Female

0 00.00 0.00

6 37.50 6.25 0.00 0.00 0.0031.255 1 0 0 0 0 00.00 0.00

8 0 0.00 0.000.000.00 0.0012.50 12.501 1 00 00Career Center (+) Male

Female

0 00.00 0.00

7 87.50 0.00 0.00 0.00 0.0087.507 0 0 0 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

6 1 16.67 0.000.000.00 0.000.00 0.000 0 00 00Center Leadership Educ and Svc (+) Male

Female

0 00.00 0.00

6 100.00 16.67 0.00 0.00 0.0083.335 1 0 0 0 0 00.00 0.00

54 8 14.81 0.003.700.00 1.8559.26 50.0032 27 21 00Center for Marine Science (+) Male

Female

0 20.00 3.70

22 40.74 3.70 1.85 0.00 0.0035.1919 2 1 0 0 0 00.00 0.00

1 1 100.00 0.000.000.00 0.000.00 0.000 0 00 00Centro Hispano (+) Male

Female

0 00.00 0.00

1 100.00 0.00 100.00 0.00 0.000.000 0 1 0 0 0 00.00 0.00

10 3 30.00 0.000.000.00 10.0060.00 50.006 5 01 00Chancellor (+/-) Male

Female

0 00.00 0.00

4 40.00 10.00 0.00 0.00 0.0020.002 1 0 0 0 0 10.00 10.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Chancellor Emeritus (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

33 7 21.21 0.0015.150.00 0.0066.67 51.5222 17 50 00Chemistry Admin (+) Male

Female

0 00.00 0.00

11 33.33 0.00 0.00 6.06 0.0027.279 0 0 2 0 0 00.00 0.00

12 3 25.00 0.008.330.00 0.0016.67 8.332 1 10 00College of Arts and Sciences A (+) Male

Female

0 00.00 0.00

10 83.33 8.33 0.00 0.00 0.0066.678 1 0 0 0 0 10.00 8.33

19 6 31.58 0.000.000.00 10.5347.37 36.849 7 02 00Communication Studies (+) Male

Female

0 00.00 0.00

10 52.63 10.53 0.00 10.53 0.0031.586 2 0 2 0 0 00.00 0.00

4 1 25.00 0.000.0025.00 0.0025.00 0.001 0 00 01Community Engagement (+) Male

Female

0 00.00 0.00

3 75.00 0.00 0.00 0.00 0.0075.003 0 0 0 0 0 00.00 0.00

18 8 44.44 0.0022.2211.11 11.1172.22 27.7813 5 42 02Computer Science (+) Male

Female

0 00.00 0.00

5 27.78 0.00 0.00 0.00 0.0027.785 0 0 0 0 0 00.00 0.00

6 1 16.67 0.000.000.00 0.0050.00 50.003 3 00 00Conferences Events Reservation (+) Male

Female

0 00.00 0.00

3 50.00 16.67 0.00 0.00 0.0033.332 1 0 0 0 0 00.00 0.00

25 4 16.00 0.000.004.00 4.0068.00 56.0017 14 01 01Consulting Services Support (+) Male

Female

0 10.00 4.00

8 32.00 4.00 0.00 0.00 0.0028.007 1 0 0 0 0 00.00 0.00

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10/31/2017


Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

27 0 0.00 0.000.000.00 0.0011.11 11.113 3 00 00Controller (+) Male

Female

0 00.00 0.00

24 88.89 0.00 0.00 0.00 0.0088.8924 0 0 0 0 0 00.00 0.00

12 4 33.33 0.000.008.33 0.0016.67 0.002 0 00 01Counseling Center (+) Male

Female

0 10.00 8.33

10 83.33 16.67 0.00 0.00 0.0066.678 2 0 0 0 0 00.00 0.00

19 1 5.26 0.000.000.00 0.0042.11 42.118 8 00 00Creative Writing (+) Male

Female

0 00.00 0.00

11 57.89 0.00 0.00 5.26 0.0052.6310 0 0 1 0 0 00.00 0.00

4 1 25.00 0.000.000.00 0.000.00 0.000 0 00 00Crossroads SAPEP (+) Male

Female

0 00.00 0.00

4 100.00 0.00 0.00 25.00 0.0075.003 0 0 1 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.0050.00 50.001 1 00 00Ctr for Ed in STEM (+) Male

Female

0 00.00 0.00

1 50.00 0.00 0.00 0.00 0.0050.001 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Ctr for Teaching Excell (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

5 3 60.00 0.000.000.00 0.0020.00 20.001 1 00 00Cultural Arts (+) Male

Female

0 00.00 0.00

4 80.00 20.00 40.00 0.00 0.0020.001 1 2 0 0 0 00.00 0.00

7 2 28.57 0.000.000.00 0.0014.29 14.291 1 00 00Dean of Students (+) Male

Female

0 00.00 0.00

6 85.71 14.29 0.00 0.00 0.0057.144 1 0 0 0 0 10.00 14.29

12 1 8.33 0.000.000.00 8.3358.33 50.007 6 01 00Department of Management (+) Male

Female

0 00.00 0.00

5 41.67 0.00 0.00 0.00 0.0041.675 0 0 0 0 0 00.00 0.00

10 1 10.00 0.0010.000.00 0.0060.00 50.006 5 10 00Department of Marketing (+) Male

Female

0 00.00 0.00

4 40.00 0.00 0.00 0.00 0.0040.004 0 0 0 0 0 00.00 0.00

4 1 25.00 0.000.0025.00 0.0050.00 25.002 1 00 01Disability Resource Center (+) Male

Female

0 00.00 0.00

2 50.00 0.00 0.00 0.00 0.0050.002 0 0 0 0 0 00.00 0.00

4 2 50.00 0.0025.000.00 0.0050.00 25.002 1 10 00Distance Education (+) Male

Female

0 00.00 0.00

2 50.00 0.00 25.00 0.00 0.0025.001 0 1 0 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

2 1 50.00 0.000.000.00 0.0050.00 50.001 1 00 00E Learning (+) Male

Female

0 00.00 0.00

1 50.00 0.00 0.00 0.00 50.000.000 0 0 0 1 0 00.00 0.00

20 2 10.00 0.005.000.00 0.0050.00 45.0010 9 10 00Earth and Ocean Sciences (+) Male

Female

0 00.00 0.00

10 50.00 0.00 0.00 5.00 0.0045.009 0 0 1 0 0 00.00 0.00

16 3 18.75 0.0012.500.00 6.2581.25 62.5013 10 21 00Economics and Finance (+) Male

Female

0 00.00 0.00

3 18.75 0.00 0.00 0.00 0.0018.753 0 0 0 0 0 00.00 0.00

37 5 13.51 0.000.000.00 2.7021.62 18.928 7 01 00Elem Middle and Lit (+) Male

Female

0 00.00 0.00

29 78.38 2.70 0.00 5.41 0.0067.5725 1 0 2 0 0 10.00 2.70

36 8 22.22 0.002.780.00 2.7844.44 36.1116 13 11 00English (+) Male

Female

0 10.00 2.78

20 55.56 8.33 5.56 0.00 0.0041.6715 3 2 0 0 0 00.00 0.00

24 2 8.33 0.000.000.00 0.0054.17 54.1713 13 00 00Enterprise Systems Support Adm (+) Male

Female

0 00.00 0.00

11 45.83 4.17 0.00 0.00 4.1737.509 1 0 0 1 0 00.00 0.00

10 0 0.00 0.000.000.00 0.0050.00 50.005 5 00 00Environmental Health and Safet (+) Male

Female

0 00.00 0.00

5 50.00 0.00 0.00 0.00 0.0050.005 0 0 0 0 0 00.00 0.00

11 1 9.09 0.000.000.00 0.0054.55 54.556 6 00 00Environmental Studies (+) Male

Female

0 00.00 0.00

5 45.45 0.00 0.00 9.09 0.0036.364 0 0 1 0 0 00.00 0.00

5 1 20.00 0.000.000.00 0.0040.00 40.002 2 00 00Facilities (+) Male

Female

0 00.00 0.00

3 60.00 20.00 0.00 0.00 0.0040.002 1 0 0 0 0 00.00 0.00

13 1 7.69 0.000.000.00 0.0030.77 30.774 4 00 00Facilities Administration (+) Male

Female

0 00.00 0.00

9 69.23 0.00 0.00 0.00 0.0061.548 0 0 0 0 0 10.00 7.69

15 4 26.67 0.000.000.00 13.3366.67 53.3310 8 02 00Film Studies (+) Male

Female

0 00.00 0.00

5 33.33 0.00 6.67 0.00 0.0020.003 0 1 0 0 0 10.00 6.67

22 14 63.64 4.550.0018.18 4.5545.45 18.1810 4 01 14Financial Aid Admin (+) Male

Female

0 00.00 0.00

12 54.55 36.36 0.00 0.00 0.0018.184 8 0 0 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

2 0 0.00 0.000.000.00 0.00100.00 100.002 2 00 00Financial Analytics (+) Male

Female

0 00.00 0.00

0 0.00 0.00 0.00 0.00 0.000.000 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Financial Systems (+/-) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Graduate Liberal Studies (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

8 1 12.50 0.000.000.00 0.0025.00 25.002 2 00 00Graduate School (+) Male

Female

0 00.00 0.00

6 75.00 0.00 12.50 0.00 0.0062.505 0 1 0 0 0 00.00 0.00

22 6 27.27 0.009.094.55 0.0063.64 50.0014 11 20 01History (+) Male

Female

0 00.00 0.00

8 36.36 0.00 4.55 9.09 0.0022.735 0 1 2 0 0 00.00 0.00

4 1 25.00 0.000.000.00 0.000.00 0.000 0 00 00Honors College (+) Male

Female

0 00.00 0.00

4 100.00 0.00 0.00 0.00 0.0075.003 0 0 0 0 0 10.00 25.00

100 76 76.00 0.001.0025.00 1.0041.00 12.0041 12 11 025Housekeeping (+) Male

Female

0 20.00 2.00

59 59.00 38.00 8.00 1.00 0.0012.0012 38 8 1 0 0 00.00 0.00

29 6 20.69 0.000.003.45 0.0048.28 44.8314 13 00 01Housing and Residence Life (+) Male

Female

0 00.00 0.00

15 51.72 10.34 3.45 0.00 3.4534.4810 3 1 0 1 0 00.00 0.00

24 3 12.50 0.000.000.00 0.008.33 8.332 2 00 00Human Resources (+) Male

Female

0 00.00 0.00

22 91.67 4.17 4.17 0.00 0.0079.1719 1 1 0 0 0 10.00 4.17

1 1 100.00 0.000.000.00 0.000.00 0.000 0 00 00I3S (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 100.00 0.000.000 0 0 1 0 0 00.00 0.00

4 1 25.00 0.000.000.00 0.000.00 0.000 0 00 00IT Resource Management (+) Male

Female

0 00.00 0.00

4 100.00 25.00 0.00 0.00 0.0075.003 1 0 0 0 0 00.00 0.00

3 1 33.33 0.000.000.00 0.0066.67 66.672 2 00 00IT Security Infrastruct Oper S (+) Male

Female

0 00.00 0.00

1 33.33 0.00 0.00 0.00 0.000.000 0 0 0 0 0 10.00 33.33

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10/31/2017


Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

16 1 6.25 0.000.000.00 0.0056.25 56.259 9 00 00Info Systems and Operations Mg (+) Male

Female

0 00.00 0.00

7 43.75 0.00 0.00 0.00 0.0037.506 0 0 0 0 0 10.00 6.25

11 1 9.09 0.000.000.00 0.0072.73 72.738 8 00 00Infrastructure Operations Svcs (+) Male

Female

0 00.00 0.00

3 27.27 0.00 0.00 0.00 0.0018.182 0 0 0 0 0 10.00 9.09

4 3 75.00 0.000.0025.00 25.0050.00 0.002 0 01 01Institutional Diversity (+) Male

Female

0 00.00 0.00

2 50.00 25.00 0.00 0.00 0.0025.001 1 0 0 0 0 00.00 0.00

11 2 18.18 0.000.000.00 0.0045.45 36.365 4 00 00Institutional Research and Pla (+) Male

Female

0 10.00 9.09

6 54.55 9.09 0.00 0.00 0.0045.455 1 0 0 0 0 00.00 0.00

4 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Internal Audit (+) Male

Female

0 00.00 0.00

4 100.00 0.00 0.00 0.00 0.00100.004 0 0 0 0 0 00.00 0.00

17 1 5.88 0.000.000.00 0.0017.65 17.653 3 00 00International Programs (+) Male

Female

0 00.00 0.00

14 82.35 0.00 5.88 0.00 0.0076.4713 0 1 0 0 0 00.00 0.00

5 1 20.00 0.000.000.00 0.0020.00 20.001 1 00 00International Studies (+) Male

Female

0 00.00 0.00

4 80.00 0.00 0.00 20.00 0.0060.003 0 0 1 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00LGBTQIA (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

29 10 34.48 0.000.0027.59 6.9093.10 58.6227 17 02 08Landscaping (+) Male

Female

0 00.00 0.00

2 6.90 0.00 0.00 0.00 0.006.902 0 0 0 0 0 00.00 0.00

15 3 20.00 0.000.000.00 0.0033.33 33.335 5 00 00Leadership (+) Male

Female

0 00.00 0.00

10 66.67 0.00 6.67 0.00 13.3346.677 0 1 0 2 0 00.00 0.00

4 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Lifelong learning (+) Male

Female

0 00.00 0.00

4 100.00 0.00 0.00 0.00 0.00100.004 0 0 0 0 0 00.00 0.00

48 8 16.67 2.080.008.33 4.1797.92 81.2547 39 02 14Maintenance (+) Male

Female

0 10.00 2.08

1 2.08 0.00 0.00 0.00 0.002.081 0 0 0 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

31 12 38.71 0.0022.580.00 3.2358.06 32.2618 10 71 00Mathematics and Statistics (+) Male

Female

0 00.00 0.00

13 41.94 3.23 0.00 6.45 0.0029.039 1 0 2 0 0 10.00 3.23

3 0 0.00 0.000.000.00 0.0033.33 33.331 1 00 00Military Affairs (+) Male

Female

0 00.00 0.00

2 66.67 0.00 0.00 0.00 0.0066.672 0 0 0 0 0 00.00 0.00

16 3 18.75 0.000.006.25 0.0056.25 43.759 7 00 01Music (+) Male

Female

0 10.00 6.25

7 43.75 0.00 0.00 0.00 0.0037.506 0 0 0 0 0 10.00 6.25

14 4 28.57 0.000.0014.29 0.0078.57 64.2911 9 00 02Network & Communications (+) Male

Female

0 00.00 0.00

3 21.43 14.29 0.00 0.00 0.007.141 2 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Office of Chief Info Officer (+) Male

Female

0 00.00 0.00

2 100.00 0.00 0.00 0.00 0.00100.002 0 0 0 0 0 00.00 0.00

19 2 10.53 0.000.000.00 0.0031.58 31.586 6 00 00Office of University Relations (+) Male

Female

0 00.00 0.00

13 68.42 5.26 0.00 0.00 0.0057.8911 1 0 0 0 0 10.00 5.26

4 0 0.00 0.000.000.00 0.0025.00 25.001 1 00 00Onslow Extension Prg (+) Male

Female

0 00.00 0.00

3 75.00 0.00 0.00 0.00 0.0075.003 0 0 0 0 0 00.00 0.00

17 4 23.53 5.880.0011.76 0.0070.59 47.0612 8 00 12Philosophy and Religion (+) Male

Female

0 10.00 5.88

5 29.41 0.00 0.00 0.00 0.0029.415 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.00100.00 100.002 2 00 00Physical Plant (+) Male

Female

0 00.00 0.00

0 0.00 0.00 0.00 0.00 0.000.000 0 0 0 0 0 00.00 0.00

12 2 16.67 0.000.000.00 8.3375.00 66.679 8 01 00Physics Physical Oceanography (+) Male

Female

0 00.00 0.00

3 25.00 0.00 0.00 8.33 0.0016.672 0 0 1 0 0 00.00 0.00

6 0 0.00 0.000.000.00 0.0066.67 66.674 4 00 00Planning and Design (+) Male

Female

0 00.00 0.00

2 33.33 0.00 0.00 0.00 0.0033.332 0 0 0 0 0 00.00 0.00

10 4 40.00 0.000.0020.00 10.0050.00 20.005 2 01 02Postal Services (+) Male

Female

0 00.00 0.00

5 50.00 10.00 0.00 0.00 0.0040.004 1 0 0 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Pre Engineering (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

8 2 25.00 0.000.000.00 0.0050.00 50.004 4 00 00Printing Services (+) Male

Female

0 00.00 0.00

4 50.00 25.00 0.00 0.00 0.0025.002 2 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Professional & Continuing Ed (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

7 0 0.00 0.000.000.00 0.0085.71 85.716 6 00 00Project Design and Management (+) Male

Female

0 00.00 0.00

1 14.29 0.00 0.00 0.00 0.0014.291 0 0 0 0 0 00.00 0.00

35 5 14.29 0.000.000.00 5.7142.86 37.1415 13 02 00Psychology (+) Male

Female

0 00.00 0.00

20 57.14 0.00 2.86 5.71 0.0048.5717 0 1 2 0 0 00.00 0.00

17 2 11.76 0.005.885.88 0.0064.71 52.9411 9 10 01Public & International Affairs (+) Male

Female

0 00.00 0.00

6 35.29 0.00 0.00 0.00 0.0035.296 0 0 0 0 0 00.00 0.00

9 2 22.22 0.000.0011.11 0.0044.44 33.334 3 00 01Purchasing (+) Male

Female

0 00.00 0.00

5 55.56 11.11 0.00 0.00 0.0044.444 1 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00QENO (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

49 7 14.29 0.000.002.04 0.0030.61 28.5715 14 00 01Randall Library (+) Male

Female

0 00.00 0.00

34 69.39 4.08 2.04 4.08 0.0057.1428 2 1 2 0 0 10.00 2.04

22 4 18.18 4.550.004.55 0.0027.27 18.186 4 00 11Registrar (+) Male

Female

0 00.00 0.00

16 72.73 4.55 4.55 0.00 0.0063.6414 1 1 0 0 0 00.00 0.00

3 2 66.67 0.000.000.00 0.000.00 0.000 0 00 00SBTDC (+) Male

Female

0 00.00 0.00

3 100.00 66.67 0.00 0.00 0.0033.331 2 0 0 0 0 00.00 0.00

20 6 30.00 0.000.000.00 0.0035.00 35.007 7 00 00SEC ED (+) Male

Female

0 00.00 0.00

13 65.00 15.00 10.00 5.00 0.0035.007 3 2 1 0 0 00.00 0.00

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Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

17 3 17.65 0.000.005.88 0.0035.29 29.416 5 00 01SPARC (+) Male

Female

0 00.00 0.00

11 64.71 5.88 0.00 5.88 0.0052.949 1 0 1 0 0 00.00 0.00

36 7 19.44 0.002.780.00 5.5636.11 27.7813 10 12 00Sch Health & Applied Human Sci (+) Male

Female

0 00.00 0.00

23 63.89 2.78 2.78 2.78 0.0052.7819 1 1 1 0 0 10.00 2.78

74 11 14.86 0.000.000.00 0.006.76 6.765 5 00 00School of Nursing (+) Male

Female

0 00.00 0.00

69 93.24 6.76 2.70 4.05 0.0078.3858 5 2 3 0 0 10.00 1.35

17 0 0.00 0.000.000.00 0.0017.65 17.653 3 00 00School of Social Work (+) Male

Female

0 00.00 0.00

14 82.35 0.00 0.00 0.00 0.0082.3514 0 0 0 0 0 00.00 0.00

27 1 3.70 0.000.000.00 0.0040.74 40.7411 11 00 00Sociology & Criminology (+) Male

Female

0 00.00 0.00

16 59.26 3.70 0.00 0.00 0.0055.5615 1 0 0 0 0 00.00 0.00

3 1 33.33 0.000.000.00 0.0066.67 66.672 2 00 00Space Management (+) Male

Female

0 00.00 0.00

1 33.33 0.00 0.00 0.00 33.330.000 0 0 0 1 0 00.00 0.00

6 2 33.33 0.000.000.00 0.000.00 0.000 0 00 00Student Accounts/Cashiers (+) Male

Female

0 00.00 0.00

6 100.00 33.33 0.00 0.00 0.0066.674 2 0 0 0 0 00.00 0.00

8 2 25.00 0.000.0012.50 0.0050.00 37.504 3 00 01Student Affairs (+) Male

Female

0 00.00 0.00

4 50.00 0.00 0.00 0.00 0.0037.503 0 0 0 0 0 10.00 12.50

23 2 8.70 0.000.004.35 0.008.70 4.352 1 00 01Student Health Center (+) Male

Female

0 00.00 0.00

21 91.30 4.35 0.00 0.00 0.0086.9620 1 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.000.00 0.000 0 00 00Student Life Assessment (+) Male

Female

0 00.00 0.00

1 100.00 0.00 0.00 0.00 0.00100.001 0 0 0 0 0 00.00 0.00

1 0 0.00 0.000.000.00 0.00100.00 100.001 1 00 00Student Media (+) Male

Female

0 00.00 0.00

0 0.00 0.00 0.00 0.00 0.000.000 0 0 0 0 0 00.00 0.00

2 0 0.00 0.000.000.00 0.0050.00 50.001 1 00 00Swain Center Continuing Educat (+) Male

Female

0 00.00 0.00

1 50.00 0.00 0.00 0.00 0.0050.001 0 0 0 0 0 00.00 0.00

03/23/2018 Page 10




10/31/2017


Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

8 2 25.00 0.000.000.00 0.0037.50 37.503 3 00 00TAC Services (+) Male

Female

0 00.00 0.00

5 62.50 0.00 12.50 0.00 0.0037.503 0 1 0 0 0 10.00 12.50

12 0 0.00 0.000.000.00 0.0075.00 75.009 9 00 00Theatre (+) Male

Female

0 00.00 0.00

3 25.00 0.00 0.00 0.00 0.0025.003 0 0 0 0 0 00.00 0.00

3 2 66.67 0.000.0033.33 0.0033.33 0.001 0 00 01Title IX and Clery Compliance (+) Male

Female

0 00.00 0.00

2 66.67 0.00 33.33 0.00 0.0033.331 0 1 0 0 0 00.00 0.00

6 2 33.33 0.000.000.00 0.000.00 0.000 0 00 00Transition Programs (+) Male

Female

0 00.00 0.00

6 100.00 33.33 0.00 0.00 0.0066.674 2 0 0 0 0 00.00 0.00

3 1 33.33 0.000.000.00 0.0033.33 33.331 1 00 00Undergraduate Studies (+) Male

Female

0 00.00 0.00

2 66.67 33.33 0.00 0.00 0.0033.331 1 0 0 0 0 00.00 0.00

40 1 2.50 0.000.000.00 0.0020.00 20.008 8 00 00University Advancement (+) Male

Female

0 00.00 0.00

32 80.00 2.50 0.00 0.00 0.0077.5031 1 0 0 0 0 00.00 0.00

24 4 16.67 0.000.004.17 0.0012.50 8.333 2 00 01University College (+) Male

Female

0 00.00 0.00

21 87.50 4.17 4.17 4.17 0.0075.0018 1 1 1 0 0 00.00 0.00

8 0 0.00 0.000.000.00 0.0062.50 62.505 5 00 00University Learning Center (+) Male

Female

0 00.00 0.00

3 37.50 0.00 0.00 0.00 0.0037.503 0 0 0 0 0 00.00 0.00

45 5 11.11 0.000.000.00 2.2253.33 51.1124 23 01 00University Police (+) Male

Female

0 00.00 0.00

21 46.67 6.67 2.22 0.00 0.0037.7817 3 1 0 0 0 00.00 0.00

1 1 100.00 0.000.00100.00 0.00100.00 0.001 0 00 01Upperman Ctr (+) Male

Female

0 00.00 0.00

0 0.00 0.00 0.00 0.00 0.000.000 0 0 0 0 0 00.00 0.00

9 4 44.44 0.000.0044.44 0.0088.89 44.448 4 00 04Warehouse & Surplus (+) Male

Female

0 00.00 0.00

1 11.11 0.00 0.00 0.00 0.0011.111 0 0 0 0 0 00.00 0.00

25 1 4.00 0.000.000.00 0.0016.00 16.004 4 00 00Watson College of Ed (+) Male

Female

0 00.00 0.00

21 84.00 4.00 0.00 0.00 0.0080.0020 1 0 0 0 0 00.00 0.00

03/23/2018 Page 11




10/31/2017


Department # % %# # # # # # # #% % % % % % %

NHOPI Two+

2 1 50.00 0.000.000.00 0.000.00 0.000 0 00 00Women's Resource Ctr (+) Male

Female

0 00.00 0.00

2 100.00 50.00 0.00 0.00 0.0050.001 1 0 0 0 0 00.00 0.00

39 15 38.46 0.000.005.13 5.1343.59 33.3317 13 02 02World Languages and Cultures (+) Male

Female

0 00.00 0.00

22 56.41 0.00 23.08 5.13 0.0028.2111 0 9 2 0 0 00.00 0.00

8 1 12.50 0.000.000.00 0.0012.50 12.501 1 00 00Youth Programs (+) Male

Female

0 00.00 0.00

7 87.50 12.50 0.00 0.00 0.0075.006 1 0 0 0 0 00.00 0.00

401

1151

2006Facility Total

% of Total 57.38

19.99

6.18 2.44 1.69 0.30912 124 49 34 6

855 693 3134 481 0.201.554.04

45.46

34.5542.62 1.69Male

Female

0 12

0 26

0.00 0.60

0.00 1.30

03/23/2018 Page 12


8-1



JOB GROUPS ANALYSIS SUMMARY

9-1



FACTOR AVAILABILITIES

10-1



AVAILABILITY ANALYSIS













11-1

INCUMBENCY v ESTIMATED AVAILABILITY

12-1



ANNUAL PLACEMENT GOALS

13-1



JOB GROUPS, EEO CODES, & CENSUS OCCUPATIONS ASSIGNED TO JOB CODES

































VETERAN BENCHMARKS



DISABILITY INCUMBENCY v. GOAL SUMMARY

Information on disability incumbency has not been tracked in the reporting tool and therefore we are not able to provide information.



NOTICE TO ALL APPLICANTS AND EMPLOYEES

Inspection of Affirmative Action Plan

UNCW is a Federal government contractor or subcontractor.

As a part of our obligations under law, we must develop a written Affirmative Action Program for Women and Minorities and Qualified Individuals with Disabilities and Qualified Protected Veterans, as specified by law.

This Affirmative Action Plan is available for inspection by applicants and employees on the Human Resources website at https://www.uncw.edu/hr/employment.html

https://www.uncw.edu/hr/employment.html

Factor Availabilities

University of North Carolina-Wilmington 10/31/2017

03/23/2018



10/31/2017

MinorityFemaleJob Group (%)

AsianHispBlack(%)(%)(%)(%)(%)

AmInd NHOPI Two+(%) (%)

Factor 1 - Requisite Skills in Reasonable Recruiting Area

001 Executive/Senior Administrator 53.71 22.89 10.99 7.24 3.22 0.86 0.09 0.50

Labor Area: United States

002 Managers 52.03 26.04 9.97 7.49 7.09 0.84 0.10 0.56

Labor Area: United States

003 Professionals 56.83 23.82 16.57 2.56 3.34 0.73 0.02 0.61

Labor Area: North Carolina

004 Office Staff/ Clerical 89.18 22.89 16.88 2.79 1.46 1.12 0.08 0.56


005 Technical/Paraprofessional 54.78 23.52 16.03 3.04 3.04 0.86 0.03 0.52


006 Skilled Craft 3.76 17.12 11.30 4.37 0.49 0.76 0.06 0.14


007 Service/Maintenance 30.86 48.59 33.98 11.62 1.35 1.05 0.04 0.54


F020 Business Faculty 35.96 24.74 7.67 3.12 10.44 0.58 0.00 2.94

Labor Area: SED (1998-2008)

F021 Humanities Faculty 52.11 19.25 4.00 6.95 4.34 0.43 0.00 3.54


F022 Social Sciences Faculty 60.76 21.94 8.92 5.26 4.05 0.62 0.00 3.09


F023 Comp Sci & Math Faculty 27.09 23.27 3.25 3.26 12.92 0.26 0.00 3.58


F024 Biological Sciences Faculty 53.88 19.83 4.47 3.81 8.11 0.48 0.00 2.96


F025 Education Faculty 62.51 25.87 15.53 5.30 1.90 0.93 0.00 2.21


03/23/2018 Page 1



10/31/2017

MinorityFemaleJob Group (%)

AsianHispBlack(%)(%)(%)(%)(%)

AmInd NHOPI Two+(%) (%)

Factor 2 - Promotable, Transferable, and Trainable within Organization

001 Executive/Senior Administrator 57.7 12.5 7.7 1.7 0.6 0.6 0.0 1.7

002 Managers 61.1 10.6 6.9 1.0 1.6 0.2 0.0 0.8

003 Professionals 76.0 19.6 11.3 3.5 1.1 0.7 0.0 2.9

004 Office Staff/ Clerical - - - - - - - -

005 Technical/Paraprofessional 89.1 23.3 14.3 3.7 1.8 0.6 0.0 2.8

006 Skilled Craft - - - - - - - -

007 Service/Maintenance - - - - - - - -

F020 Business Faculty - - - - - - - -

F021 Humanities Faculty - - - - - - - -

F022 Social Sciences Faculty - - - - - - - -

F023 Comp Sci & Math Faculty - - - - - - - -

F024 Biological Sciences Faculty - - - - - - - -

F025 Education Faculty - - - - - - - -

03/23/2018 Page 2


Availability Analysis

03/23/2018



10/31/2017

Job Group: 001 Executive/Senior Administrator

Weighted Factor (%)

Factor

Raw Statistics (%)

FemaleTotalMin Female

Value Weight

TotalMinBlack Hisp Asian AmInd Black Hisp Asian AmInd NHOPI Two+Two+NHOPI

1 Percentage of Minorities and Women Among Those Having Requisite Skills in the Reasonable Recruitment Area

53.71 22.89 50.00 26.85 11.45 0.431.613.625.490.863.227.2410.99

Source of Data:Census 2010 Special EEO FileUnited States

Rationale for Selection of Recruitment Area:Recruiting is done nationally

0.09 0.50 0.05 0.25

2 Percentage of Minorities and Women Among Those Promotable, Transferable and Trainable within the Contractor's Organization

57.74 12.50 50.00 28.87 6.25 0.300.300.893.870.600.601.797.74

Source of Data:Feeder Job Groups: Managers (002)

0.00 1.79 0.00 0.89

17.7055.72Job Group Final Availabilities (%)

100.00

9.36 4.51 1.91 0.73 0.05 1.14

03/23/2018 Page 1



10/31/2017

Job Group: 002 Managers

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



52.03 26.04 60.00 31.22 15.62 0.504.254.495.980.847.097.499.97

Source of Data:Census 2010 Special EEO FileUnited States

0.10 0.56 0.06 0.33


61.17 10.64 40.00 24.47 4.26 0.110.640.432.770.271.601.066.91

Source of Data:Feeder Job Groups: Professionals (003)

0.00 0.80 0.00 0.32


100.00

8.75 4.92 4.89 0.61 0.06 0.65

03/23/2018 Page 2



10/31/2017

Job Group: 003 Professionals

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



56.83 23.82 25.00 14.21 5.96 0.180.830.644.140.733.342.5616.57

Source of Data:Census 2010 Special EEO FileNorth Carolina

0.02 0.61 0.00 0.15


76.07 19.67 75.00 57.05 14.75 0.560.832.648.490.741.113.5311.32

Source of Data:Feeder Job Groups: Office Staff/ Clerical (004), Technical/Paraprofessional (005)

0.00 2.97 0.00 2.23


100.00

12.63 3.28 1.67 0.74 0.00 2.38

03/23/2018 Page 3



10/31/2017

Job Group: 004 Office Staff/ Clerical

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



89.18 22.89 100.00 89.18 22.89 1.121.462.7916.881.121.462.7916.88


0.08 0.56 0.08 0.56


- - - - - - - - - - - - - - - - -


100.00

16.88 2.79 1.46 1.12 0.08 0.56

03/23/2018 Page 4



10/31/2017

Job Group: 005 Technical/Paraprofessional

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



54.78 23.52 25.00 13.70 5.88 0.220.760.764.010.863.043.0416.03


0.03 0.52 0.01 0.13


89.10 23.36 75.00 66.82 17.52 0.471.402.8010.750.621.873.7414.33

Source of Data:Feeder Job Groups: Office Staff/ Clerical (004)

0.00 2.80 0.00 2.10


100.00

14.76 3.56 2.16 0.68 0.01 2.23

03/23/2018 Page 5



10/31/2017

Job Group: 006 Skilled Craft

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



3.76 17.12 100.00 3.76 17.12 0.760.494.3711.300.760.494.3711.30


0.06 0.14 0.06 0.14


- - - - - - - - - - - - - - - - -


100.00

11.30 4.37 0.49 0.76 0.06 0.14

03/23/2018 Page 6



10/31/2017

Job Group: 007 Service/Maintenance

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



30.86 48.59 100.00 30.86 48.59 1.051.3511.6233.981.051.3511.6233.98


0.04 0.54 0.04 0.54


- - - - - - - - - - - - - - - - -


100.00

33.98 11.62 1.35 1.05 0.04 0.54

03/23/2018 Page 7



10/31/2017

Job Group: F020 Business Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



35.96 24.74 100.00 35.96 24.74 0.5810.443.127.670.5810.443.127.67

Source of Data:Census 2010 Special EEO FileSED (1998-2008)

0.00 2.94 0.00 2.94


- - - - - - - - - - - - - - - - -


100.00

7.67 3.12 10.44 0.58 0.00 2.94

03/23/2018 Page 8



10/31/2017

Job Group: F021 Humanities Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



52.11 19.25 100.00 52.11 19.25 0.434.346.954.000.434.346.954.00


0.00 3.54 0.00 3.54


- - - - - - - - - - - - - - - - -


100.00

4.00 6.95 4.34 0.43 0.00 3.54

03/23/2018 Page 9



10/31/2017

Job Group: F022 Social Sciences Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



60.76 21.94 100.00 60.76 21.94 0.624.055.268.920.624.055.268.92


0.00 3.09 0.00 3.09


- - - - - - - - - - - - - - - - -


100.00

8.92 5.26 4.05 0.62 0.00 3.09

03/23/2018 Page 10



10/31/2017

Job Group: F023 Comp Sci & Math Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



27.09 23.27 100.00 27.09 23.27 0.2612.923.263.250.2612.923.263.25


0.00 3.58 0.00 3.58


- - - - - - - - - - - - - - - - -


100.00

3.25 3.26 12.92 0.26 0.00 3.58

03/23/2018 Page 11



10/31/2017

Job Group: F024 Biological Sciences Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



53.88 19.83 100.00 53.88 19.83 0.488.113.814.470.488.113.814.47


0.00 2.96 0.00 2.96


- - - - - - - - - - - - - - - - -


100.00

4.47 3.81 8.11 0.48 0.00 2.96

03/23/2018 Page 12



10/31/2017

Job Group: F025 Education Faculty

Weighted Factor (%)

Factor

Raw Statistics (%)


Value Weight



62.51 25.87 100.00 62.51 25.87 0.931.905.3015.530.931.905.3015.53


0.00 2.21 0.00 2.21


- - - - - - - - - - - - - - - - -


100.00

15.53 5.30 1.90 0.93 0.00 2.21

03/23/2018 Page 13

Incumbency v. Estimated Availability Summary


Comparison Rule

Any Difference with Whole Person Rule

03/23/2018


Disparity? Availability (%) Incumbency (%) Incumbents (#) Category Total Incumbents (#)

Job Group


10/31/2017

001 Executive/Senior Administrator FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

55.7217.709.364.511.910.730.051.14

YesYesYesYes

33 30.3012.126.060.006.060.000.000.00

104202000

002 Managers FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

55.6919.888.754.924.890.610.060.65

YesYesYesYes

168 57.7412.507.741.790.600.600.001.79

97211331103

003 Professionals FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

71.2620.7112.633.281.670.740.002.38

YesYesYesYes

Yes

Yes

376 61.1710.646.911.061.600.270.000.80

230402646103

004 Office Staff/ Clerical FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

89.1822.8916.882.791.461.120.080.56

Yes

Yes

321 89.1023.3614.333.741.870.620.002.80

2867546126209

YesComparison of Incumbency to Availability is performed using the Any Difference with Whole Person Ruleindicates Difference <= -1.0

Page 103/23/2018



Job Group


10/31/2017

005 Technical/Paraprofessional FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

80.5223.4014.763.562.160.680.012.23

YesYesYes

Yes

218 56.8814.226.883.210.000.920.003.21

124311570207

006 Skilled Craft FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

3.7617.1211.304.370.490.760.060.14

Yes

78 10.2619.2312.822.560.001.280.002.56

8151020102

007 Service/Maintenance FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

30.8648.5933.9811.621.351.050.040.54

Yes

Yes

142 42.9660.5649.308.451.410.000.001.41

618670122002

F020 Business Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

35.9624.747.673.12

10.440.580.002.94

YesYes

Yes

Yes

87 37.9314.941.155.756.900.000.001.15

3313156001


Page 203/23/2018



Job Group


10/31/2017

F021 Humanities Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

52.1119.254.006.954.340.430.003.54

Yes165 42.4222.424.24

10.304.240.610.003.03

70377

177105

F022 Social Sciences Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

60.7621.948.925.264.050.620.003.09

YesYesYes

Yes

105 55.2413.333.814.764.760.000.000.00

5814455000

F023 Comp Sci & Math Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

27.0923.273.253.26

12.920.260.003.58

43 34.8841.866.984.65

27.910.000.002.33

151832

12001

F024 Biological Sciences Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

53.8819.834.473.818.110.480.002.96

YesYes

YesYes

Yes

204 55.8816.182.454.417.350.000.001.96

1143359

15004


Page 303/23/2018



Job Group


10/31/2017

F025 Education Faculty FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

62.5125.8715.535.301.900.930.002.21

YesYes

64 68.7520.314.696.254.693.130.001.56

4413343201

Facility Total FemaleMinorityBlackHispanicAsianAmIndianNHOPITwo+

2004 1150400205

8265100

38


Page 403/23/2018

Annual Placement Goals


Comparison Rule


03/23/2018

Annual Placement Goals


10/31/2017

Job Group Female Minority Black AmIndAsianHisp

Placement Goals (%)

NHOPI Two+

001 Executive/Senior Administrator 55.72 17.70 9.36 4.51 - - - -

002 Managers - 19.88 8.75 4.92 4.89 - - -

003 Professionals 71.26 20.71 12.63 3.28 - 0.74 - 2.38

004 Office Staff/ Clerical - - 16.88 - - 1.12 - -

005 Technical/Paraprofessional 80.52 23.40 14.76 - 2.16 - - -

006 Skilled Craft - - - 4.37 - - - -

007 Service/Maintenance - - - 11.62 - 1.05 - -

F020 Business Faculty - 24.74 7.67 - 10.44 - - 2.94

F021 Humanities Faculty 52.11 - - - - - - -

F022 Social Sciences Faculty 60.76 21.94 8.92 - - - - 3.09

F023 Comp Sci & Math Faculty - - - - - - - -

F024 Biological Sciences Faculty - 19.83 4.47 - 8.11 0.48 - 2.96

F025 Education Faculty - 25.87 15.53 - - - - -

03/23/2018 Page 1

Comparison of Incumbency to Availability is performed using the Any Difference with Whole Person Rule

Job Group List


10/31/2017

Job Group Code and Name

001 Executive/Senior Administrator

002 Managers

003 Professionals

004 Office Staff/ Clerical

005 Technical/Paraprofessional

006 Skilled Craft

007 Service/Maintenance

F020 Business Faculty

F021 Humanities Faculty

F022 Social Sciences Faculty

F023 Comp Sci & Math Faculty

F024 Biological Sciences Faculty

F025 Education Faculty

Page 103/23/2018

Veteran Benchmarks


Comparison Rule


03/23/2018

Veteran Benchmarks


10/31/2017

Job Group Veteran

Benchmarks (%)

001 Executive/Senior Administrator 6.70

002 Managers 6.70

003 Professionals 6.70

004 Office Staff/ Clerical 6.70

005 Technical/Paraprofessional 6.70

006 Skilled Craft -

007 Service/Maintenance 6.70

F020 Business Faculty 6.70

F021 Humanities Faculty 6.70

F022 Social Sciences Faculty 6.70

F023 Comp Sci & Math Faculty 6.70

F024 Biological Sciences Faculty 6.70

F025 Education Faculty 6.70

Facility Total 6.70

03/23/2018 Page 1

Comparison of Incumbency to Benchmark is performed using the Any Difference with Whole Person Rule

Disability Incumbency v. Goal


Comparison Rule


03/23/2018

Disability Incumbency v. Goal


10/31/2017

Job Group

Disparity?

Disability

001 Executive/Senior Administrator Yes

002 Managers Yes

003 Professionals Yes

004 Office Staff/ Clerical Yes

005 Technical/Paraprofessional Yes

006 Skilled Craft Yes

007 Service/Maintenance Yes

F020 Business Faculty Yes

F021 Humanities Faculty Yes

F022 Social Sciences Faculty Yes

F023 Comp Sci & Math Faculty Yes

F024 Biological Sciences Faculty Yes

F025 Education Faculty Yes

Facility Total Yes

03/23/2018 Page 1

Comparison of Incumbency to Goal is performed using the Any Difference with Whole Person Ruleindicates Difference <= -1.0Yes

Documents

The UNC Policy Manual Chapter 100.1 - The Code › hr › 2018-federal-attachments.pdf · is a BFOQ will depend on the facts in each case. This exemption will be construed very narrowly