This program applies only to nonexempt clerical and technical employees, and does not include some 400 "S & W" "professional, executive, or administrative" employees who are exempt from the overtime requirements of the Federal Fair Labor Standards Act. A separate program will be designed for these employees at a later date.
5. Compensate through the payment of back wages each female employee who has lost wages due to discriminatory treatment by the University.
The review of data relative to the specifics cited in your letter of December 31, 1970 has not been completed. If findings warrant such, we will file an attachment to our Affirmative Action Program to correct and eliminate such deficiencies.
6. Assure that female applicants for non-academic employment receive consideration for employment commensurate with their classifications. Assure that the concept of male and female job classification is eliminated through the recruitment, placement, transfer, and promotion of male and female applicants and employees into occupations from which they have traditionally been excluded.
The University does not classify positions by sex, and assures equal consideration to all applicants for employment. The University will seek to identify qualifications for each applicant which best meet the requirements for each job opening. Job requirements will be carefully reviewed to determine that non-essential elements are eliminated. This review is being conducted by the Personnel Office in conjunction with representatives from each faculty.
VII. ANTICIPATED PERSONNEL NEEDS
In the face of budgetary restrictions, it does not appear likely that the University work force will be increased significantly. In order to maintain the present strength, taking into account the annual turn-over rate, we anticipate that 2500 S & W employees will be hired during the next year by the University. Although the turn-over rate for 1970 was 43 per cent, the latter months of the year reveal a drop in that rate which we expect will continue. Accordingly, we anticipate the number of new hires to drop from last year's figure of 2800 to 2500.
It presents a much more difficult task to try to determine the number of corporation appointments which will be open for the next academic year. However, drawing on the experience of the past two years, we estimate that 1000 will be hired by August 31, 1971.
VIII. OBJECTIVES
Of the 2500 S & W employees that the University anticipates hiring by August 31, 1971, we expect to have 170 of these new hires of minority backgrounds.
The picture regarding Corporation Appointments will not become very clear until later in the Spring. However, on the basis of the partially-complete data at present, the University commits itself to hiring at least 58 additional female Corporation Appointees by August 31, 1971, for the 1971-72 academic year.
IX. AUDIT
The University has established a monitoring system to audit our progress in implementation of Affirmative Action Programs. The Personnel Office will prepare on a quarterly basis reports reflecting the current employment profile. The Office for Minority Affairs will provide analysis of such reports, including progress toward goals in relation to target dates on a University-wide and departmental basis. Those analysis will be distributed to appropriate officers throughout the University in order to show the current University performance re: Affirmative Action.
Inherent in these reports is the understanding that the target numbers or goals are set to measure in part the University's good faith intentions and performance toward equal employment opportunity. There is no attempt, explicit or implicit, to operate on a racially-based quota system.
X. COMMUNITY RELATIONS
