COMMONWEALTH OF MASSACHUSETTS AFFIRMATIVE ACTION EQUAL OPPORTUNITY DIVERSITY
ANNUAL REPORT
FISCAL YEAR 2011 (July 1, 2010 – June 30, 2011)
Office of Diversity and Equal Opportunity Sandra E. Borders, Director
COMMONWEALTH OF MASSACHUSETTS AFFIRMATIVE ACTION EQUAL OPPORTUNITY DIVERSITY
ANNUAL REPORT
FISCAL YEAR 2011 (July 1, 2010 – June 30, 2011)
GOVERNOR DEVAL L. PATRICK
SECRETARY JAY GONZALEZ EXECUTIVE OFFICE FOR ADMINISTRATION AND FINANCE
Prepared by: Office of Diversity and Equal Opportunity Sandra E. Borders, Director One Ashburton Place Boston, MA 02108
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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THE OFFICE OF DIVERSITY AND EQUAL OPPORTUNITY STAFF
Sandra Borders Director
Juanita Allen Outreach and Recruitment Manager
Catherine Duffek Program Coordinator
Betzaida Herrera Administrative Assistant
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
iii Comments from the Director of the Office of Diversity and Equal Opportunity
The Office of Diversity and Equal Opportunity exist to ensure equal access to employment opportunities for all employees with a special focus on minorities, women, people with disabilities and Vietnam Era Veterans.
We are committed to identifying and removing artificial barriers to employment and advancement while promoting a work environment that embraces, respects, and values the diversity that each employee brings to the Commonwealth.
We have completed our second year of our journey towards becoming a Model Employer for Persons with Disabilities. I invite you to take a look at our second year report on our Strategic Plan by selecting on the link here: http://www.mass.gov/anf/employment-equal-access-disability/diversity-access-and-opportunity/model-employer/model- employer-report/
One of the major highlights of this past fiscal year was our partnership with the University of Massachusetts Medical School and Culture Coach International in the development of Diversity Training Part II- Disability Awareness. As part of the Model Employer Initiative we developed training for our three stakeholder groups. As of the drafting of this annual report we have completed the curriculum for the American with Disability Act Coordinators and started delivering their training. We are near the finish line on the All Employee eLearning as well as the managers half day instructor led training. We believe these trainings will assist us in our efforts to continue to break down barriers to employment as we increase the level of awareness around disabilities for our workforce.
Additionally, we have also accomplished the following: Launched an exploratory review of a new workforce reporting system Assisted with the development of a strategic plan for MassHR Conducted two train-the-trainer sessions for new trainers the Commonwealth’s Diversity Curriculum Closed out FY10-FY11 Affirmative Action and Diversity Plans, requiring each agency to submit progress reports for both plans. Developed FY12-FY13 Affirmative Action and Diversity Plans. Offered career development opportunities for executive branch employees Conducted new Diversity Directors/Officer Orientation Partnered with the Mass Commission Against Discrimination to provide Investigation Trainings for all Diversity Directors and Diversity Officers Attended several Career Fairs and improved recruitment and Outreach Opportunities Partnered with the Massachusetts Office on Disability to offer training on ADA Amendments Act 2008 Provided revised Guidelines for implementing Executive Order 526
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This has been a banner year for the Office of Diversity and Equal Opportunity. We believe this report provides a glimpse of the progress we are making towards becoming a model employer. It also reflects our collective efforts towards providing quality service for our employees and the citizens of the Commonwealth.
I am pleased to present to you our Annual Report for fiscal year 2011.
Best Regards,
Sandra E. Borders Sandra E. Borders, MSM Director Office of Diversity and Equal Opportunity 1 Ashburton Place, Room 213 Boston, MA 02108 Tel: (617) 878-9812 Fax: (617) 878-9830 TTY: (617) 727-6015
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
v TABLE OF CONTENTS
COMMENTS FROM THE DIRECTOR OF THE OFFICE OF DIVERSITY AND EQUAL OPPORTUNITY ...... iv PREFACE ...... vi EXECUTIVE SUMMARY ...... vi ODEO OUTREACH AND RECRUITMENT ...... ix LONG-AWAITED ODEO AUTOMATED SYSTEM UPGRADES ...... x VIETNAM ERA VETERANS ANNUAL REPORT – FY2011 ...... xi ODEO MISSION, VISION, VALUES ...... xii PART I: THE EXECUTIVE BRANCH ...... 1 ODEO Workforce Summary Report ...... 2 ODEO New Hires Analysis ...... 3 ODEO Terminations Analysis ...... 4 ODEO Workforce Summary Report – Vietnam Era Veterans ...... 6 ODEO Workforce Summary Report – Persons with Disabilities ...... 7 PART II: THE SECRETARIATS ...... 8 ODEO Workforce Summary by Secretariat (Charts 2011 vs 2010) ...... 9 Executive Office for Administration and Finance ...... 11 Executive Office of Education ...... 16 Executive Office of Energy and Environmental Affairs ...... 21 Executive Office of Health and Human Services ...... 27 Executive Office of Housing and Economic Development ...... 34 Executive Office of Labor and Workforce Development ...... 39 Executive Office of Public Safety and Security ...... 44 Massachusetts Department of Transportation ...... 49 INDEPENDENT AGENCIES ...... 54 Disabled Persons Protection Commission ...... 54 MA Commission Against Discrimination ...... 54 MA Teacher’s Retirement System ...... 54 Office of the State Comptroller ...... 61 Public Employee Retirement Administration Commission ...... 63 DIVERSITY DIRECTORS AND OFFICERS ...... 65 APPENDIX ...... 66
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
vi PREFACE regarding confidentiality, information regarding Persons with Disabilities is not contained in reports from the Human Resources Compensation Management System. The Annual Report for the Office of Diversity and Equal Opportunity is intended to be an informational document In order to receive Affirmative Action status as either a summarizing the efforts made to ensure equality in Person with Disabilities or a Vietnam Era Veteran, an employment opportunities for protected class members1 individual must self-identify and complete a self- and improve the diversity of persons employed in the identification or certification process. Because self- Executive Branch of the Commonwealth of identification is voluntary, employees belonging to these Massachusetts. groups, who qualify for Affirmative Action protected status, may decide not to self identify and are not This annual report presents data on the employment of counted. The true representation of Persons with these protected groups in order to measure the effects of Disabilities and Vietnam Era Veterans is likely to be the Commonwealth’s efforts and to isolate areas where higher than the statistics reported herein. improved or enhanced efforts appear to be needed.
The explanatory reports were provided by the respective agencies. References to the number or employee percentages may differ slightly from the information included in the accompanying documents and charts from HR/CMS. The data in this report represents all employees regardless of how many hours per week they work.
The numerical information in this report was obtained from the Human Resources Compensation Management System (HR/CMS) via the EEO-4 data mart and does not include employees of the Legislative or Judicial 1 branches, or the constitutional/ independent offices, such Legally identified groups that are specifically protected as the Treasurer, Attorney General, or Auditor of the by statute against discrimination. Protected class status Massachusetts government. Conforming to our policy is automatically conferred upon recognized minority group members, (Blacks, Hispanics, Asians or Pacific Islanders, American Indians or Alaskan Natives), females, individuals with disabilities, Vietnam Era Veterans, by law.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
vii EXECUTIVE SUMMARY This Annual Report examines the Executive Branch progress during the fiscal year ending June 18, 2011, with respect to the number and percentages of protected The Office of Diversity and Equal Opportunity was group members employed. created to execute the Governor's vision of Affirmative Action, Equal Opportunity and Diversity. This report to The table below illustrates the fluctuations that have the Governor is intended to provide valuable information occurred over the last three years. The percentage of about the current composition of the State workforce and Minorities and Persons with Disabilities increased emphasize areas where access to public employment by annually from 2009 to 2011 while the representation for protected group population is needed. Women and Vietnam Era Veterans continued to decrease. During FY 2011 the workforce for the The fiscal year 2011 Annual Report represents the Executive Branch of the Commonwealth decreased from workforce analysis for the Executive Branch. The 45,251 to 44,352 (899). Detailed charts and graphs for Commonwealth of Massachusetts continues to strive each Secretariat in the Executive Branch are included in toward reaching employment parity for protected groups. subsequent pages of this Report. Parity goals for the Commonwealth are based on the Census 2000 Special EEO File that gave us targets of Protected Group Representation by the last 3 years 48.20% Women, 10.40% Minority, 12% Persons with Disabilities, and 3.5%2 Vietnam Era Veterans. Group June 20, June 19, June 18, 2009 2010 2011 Census 2000 Special EEO File Women 52.50% 51.4% 51.2%
Minorities 22.30% 23.4% 24.0% Vietnam Era Vietnam Era Veterans 1.90% 1.6% 1.5% Persons with 3.5% Veterans Disabilities Persons with 12% 2.4% 2.6% 2.8% Disabilities* Women Minorities 48.2% 10.4% * These figures represent only those individuals who by statue are self-identified. Many disabled choose not to self-identify and therefore, true numbers are difficult to ascertain.
2 Based on Massachusetts Veterans Administration Data Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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ODEO OUTREACH AND RECRUITMENT The number of job seekers looking for employment with The Office of Diversity and Equal Opportunity (ODEO) State Government is increasing consistently. They come continues to build successful partnerships with local by way of referrals from agencies and organizations, colleges, universities and community organizations to career fairs and walk-ins. We provide them assistance encourage their job seekers to consider public service as with job search strategies, resume critiquing, career a career. counseling and referrals to appropriate positions posted on CEO. As the economic downturn remains, ODEO promoted the Commonwealth as an employer of choice through “How Several agencies have sought out ODEO for assistance to Access State Government “information sessions to with targeted outreach and recruitment for vacant colleges, One Stop Career Centers and community positions. ODEO continues to focus our outreach efforts organizations. on informing the job seeking public, as well as community organizations of the Commonwealth’s potential career ODEO’s partnership with Operation Able, Easter Seals opportunities and paths. and the Massachusetts Rehabilitation Commission continues to grow by placing consumers in “On the Job Respectfully submitted by Evaluations” (OJE) programs. OJE provides consumers with hands-on work experience. ODEO has successfully Juanita D. Allen, Outreach and Recruitment Manager connected an OJE consumer with a full time position. Office of Diversity & Equal Opportunity
ODEO attended the Conference for Students with Disabilities which is now an additional resource for agencies.
ODEO was contacted to join Employer Boards at Bridgewater State University and Northeastern University. These boards focus on hiring trends, employer expectations and the diversity of the students and their needs.
Other recruitment and outreach activities gave ODEO and the Commonwealth exposure at twenty-five career fairs and community events. ODEO presented Four Generations in the Workplace for freshman students at Newbury College.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
ix Long-Awaited ODEO Automated System Upgrades
During FY 2011, the Office of Diversity and Equal Opportunity laid the groundwork for a new Reporting System. This system is expected to come on-line by 3rd quarter 2012. The new reporting system will allow ODEO staff, along with Diversity officers and ADA Coordinators in all Executive Branch agencies, to generate sophisticated, real time workforce reports which analyze statistical, demographic, and generic data related to recruitment, retention, and turnover rates of protected class employees.
ODEO staff as well as all 72 Diversity Officers responsible for reporting will no longer have to rely on a reporting system which often had to be manually manipulated.
In anticipation of this major upgrade, ODEO staff is preparing to redesign reporting formats leveraging the new reporting tools. It is believed that the integration of the new reporting tools will take the burden from Executive Branch Diversity Officers from manually calculating data. Instead, they will be freed to submit their Quarterly and Annual Reports, Diversity and Affirmative Action Plan self-assessments, and their two year Diversity Plans and Affirmative Action Plans in a timely and facile fashion using cutting edge, sophisticated and highly accurate tools.
Catherine Duffek Database Administrator Office of Diversity & Equal Opportunity
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
x Vietnam Era Veterans Annual Report – FY2011 Parity Change in the VEV Benchmark Overview The overall numbers of the Vietnam Era Veterans are The Vietnam Era Veterans Affirmative Action Program declining due to the aging workforce and retirements. was promulgated under Executive Order 235, amended ODEO solicited the Department of Veterans Services to by Executive Order 253, now revoked and superseded by inquire if the overall percentage of VEVs had decreased Executive Order 526. This Order established protected statewide. We were told the Civilian Labor Workforce status for Vietnam Era Veterans (VEVs) and enables had declined to 3.5%. ODEO then released the parity them to be recognized with state agencies under the rate to correspond with the new civilian labor market by Executive Branch of the Commonwealth. reducing the parity goal from 5% to 3.5%.
The Office of Diversity and Equal Opportunity (ODEO) Certificates Issued continues to serve as a centralized office that implements As of June 18, 2011, we issued a total of 77 Vietnam Era the certification process for the Vietnam Era Veterans Veterans certifications of Affirmative Action status. Of who desire to self identify and request affirmative action the 77 VEV certifications issued, nine (11.7%) of the status. ODEO also provides technical assistance to all Vietnam Era Veterans were already employed with the state agencies in an effort to increase employment Commonwealth. opportunities and upward mobility for Vietnam Era Veterans in the state workforce. Conclusion The fiscal crises and the economic downturn have Workforce Analysis hindered our efforts to recruit, as many agencies have Of the 44,352 total state employees, 651 are Vietnam had to contain cost through belt tightening and FTE caps. Era Veterans. This gives us a percentage of 1.5% when In spite of the challenges, we continue to work with state compared to the total workforce. Nearly half of the total agencies, and other Vietnam Era Veterans VEVs population (343) holds positions in the representatives within the communities to ensure the Professionals category, while 80 occupy positions in the availability of employment opportunities for Vietnam Era Officials and Administrators category. Veterans who are seeking state jobs.
During FY 2011, thirty-five (1.2%) Vietnam Era Veterans were hired into all EEO4 categories with the exception of Betzaida Herrera the Protective Service: Sworn. Of the 651 Vietnam Era Vietnam Era Veteran Coordinator Veterans, eight (.7%) were promoted. There were 115 Office of Diversity and Equal Opportunity Voluntary Terminations and 6 Involuntary Terminations which brings us to 121 (3.6%) total terminations. There are 80 VEVs managers which make up 2.2% of the total population.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
xi ODEO MISSION, VISION, VALUES The Office of Diversity and Equal Opportunity will continue to ensure the compliance of state agencies with Our Mission: all state and federal civil rights laws and regulations as they pertain to employment. We will oversee and monitor To deliver customer-focused solutions in attracting, Affirmative Action and Diversity Plans and continue to hiring, retaining and promoting a diverse workforce within serve as a vehicle to the resolution process when an the Commonwealth of Massachusetts. Utilizing best employee has exhausted his/ her avenues at the agency practices and promoting a pro-active approach to and secretariat levels. diversity and equal opportunity, we strive to create and foster an environment that affirms and values the Finally, the Office of Diversity and Equal Opportunity is diversity of our workforce. available to provide consultative services to assist agencies in the daily application of civil rights and policies The Office of Diversity and Equal Opportunity exists to and procedures. ensure that all employees of the Commonwealth have equal access to various employment opportunities, Diversity Vision: promotions, transfers, and trainings within the Commonwealth. We seek to identify and remove artificial To create a workforce that reflects the diversity of the barriers to advancement and to promote the individual Commonwealth and one that embraces, values and and collective success of our employees. To promote an respects difference. Our ultimate goal is to weave inclusive environment that embraces, respects, and diversity into the fabric of the Commonwealth so that it values the diversity each employee brings to the becomes embedded in the culture of all we do. Commonwealth. Value Statement: The Office of Diversity and Equal Opportunity is responsible for implementing and enforcing the The Commonwealth of Massachusetts believes in Governor’s Executive Order concerning Affirmative respect for all individuals. We promote openness to and Action, Equal Opportunity and Diversity in state tolerance of differences in race, ethnicity, religion, government. This executive order, which incorporates the gender, culture, sexual orientation, and disability status. principles of relevant federal and state employment laws, We dedicate ourselves to creating a workplace that prohibits unlawful discrimination against state employees welcome, respects and values people of all races, color, and applicants for state employment due to race, color, age, gender, ethnicity, sexual orientation, religions, gender (including sexual harassment), sexual orientation, creeds, ancestry, national origin, disability and veteran age, national origin, ancestry, veteran status or persons status. We strive to reflect diversity in all government with disabilities. It also precludes retaliatory actions being activities, programs and services removing any barriers taken against persons making such allegations. to accessibility.
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We further believe that embracing and celebrating our differences enriches the quality of the work experience and enhances our own personal and professional relationships
Our Core Values:
Integrity, Respect for People, Open Dialogue, and Accountability are our core values.
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PART I:
THE EXECUTIVE BRANCH
(Charts 2011 vs 2010)
ODEO Workforce Summary Report ODEO New Hires Analysis ODEO Terminations Analysis ODEO Workforce Summary Report – Vietnam Era Veterans ODEO Workforce Summary Report – Persons with Disabilities
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
1 ODEO - Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 9/14/2011 4:33:20 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 3673 1876150 51.1 1632 44.4 4.1 33 0.9 37 1. 2 0.1 22 0.6 1797 48.9 1466 39.91.8 205 5.6 65 44 1.2 2 0.1 15 14.6 0.4 538 Professionals 20710 8547730 41.3 6967 33.6 3.5 334 1.6 423 2. 13 0.1 74 0.4 12162 58.7 9096 43.94.2 1532 7.4 877 583 2.8 27 0.1 43 21.9 0.2 4530 Technicians 1834 71393 38.9 575 31.4 5.1 19 1. 21 1.1 1 0.1 4 0.2 1121 61.1 837 45.63.9 183 10. 72 26 1.4 1 0.1 22.7 2 0.1 416 Protective Service:Sworn 5790 5147373 88.9 4459 77. 6.4 227 3.9 66 1.1 22 0.4 0 0. 643 11.1 521 9.0.6 81 1.4 33 6 0.1 2 0. 0 14. 0. 810
Protective Service:Non-Sworn 6184 25061075 40.5 1227 19.8 17.4 158 2.6 43 0.7 2 0. 0 0. 3677 59.5 2079 33.63.4 1325 21.4 210 61 1. 2 0. 46.5 0 0. 2877
Office/Clerical 3592 719113 20. 514 14.3 3.1 45 1.3 33 0.9 1 0. 11 0.3 2873 80. 1975 55.6. 558 15.5 217 87 2.4 13 0.4 16 30. 0.4 1076 Skilled Craft 1295 123865 95.6 1105 85.3 5. 33 2.5 8 0.6 6 0.5 20 1.5 57 4.4 40 3.10.2 10 0.8 3 1 0.1 2 0.2 1 10. 0.1 129 Service Maintenance 1239 905104 73. 662 53.4 8.4 61 4.9 17 1.4 5 0.4 55 4.4 333 26.9 232 18.73. 41 3.3 37 15 1.2 2 0.2 22.8 6 0.5 283 No EEO-4 Reporting 35 50 14.3 5 14.3 0. 0 0. 0 0. 0 0. 0 0. 30 85.7 25 71.40. 4 11.4 0 1 2.9 0 0. 14.3 0 0. 5 TOTALS: 44352 216562703 48.8 17146 38.7 6.1 910 2.1 648 1.5 52 0.1 186 0.4 22693 51.2 16271 36.73.4 3939 8.9 1514 824 1.9 51 0.1 83 24. 0.2 10664
ODEO - Workforce Summary Report
Report run for Pay Period Ending 6/19/2010 Report Generated 6/22/2010 1:47:31 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 3882 2001155 51.5 1752 45.1 4. 30 0.8 37 1. 2 0.1 25 0.6 1881 48.5 1550 39.91.5 210 5.4 60 43 1.1 2 0.1 13.9 16 0.4 539 Professionals 20976 8599715 41. 7032 33.5 3.4 327 1.6 419 2. 11 0.1 91 0.4 12371 59. 9319 44.44.1 1511 7.2 855 590 2.8 26 0.1 21.3 69 0.3 4461 Technicians 1898 76491 40.3 625 32.9 4.8 18 0.9 24 1.3 2 0.1 4 0.2 1134 59.7 862 45.43.3 178 9.4 63 25 1.3 1 0.1 21.2 5 0.3 402 Protective Service:Sworn 5918 5285368 89.3 4618 78. 6.2 213 3.6 63 1.1 22 0.4 1 0. 633 10.7 513 8.70.5 82 1.4 32 5 0.1 1 0. 13.3 0 0. 786
Protective Service:Non-Sworn 6189 24361044 39.4 1190 19.2 16.9 152 2.5 41 0.7 3 0. 5 0.1 3749 60.6 2118 34.23.5 1350 21.8 215 60 1. 2 0. 46.4 3 0. 2872
Office/Clerical 3577 645102 18. 463 12.9 2.9 39 1.1 35 1. 1 0. 5 0.1 2932 82. 2025 56.66.1 567 15.9 217 87 2.4 13 0.4 29.7 23 0.6 1061 Skilled Craft 1261 119966 95.1 1063 84.3 5.2 31 2.5 9 0.7 6 0.5 24 1.9 62 4.9 45 3.60.2 10 0.8 2 1 0.1 2 0.2 10.1 2 0.2 127 Service Maintenance 1268 925104 72.9 685 54. 8.2 56 4.4 16 1.3 5 0.4 59 4.7 342 27. 243 19.23.1 37 2.9 39 13 1. 2 0.2 21.5 8 0.6 273 No EEO-4 Reporting 35 30 8.6 3 8.6 0. 0 0. 0 0. 0 0. 0 0. 32 91.4 27 77.15.7 3 8.6 2 0 0. 0 0. 14.3 0 0. 5 TOTALS: 45004 218572645 48.6 17431 38.7 5.9 866 1.9 644 1.4 52 0.1 214 0.5 23136 51.4 16702 37.13.3 3948 8.8 1485 824 1.8 49 0.1 23.4 126 0.3 10526
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
2 ODEO - New Hires Analysis
Report run for 6/20/2010 - 6/18/2011
** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 21718 101 46.5 69 31.8 8.3 3 1.4 3 1.4 0 0. 8 3.7 116 53.5 75 1.834.6 26 12. 462.8 0 27.60. 5 2.3 60 Professionals 132063 516 39.1 374 28.3 4.8 25 1.9 35 2.7 2 0.2 13 1. 803 60.8 546 5.841.4 130 9.8 76 41 3.1 1 0.1 28.9 5 0.4 382 Technicians 13814 56 40.6 37 26.8 10.1 2 1.4 2 1.4 0 0. 1 0.7 82 59.4 61 3.644.2 15 10.9 510.7 0 28.30. 0 0. 39 Protective Service:Sworn 17620 112 63.6 63 35.8 11.4 22 12.5 5 2.8 2 1.1 0 0. 64 36.4 53 2.330.1 3 1.7 431.7 1 0.6 34.1 0 0. 60 Protective Service:Non-Sworn 714139 350 49. 182 25.5 19.5 22 3.1 3 0.4 0 0. 4 0.6 363 50.8 1903.9 26.6 137 19.2 28 7 1. 0 47.1 0. 1 0.1 336 11 7. 35.7 5 0. 10.9 13 1.6 30.2 1 0. 14.3 Office/Clerical 230284 58 25.2 35 15.2 4.8 5 2.2 2 0.9 0 0. 3 1.3 172 74.8 107 4.546.5 32 13.9 16 6 2.6 1 0.4 33.3 3 1.3 82 Skilled Craft 92 89 96.7 78 84.8 5.4 2 2.2 1 1.1 1 1.1 1 1.1 3 3.3 3 3.3 0 0. 000. 0 0. 0 0. 10 Service Maintenance 129 83 64.3 55 42.6 10.1 8 6.2 2 1.6 0 0. 4 3.1 45 34.9 29 22.5 9 7. 232.3 1 0.8 1 0.8 39 No EEO-4 Reporting 14 11 78.6 10 71.4 7.1 0 0. 0 0. 0 0. 0 0. 3 21.4 2 14.3 1 7.1 000. 0 0. 0 0. 2 TOTALS:
3030 1376 45.4 903 29.8 9.4 89 2.9 53 1.7 5 0.2 34 1.1 1651 54.5 1066 35.2 353 11.7 135 67 2.2 4 0.1 15 0.5 1010
ODEO - New Hires Analysis
Report run for 6/22/2009 - 6/18/2010 Report Generated 6/22/2010 3:35:05 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 252 15417 61.1 126 50. 6.7 3 1.2 2 0.8 0 0. 6 2.4 98 38.9 74 29.41.2 9 3.6 3 5 2. 0 0. 15.57 2.8 39 Professionals 1391 65771 47.2 487 35. 5.1 25 1.8 30 2.2 2 0.1 38 2.7 728 52.3 483 34.75.2 119 8.6 72 32 2.3 2 0.1 19 25.9 1.4 360 Technicians 96 306 31.3 22 22.9 6.3 0 0. 1 1. 0 0. 1 1. 66 68.8 43 44.83.1 16 16.7 3 2 2.1 0 0. 29.22 2.1 28 Protective Service:Sworn 446 39534 88.6 323 72.4 7.6 30 6.7 7 1.6 0 0. 1 0.2 51 11.4 43 9.61.3 1 0.2 6 0 0. 0 0. 17.51 0.2 78
Protective Service:Non-Sworn 555 22489 40.4 115 20.7 16. 13 2.3 6 1.1 0 0. 0 0. 327 58.9 177 31.95.9 112 20.2 33 4 0.7 0 0. 47.20 0. 262
Office/Clerical 544 29539 54.2 219 40.3 7.2 21 3.9 13 2.4 1 0.2 2 0.4 249 45.8 164 30.14.2 49 9. 23 5 0.9 3 0.6 28.35 0.9 154 Skilled Craft 449 43613 97.1 399 88.9 2.9 11 2.4 3 0.7 1 0.2 9 2. 13 2.9 7 1.60.2 2 0.4 1 0 0. 2 0.4 1 7.3 0.2 33 Service Maintenance 146 1179 80.1 97 66.4 6.2 2 1.4 0 0. 0 0. 9 6.2 28 19.2 22 15.11.4 1 0.7 2 0 0. 0 0. 10.33 2.1 15 No EEO-4 Reporting 2 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 2 100. 2 100.0. 0 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 3881 2308278 59.5 1788 46.1 7.2 105 2.7 62 1.6 4 0.1 66 1.7 1562 40.2 1015 26.23.7 309 8. 143 48 1.2 7 0.2 38 25. 1. 969
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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ODEO - Terminations Analysis
Report run for 6/20/2010 - 6/18/2011
** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White %%% Black % Hispan Asian % Native %Not % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 36416 204 56. 184 50.5 4.4 2 0.5 0 0. 0 0. 2 0.5 160 44. 136 37.40.812 3.3 351.4 0 0. 10.4 4 1.1 38 Professionals 121138 454 37.5 376 31. 3.1 14 1.2 18 1.5 0 0. 8 0.7 757 62.5 599 49.53.378 6.4 40 32 2.6 1 0.1 18.3 6 0.5 222 Technicians 1307 42 32.3 34 26.2 5.4 0 0. 1 0.8 0 0. 0 0. 88 67.7 74 56.91.511 8.5 200. 0 0. 16.2 1 0.8 21 Protective Service:Sworn 26923 240 89.2 206 76.6 8.6 9 3.3 1 0.4 1 0.4 0 0. 29 10.8 27 10.0.41 0.4 100. 0 0. 13.4 0 0. 36 Protective Service:Non-Sworn 51477 219 42.6 122 23.7 15. 11 2.1 3 0.6 2 0.4 4 0.8 295 57.4 168 32.74.3 99 19.3 22 4 0.8 0 0. 42.4 2 0.4 218 5 5.1 25.3 3 0. 7. 11 1.6 16.3 0 0. 0. Office/Clerical 198 29 14.6 21 10.6 2.5 2 1. 1 0.5 0 0. 0 0. 169 85.4 126 63.6 24 12.1 10 8 4. 0 0. 1 0.5 50 180 2.8 21.1 Skilled Craft 86 86 100. 79 91.9 3.5 1 1.2 1 1.2 1 1.2 1 1.2 0 0. 0 0. 0 0. 000. 0 0. 0 0. 6 Service Maintenance 123 91 74. 66 53.7 8.9 2 1.6 1 0.8 0 0. 11 8.9 32 26. 26 21.1 2 1.6 210.8 1 0.8 0 0. 20 No EEO-4 Reporting 2 1 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50. 0 0. 000. 0 0. 0 0. 0 TOTALS:
2897 1366 47.2 1089 37.6 6.2 41 1.4 26 0.9 4 0.1 26 0.9 1531 52.8 1157 39.9 227 7.8 80 50 1.7 2 0.1 14 0.5 611
Officials and AdministratorsInvoluntary Terminations 41 22 53.7 20 48.8 2.4 0 0. 0 0. 0 0. 1 2.4 19 46.3 12 29.3 5 12.2 024.9 0 0. 0 0. 8 37.9 29. 6.2 2.1 0. 0. 0.7 62.1 49.7 8.3 1.4 0. 0. Professionals 145 55 421 3 0 0 1 90 72 12 0.420 0 19.5 30 25. 20. 5. 0. 0. 0. 0. 75. 55. 20. 0. 0. 0. Technicians 20 5 94 0 0 0 0 15 11 4 2.8000 0 20.7 5 66.1 52.5 5.1 5.1 3.4 0. 0. 33.9 27.1 6.8 0. 0. 0. Protective Service:Sworn 59 39 311 3 2 0 0 20 16 4 0.000 0 25. 12 3 0. 20.3 27 7.1 51.1 5 7.1 53.6 1 0. 11.1 Protective Service:Non-Sworn 141 50 35.5 18 12.8 19.1 5 3.5 0 0. 0 0. 0 0. 91 64.5 51 36.2 29 20.6 10 1 0.7 0 0. 0 0. 72 6 5.6 44.4 25. 3.6 17.9 0. 3.6 0. 0. 75. 39.3 21.4 3.6 0. 3.6 Office/Clerical 2853 7 1 0 1 0 0 21 11 3.76 210 32.8 1 15 Skilled Craft 9 9 100. 8 88.9 11.1 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 000. 0 0. 0 0. 1 Service Maintenance 18 13 72.2 7 38.9 33.3 0 0. 0 0. 0 0. 0 0. 5 27.8 3 16.7 1 5.6 100. 0 0. 0 0. 8 TOTALS: 461 200 43.4 131 28.4 11.5 11 2.4 3 0.7 0 0. 2 0.4 261 56.6 176 38.2 61 13.2 17 6 1.3 0 0. 1 0.2 151
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
4
ODEO - Terminations Analysis
Report run for 6/22/2009 - 6/18/2010
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black%% % Hispan Asian % Native %Not % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 277 1535 55.2 140 50.5 1.8 3 1.1 1 0.4 0 0. 4 1.4 124 44.8 101 36.51.4 11 4. 4 5 1.8 1 0.4 2 10.8 0.7 30
Professionals 1214 50141 41.3 432 35.6 3.4 10 0.8 14 1.2 0 0. 4 0.3 713 58.7 559 46.3.3 85 7. 40 25 2.1 1 0.1 3 17.8 0.2 216 Technicians 140 536 37.9 43 30.7 4.3 1 0.7 2 1.4 0 0. 1 0.7 87 62.1 80 57.10.7 6 4.3 1 0 0. 0 0. 0 11.4 0. 16 Protective Service:Sworn 317 26814 84.5 237 74.8 4.4 14 4.4 3 0.9 0 0. 0 0. 49 15.5 37 11.70.3 10 3.2 1 0 0. 0 0. 1 13.2 0.3 42
Protective Service:Non-Sworn 636 276121 43.4 138 21.7 19. 12 1.9 4 0.6 0 0. 1 0.2 360 56.6 180 28.32.7 160 25.2 17 3 0.5 0 0. 0 50. 0. 317
Office/Clerical 236 413 17.4 32 13.6 1.3 4 1.7 1 0.4 0 0. 1 0.4 195 82.6 159 67.45.1 21 8.9 12 2 0.8 1 0.4 0 18.6 0. 44 Skilled Craft 94 893 94.7 78 83. 3.2 5 5.3 1 1.1 1 1.1 1 1.1 5 5.3 4 4.30. 0 0. 0 0 0. 0 0. 1 10.6 1.1 10 Service Maintenance 144 9412 65.3 69 48. 8.3 5 3.5 0 0. 0 0. 8 5.6 50 34.7 34 23.63.5 9 6.3 5 0 0. 0 0. 2 21.5 1.4 31 TOTALS: 3058 1475205 48.2 1169 38.2 6.7 54 1.8 26 0.9 1 0. 20 0.7 1583 51.8 1154 37.72.6 302 9.9 80 35 1.1 3 0.1 9 23.1 0.3 706
Officials and Administrators 60 27 45. 23 38.3 3.3 0 0. 2 3.3 0 0. 0 0. 33 55. 27 45. 4 6.7 1 1 1.7 0 0. 0 0. 10
Professionals 243 88 36.2 66 27.2 7. 0 0. 1 0.4 0 0. 4 1.6 155 63.8 107 44. 24 9.9 15 6 2.5 0 0. 3 1.2 63 Technicians 15 3 20. 3 20. 0. 0 0. 0 0. 0 0. 0 0. 12 80. 9 60. 3 20. 0 0 0. 0 0. 0 0. 3 Protective Service:Sworn 45 37 82.2 25 55.6 17.8 2 4.4 0 0. 0 0. 2 4.4 8 17.8 4 8.9 2 4.4 2 0 0. 0 0. 0 0. 14 Involuntary Terminations Protective Service:Non-Sworn 114 52 45.6 20 17.5 24.6 4 3.5 0 0. 0 0. 0 0. 62 54.4 29 25.4 26 22.8 6 1 0.9 0 0. 0 0. 65
Office/Clerical 49 62 12.2 3 6.1 4.1 0 0. 0 0. 0 0. 1 2. 43 87.8 31 63.31.7 7 14.3 3 0 0. 0 0. 2 16.7 4.1 12 Skilled Craft 20 1917 95. 19 95. 0. 0 0. 0 0. 0 0. 0 0. 1 5. 1 5.6.2 0 0. 0 0 0. 0 0. 0 25.9 0. 0 Service Maintenance 18 110 61.1 8 44.4 11.1 0 0. 0 0. 0 0. 1 5.6 7 38.9 5 27.80. 2 11.1 0 0 0. 0 0. 0 20. 0. 4 TOTALS: 564 243 43.1 167 29.6 10.5 6 1.1 3 0.5 0 0. 8 1.4 321 56.9 213 37.8 68 12.1 27 8 1.4 0 0. 5 0.9 171 8 4.4 31.1
28 5.3 57.
2 6.1 24.5 0 0. 0. 2 0. 22.2 59 4.8 30.3
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
5 ODEO - Workforce Summary Report - Vietnam Era Veterans
Report run for Pay Period Ending 6/18/2011 Report Generated 8/23/2011 11:19:27 AM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% %VEV Total Am Known Am Known Totals
Officials and Administrators 3673 794 2.2 74 2. 0.1 1 0. 0 0. 0 0. 0 0. 1 0. 1 0.0. 0 0. 0 0 0. 0 0. 02.2 0. 80 Professionals 20710 32719 1.6 301 1.5 0.1 4 0. 3 0. 0 0. 0 0. 16 0.1 13 0.10. 3 0. 0 0 0. 0 0. 01.7 0. 343 Technicians 1834 372 2. 35 1.9 0.1 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0 2. 0. 37 Protective Service:Sworn 5790 666 1.1 57 1. 0.1 2 0. 0 0. 1 0. 0 0. 1 0. 1 0.0. 0 0. 0 0 0. 0 0. 01.2 0. 67
Protective Service:Non-Sworn 6184 212 0.3 18 0.3 0. 1 0. 0 0. 0 0. 0 0. 3 0. 2 0.0. 1 0. 0 0 0. 0 0. 00.4 0. 24
Office/Clerical 3592 194 0.5 15 0.4 0.1 0 0. 0 0. 0 0. 0 0. 2 0.1 2 0.10. 0 0. 0 0 0. 0 0. 00.6 0. 21 Skilled Craft 1295 461 3.6 43 3.3 0.1 1 0.1 0 0. 1 0.1 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 03.6 0. 46 Service Maintenance 1239 321 2.6 29 2.3 0.1 0 0. 0 0. 2 0.2 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 02.6 0. 32 No EEO-4 Reporting 35 10 2.9 1 2.9 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 02.9 0. 1 TOTALS: 44352 62839 1.4 573 1.3 0.1 9 0. 3 0. 4 0. 0 0. 23 0.1 19 0.0. 4 0. 0 0 0. 0 0. 01.5 0. 651
ODEO - Workforce Summary Report - Vietnam Era Veterans
Report run for Pay Period Ending 6/19/2010 Report Generated 6/23/2010 10:47:22 AM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% %VEV Total Am Known Am Known Totals
Officials and Administrators 3882 895 2.3 83 2.1 0.1 1 0. 0 0. 0 0. 0 0. 1 0. 1 0.0. 0 0. 0 0 0. 0 0. 02.3 0. 90 Professionals 20976 36119 1.7 334 1.6 0.1 5 0. 3 0. 0 0. 0 0. 17 0.1 14 0.10. 3 0. 0 0 0. 0 0. 01.8 0. 378 Technicians 1898 413 2.2 38 2. 0.2 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 02.2 0. 41 Protective Service:Sworn 5918 667 1.1 55 0.9 0.1 3 0.1 0 0. 1 0. 0 0. 1 0. 1 0.0. 0 0. 0 0 0. 0 0. 01.1 0. 67
Protective Service:Non-Sworn 6189 211 0.3 19 0.3 0. 1 0. 0 0. 0 0. 0 0. 3 0. 2 0.0. 1 0. 0 0 0. 0 0. 00.4 0. 24
Office/Clerical 3577 153 0.4 12 0.3 0.1 0 0. 0 0. 0 0. 0 0. 2 0.1 2 0.10. 0 0. 0 0 0. 0 0. 00.5 0. 17 Skilled Craft 1261 501 4. 47 3.7 0.1 1 0.1 0 0. 1 0.1 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0 4. 0. 50 Service Maintenance 1268 311 2.4 28 2.2 0.1 0 0. 0 0. 2 0.2 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 02.4 0. 31 No EEO-4 Reporting 3500 0.00. 0.00.00.00.00.0 0.00.00.00. 00.00.00.0 0. TOTALS: 45004 67440 1.5 616 1.4 0.1 11 0. 3 0. 4 0. 0 0. 24 0.1 20 0.0. 4 0. 0 0 0. 0 0. 01.6 0. 698
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
6
ODEO - Workforce Summary Report: Disabilities
Report run for Pay Period Ending 6/18/2011 Report Generated 9/14/2011 4:53:36 PM ** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % DIS Totals Total Am Known Am Known
Officials and Administrators 3673 708 1.9 62 1.7 0.2 0 0. 0 0. 0 0. 0 0. 73 2. 56 1.50. 16 0.4 0 1 0. 0 0. 03.9 0. 143 Professionals 20710 32718 1.6 285 1.4 0.1 14 0.1 8 0. 2 0. 0 0. 447 2.2 370 1.80.1 51 0.2 19 5 0. 2 0. 03.7 0. 774 Technicians 1834 221 1.2 21 1.1 0.1 0 0. 0 0. 0 0. 0 0. 25 1.4 22 1.20.1 2 0.1 1 0 0. 0 0. 02.6 0. 47 Protective Service:Sworn 5790 271 0.5 24 0.4 0. 0 0. 0 0. 2 0. 0 0. 6 0.1 4 0.10. 1 0. 1 0 0. 0 0. 00.6 0. 33
Protective Service:Non-Sworn 6184 224 0.4 18 0.3 0.1 0 0. 0 0. 0 0. 0 0. 37 0.6 27 0.40. 7 0.1 3 0 0. 0 0. 0 1. 0. 59
Office/Clerical 3592 222 0.6 18 0.5 0.1 1 0. 1 0. 0 0. 0 0. 129 3.6 104 2.90.1 16 0.4 5 3 0.1 1 0. 04.2 0. 151 Skilled Craft 1295 150 1.2 14 1.1 0. 1 0.1 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 01.2 0. 15 Service Maintenance 1239 321 2.6 29 2.3 0.1 0 0. 0 0. 0 0. 2 0.2 6 0.5 6 0.50. 0 0. 0 0 0. 0 0. 03.1 0. 38 No EEO-4 Reporting 35 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 44352 53735 1.2 471 1.1 0.1 16 0. 9 0. 4 0. 2 0. 723 1.6 589 1.30.1 93 0.2 29 9 0. 3 0. 02.8 0. 1260
ODEO - Workforce Summary Report: Disabilities
Report run for Pay Period Ending 6/19/2010 Report Generated 6/23/2010 11:05:37 AM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % DIS Totals Total Am Known Am Known
Officials and Administrators 3882 718 1.8 63 1.6 0.2 0 0. 0 0. 0 0. 0 0. 64 1.6 51 1.3 120. 0.3 0 1 0. 0 0. 0 3.5 0. 135 Professionals 20976 30618 1.5 267 1.3 0.1 11 0.1 8 0. 1 0. 1 0. 427 2. 352 1.70.1 52 0.2 16 5 0. 2 0. 0 3.5 0. 733 Technicians 1898 211 1.1 20 1.1 0.1 0 0. 0 0. 0 0. 0 0. 27 1.4 23 1.20.1 3 0.2 1 0 0. 0 0. 0 2.5 0. 48 Protective Service:Sworn 5918 281 0.5 25 0.4 0. 0 0. 0 0. 2 0. 0 0. 5 0.1 4 0.10. 0 0. 1 0 0. 0 0. 0 0.6 0. 33
Protective Service:Non-Sworn 6189 191 0.3 18 0.3 0. 0 0. 0 0. 0 0. 0 0. 36 0.6 27 0.40. 6 0.1 3 0 0. 0 0. 0 0.9 0. 55
Office/Clerical 3577 222 0.6 18 0.5 0.1 1 0. 1 0. 0 0. 0 0. 119 3.3 98 2.70.1 13 0.4 5 3 0.1 0 0. 0 3.9 0. 141 Skilled Craft 1261 90 0.7 9 0.7 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0 0.7 0. 9 Service Maintenance 1268 231 1.8 20 1.6 0.1 0 0. 0 0. 0 0. 2 0.2 6 0.5 5 0.40. 0 0. 0 0 0. 1 0.1 0 2.3 0. 29 No EEO-4 Reporting 35 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 45004 499 1.132 440 1. 0.1 12 0. 9 0. 3 0. 3 0. 684 1.5 560 1.20.1 86 0.2 26 9 0. 3 0. 0 2.6 0. 1183
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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PART II:
THE SECRETARIATS
ODEO Workforce Summary by Secretariat (Charts 2011 vs 2010)
Executive Office for Administration and Finance Executive Office of Education Executive Office of Energy and Environmental Affairs Executive Office of Health and Human Services Executive Office of Housing and Economic Development Executive Office of Labor and Workforce Development Executive Office of Public Safety and Security Massachusetts Department of Transportation
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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ODEO - Workforce Summary By Secretariat
Report run for Pay Period Ending 6/18/2011 Report Generated 9/14/2011 4:29:43 PM ** MALES ** ** FEMALES **
Secretariat Grand Total %Black White % % Hispan % Asian % Native % Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
ADMINSTRATION & FINANCE 49 22 44.90 19 38.8 0. 0 0. 1 2. 0 0. 2 4.1 27 55.1 25 51. 12. 2. 1 0 0. 0 0. 0 6.1 0. 3 ADMINSTRATION & FINANCE 76 31 40.82 26 34.2 2.6 0 0. 3 3.9 0 0. 0 0. 45 59.2 30 39.5 92.6 11.8 2 4 5.3 0 0. 0 26.3 0. 20 ADMINSTRATION & FINANCE 67 15 22.44 7 10.4 6. 3 4.5 0 0. 0 0. 0 0. 52 77.6 26 38.8 159. 22.4 6 5 7.5 0 0. 0 50.7 0. 34 BOARD OF LIBRARY 22 7 31.80 7 31.8 0. 0 0. 0 0. 0 0. 0 0. 15 68.2 13 59.1 10. 4.5 0 1 4.5 0 0. 0 9.1 0. 2 COMMISSIONERS COMMISSION ON STATUS OF 1 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 WOMEN DEPARTMENT OF EDUCATION 185 35 18.94 28 15.1 2.2 2 1.1 1 0.5 0 0. 0 0. 150 81.1 103 55.7 278.1 14.6 15 4 2.2 0 0. 1 28.6 0.5 53 DIABLED PERSONS 29 8 27.61 7 24.1 3.4 0 0. 0 0. 0 0. 0 0. 21 72.4 18 62.1 010.3 0. 3 0 0. 0 0. 0 13.8 0. 4 PROTECTION COMMISSION ENVIRONMENTAL AFFAIRS 2727 1797 65.979 1544 56.6 2.9 18 0.7 35 1.3 7 0.3 114 4.2 930 34.1 758 27.8 780.7 2.9 19 34 1.2 2 0.1 39 10. 1.4 272 EXEC OFF OF ECONOMIC 122 65 53.36 56 45.9 4.9 0 0. 0 0. 0 0. 3 2.5 57 46.7 43 35.2 51.6 4.1 2 3 2.5 0 0. 4 13.1 3.3 16 DEVELOP EXEC OFFICE OF EDUCATON 535 154 28.813 126 23.6 2.4 5 0.9 10 1.9 0 0. 0 0. 381 71.2 299 55.9 423. 7.9 16 24 4.5 0 0. 0 20.6 0. 110 EXECUTIVE OFFICE FOR 3035 1522 50.196 1292 42.6 3.2 37 1.2 94 3.1 1 0. 2 0.1 1513 49.9 1147 37.8 1822.6 6. 79 103 3.4 0 0. 2 19.5 0.1 592 ADMINSTRATION & FINANCE EXECUTIVE OFFICE OF 792 363 45.837 287 36.2 4.7 10 1.3 22 2.8 2 0.3 5 0.6 428 54. 289 36.5 743.7 9.3 29 28 3.5 2 0.3 6 25.9 0.8 205 ECONOMIC DEVELOPMENT EXECUTIVE OFFICE OF 22080 7316 33.11708 4896 22.2 7.7 457 2.1 244 1.1 11 0. 0 0. 14762 66.9 10293 46.6 29184.8 13.2 1070 450 2. 31 0.1 0 31.2 0. 6889 HEALTH & HUMAN SERVICES EXECUTIVE OFFICE of LABOR and WORKFORCE 81 32 39.54 27 33.3 4.9 0 0. 1 1.2 0 0. 0 0. 49 60.5 41 50.6 31.2 3.7 1 1 1.2 0 0. 3 12.3 3.7 10 DEVELOPMENT EXECUTIVE OFFICE OF PUBLIC SAFETY & HOMELAND 8484 6550 77.2430 5757 67.9 5.1 258 3. 75 0.9 22 0.3 5 0.1 1934 22.8 1614 19. 1931. 2.3 84 29 0.3 7 0.1 5 13. 0.1 1103 SECURITY GOVERNOR 70 23 32.95 17 24.3 7.1 0 0. 0 0. 0 0. 1 1.4 47 67.1 30 42.9 510. 7.1 7 2 2.9 0 0. 3 27.1 4.3 19 LABOR 1607 625 38.987 462 28.7 5.4 37 2.3 36 2.2 3 0.2 0 0. 982 61.1 649 40.4 1716.3 10.6 102 58 3.6 2 0.1 0 30.9 0. 496 MASSACHUSETTS DEPARTMENT OF 4270 3035 71.1222 2549 59.7 5.2 81 1.9 116 2.7 6 0.1 54 1.3 1235 28.9 846 19.8 2081.8 4.9 75 70 1.6 7 0.2 20 18.8 0.5 801 TRANSPORTATION OFFICE OF COMPTROLLER 120 56 46.75 39 32.5 4.2 2 1.7 10 8.3 0 0. 0 0. 64 53.3 46 38.3 72.5 5.8 3 8 6.7 0 0. 0 29.2 0. 35 TOTALS: 44352 21656 48.82703 17146 38.7 6.1 910 2.1 648 1.5 52 0.1 186 0.4 22693 51.2 16271 36.7 39393.4 8.9 1514 824 1.9 51 0.1 83 24. 0.2 10664
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
9
ODEO - Workforce Summary By Secretariat
Report run for Pay Period Ending 6/19/2010 Report Generated 6/24/2010 11:49:05 AM
** MALES ** ** FEMALES **
Secretariat Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
BOARD OF LIBRARY 23 7 30.4 7 30.4 0. 0 0. 0 0. 0 0. 0 0. 16 69.6 14 60.9 1 4.3 0 1 4.3 0 0. 0 0. 2 COMMISSIONERS 0 0. 8.7 COMMISSION AGAINST 64 14 21.9 7 10.9 6.3 3 4.7 0 0. 0 0. 0 0. 50 78.1 25 39.1 14 21.9 6 5 7.8 0 0. 0 0. 32 DISCRIMINAT 4 9.4 50. COMMISSION ON STATUS OF 1 0 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 0 0. 0 0 0. 0 0. 0 0. 0 WOMEN 0 0. 0. DIABLED PERSONS 30 8 26.7 7 23.3 3.3 0 0. 0 0. 0 0. 0 0. 22 73.3 19 63.3 0 0. 3 0 0. 0 0. 0 0. 4 PROTECTION COMMISSION 1 10. 13.3 ENVIRONMENTAL AFFAIRS 2812 183582 65.3 1570 55.8 2.9 18 0.6 37 1.3 7 0.2 121 4.3 977 34.7 788 28.0.7 82 2.9 19 35 1.2 3 0.1 50 10.1 1.8 283 EXEC OFFICE OF EDUCATON 741 18718 25.2 155 20.9 2.4 6 0.8 7 0.9 0 0. 1 0.1 554 74.8 427 57.63.9 66 8.9 29 30 4. 1 0.1 1 21.2 0.1 157 EXECUTIVE OFFICE FOR 3068 1543 50.3 1305 42.5 3.4 34 1.1 96 3.1 1 0. 4 0.1 1524 49.7 1160 37.8 182 5.9 74 106 3.5 0 0. 2 0.1 596 ADMINSTRATION & FINANCE 103 2.4 19.4 EXECUTIVE OFFICE OF 835 381 45.6 309 37. 4.3 7 0.8 21 2.5 2 0.2 6 0.7 454 54.4 308 36.9 83 9.9 28 28 3.4 2 0.2 5 0.6 207 ECONOMIC DEVELOPMENT 36 3.4 24.8 EXECUTIVE OFFICE OF 22580 7440 32.9 5090 22.5 7.4 441 2. 236 1. 12 0.1 0 0. 15134 67. 10666 47.2 2933 13. 1056 448 2. 30 0.1 0 0. 6822 HEALTH & HUMAN SERVICES 1661 4.7 30.2 EXECUTIVE OFFICE of LABOR and WORKFORCE 1739 68194 39.2 518 29.8 5.4 31 1.8 34 2. 2 0.1 2 0.1 1057 60.8 712 40.95.9 177 10.2 103 57 3.3 2 0.1 6 28.8 0.3 501 DEVELOPMENT EXECUTIVE OFFICE OF PUBLIC SAFETY & HOMELAND 8596 6649425 77.3 5847 68. 4.9 246 2.9 83 1. 21 0.2 26 0.3 1946 22.6 1600 18.6 1871. 2.2 84 31 0.4 4 0. 39 12.6 0.5 1084 SECURITY GOVERNOR 65 23 35.46 14 21.5 9.2 1 1.5 0 0. 0 0. 2 3.1 42 64.6 26 40.4.6 8 12.3 3 2 3.1 0 0. 3 30.8 4.6 20 MASS DEPT OF 4205 2982 70.9 2517 59.9 5. 77 1.8 118 2.8 7 0.2 50 1.2 1221 29. 850 20.2 199 4.7 74 71 1.7 7 0.2 20 0.5 766 TRANSPORTATION 209 1.8 18.2 OFFICE OF COMPTROLLER 122 54 44.34 38 31.1 3.3 2 1.6 10 8.2 0 0. 0 0. 68 55.7 52 42.62.5 6 4.9 3 7 5.7 0 0. 0 26.2 0. 32 PUBLIC EMPLOYEE 48 22 45.8 19 39.6 0. 0 0. 1 2.1 0 0. 2 4.2 26 54.2 24 50. 1 2.1 1 0 0. 0 0. 0 0. 3 RETIREMENT ADM 0 2.1 6.3 TEACHERS RETIREMENT 74 30 40.5 27 36.5 2.7 0 0. 1 1.4 0 0. 0 0. 44 59.5 30 40.5 9 12.2 2 3 4.1 0 0. 0 0. 17 BOARD 2 2.7 23. THE HEALTH CARE SECURITY 1 1 100. 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 TRUST 0 0. 0. TOTALS: 45004 218572645 48.6 17431 38.7 5.9 866 1.9 644 1.4 52 0.1 214 0.5 23136 51.4 16702 37.1 39483.3 8.8 1485 824 1.8 49 0.1 126 23.4 0.3 10526
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
10
EXECUTIVE OFFICE FOR ADMINISTRATION AND FINANCE
SECRETARY JAY GONZALEZ
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Vietnam Era Disabilities Veterans 5% 1.9%
Minorities 19.5% Women 49.9%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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The Administration and Finance Secretariat FY11 Annual EEO4 Report Massachusetts Office on Disability
Secretariat Overview: Operational Services Division The Executive Office for Administration and Finance (ANF) is the state agency in charge of ensuring the Workforce Analysis: Comparison of ANF Secretariat financial stability, efficiency, and effectiveness of state Workforce: government. ANF agencies share a public policy vision of continuous improvement driven by the recruitment, development and support of employees who are collectively as diverse as the citizens we serve. The Officials and Protective Services Professionals Technicians Administrators Sworn following agencies comprise the Secretariat: 10‐Q4 11‐Q4 10‐Q4 11‐Q4 10‐Q4 11‐Q4 10 ‐Q4 11‐Q4 FM 42.2% 43.2% 49.7% 49.5% 39.3% 40.0% 100.0% 100.0% Appellate Tax Board MIN 14.0% 14.4% 19.0% 19.1% 30.1% 27.6% 0.0% 0.0%
VEV 2.2% 2.8% 2.0% 1.7% 2.8% 2.9% 0.0% 0.0% Bureau of State Office Buildings DP 4.8% 3.5% 4.7% 5.0% 3.7% 4.8% 0.0% 0.0% FM (Female) MIN (Minority) VEV (Vietnam Era Veteran) DP (Disabled Person) Civil Service Commission
Department of Revenue Protective Services Service Office/Clerical Skilled Craft Non‐Sworn Maintenance 10‐Q4 11‐Q4 10‐Q4 11‐Q4 10‐Q4 11‐Q4 10‐Q4 11‐Q4 Developmental Disabilities Council FM 0.0% 0.0% 76.9% 77.4% 0.0% 0.0% 14.3% 33.3%
MIN 0.0% 0.0% 30.1% 30.2% 15.8% 22.2% 42.9% 33.3% Division of Administrative Law Appeals VEV 0.0% 0.0% 1.5% 1.5% 10.5% 5.6% 14.3% 33.3% DP 0.0% 0.0% 10.4% 11.1% 0.0% 0.0% 14.3% 33.3% Division of Capital Asset Management
Executive Office for Administration and Finance The above comparison of the 4th quarter of FY10 to the 4th quarter of FY11 confirms that ANF protected class George Feingold Library members continued to maintain and slightly improve on previous gains in higher-level managerial, professional Group Insurance Commission and technical positions despite the fact that the Secretariat lost an additional 33 positions, or 163 Human Resources Division positions over the past 2 years.
Information Technology Division
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
12 Officials and Administrators – the percentage of with the Office of Diversity and Equal Opportunity Minorities, Females and Veterans increased slightly, (ODEO) diversify their applicant pools. Agencies while the percentage of Disabled Persons decreased continued to employ professional recruiters to diversify slightly, even though the actual number of Disabled their applicant pools, although to a lesser degree than in Persons in the workforce increased by 9; the previous 3 years. ANF agencies continued efforts to incorporate affirmative action and diversity as core Professionals – the percentage of Minorities and organizational values. And, while Viet Nam Era Veterans Females experienced very little change, and the continued to age out of the workforce, representation of percentage of Disabled Persons increased by 0.3 points; Disabled Persons continued to increase across Professionals, Technicians, Office Clerical and Service Technicians – the percentage of Minorities decreased Maintenance categories. slightly, while Females and Disabled Persons increased by 0.7 and 1.1 points, respectively; Agency Highlights: ANF agency employees continued to participate in Professional Development Programs, Office/Clerical – the percentage of Minorities and Mandatory Training and related agency-based activities Females experienced modest increases, while Disabled throughout the year. ANF agencies also continued to Persons experienced a significant increase of .7 points, support internship programs as a means of providing or 3.1 points over the past 2 years; valuable work experience for participating students and marketing the Commonwealth as an employer of choice. Service Maintenance – the percentage of Females ANF agencies also continued to participate in a variety of increased (though the actual number of females was job fairs and diversity-focused activities. Despite unchanged), Minority representation decreased (from 3 continuing funding challenges and related workforce to 1 positions) and Disabled Persons representation reductions efforts such as the Model Employer initiative increased (number of positions unchanged at 1). have clearly advanced understanding and promoted Diversity as a core value across the Secretariat. Workforce Trends: ANF agencies continued to maintain a strong record of hiring, promoting and retaining protected The Secretariat Moving Forward: These strategies class members for a second year despite workforce continue to have long-term benefits, despite continuing reductions. Minorities represented 30.2% of new hires, budget constraints. Initial projections suggest that there 19% of terminations, and 26.4 % of promotions (a total of will be additional challenges in the coming year – which 14 promotions for the entire year). Females represented will likely require even greater effort and new strategies. 54.7% of new hires, 38.7% of terminations and 62.3% of Nevertheless, ANF agencies will continue to advance the promotions. VEVs represented 1.3% of new hires, 3.3% Secretariat’s vision for Affirmative Action and Diversity of terminations and 0% of promotions. And Disabled throughout the workforce. Persons represented 0% of new hires (indicating many self-identify after hire), 12.3% of terminations and 0% of promotions. ANF agencies continued to work closely Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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19 - ADMINSTRATION & FINANCE - Secretariat Workforce Summary By Department Report run for Pay Period Ending 6/18/2011 Report Generated 11/3/2011 5:10:44 PM ** MALES ** ** FEMALES ** Department Grand Total % WhiteBlack % % Hispan % Asian % Native % Not % Total % White % Black %% Hispan Asian % Native %Not % Minority% Total Am Known Am Known Total
ADMINISTRATIVE LAW 31 9 29. 90 29. 0. 0 0. 0 0. 0 0. 0 0. 22 71. 19 61.3 1 3.23.2 1 1 3.2 0 0. 0 0. 9.7 3 APPEALS DIV APPELLATE TAX BOARD 19 10 52.6 91 47.4 5.3 0 0. 0 0. 0 0. 0 0. 9 47.4 7 36.8 2 10.50. 0 0 0. 0 0. 0 0. 15.8 3 BUREAU OF STATE 36 29 80.6 234 63.9 11.1 1 2.8 0 0. 1 2.8 0 0. 7 19.4 3 8.3 2 5.60. 0 2 5.6 0 0. 0 0. 27.8 10 BUILDINGS CAPITAL ASSET 239 137 57.3 11713 49. 5.4 1 0.4 6 2.5 0 0. 0 0. 102 42.7 80 33.5 15 6.31.3 3 4 1.7 0 0. 0 0. 17.6 42 MANAGEMENT and M CIVIL SERVICE COMMISSION 7 4 57.1 40 57.1 0. 0 0. 0 0. 0 0. 0 0. 3 42.9 0 0. 2 28.614.3 1 0 0. 0 0. 0 0. 42.9 3 DEPARTMENT OF REVENUE 1794 819 45.7 71547 39.9 2.6 23 1.3 34 1.9 0 0. 0 0. 975 54.3 745 41.5 115 6.43.3 60 54 3. 0 0. 1 0.1 18.6 333 DEVELOPMENTAL 10 4 40. 40 40. 0. 0 0. 0 0. 0 0. 0 0. 6 60. 6 60. 0 0.0. 0 0 0. 0 0. 0 0. 0. 0 DISABILITIES COU DIVISION OF OPERATIONAL 65 28 43.1 233 35.4 4.6 1 1.5 1 1.5 0 0. 0 0. 37 56.9 19 29.2 9 13.86.2 4 4 6.2 0 0. 1 1.5 33.8 22 SERVIC EXECUTIVE OFFICE for 329 205 62.3 16810 51.1 3. 2 0.6 25 7.6 0 0. 0 0. 124 37.7 101 30.7 5 1.50.9 3 15 4.6 0 0. 0 0. 18.2 60 ADMINISTR GEORGE FINGOLD LIBRARY 12 1 8.3 00 0. 0. 0 0. 0 0. 0 0. 1 8.3 11 91.7 9 75. 2 16.70. 0 0 0. 0 0. 0 0. 16.7 2 GROUP INSURANCE 51 12 23.5 82 15.7 3.9 0 0. 2 3.9 0 0. 0 0. 39 76.5 25 49. 5 9.83.9 2 7 13.7 0 0. 0 0. 35.3 18 COMMISSION HUMAN RESOURCES 104 33 31.7 270 26. 0. 0 0. 6 5.8 0 0. 0 0. 71 68.3 51 49. 14 13.52.9 3 3 2.9 0 0. 0 0. 25. 26 DIVISION INFORMATION TECHNOLOGY 326 225 69. 17916 54.9 4.9 9 2.8 20 6.1 0 0. 1 0.3 101 31. 76 23.3 10 3.10.6 2 13 4. 0 0. 0 0. 21.5 70 DIVISIO MASSACHUSETTS OFFICE ON 12 6 50. 60 50. 0. 0 0. 0 0. 0 0. 0 0. 6 50. 5 41.7 1 8.30. 0 0 0. 0 0. 0 0. 8.3 1 DISABI TOTALS: 3035 1522 50.1 129296 42.6 3.2 37 1.2 94 3.1 1 0. 2 0.1 1513 49.9 1146 37.8 183 6.2.6 79 103 3.4 0 0. 2 0.1 19.5 593
19 - ADMINSTRATION & FINANCE - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 11/3/2011 5:07:57 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total % WhiteBlack % % Hispan % Asian % Native % Not % Total % White % Black %% Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Officials and Administrators 424 241 56.8 21513 50.7 3.1 2 0.5 11 2.6 0 0. 0 0. 183 43.2 147 34.7 21 5.1.4 6 8 1.9 0 0. 1 0.2 14.4 61 Professionals 2285 1153 50.5 98370 43. 3.1 27 1.2 72 3.2 0 0. 1 0. 1132 49.5 862 37.7 130 5.72.5 57 82 3.6 0 0. 1 0. 19.2 438 Technicians 105 63 60. 486 45.7 5.7 1 1. 7 6.7 0 0. 1 1. 42 40. 27 25.7 5 4.82.9 3 7 6.7 0 0. 0 0. 27.6 29 Protective Service:Sworn 1 0 0. 00 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 0 0.0. 0 0 0. 0 0. 0 0. 0. 0 Office/Clerical 199 45 22.6 314 15.6 2. 6 3. 4 2. 0 0. 0 0. 154 77.4 108 54.3 27 13.66.5 13 6 3. 0 0. 0 0. 30.2 60 Skilled Craft 18 18 100. 143 77.8 16.7 1 5.6 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0 0. 0 0. 0 0. 22.2 4 Service Maintenance 3 2 66.7 10 33.3 0. 0 0. 0 0. 1 33.3 0 0. 1 33.3 1 33.3 0 0.0. 0 0 0. 0 0. 0 0. 33.3 1 TOTALS: 3035 1522 50.1 129296 42.6 3.2 37 1.2 94 3.1 1 0. 2 0.1 1513 49.9 1146 37.8 183 6.2.6 79 103 3.4 0 0. 2 0.1 19.5 593
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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19 - ADMINSTRATION & FINANCE - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:11:52 PM ** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native % Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 13 60 46.2 6 46.2 0. 0 0. 0 0. 0 0. 0 0. 7 53.8 4 30.80. 3 23.1 0 0 0. 0 0. 23.1 0 0. 3 Professionals 10 60 60. 6 60. 0. 0 0. 0 0. 0 0. 0 0. 4 40. 1 10.10. 2 20. 1 0 0. 0 0. 30. 0 0. 3 Office/Clerical 1 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100.0. 0 0. 0 0 0. 0 0. 00. 0. 0 TOTALS: 24 120 50. 12 50. 0. 0 0. 0 0. 0 0. 0 0. 12 50. 6 25.4.2 5 20.8 1 0 0. 0 0. 25. 0 0. 6
19 - ADMINSTRATION & FINANCE - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:13:10 PM
** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native % Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Voluntary Terminations Officials and Administrators 9 7 77.80 7 77.8 0. 0 0. 0 0. 0 0. 0 0. 2 22.2 2 22.2 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 10 6 60.1 3 30. 10. 0 0. 2 20. 0 0. 0 0. 4 40. 1 10. 020. 0. 2 1 10. 0 0. 0 60. 0. 6 Office/Clerical 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Skilled Craft 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 21 15 71.41 12 57.1 4.8 0 0. 2 9.5 0 0. 0 0. 6 28.6 3 14.3 09.5 0. 2 1 4.8 0 0. 0 28.6 0. 6
Professionals 1 0 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 0 0. 0 0 0. 0 0. 0 0. 0 ServiceInvoluntary Maintenance Terminations 1 1 100. 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 TOTALS: 2 1 50.0 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 0 0. 0. 0 0. 0.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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EXECUTIVE OFFICE OF EDUCATION
SECRETARY PAUL REVILLE
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 4.9% Veterans 1.3% Minorities 22.8%
Women 73.3%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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SECRETARIAT OF EDUCATION The Secretariat’s workforce currently consists of 720 AFFIRMATIVE ACTION ANNUAL REPORT - FISCAL employees at its agencies. During FY’ 11‘the YEAR 2011 Secretariat’s workforce comparison reflects that its INTRODUCTION agencies have exceeded the Commonwealth’s Parity The Executive Office of Education (EOE) was Statistics (2000 Census) workforce availability for established through the Legislature’s approval of the minorities (16.7.0%) and females (74.0%). The category Governor’s Article 87 Education Governance proposal in of VEV’s has remained constant. early 2008. Under the leadership of a Secretary of Education, the EOE’s primary function is to advance EOE agencies will continue strong efforts to increase the public education in the Commonwealth by analyzing and employment of people with disabilities and VEV’s by implementing statewide education policy and developing providing an accepting, accessible, and supportive work a seamless education system from birth through higher environment for all employees. Additionally, EOE education. agencies will continue to encourage employees to self- identify by addressing employees’ concerns regarding OVERVIEW the confidentiality, retention, use, and disclosure of The EOE serves as a single, responsible authority within disability-related information. It is the practice of EOE the Commonwealth’s comprehensive education system, agencies to discuss this subject at each employee which is comprised of the Department of Early Education orientation, survey staff twice annually, and provide and Care (EEC), the Department of Elementary and accommodations to enhance work activities regardless of Secondary Education (ESE), the Department of Higher self-identification. The Secretariat therefore believes Education (DHE), and the University of Massachusetts there is a large population of employees who have not (UMASS). The EOE also serves as the chief liaison to felt the need to self-identify. the Governor’s office on education issues and for the state’s education departments. In the spring of 2008, EOE agencies continued to participate in Professional Governor Patrick appointed Paul Reville as the Secretary Development Programs, Mandatory Training and related of Education. agency-based activities throughout the year. EOE agencies also continued to support internship programs Secretariat Workforce Analysis in Comparison with as a means of providing valuable work experience for Commonwealth Parity Requirements: participating students and marketing the Commonwealth as an employer of choice. Commonwealth ESE EEC EOE Secretariat Parity Requirements HIGHLIGHTS OF FISCAL YEAR 2011 Headcount 473 185 62 720 Minorities 10.40% 19.0% 28.6% 32.3% 16.7% EOE agencies have been awarded American Recovery Female 48.20% 74.4% 81.1% 46.8% 74.0% and Reinvestment Act (ARRA)/ Race to the Top (RTTT) VEVs 5.00% 1.9% 0% 0% 1.25% grant funding in 2010. As a result of this federal funding, PWD 12.00% 5.7% 3.2% 1.6% 4.9% the Secretariat has been charged with implementing new strategies to successfully achieve EOE agency goals Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
17 over the next four years, constituting the need for color, disability, national origin, race, religion, sex or additional staff. RTTT Initiative positions are provisional sexual orientation. Additionally, we will continue to state positions that perform duties to assist EOE ensure all staff members are educated about the agencies in accelerating the Governor’s Education Action diversity/affirmative action initiatives and trainings. Agenda with the goal of transforming teaching and learning in every classroom and every school across the We will continue to build and develop the cultural state. competence and awareness of staff and strive to eliminate the effects of biases from everyday business EOE agency efforts include evaluating and enhancing practices. We will continue our successful campaign to current recruitment strategies to ensure existence of a evaluate and develop recruitment and promotional high-quality talent pool with a specified focus on diversity. strategies for attracting women and minorities, individuals As a result of these efforts, diversity representation has with a disability and covered veterans. This includes increased in units within agencies where under- cultivating broad and diverse candidate pools as well as representation existed. EOE agencies also recognize the diverse selection committees. We will continue to monitor need to retain current staff and to do so have recruitment processes to ensure an equitable candidate implemented specialized internal training programs. search is conducted. Recruitment advertisements are Training is a key component of creating diversity placed in publications that are likely to be viewed by awareness, career growth and retention. EOE agencies diverse populations including women, minorities, will continue to focus on professional development individuals with a disability and covered veterans. training and services for employees to facilitate Periodic reviews of qualifications of staff are conducted to competencies for future advancement. ensure all employees (including women and minorities) are provided with an opportunity for professional growth Professional development of staff through these trainings and promotion. has helped to promote a competent and culturally diverse workforce as well as increased awareness and We will continue to expand and cultivate internship understanding of diversity. Further, established training programs as well as work with human service agencies, and career development programs have created minority and women’s organizations, and community numerous promotional opportunities and improved action groups concerned with equal employment retention. EOE agencies will continue current recruitment opportunity for minorities, women, individuals with and retention efforts and integrate new approaches in the disabilities, and veterans. We will continue to enhance course of Talent Management reviews as we strive to existing posting outlets for outreach and recruitment of a increase the rate of retention of highly qualified diverse pool Commonwealth Employment Opportunity employees. (CEO), minority newspaper publications, employee referrals, various Internet job-posting sites, on-site MOVING FORWARD campus recruitment, job fairs with a particular emphasis We will continue to promote an organizational culture that on reaching out to diverse audiences, job posting values all employees and customers regardless of age, distribution lists emailed weekly reaching over 200 Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
18 college career offices throughout Massachusetts, as well as many diverse organizations that have a wide outreach and impact in the minority community. Additionally, we will continue to participate in mentoring programs, working with the Governor’s Office and Office of Diversity and Equal Opportunity (ODEO) to interview referrals, training and professional development for employees to provide growth opportunities, high school and college internships, conducting informational interviews, skill assessments and follow-up meetings with administrators to ensure diverse applicants are successful in the interview and selection process.
CONCLUSION We are committed to creating a welcoming environment for a diverse range of highly skilled professionals. Our environment is one of mutual respect, integrity, professionalism and accountability. We strive to bring positive change and build a strong multicultural environment that is inclusive.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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73 - EXEC OFFICE OF EDUCATON - Secretariat Workforce Summary By Department
Report Generated 10/3/2011 1:03:58 PM Report run for Pay Period Ending 6/18/2011 ** MALES ** ** FEMALES ** Department Grand Total % White %Black % Hispan % Asian % Native %Not % Total % White % Black % Hispan% Asian % Native %Not % Minority% Total Am Known Am Known Total
Department of Early Education 185 35 18.9 28 15.14 2.2 2 1.1 1 0.5 0 0. 0 0. 150 81.1 103 55.7 27 14.6 158.1 4 2.2 0 0. 1 0.5 53 28.6
DEPARTMENT OF EDUCATION 473 121 25.6 100 21.113 2.7 5 1.1 3 0.6 0 0. 0 0. 352 74.4 283 59.8 40 8.5 112.3 18 3.8 0 0. 0 0. 90 19.
EXEC OFFICE OF EDUCATON 62 33 53.2 26 41.90 0. 0 0. 7 11.3 0 0. 0 0. 29 46.8 16 25.8 2 3.2 58.1 6 9.7 0 0. 0 0. 20 32.3
Massachusetts Marketing Partne 22 9 40.9 8 36.40 0. 0 0. 0 0. 0 0. 1 4.5 13 59.1 7 31.8 5 22.7 00. 1 4.5 0 0. 0 0. 6 27.3
TOTALS: 742 198 26.7 162 21.817 2.3 7 0.9 11 1.5 0 0. 1 0.1 544 73.3 409 55.1 74 10. 314.2 29 3.9 0 0. 1 0.1 169 22.8
73 - EXEC OFFICE OF EDUCATON - Secretariat Workforce Summary Report Report run for Pay Period Ending 6/18/2011 Report Generated 10/3/2011 1:02:02 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total % WhiteBlack % % Hispan % Asian % Native %Not % Total % White % Black % Hispan% Asian % Native %Not % Minority% Total Am Known Am Known Total
Officials and Administrators 136 45 33.1 40 29.43 2.2 1 0.7 0 0. 0 0. 1 0.7 91 66.9 67 49.3 12 8.83.7 5 7 5.1 0 0. 0 0. 20.628 Professionals 563 142 25.2 115 20.411 2. 6 1.1 10 1.8 0 0. 0 0. 421 74.8 321 57. 52 9.24.4 25 22 3.9 0 0. 1 0.2126 22.4 Technicians 3 2 66.7 1 33.31 33.3 0 0. 0 0. 0 0. 0 0. 1 33.3 1 33.3 0 0.0. 0 0 0. 0 0. 0 0. 33.3 1
Protective Service:Non-Sworn 1 0 0. 00 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 0 0. 1 100.0. 0 0 0. 0 0. 0 0. 100. 1
Office/Clerical 39 9 23.1 6 15.42 5.1 0 0. 1 2.6 0 0. 0 0. 30 76.9 20 51.3 9 23.12.6 1 0 0. 0 0. 0 0. 33.313 TOTALS: 742 198 26.7 162 21.817 2.3 7 0.9 11 1.5 0 0. 1 0.1 544 73.3 409 55.1 74 10.4.2 31 29 3.9 0 0. 1 0.1 169 22.8
73 - EXEC OFFICE OF EDUCATON - Secretariat New Hires Analysis Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:05:32 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total % WhiteBlack % % Hispan % Asian % Native %Not % Total % White % Black % Hispan% Asian % Native %Not % Minority% Total Am Known Am Known Total
Officials and Administrators 2 0 0. 0 0.0 0. 0 0. 0 0. 0 0. 0 0. 2 100. 1 50. 0 0.50. 1 0 0. 0 0. 0 0. 50.1 Professionals 17 5 29.4 1 5.91 5.9 0 0. 3 17.6 0 0. 0 0. 12 70.6 9 52.9 3 17.60. 0 0 0. 0 0. 0 0. 41.2 7 TOTALS: 19 5 26.3 1 5.31 5.3 0 0. 3 15.8 0 0. 0 0. 14 73.7 10 52.6 3 15.85.3 1 0 0. 0 0. 0 0. 42.1 8
73 - EXEC OFFICE OF EDUCATON - Secretariat Terminations Analysis Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:07:45 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total % WhiteBlack % % Hispan % Asian % Native %Not % Total % White % Black % Hispan% Asian % Native %Not % Minority% Total Am Known Am Known Total
Voluntary Terminations Professionals 2 1 50. 0 0.0 0. 0 0. 1 50. 0 0. 0 0. 1 50. 1 50. 0 0. 00. 0 0. 0 0. 0 0. 1 50. TOTALS: 2 1 50. 0 0.0 0. 0 0. 1 50. 0 0. 0 0. 1 50. 1 50. 0 0. 00. 0 0. 0 0. 0 0. 1 50.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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EXECUTIVE OFFICE OF ENERGY AND ENVIRONMENTAL AFFAIRS
SECRETARY RICHARD K. SULLIVAN, JR.
Demographics for Fiscal Year 2011
As of June 18, 2011
Vietnam Era Persons with Veterans Disabilities 3.5% 4%
Minorities 10% Women 34.1%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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Executive Office of Energy and Environmental Affairs greener energy future for the Commonwealth Annual ODEO Report Narrative FY 2011 economically and environmentally, including: achieving August 19, 2011 all cost-effective energy efficiencies, maximizing development of greener energy resources, creating and SECRETARIAT OVERVIEW leading implementation of energy strategies to assure reliable supplies and improve relative cost, and The overall mission of the Executive Office is to supporting clean tech companies and spurring clean safeguard public health from environmental threats and energy employment. to preserve, protect, and enhance the natural resources of the Commonwealth. Our commitment to protecting our Department of Environmental Protection (DEP). The environment now recognizes the importance of energy Department of Environmental Protection (DEP) works to efficiency; making renewable energy a reality in our fulfill Article 97 of the Massachusetts' Constitution's state, and reducing our dependence on fossil fuels; guarantee of the people's right to clean air and water as diversifying our energy sources; and leading the country well as the natural, scenic, historic, and aesthetic in energy technology innovation. qualities of their environment.
The Secretariat oversees six departments listed below: Department of Fish and Game. The Department of Fish and Game (DFG) is charged with stewardship of the Department of Agricultural Resources. The Department Commonwealth's marine and freshwater fisheries, wildlife of Agricultural Resources (DAR) works to provide a safe, species, plants and natural communities, and wildlife local supply of high quality foods and to strengthen the dependent recreation. economic viability of Massachusetts' agriculture. DAR promotes the environmental sustainability of the Department of Public Utilities. The Department of Public agricultural industry by preserving significant farmland Utilities (DPU) mission is to ensure that utility consumers resources and supporting agriculture as an important part are provided with the most reliable service at the lowest of the Commonwealth's economy. possible cost; to protect the public safety from transportation and gas pipeline related accidents; to Department of Conservation and Recreation. The oversee the energy facilities sitting process; and to Department of Conservation and Recreation (DCR) ensure that residential ratepayers' rights are protected strives to protect, preserve, manage and enhance the under regulations. natural and cultural resources of the Commonwealth in order to promote healthy, livable and sustainable EOEEA Broad Comparison of Workforce communities, and to connect people to these resources through recreation and education. The total workforce for the EEOEA Secretariat for fiscal year 2011 is 2727 compared to 2812 in 2010. This is a Department of Energy Resources. The Department of 3.1% decrease or less 85 employees due to a Energy Resources (DOER) is charged with creating a Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
22 combination of retirements and terminations either American, 6 females unknown, 15 VEV’s, 5 Persons with involuntary or voluntary and death. Disabilities, ) (Involuntary = 7 White males, 1 Black male, 1 White Officials and Administrators: 2011 Total = 269; less 33 female, 4 Black females, employees at 12.3% decrease; 2010 Total = 302 0 VEV’s, 0 Persons with Disabilities)
Professionals: 2011 Total = 1591; less 41 employees at RECRUITMENT: 2.6% decrease; 2010 Total = 1632 The resources for recruitment reported by agencies include: CEO, non-profit professional and community Technicians: 2011 Total = 147; additional 5 employees organizations, local places of worship, women’s and at 3.5% increase; 2010 Total =142 minority groups and career specialty organizations, VEV outreach, universities, colleges, job/career fairs and Protective Services Sworn: 2011 Total = 89; additional 5 internship programs. employees at 5.9% increase; 2010 Total = 84 HIGHLIGHTS: Office/Clerical: 2011 Total = 127; less 8 employees at Department of Environmental Protection 6.2% decrease; 2010 Total = 135 Created a year round “green” unpaid internship program; Trained 235 Managers/supervisors in Skilled Craft: 2011 Total = 127; less 3 employees at 2.3% harassment/discrimination prevention. Training will be decrease; 2010 Total = 130 completed on 8/30/11; Completed MassDEP’s Management and Staff Diversity Service Maintenance: 2011 Total = 377; less 10 Training; employees at 2.6% decrease; 2010 Total = 387 Worked with EOEEA under the MassHR Shared services model to provide mandated training within the HIRES: 2011 = 120 (61 White males, 6 Black males, 1 Secretariat. Hispanic male, 12 males unknown 34 White females, 0 Black females, 1 Hispanic female, 5 females unknown, Environmental Affairs 1White male VEV and 0 Persons with Disabilities) For the first time in many years a respectable number four (4) Black males have been hired and/or promoted in PROMOTIONS: 2011 = 46 (23 White males, 2 Black a management position in EEA. Over the previous four males, 8 males unknown, 13 White females, 0 Black (4) years one Black female and two Black males were females, 0 VEV’s and 1 White male Person with hired into management roles in EEA. For the first time in Disability) a decade or more, one Hispanic (paid) student intern was hired in a department within EEA. Another first at EEA is TERMINATIONS: 2011 = 148 (Voluntary = 64 White the promotion from within an agency General Counsel, males, 3 Black males, 1 Asian/ Pacific Islander, 13 males who is a Black male to the Secretariat General Counsel unknown, 25 White females, 2 Black females, 1 Native position. This is a first known selection in history, at least Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
23 over the last 20 years. While there have been several White females and several White males in the General Counsel role over many years, there have been no known People of Color in this position.
The Civil Service Police Examination and criteria for admission to take the Environmental Police Officer (EPO, A/B) test have been updated and customized to reflect Environmental Police work. We look forward to attracting and recruiting a more diverse candidate pool of future EPO’s.
Agencies in the Secretariat will continue with implementing mandatory training for employees and managers, provide information to employees about self identification as a VEV and Person with Disabilities, and work toward acquiring a more diverse applicant pool or workforce.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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20 - ENVIRONMENTAL AFFAIRS - Secretariat Workforce Summary By Department
Report run for Pay Period Ending 6/18/2011 Report Generated 10/3/2011 1:16:01 PM ** MALES ** ** FEMALES ** Department Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
DEPARTMENT 1023 760 74.3 620 60.6 3.2 10 1. 6 0.6 2 0.2 89 8.7 263 25.7 196 19.2 28 2.7 5 4 0.4 0 0. 30 2.9 88 CONSERVATION AND RE 33 0.5 8.6 DEPARTMENT of 77 38 49.4 35 45.5 2.6 0 0. 1 1.3 0 0. 0 0. 39 50.6 31 40.3 4 5.2 1 1 1.3 0 0. 2 2.6 9 AGRICULTURAL RES 2 1.3 11.7 DEPARTMENT OF 824 472 57.3 436 52.9 1.9 4 0.5 15 1.8 1 0.1 0 0. 352 42.7 302 36.7 24 2.9 8 18 2.2 0 0. 0 0. 86 ENVIRONMENTAL PR 16 1. 10.4 DEPARTMENT OF FISH AND 291 190 65.3 185 63.6 0.3 0 0. 2 0.7 2 0.7 0 0. 101 34.7 95 32.6 3 1. 2 1 0.3 0 0. 0 0. 11 GAME 1 0.7 3.8 DEPARTMENT OF 126 69 54.8 54 42.9 7.1 2 1.6 4 3.2 0 0. 0 0. 57 45.2 46 36.5 8 6.3 1 2 1.6 0 0. 0 0. 26 TELECOMMUNICATIO 9 0.8 20.6 EXECUTIVE OFFICE OF 289 190 65.7 162 56.1 6.2 1 0.3 5 1.7 1 0.3 3 1. 99 34.3 77 26.6 11 3.8 1 7 2.4 2 0.7 1 0.3 46 ENVIRONMEN 18 0.3 15.9
STATE RECLAMATION BOARD 97 78 80.40 52 53.6 0. 1 1. 2 2.1 1 1. 22 22.7 19 19.6 11 11.3 01. 0. 1 1 1. 0 0. 6 6.2 6.2 6
TOTALS: 2727 1797 65.979 1544 56.6 2.9 18 0.7 35 1.3 7 0.3 114 4.2 930 34.1 758 27.8 780.7 2.9 19 34 1.2 2 0.1 39 10. 1.4 272
20 - ENVIRONMENTAL AFFAIRS - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/3/2011 1:13:46 PM ** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 269 18313 68. 157 58.4 4.8 1 0.4 1 0.4 0 0. 11 4.1 86 32. 70 26.1.1 9 3.3 3 0 0. 0 0. 10. 4 1.5 27 Professionals 1591 93936 59. 826 51.9 2.3 12 0.8 30 1.9 1 0.1 34 2.1 652 41. 536 33.70.7 51 3.2 11 30 1.9 2 0.1 10.9 22 1.4 173 Technicians 147 1132 76.9 108 73.5 1.4 0 0. 0 0. 1 0.7 2 1.4 34 23.1 31 21.10. 2 1.4 0 1 0.7 0 0. 4.1 0 0. 6 Protective Service:Sworn 89 823 92.1 76 85.4 3.4 0 0. 2 2.2 1 1.1 0 0. 7 7.9 7 7.90. 0 0. 0 0 0. 0 0. 6.7 0 0. 6 Office/Clerical 127 182 14.2 15 11.8 1.6 0 0. 1 0.8 0 0. 0 0. 109 85.8 79 62.23.9 14 11. 5 3 2.4 0 0. 19.7 8 6.3 25 Skilled Craft 127 1254 98.4 104 81.9 3.1 2 1.6 0 0. 1 0.8 14 11. 2 1.6 2 1.60. 0 0. 0 0 0. 0 0. 5.5 0 0. 7 Service Maintenance 377 33719 89.4 258 68.4 5. 3 0.8 1 0.3 3 0.8 53 14.1 40 10.6 33 8.80. 2 0.5 0 0 0. 0 0. 7.4 5 1.3 28 TOTALS: 2727 179779 65.9 1544 56.6 2.9 18 0.7 35 1.3 7 0.3 114 4.2 930 34.1 758 27.80.7 78 2.9 19 34 1.2 2 0.1 3910. 1.4 272
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
25
20 - ENVIRONMENTAL AFFAIRS - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:17:02 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total Officials and Administrators 7 4 57.12 2 28.6 28.6 0 0. 0 0. 0 0. 0 0. 3 42.9 2 28.6 00. 0. 0 0 0. 0 0. 1 14.3 28.6 2 Officials and Administrators 1 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 20 13 65.0 12 60. 0. 0 0. 0 0. 0 0. 1 5. 7 35. 7 35. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Technicians 5 4 80.0 4 80. 0. 0 0. 0 0. 0 0. 0 0. 1 20. 1 20. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Office/Clerical 5 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 5 100. 5 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Skilled Craft 3 3 100.0 2 66.7 0. 1 33.3 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 33.3 1 Service Maintenance 7 6 85.70 2 28.6 0. 0 0. 0 0. 0 0. 4 57.1 1 14.3 0 0. 00. 0. 0 0 0. 0 0. 1 14.3 0. 0 TOTALS: 49 31 63.32 23 46.9 4.1 1 2. 0 0. 0 0. 5 10.2 18 36.7 16 32.7 00. 0. 0 0 0. 0 0. 2 4.1 6.1 3
20 - ENVIRONMENTAL AFFAIRS - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:18:16 PM
** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Voluntary Terminations Officials and Administrators 7 3 42.90 2 28.6 0. 0 0. 0 0. 0 0. 1 14.3 4 57.1 3 42.9 00. 0. 0 0 0. 0 0. 1 14.3 0. 0 Professionals 9 4 44.40 3 33.3 0. 0 0. 1 11.1 0 0. 0 0. 5 55.6 4 44.4 00. 0. 0 0 0. 0 0. 1 11.1 11.1 1 Technicians 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Office/Clerical 2 1 50.0 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Skilled Craft 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Service Maintenance 1 1 100.0 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 21 11 52.40 9 42.9 0. 0 0. 1 4.8 0 0. 1 4.8 10 47.6 8 38.1 00. 0. 0 0 0. 0 0. 2 9.5 4.8 1
Officials and Administrators 2 2 100. 2 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 Office/ClericalInvoluntary Terminations 1 1100.00. 100.00.00.00.00.00.00.00.0 00.00.00.1 TOTALS: 3 3 100. 2 66.7 33.3 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 1 0 0. 0. 1 0. 100. 1 0. 33.3
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
26
EXECUTIVE OFFICE OF HEALTH AND HUMAN SERVICES
SECRETARY JUDYANN BIGBY
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 3% Veterans .7% Minorities 31.2% Women 66.9%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
27
Executive Office of Health and Human Services and the Division of Health Care Finance and Policy Secretariat [HCF]. Annual Report Narrative Fiscal Year 2011 Deputy Secretariat Diversity Director: Lorraine Woodson Workforce Analysis and Highlights The Executive Office of Health and Human Services Overview of the Executive Office of Health and Secretariat consolidation continues to yield significant Human Services Secretariat service integration benefits for EOHHS’s consumers and The Executive Office of Health and Human Services clients and it has allowed for significant administrative [EOHHS] Secretariat provides services to many of the streamlining. The EOHHS Secretariat employed 22,206 Commonwealth’s most vulnerable citizens. The individuals by the end of the fiscal year 2011[FY2O11]. Secretariat’s seventeen agencies are configured into The workforce representation was 66.8% female, 31.2% three clusters: Children. Youth and Families [CYF], minority, 0.7% certified Vietnam Era Veterans and 2.9% Health and Disabilities and Community Services [DCS] persons with disabilities. For FY2O11, the Secretariat as follows: workforce exceeds the 2000 census workforce availability • The CYF Cluster includes the following agencies: the benchmark for minorities and women. Department of Transitional Assistance [DTA]; the Department of Youth Services [DYS]; the Department of The Secretariat’s workforce percentages for Vietnam Era Veterans Services [DVS]; the Department of Children Veterans [VEVs] and persons with disabilities are below and Families [DCF; the Department of Refugees and parity because: Immigrants [ORI]; and the Executive Office of Elder • Applicants and employees must choose to identify Affairs [ELD]. It also includes the Secretariat: the either as persons with one or more disabilities or as an Executive Office of Human Services [EHS]; individual with VEV status; and Administration Services; Financial Management; Human • Current VEV employees are reaching retirement age Resources; Information Technology; Legal Services; and are choosing that option. Further, a significant Mass Health; Project Management; and the Office of percentage of VEVs are not seeking employment. Leased and State Owned Property. • The DCS Cluster is comprised of seven agencies: The Secretariat’s success in diversifying the workforce is Massachusetts Commission for the Deaf and Hard of attributed largely to the partnership of Diversity Officers, Hearing [MCDHH]; the Department of Developmental the Human Resources Divisions [HRD], EHS Human Services [DDS]; Soldiers’ Home in Chelsea [CHE]; Resources [HR] Employment Services staff, and the Massachusetts Commission for the Blind [MCB]; agencies’ hiring managers. The EOHHS Secretariat also Massachusetts Rehabilitation Commission [MRC]; the benefits from a “top down” commitment to Diversity. Department of Elder Affairs [ELD]; and the Soldiers’ Secretary Bigby is committed to creating and maintaining Home in Holyoke [HLY}. a workforce that reflects the diversity of the population • The Health Cluster includes; the Department of Public seeking services from EOHHS. Health [DPH], the Department of Mental Health [DMH],
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
28 The Commonwealth’s parity percentage or workforce Minority Manager Workforce availability goals are set at 48.20% for women, 10.40% EEO-4 Official /Admin FY11 4th Qrtr FY10 4th Qrtr for minorities, 12.00% for persons with disabilities, and Manager Non-M99 1 2 3.50 % for Vietnam Era Veterans. These percentages Manager 0l 1 2 apply to the 14 counties [351 cities and towns] in the Manager 02 10 9 Commonwealth of Massachusetts and are based on the Manager 03 18 19 Year 2000 Equal Employment Opportunity [EEO] census Manager 04 47 48 file. Manager 05 50 52 Female Manager Workforce Review: FY10 and FY11 Manager 06 56 57 The charts below compare the Secretariat’s parity Manager 07 27 19 percentages for the various protected groups for Manager 08 13 16 FY2O1O with that of FY2O11. Manager 09 6 8 FY2O1O Manager 10 8 6 Workforce 1st Qrtr 2nd Qrtr 3rd Qrtr 4th Qrtr Manager 11 2 1 23,423 23,063 22,611 22,580 Manager 12 2 3 PARITY PERCENTAGES Total Minority Managers 241 242 Women 67.00% 66.80% 66.90% 67.00% Female Manager Workforce Review: FY 10 and FY11 Minorities 30.00% 30.0% 30.20% 30.20% The Secretariat’s female manager representation Disabled 2.90% 2.90% 2.90% 2.90% remains strong in FY2O11. Female managers comprise VEV 1.00% 0.9% 0.9% 1.00% 60% of the agency’s managerial workforce in FY2O1O, FY2O11 and 59.3% in FY2O11. Workforce 1st Qrtr 2nd Qrtr 3rd Qrtr 4th Qrtr Female Manager Workforce 22,238 22,147 22,206 22,080 EEO-4 Official /Admin FY11 4th Qrtr FY10 4th Qrtr PARITY PERCENTAGES Manager Non-M99 2 3 Women 66.90% 66.70% 66.80% 66.90% Manager 01 1 2 Minorities 30.6% 30.80% 31.20% 31.20% Manager 02 19 24 Disabled 3% 3% 2.9% 2.09% Manager 03 36 44 VEV 0.2% 0.8% 0.8% 0.7% Manager 04 163 170 Manager 05 170 183 Minority Manager Workforce Review for FY 2010 and Manager 06 191 212 FY 2011 Manager 07 129 110 The Secretariat’s minority manager count has decreased Manager 08 95 117 minimally within the last fiscal year; however, the parity Manager 09 36 38 percentage for minority managers has been above the Manager 10 33 33 Commonwealth’s parity percentage for the last two fiscal Manager 11 5 5 years. Manager l2 5 6 Total Female Managers 885 947 Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
29 For FY2011, 67 (4.5%) managers self-identified as impact on employees’ requests for reasonable having one or more disabilities, a decrease from 80 accommodations (4.8%) managers who self-identified as having one or • Diversity Officers participated in the MCAD led training more disabilities in FY2O1O. The statistics on persons on how to conduct investigations and the Commonwealth with disability reflect only self-identified persons with one policies and procedure around civil rights. or more disabilities. The Secretariat Agencies employ individuals with one or more disabilities; however, some The Secretariat Agencies are committed to collaborating employees do not self-identify; therefore, they are not with each other, as well as with the EOHHS Recruitment included in the workforce analysis. Director, Human Resources Division (HRD), and ODEO to recruit and hire a diverse pool of talented individuals. VEV Manager Workforce Review In addition, the Secretariat recognizes the importance of For FY2O11, 21 managers identified as having Vietnam professional developmental opportunities for all Era Veteran status. The EOHHS VEV workforce has employees and is in the last phase of creating and remained below the parity figure of 3.5%, as most of implementing an Aspiring Supervisors Program and a these individuals are retiring from the workforce and are Mentoring Program, which will be made available to a not seeking employment within the Agencies. diverse pool of employees in the late summer and fall, respectively.
Diversity Activities The Secretariat values all employees and understands The Office of Diversity, Equal Opportunity and Civil that to successfully fulfill the mission and goals of Rights continues to collaborate with EHS Center for Staff EOHHS agencies, there must be respect for individual Development to integrate a significant number of diversity inclusive of the following; race; color; gender, diversity-related classes into CSD’s course offerings. By ethnicity, religion, creed; national origin; ancestry; sex; the end of FY2O11, EOHHS engaged in the following gender expression, gender identity, sexual orientation; activities: veteran’s status (including Vietnam-era veterans); age; and disability. • Met with managers across the Secretariat to review accommodation requests Please direct any questions about this report to Lorraine • Participated in the Office of Diversity and Equal Woodson, EOHHS Deputy Secretariat Diversity Director Opportunity’s (ODEO) Train the Trainer program and at 617-348-8409 or [email protected] delivered Diversity Awareness Training to employees of various agencies • Partnered with vendors to provide ergonomic evaluations to employees across the Secretariat • Reviewed the recent ADA amendments (ADAAA) with various agencies, including discussing the amendments’
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
30
45 - HEALTH & HUMAN SERVICES - Secretariat Workforce Summary By Department
Report run for Pay Period Ending 6/18/2011 Report Generated 11/3/2011 5:15:41 PM ** MALES ** ** FEMALES **
Department Grand Total Black % White % % Hispan % Asian % Native % Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
COMMISSION FOR THE DEAF 55 7 12.7 6 10.9 0. 1 1.8 0 0. 0 0. 0 0. 48 87.3 44 80. 3 5.5 0 0 0. 1 1.8 0 0. 5 AND HA 0 0. 9.1 DEPARTMENT OF ELDER 58 17 29.3 16 27.6 1.7 0 0. 0 0. 0 0. 0 0. 41 70.7 35 60.3 3 5.2 1 2 3.4 0 0. 0 0. 7 AFFAIRS 1 1.7 12.1 DEPARTMENT OF MENTAL 2969 1215 40.9 850 28.6 9.2 52 1.8 37 1.2 4 0.1 0 0. 1754 59.1 1333 44.9 320 10.8 53 41 1.4 7 0.2 0 0. 786 HEALTH 272 1.8 26.5 DEPARTMENT OF MENTAL 6819 2285 33.5 1343 19.7 12.1 89 1.3 24 0.4 2 0. 0 0. 4534 66.5 3172 46.5 1155 16.9 150 52 0.8 5 0.1 0 0. 2304 RETARDATI 827 2.2 33.8 DEPARTMENT OF PUBLIC 3072 946 30.8 677 22. 5.6 39 1.3 58 1.9 1 0. 0 0. 2124 69.1 1426 46.4 455 14.8 95 144 4.7 4 0.1 0 0. 967 HEALTH 171 3.1 31.5 DEPARTMENT OF 1539 366 23.8 250 16.2 2.2 48 3.1 33 2.1 1 0.1 0 0. 1173 76.2 708 46. 213 13.8 201 49 3.2 2 0.1 0 0. 581 TRANSITIONAL ASS 34 13.1 37.8 DEPARTMENT OF VETERANS 43 27 62.8 23 53.5 4.7 2 4.7 0 0. 0 0. 0 0. 16 37.2 11 25.6 4 9.3 1 0 0. 0 0. 0 0. 9 SERVICE 2 2.3 20.9 DEPARTMENT OF YOUTH 899 644 71.6 388 43.2 18.7 81 9. 6 0.7 1 0.1 0 0. 255 28.4 174 19.4 54 6. 25 2 0.2 0 0. 0 0. 337 SERVICES 168 2.8 37.5 DEPT OF CHILDREN & 3287 708 21.5 508 15.5 3.2 72 2.2 24 0.7 0 0. 0 0. 2579 78.5 1818 55.3 359 10.9 346 48 1.5 8 0.2 0 0. 961 FAMILIES 104 10.5 29.2 EXECUTIVE OFFICE OF 1474 534 36.2 417 28.3 4.2 11 0.7 42 2.8 2 0.1 0 0. 940 63.8 665 45.1 158 10.7 55 59 4. 3 0.2 0 0. 392 HEALTH and 62 3.7 26.6 HEALTH CARE FINANCE & 85 32 37.6 21 24.7 4.7 1 1.2 6 7.1 0 0. 0 0. 53 62.4 30 35.3 8 9.4 2 13 15.3 0 0. 0 0. 34 POLICY 4 2.4 40. MASS COMMISSION FOR THE 162 55 34. 43 26.5 4.9 2 1.2 2 1.2 0 0. 0 0. 107 66. 87 53.7 12 7.4 4 4 2.5 0 0. 0 0. 32 BLIND 8 2.5 19.8 MASS REHABILITATION 829 227 27.4 180 21.7 3. 18 2.2 4 0.5 0 0. 0 0. 602 72.6 435 52.5 91 11. 52 23 2.8 1 0.1 0 0. 214 COMMISSION 25 6.3 25.8 OFFICE FOR REFUGEES and 18 1 5.6 0 0. 0. 1 5.6 0 0. 0 0. 0 0. 17 94.4 10 55.6 3 16.7 2 2 11.1 0 0. 0 0. 8 IMMIGR 0 11.1 44.4
SOLDIERS' HOME in HOLYOKE 363 9812 27. 76 20.9 3.3 8 2.2 2 0.6 0 0. 0 0. 265 73. 197 54.311.6 23 6.3 42 3 0.8 0 0. 24.8 0 0. 90 SOLDIERS' HOME in 408 154 37.7 98 24. 4.4 32 7.8 6 1.5 0 0. 0 0. 254 62.3 148 36.3 57 14. 41 8 2. 0 0. 0 0. 162 MASSACHUSETT 18 10. 39.7 TOTALS: 22080 73161708 33.1 4896 22.2 7.7 457 2.1 244 1.1 11 0. 0 0. 14762 66.9 10293 46.64.8 2918 13.2 1070 450 2. 31 0.1 31.2 0 0. 6889
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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45 - HEALTH & HUMAN SERVICES - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 11/3/2011 5:14:58 PM ** MALES ** ** FEMALES ** EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
Officials and Administrators 1493 608 40.760 514 34.4 4. 19 1.3 14 0.9 1 0.1 0 0. 885 59.3 738 49.4 982.1 6.6 31 18 1.2 0 0. 0 16.1 0. 241 Professionals 10738 3027 28.2369 2317 21.6 3.4 188 1.8 149 1.4 4 0. 0 0. 7711 71.8 5723 53.3 10375.8 9.7 624 306 2.8 21 0.2 0 25.1 0. 2698 Technicians 1258 309 24.665 222 17.6 5.2 13 1. 9 0.7 0 0. 0 0. 949 75.4 715 56.8 1594.7 12.6 59 15 1.2 1 0.1 0 25.5 0. 321 Protective Service:Sworn 166 137 82.521 106 63.9 12.7 8 4.8 2 1.2 0 0. 0 0. 29 17.5 18 10.8 81.8 4.8 3 0 0. 0 0. 0 25.3 0. 42 Protective Service:Non-Sworn 5954 2360 39.61072 1089 18.3 18. 155 2.6 42 0.7 2 0. 0 0. 3593 60.3 2006 33.7 13213.5 22.2 206 58 1. 2 0. 0 48. 0. 2858 Office/Clerical 1409 136 9.724 95 6.7 1.7 9 0.6 7 0.5 1 0.1 0 0. 1273 90.3 872 61.9 2487.8 17.6 110 37 2.6 6 0.4 0 31.4 0. 442 Skilled Craft 386 349 90.427 299 77.5 7. 14 3.6 7 1.8 2 0.5 0 0. 37 9.6 26 6.7 80.5 2.1 2 1 0.3 0 0. 0 15.8 0. 61 Service Maintenance 641 385 60.170 249 38.8 10.9 51 8. 14 2.2 1 0.2 0 0. 255 39.8 170 26.5 355.5 5.5 35 14 2.2 1 0.2 0 34.5 0. 221 No EEO-4 Reporting 35 5 14.30 5 14.3 0. 0 0. 0 0. 0 0. 0 0. 30 85.7 25 71.4 40. 11.4 0 1 2.9 0 0. 0 14.3 0. 5 TOTALS: 22080 7316 33.11708 4896 22.2 7.7 457 2.1 244 1.1 11 0. 0 0. 14762 66.9 10293 46.6 29184.8 13.2 1070 450 2. 31 0.1 0 31.2 0. 6889
45 - HEALTH & HUMAN SERVICES - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:16:53 PM ** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
Officials and Administrators 19 13 68.42 8 42.1 10.5 1 5.3 2 10.5 0 0. 0 0. 6 31.6 4 21.1 20. 10.5 0 0 0. 0 0. 0 36.8 0. 7 Professionals 97 21 21.63 11 11.3 3.1 5 5.2 1 1. 1 1. 0 0. 76 78.4 52 53.6 146.2 14.4 6 4 4.1 0 0. 0 35.1 0. 34 Technicians 15 3 20.3 0 0. 20. 0 0. 0 0. 0 0. 0 0. 12 80. 10 66.7 20. 13.3 0 0 0. 0 0. 0 33.3 0. 5 Protective Service:Sworn 6 3 50.1 2 33.3 16.7 0 0. 0 0. 0 0. 0 0. 3 50. 2 33.316.7 0 0. 1 0 0. 0 0. 0 33.3 0. 2 Protective Service:Non-Sworn 94 45 47.920 18 19.1 21.3 7 7.4 0 0. 0 0. 0 0. 48 51.1 18 19.1 245.3 25.5 5 1 1.1 0 0. 0 60.6 0. 57 Office/Clerical 10 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 10 100. 8 80. 10. 10. 0 1 10. 0 0. 0 20. 0. 2 Skilled Craft 7 7 100.0 5 71.4 0. 1 14.3 1 14.3 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 28.6 0. 2 Service Maintenance 34 17 50.0 15 44.1 0. 2 5.9 0 0. 0 0. 0 0. 16 47.1 12 35.3 30. 8.8 0 1 2.9 0 0. 0 17.6 0. 6 No EEO-4 Reporting 4 2 50.0 2 50. 0. 0 0. 0 0. 0 0. 0 0. 2 50. 1 25. 10. 25. 0 0 0. 0 0. 0 25. 0. 1 TOTALS: 286 111 38.829 61 21.3 10.1 16 5.6 4 1.4 1 0.3 0 0. 173 60.5 107 37.4 474.2 16.4 12 7 2.4 0 0. 0 40.6 0. 116
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
32
45 - HEALTH & HUMAN SERVICES - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:17:48 PM
** MALES ** ** FEMALES ** EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 212 9 42.9 7 33.3 9.5 0 0. 0 0. 0 0. 0 0. 12 57.1 11 52.40. 0 0. 0 1 4.8 0 0. 14.3 0 0. 3 Professionals 1336 43 32.3 31 23.3 4.5 1 0.8 5 3.8 0 0. 0 0. 90 67.7 681.5 51.1 16 12. 2 4 3. 0 0. 25.6 0 0. 34 Technicians 283 10 35.7 7 25. 10.7 0 0. 0 0. 0 0. 0 0. 18 64.3 15 53.60. 3 10.7 0 0 0. 0 0. 21.4 0 0. 6 Protective Service:Sworn 10 0 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100.0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Protective Service:Non-Sworn 11920 47 39.5 21 17.6 16.8 5 4.2 0 0. 1 0.8 0 0. 72 60.5 433.4 36.1 25 21. 4 0 0. 0 0. 46.2 0 0. 55 Office/Clerical 120 1 8.3 1 8.3 0. 0 0. 0 0. 0 0. 0 0. 11 91.7 88.3 66.7 1 8.3 1 1 8.3 0 0. 25. 0 0. 3 Skilled Craft 60 6 100. 6 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Service Maintenance 51 4 80. 2 40. 20. 0 0. 1 20. 0 0. 0 0. 1 20. 10. 20. 0 0. 0 0 0. 0 0. 40. 0 0. 2 TOTALS: 32532 120 36.9 75 23.1 9.8 6 1.8 6 1.8 1 0.3 0 0. 205 63.1 1472.2 45.2 45 13.8 7 6 1.8 0 0. 31.7 0 0. 103
Professionals 7 4 57.1 4 57.1 0. 0 0. 0 0. 0 0. 0 0. 3 42.9 3 42.9 0 0. 0 0 0. 0 0. 0 0. 0 Technicians 4 1 25. 0 0. 25. 0 0. 0 0. 0 0. 0 0. 3 75. 0 0. 3 75. 0 0 0. 0 0. 0 0. 4 Protective Service:Non-Sworn 28 9 32.1 5 17.9 10.7 1 3.6 0 0. 0 0. 0 0. 19 67.9 8 28.6 8 28.6 3 0 0. 0 0. 0 0. 15 Office/Clerical 3 1 33.3 1 33.3 0. 0 0. 0 0. 0 0. 0 0. 2 66.7 1 33.3 1 33.3 0 0 0. 0 0. 0 0. 1 TOTALS: 42 15 35.7 10 23.8 9.5 1 2.4 0 0. 0 0. 0 0. 27 64.3 12 28.6 12 28.6 3 0 0. 0 0. 0 0. 20 Involuntary Terminations
0 0. 0. 1 0. 100.
3 10.7 53.6
0 0. 33.3 4 7.1 47.6
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
33
EXECUTIVE OFFICE OF HOUSING AND ECONOMIC DEVELOPMENT
SECRETARY GREGORY BIALECKI
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 2.4% Veterans 1.3%
Minorities 24.3% Women 53.1%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
34
EXECUTIVE OFFICE OF HOUSING AND ECONOMIC Marketing Partnership was legislatively enacted effective DEVELOPMENT October 1, 2010. A total of 8 FTEs who had previously worked at quasi-public agencies became state OVERVIEW: The mission of the Executive Office of employees as a result. EOHED has seen a decrease in Housing and Economic Development (EOHED) is the total workforce numbers from FY2010. However, the creation of homes and jobs in the Commonwealth. We percentages in the makeup of the EOHED workforce accomplish this by aligning the state’s housing and have remained steady. We can also report that the economic development agencies to better coordinate numbers of minorities in our workforce has increased policies and programs that ensures Massachusetts will significantly from FY2010. maintains its global competitive edge. To that end, EOHED coordinates policies and programs across its FY2010 FY2011 Variance three undersecretariats, the Mass Office of Business # % # % # % Development, the Office of Consumer Affairs and Total WF 835 814 (21) (2.51%) Business Regulations, and the Department of Housing Male 383 45.87% 372 45.70% (11) (2.87%) and Community Development. EOHED works to Non-Minority 317 37.96% 295 36.24% (22) (6.94%) enhance the quality of life of Massachusetts residents by Minority 66 7.90% 77 9.46% 11 16.67% expanding affordable housing opportunities and Female 452 54.13% 441 54.18% (11) (2.43%) stimulating job growth in all regions of the Non-Minority 311 37.25% 297 36.49% (14) (4.50%) Commonwealth. EOHED strives to create a positive Minority 141 16.89% 144 17.69% 3 2.13% climate for both commercial and residential development,
while at the same time promoting principles of smart Retention: Turnover was minimal for agencies not growth. Additionally, EOHED works to empower affected by any organizational changes. And with the Massachusetts consumers through education and continued economic downturn, we expect to see few outreach and to maintain a fair and competitive voluntary terminations. EOHED agencies continue to marketplace. maintain policies offering staff incentives such as
approved flex time where appropriate, telecommuting, WORKFORCE ANALYSIS and professional development training to ensure a level EOHED has undergone several major changes during of job satisfaction among employees. One FY2011. First, under Article 87 reorganization, the undersecretariat offered a series of trainings on such agency formerly known as the State Office of Minority topics as “Managing in a Cross-Cultural Context” to and Women Business Assistance was transferred to the increase awareness and appreciation of a diverse Operational Services Division, and the agency was workforce. renamed the Supplier Diversity Office. A total of 15 FTEs
was transferred to OSD as part of that reorganization. Promotions: EOHED senior management believes in The Office of Consumer Affairs and Business Regulation recognizing and rewarding certain staff. While there became the lead agency for secretariat IT matters, and have been some promotions, there is limited ability to all IT staff are now FTEs under EED. Finally, the MA Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
35 reward even more exceptional employees due current staff members will be involuntarily terminated in FY12. budget constraints. The challenge for senior managers is We will try to keep involuntary layoffs at a minimum. to find alternative ways to recognize staff whose However, HR staff will work to ensure that EOHED’s contributions exceed expectations. workforce remains representative of the community it serves. Hiring: The smaller EOHED agencies historically have had minimal, if any, turnover and, therefore, minimal Highlights: The EOHED secretariat as a whole remains vacancies. However, larger agencies continue their well above benchmarks for minorities and women. While proactive recruiting programs of constantly attending the EOHED workforce for Vietnam Era Veterans and college career fairs and other job fairs and have persons with disabilities are fairly constant in number, we successfully recruited qualified candidates. All agencies are still below benchmark in those 2 areas. EOHED has have been strongly encouraged to contact minority veterans from other conflicts, but VEVs continue to age newspapers and community organizations when they are out of our workforce. Over the years, EOHED agencies posting new positions. We plan to improve our have organized aggressive campaigns requesting staff to networking of community organizations and educational self-identify. Despite our mixed results, we will continue institutions in FY 2012. We also hope in FY2012 to our self-identification campaign in FY2012. We hope that target specific job titles and groups for increased disability awareness training will help increase the recruiting efforts. We continue to encourage our number of submissions. As vacancies become available, employees to provide informal, word-of-mouth referrals HR staff will work to expand recruitment efforts and reach and encourage its agencies to conduct informational out more proactively to VEVs and persons with interviews. While these interviews will not lead to any job disabilities. offers, they do offer the interviewees the opportunity to improve their interview skills, to network with HR Secretariat Moving Forward: EOHED and its agencies professionals who might be able to offer other job leads, continue to work very hard to maintain an atmosphere and to learn more about how the state’s hiring process that is welcoming to peoples of all cultures, races, ages, works. Furthermore, we have found that internships offer and orientation. For the past seven fiscal years, we have opportunities for students to learn first hand what it’s like exceeded the statewide benchmark for minorities and to work for the Commonwealth of MA. Some of interns women. While the next several fiscal years will prove to have been able to find permanent positions as a result of be challenging, we will maintain the small welcoming their internships. atmosphere and continue to exceed those benchmarks.
Terminations: In FY2011, there were several who voluntary terminated as they found employment in areas where they could advance further in their professional careers. Unfortunately, there were also some involuntary terminations in FY2011, and there are strong possibilities that due to budget constraints, some additional EOHED Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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92 - EXEC OFF OF ECONOMIC DEVELOP - Secretariat Workforce Summary By Department
Report run for Pay Period Ending 6/18/2011 Report Generated 9/28/2011 5:56:21 PM ** MALES ** ** FEMALES ** Department Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
DEPARTMENT OF BUSINESS 27 14 51.9 9 33.3 18.5 0 0. 0 0. 0 0. 0 0. 13 48.1 11 40.7 1 3.7 0 1 3.7 0 0. 0 0. 7 and TEC 5 0. 25.9 DEPT OF HOUSING AND 275 106 38.5 79 28.7 4. 4 1.5 8 2.9 2 0.7 2 0.7 169 61.5 108 39.3 33 12. 15 6 2.2 2 0.7 5 1.8 81 COMMUNITY 11 5.5 29.5 DEPT of TELECOMM & CABLE 21 8 38.11 3 14.3 4.8 0 0. 3 14.3 0 0. 1 4.8 13 61.9 9 42.9 40. 19. 0 0 0. 0 0. 0 38.1 0. 8 DIVISION OF BANKS 161 83 51.612 65 40.4 7.5 4 2.5 2 1.2 0 0. 0 0. 78 48.4 56 34.8 93.1 5.6 5 8 5. 0 0. 0 24.8 0. 40 Division of Energy Resources 100 56 56.6 48 48. 6. 0 0. 0 0. 0 0. 2 2. 44 44. 36 36. 02. 0. 2 2 2. 0 0. 4 10. 4. 10 DIVISION OF INSURANCE 117 67 57.35 58 49.6 4.3 1 0.9 3 2.6 0 0. 0 0. 50 42.7 33 28.2 82.6 6.8 3 6 5.1 0 0. 0 22.2 0. 26 DIVISION OF PROFESSIONAL 112 43 38.4 39 34.8 0.9 0 0. 2 1.8 0 0. 1 0.9 69 61.6 47 42. 12 10.7 6 4 3.6 0 0. 0 0. 25 LICEN 1 5.4 22.3 DIVISION OF STANDARDS 16 13 81.30 12 75. 0. 0 0. 1 6.3 0 0. 0 0. 3 18.8 3 18.8 00. 0. 0 0 0. 0 0. 0 6.3 0. 1 EXECUTIVE OFFICE OF 39 24 61.5 18 46.2 5.1 1 2.6 3 7.7 0 0. 0 0. 14 35.9 10 25.6 2 5.1 0 1 2.6 0 0. 1 2.6 10 ECONOMIC D 2 0. 25.6 Massachusetts Marketing Partne 22 9 40.90 8 36.4 0. 0 0. 0 0. 0 0. 1 4.5 13 59.1 7 31.8 50. 22.7 0 1 4.5 0 0. 0 27.3 0. 6 OFFICE OF CONSUMER 24 5 20.8 4 16.7 0. 0 0. 0 0. 0 0. 1 4.2 19 79.2 11 45.8 5 20.8 1 2 8.3 0 0. 0 0. 8 AFFAIRS AND 0 4.2 33.3 TOTALS: 914 428 46.843 343 37.5 4.7 10 1.1 22 2.4 2 0.2 8 0.9 485 53.1 331 36.2 793.5 8.6 32 31 3.4 2 0.2 10 24.3 1.1 222
92 - EXEC OFF OF ECONOMIC DEVELOP - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 9/28/2011 5:55:13 PM
** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Officials and Administrators 251 125 49.812 100 39.8 4.8 1 0.4 4 1.6 1 0.4 7 2.8 126 50.2 93 37.1 200.8 8. 2 5 2. 1 0.4 5 18.3 2. 46 Professionals 540 278 51.528 228 42.2 5.2 6 1.1 14 2.6 1 0.2 1 0.2 261 48.3 190 35.2 312.6 5.7 14 21 3.9 0 0. 5 21.5 0.9 116 Technicians 41 6 14.60 4 9.8 0. 1 2.4 1 2.4 0 0. 0 0. 35 85.4 17 41.5 822. 19.5 9 1 2.4 0 0. 0 48.8 0. 20 Office/Clerical 82 19 23.23 11 13.4 3.7 2 2.4 3 3.7 0 0. 0 0. 63 76.8 31 37.8 208.5 24.4 7 4 4.9 1 1.2 0 48.8 0. 40 TOTALS: 914 428 46.843 343 37.5 4.7 10 1.1 22 2.4 2 0.2 8 0.9 485 53.1 331 36.2 793.5 8.6 32 31 3.4 2 0.2 10 24.3 1.1 222
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
37
92 - EXEC OFF OF ECONOMIC DEVELOP - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 9/28/2011 6:03:22 PM ** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 8 10 12.5 1 12.5 0. 0 0. 0 0. 0 0. 0 0. 7 87.5 6 75.0. 1 12.5 0 0 0. 0 0. 12.5 0 0. 1 Professionals 17 111 64.7 8 47.1 5.9 1 5.9 0 0. 0 0. 1 5.9 5 29.4 2 11.80. 1 5.9 0 1 5.9 0 0. 29.4 1 5.9 5 Technicians 1 10 100. 0 0. 0. 1 100. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 100. 0 0. 1 Office/Clerical 2 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 2 100. 1 50.0. 0 0. 0 1 50. 0 0. 50. 0 0. 1 TOTALS: 28 131 46.4 9 32.1 3.6 2 7.1 0 0. 0 0. 1 3.6 14 50. 9 32.10. 2 7.1 0 2 7.1 0 0. 28.6 1 3.6 8
92 - EXEC OFF OF ECONOMIC DEVELOP - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 9/28/2011 6:04:48 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 8 41 50. 3 37.5 12.5 0 0. 0 0. 0 0. 0 0. 4 50. 3 37.50. 1 12.5 0 0 0. 0 0. 25. 0 0. 2 Professionals 11 83 72.7 5 45.5 27.3 0 0. 0 0. 0 0. 0 0. 3 27.3 2 18.20. 0 0. 0 1 9.1 0 0. 36.4 0 0. 4 TOTALS: 19 124 63.2 8 42.1 21.1 0 0. 0 0. 0 0. 0 0. 7 36.8 5 26.30. 1 5.3 0 1 5.3 0 0. 31.6 0 0. 6
Officials and Administrators 2 1 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50. 0 0. 0 0 0. 0 0. 0 0. 0 TOTALS:Involuntary Terminations 2 1 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50. 0 0. 0 0 0. 0 0. 0 0. 0 0 0. 0. 0 0. 0.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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EXECUTIVE OFFICE OF LABOR AND WORKFORCE DEVELOPMENT
SECRETARY JOANNE F. GOLDSTEIN
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Vietnam Era Disabilities Veterans 7.9% 3.8%
Women Minorities 61.1% 30%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
39
EXECUTIVE OFFICE OF LABOR AND WORKFORCE services and dealing with individuals within and outside DEVELOPMENT of our organization.
INTRODUCTION OVERVIEW OF SECRETARIAT AND AGENCY RELATIONSHIPS Mission Statement The Executive Office of Labor and Workforce The Executive Office of Labor and Workforce Development consist of the following offices: Development's (EOLWD) mission is to enhance the quality, diversity, and stability of the Commonwealth's ● Office of the Secretary of Labor and Workforce workforce by making available new opportunities and Development training, protecting the rights of workers, preventing Commonwealth Corporation (Quasi Public Agency) workplace injuries and illnesses, ensuring that Department of Labor businesses are informed of all employment laws ◦ Division of Occupational Safety (DOS) impacting them and their employees, providing temporary ◦ Department of Industrial Accidents (DIA) assistance when employment is interrupted, promoting ◦ Division of Labor Relations (DLR) labor-management partnerships, providing temporary Department of Workforce Development assistance to individuals whose employment is ◦ Division of Apprentice Training (DAT) interrupted, and ensuring equal access to economic self- ◦ Division of Career Services (DCS) sufficiency and opportunity for all citizens of the ◦ Division of Unemployment Assistance Commonwealth. (DUA)
Non-discrimination, Diversity and Equal Opportunity is BROAD COMPARISON OF WORKFORCE the policy of The Executive Office of Labor and Workforce Development (EOLWD) in all aspects of As of the pay period ending June 18, 2011, EOLWD employment, programs, services and decisions. employed 1,688 total employees at its agencies. 61.1% Standards are important in the work that we do and it is are female, 30.0% are minorities, 3.8% Vietnam Era our goal to promote a workplace that is free from Veterans and 7.9% have self-identified a disability. discrimination and embraces Diversity. Our conduct as an organization and as individuals demands the highest During the same period last year, EOLWD’s workforce of ethical standards. It is the policy of EOLWD to at all consisted of 60.8% female, 28.9% minority, 4.0% VEV times demonstrate open, honest and ethical behavior and 7.0% self-identified disabled. with employees, vendors and the diverse citizens of the Commonwealth. We empower our management teams EOLWD has worked hard to ensure that despite the and our employees to make decisions, but we hold them number of personnel actions that occurred during the four accountable for the decisions that they make. There is quarters of FY 2011 the demographics of our workforce shared accountability for achieving objectives, providing have remained essentially the same. Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
40 SECRETARIAT MOVING FORWARD
EOLWD remains fully committed to affirmative action, equal opportunity and diversity and looks forward to its continued collaboration with the Office of Diversity and Equal Opportunity to advance the Patrick Administration’s goals in this area. Pursuant to Governor Deval Patrick’s Executive Order 526, non-discrimination, diversity, and equal opportunity are the policy of the Executive Office of Labor and Workforce Development in all aspects of our employment, programs, services, activities, and decisions. Building a diverse workforce is a key strategic priority for all levels of the organization. Fostering and encouraging workplace diversity will come from all leadership levels of the EOLWD organization and the Secretariat’s Diversity Director will continue to meet with employees and management at all of EOLWD’s agencies in order to identify new strategies to diversify the Secretariat.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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93 - EXEC OFF OF LABOR & WF DEV - Secretariat Workforce Summary By Department
Report Generated 11/3/2011 5:25:16 PM Report run for Pay Period Ending 6/18/2011 ** MALES ** ** FEMALES ** Department Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Department of Industrial Accid 248 9315 37.5 72 29. 6. 5 2. 1 0.4 0 0. 0 0. 155 62.5 107 43.13.6 33 13.3 9 5 2. 1 0.4 27.8 0 0. 69
DEPARTMENT OF LABOR 47 223 46.8 18 38.3 6.4 0 0. 1 2.1 0 0. 0 0. 25 53.2 20 42.62.1 1 2.1 1 1 2.1 0 0. 14.9 2 4.3 7
Department of Labor & Workforc 1359 53272 39.1 390 28.7 5.3 32 2.4 35 2.6 3 0.2 0 0. 827 60.9 542 39.96.8 138 10.2 93 53 3.9 1 0.1 31.4 0 0. 427
Division of Labor Relations 20 40 20. 4 20. 0. 0 0. 0 0. 0 0. 0 0. 16 80. 15 75.0. 1 5. 0 0 0. 0 0. 5. 0 0. 1
EXECUTIVE OFFICE of LABOR 14 61 42.9 5 35.7 7.1 0 0. 0 0. 0 0. 0 0. 8 57.1 6 42.90. 1 7.1 0 0 0. 0 0. 14.3 1 7.1 2
TOTALS: 1688 65791 38.9 489 29. 5.4 37 2.2 37 2.2 3 0.2 0 0. 1031 61.1 690 40.96.1 174 10.3 103 59 3.5 2 0.1 30. 3 0.2 506
93 - EXEC OFF OF LABOR & WF DEV - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 11/3/2011 5:24:07 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 218 10611 48.6 92 42.2 5. 1 0.5 2 0.9 0 0. 0 0. 112 51.4 87 39.91.8 17 7.8 4 2 0.9 0 0. 17. 2 0.9 37 Professionals 1232 48662 39.4 356 28.9 5. 32 2.6 33 2.7 3 0.2 0 0. 746 60.6 494 40.17.3 113 9.2 90 48 3.9 1 0.1 31. 0 0. 382 Technicians 41 288 68.3 18 43.9 19.5 1 2.4 1 2.4 0 0. 0 0. 13 31.7 9 22.2.4 1 2.4 1 1 2.4 0 0. 31.7 1 2.4 13 Office/Clerical 190 3110 16.3 17 8.9 5.3 3 1.6 1 0.5 0 0. 0 0. 159 83.7 99 52.14.2 43 22.6 8 8 4.2 1 0.5 38.9 0 0. 74 Skilled Craft 4 40 100. 4 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Service Maintenance 3 20 66.7 2 66.7 0. 0 0. 0 0. 0 0. 0 0. 1 33.3 1 33.30. 0 0. 0 0 0. 0 0. 0. 0 0. 0 TOTALS: 1688 65791 38.9 489 29. 5.4 37 2.2 37 2.2 3 0.2 0 0. 1031 61.1 690 40.96.1 174 10.3 103 59 3.5 2 0.1 30. 3 0.2 506
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
42
93 - EXEC OFF OF LABOR & WF DEV - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:27:42 PM ** MALES ** ** FEMALES ** EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 5 1 4 80. 3 60. 20. 0 0. 0 0. 0 0. 0 0. 1 20. 00. 0. 1 20. 0 0 0. 0 0. 40. 0 0. 2 Professionals 261 13 50. 9 34.6 3.8 3 11.5 0 0. 0 0. 0 0. 13 50. 110. 42.3 2 7.7 0 0 0. 0 0. 23.1 0 0. 6 Technicians 2 0 2 100. 2 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Office/Clerical 3 0 1 33.3 1 33.3 0. 0 0. 0 0. 0 0. 0 0. 2 66.7 10. 33.3 1 33.3 0 0 0. 0 0. 33.3 0 0. 1 TOTALS: 362 20 55.6 15 41.7 5.6 3 8.3 0 0. 0 0. 0 0. 16 44.4 120. 33.3 4 11.1 0 0 0. 0 0. 25. 0 0. 9
93 - EXEC OFF OF LABOR & WF DEV - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 11/3/2011 5:30:00 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 6 51 83.3 4 66.7 16.7 0 0. 0 0. 0 0. 0 0. 1 16.7 1 16.70. 0 0. 0 0 0. 0 0. 16.7 0 0. 1 Professionals 14 51 35.7 4 28.6 7.1 0 0. 0 0. 0 0. 0 0. 9 64.3 9 64.30. 0 0. 0 0 0. 0 0. 7.1 0 0. 1 Office/Clerical 1 00.00.0 0.00.00.00.00.1100.00.00.1100. 00.00.00.1 100. TOTALS: 21 102 47.6 8 38.1 9.5 0 0. 0 0. 0 0. 0 0. 11 52.4 10 47.64.8 0 0. 1 0 0. 0 0. 14.3 0 0. 3
Officials and Administrators 5 5 100. 5 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 TOTALS: 5 5 100. 5 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 Involuntary Terminations
0 0. 0. 0 0. 0.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
43
EXECUTIVE OFFICE OF PUBLIC SAFETY AND SECURITY
SECRETARY MARY ELIZABETH HEFFERNAN
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Vietnam Era Disabilities Veterans 1.3% 1.4%
Minorities Women 13% 22.8%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
44
THE EXECUTIVE OFFICE OF PUBLIC SAFETY AND Broad Comparison of the Workforce for FY10 to FY11 In SECURITY FY10, The Executive Office of Public Safety and Security Secretariat Annual Narrative employed 8,596 individuals, while in FY11 EOPSS had August 29, 2011 8,484 employees throughout the Commonwealth. A comparison of the workforce for FY10 includes: Males The Executive Office of Public Safety and Security 77.3%, Females 22.7% Minorities 12.6%, VEV’s 1.65%, (EOPSS) is responsible for the protection of the and Personal with Disabilities 1.31% to current FY11 for Commonwealth and its citizens from injury to person or Males 77.2%, Females 22.8%, Minorities 13%, VEV’s property arising from criminal acts, negligence, natural 1.4%, and Personal with Disabilities 1.31%. disasters, civil disturbances and terrorism. EOPSS is charged with acting to prevent such acts or events from Retention and Incentive to Stay For most of EOPSS’s occurring, and with aiding and cooperating with local and Agencies retention was not an issue due to the state’s federal agencies in similar activities. The Secretary of economy. The Department of Fire Services encourages Public Safety and Security, by statutory authority, leads internal employees to attend various trainings and to take the Executive Office of Public Safety and Security, which the initiative to apply for promotional positions that is comprised of 13 agencies, Criminal History System become available. Most agencies within this Secretariat Board, Department of Public Safety, Department of have experienced internal promotions. The Department Correction, Department of State Police, Department of of Fire Services was fortunate this past fiscal year as the Fire Services, Massachusetts Emergency Management agency had been able to backfill the vacant positions of Agency, Merit Rating Board, Municipal Police Training Chief Fiscal Officer, Facilities Development, Planning & Council, National Guard, Office of Chief Medical Administrative Coordinator and Compliance Officer. Examiner, Parole Board, Sex Offender Registry Board, These positions were recruited by the use of newspaper and are overseen with the assistance of four and website advertising, and attending job fairs. Undersecretaries and one Assistant Secretary: the Undersecretary for Homeland Security, the While many of EOPSS’s agency employees had taken Undersecretary for Law Enforcement and Fire Services, advantage of the Commonwealth of Massachusetts the Undersecretary of Criminal Justice, the Tuition Retention Program, MEMA employees utilized Undersecretary for Forensic Sciences and Technology, this program at a higher percentage in FY11 than and the Assistant Secretary of Policy and Planning. previous fiscal years.
The Secretariat’s workforce has a challenging mission Promotion, Opportunities, and Career Development As and is dedicated to serving the citizens of the mentioned above, some EOPSS’s Agencies executed Commonwealth twenty-four hours a day, every day of the promotions in FY11. The Massachusetts National Guard year. The following paragraphs provide additional was able to promote three (3) individuals during FY 2011. insights into both the challenges and successes All three were males in the Massachusetts Military experienced by EOPSS’s agencies. Reservation (MMR) Fire Department. The State 911Department promoted 1 Black Male from a Customer Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
45 Service Advisor I to a Customer Service Advisor II, and The Executive Office of Public Safety and Security EOPSS promoted 1White Female from an Administrative moving forward EOPSS Will continue to strive and make Assistant II to a Personnel Officer I. All agencies within every effort to meet the Commonwealth’s benchmarks this Secretariat continue to encourage and offer career that represent the four protected groups. Over the past training and employee mentoring to advance work few years several minorities and female employees have opportunities. been hired and promoted within our agency. This Secretariat will monitor and encourage all its Agencies to Hiring - Recruitment, etc. Although hiring was limited due continue to put forth its best efforts to improve in all to budget constraints, the Massachusetts National Guard categories of hiring. achieved 191 new hires in FY11. Of these new hires, 98% were direct hires of federal grant funded employees Because of the budget cuts, EOPSS Secretariat does not working in support of the Massachusetts National Guard. foresee a large number of open positions for FY2012, The standard advertisement and selection processes however, there will be several hires based on the were not used to hire the federal grant funded operational needs of each of the Agencies, and the employees. Massachusetts Emergency Management vacancies will be filled where deemed appropriate by the Agency used the CEO website and specific emergency Director, and Chief of Staff. When a vacant position is management websites, which all women, minorities, available, this Secretariat will continue to make good faith VEV’s and people with disabilities have equal access to. efforts to work toward our placement goals in all four of All EOPSS agency positions are posted on the CEO the protected groups. website. At present, the Executive Office of Public Safety Security Voluntary Terminations and Involuntary Terminations does not have an appointed Secretariat Director of Both were experienced throughout each agency within Diversity, however, the AA/Diversity Officer will continue this Secretariat, but were relatively low. However, one to work directly with Agency Diversity Officers, to monitor agency had five voluntary terminations in FY2011due to the vacancies and hiring activities of all EOPSS Agencies career advancement or work related/resigned. to ensure all placement goals are consistently tracked and reported on a quarterly basis throughout the fiscal Highlights Within most of EOPSS’s Agencies there have year. been slight increases in both hiring and promotions in the category of minorities. In the category for Persons with Submitted by, Disabilities the percentages remained the same over the Marie Gross, Diversity Officer last fiscal year. The Department of Correction witnessed Matthew Moran, Chief of Staff an increase in management and Correction Officers II and III. The DOC has received approval to utilize the PAR 10 Civil Service list for the upcoming Academy Recruit Class. As of July 1, 2011 Merit Rating Board is no longer a part of EOPSS Organization. Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
46
80 - PUBLIC SAFETY - Secretariat Workforce Summary By Department
Report Generated 10/3/2011 1:30:02 PM Report run for Pay Period Ending 6/18/2011 ** MALES ** ** FEMALES ** Department Grand Total % WhiteBlack % % Hispan % Asian % Native %Not % Total % White % Black % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
CHIEF MEDICAL EXAMINER 67 28 41.8 212 31.3 3. 1 1.5 2 3. 0 0. 1 1.5 39 58.2 30 44.8 5 7.53. 2 0 0. 0 0. 2 3. 19.4 13 CRIMINAL HISTORY SYSTEMS 31 7 22.61 5 16.1 3.2 1 3.2 0 0. 0 0. 0 0. 24 77.4 16 51.6 5 16.13.2 1 2 6.5 0 0. 0 0. 32.3 10 BOARD CRIMINAL JUSTICE TRAINING 23 8 34.80 8 34.8 0. 0 0. 0 0. 0 0. 0 0. 15 65.2 14 60.9 1 4.30. 0 0 0. 0 0. 0 0. 4.3 1 COUN DEPARTMENT OF 4995 3954 79.2 3398302 68. 6. 201 4. 43 0.9 10 0.2 0 0. 1041 20.8 875 17.5 1011. 2. 49 11 0.2 5 0.1 0 0. 14.5 722 CORRECTION DEPARTMENT OF FIRE 65 27 41.5 250 38.5 0. 1 1.5 0 0. 0 0. 1 1.5 38 58.5 33 50.8 13.1 1.5 2 1 1.5 0 0. 1 1.5 7.7 5 SERVICES DEPARTMENT OF PUBLIC 128 100 78.1 943 73.4 2.3 2 1.6 0 0. 0 0. 0 0. 28 21.9 19 14.8 70.8 5.5 1 1 0.8 0 0. 0 0. 11.7 15 SAFETY DEPARTMENT OF STATE 2406 1969 81.8 1783104 74.1 4.3 44 1.8 26 1.1 11 0.5 0 0. 437 18.2 407 16.9 160.3 0.7 7 6 0.2 0 0. 1 0. 8.9 215 POLICE EMERGENCY MANAGEMENT 69 42 60.9 400 58. 0. 0 0. 0 0. 0 0. 2 2.9 27 39.1 22 31.9 24.3 2.9 3 0 0. 0 0. 0 0. 7.2 5 AGENCY EXECUTIVE OFFICE OF 104 48 46.2 405 38.5 4.8 0 0. 3 2.9 0 0. 0 0. 56 53.8 41 39.4 81.9 7.7 2 2 1.9 0 0. 1 1. 21.2 22 PUBLIC SAF MERIT RATING BOARD 53 10 18.90 9 17. 0. 1 1.9 0 0. 0 0. 0 0. 43 81.1 11 20.8 26 49.17.5 4 2 3.8 0 0. 0 0. 62.3 33 MILITARY DIVISION 283 236 83.4 2257 79.5 2.5 3 1.1 0 0. 1 0.4 0 0. 47 16.6 42 14.8 10.7 0.4 2 0 0. 2 0.7 0 0. 5.7 16 PAROLE BOARD 204 94 46.1 854 41.7 2. 4 2. 0 0. 0 0. 1 0.5 110 53.9 81 39.7 183.9 8.8 8 3 1.5 0 0. 0 0. 18.1 37 SEX OFFENDER REGISTRY 56 27 48.2 242 42.9 3.6 0 0. 1 1.8 0 0. 0 0. 29 51.8 23 41.1 25.4 3.6 3 1 1.8 0 0. 0 0. 16.1 9 TOTALS: 8484 6550 77.2 5757430 67.9 5.1 258 3. 75 0.9 22 0.3 5 0.1 1934 22.8 1614 19. 193 2.31. 84 29 0.3 7 0.1 5 0.1 13. 1103
80 - PUBLIC SAFETY - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/3/2011 1:23:56 PM ** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Officials and Administrators 611 411 67.313 390 63.8 2.1 5 0.8 2 0.3 0 0. 1 0.2 200 32.7 174 28.5 151.5 2.5 9 0 0. 0 0. 2 7.2 0.3 44 Professionals 1367 751 54.946 675 49.4 3.4 20 1.5 7 0.5 0 0. 2 0.1 616 45.1 534 39.1 471.2 3.4 17 13 1. 2 0.1 1 11.3 0.1 155 Technicians 100 75 75.3 70 70. 3. 1 1. 1 1. 0 0. 0 0. 25 25. 16 16. 71. 7. 1 0 0. 0 0. 1 13. 1. 13 Protective Service:Sworn 5525 4919 89.349 4268 77.2 6.3 219 4. 62 1.1 21 0.4 0 0. 606 11. 495 9. 730.5 1.3 30 6 0.1 2 0. 0 13.8 0. 762 Protective Service:Non-Sworn 227 145 63.93 137 60.4 1.3 3 1.3 1 0.4 0 0. 0 0. 82 36.1 72 31.7 31.8 1.3 4 3 1.3 0 0. 0 7.9 0. 18 Office/Clerical 423 38 9.2 32 7.6 0.5 2 0.5 1 0.2 0 0. 1 0.2 385 91. 309 73. 455.2 10.6 22 7 1.7 2 0.5 0 19.1 0. 81 Skilled Craft 129 128 99.27 117 90.7 5.4 3 2.3 0 0. 1 0.8 0 0. 1 0.8 0 0. 10. 0.8 0 0 0. 0 0. 0 9.3 0. 12 Service Maintenance 102 83 81.47 68 66.7 6.9 5 4.9 1 1. 0 0. 1 1. 19 18.6 14 13.7 21. 2. 1 0 0. 1 1. 1 17.6 1. 18 TOTALS: 8484 6550 77.2430 5757 67.9 5.1 258 3. 75 0.9 22 0.3 5 0.1 1934 22.8 1614 19. 1931. 2.3 84 29 0.3 7 0.1 5 13. 0.1 1103
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
47
80 - PUBLIC SAFETY - Secretariat New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:31:45 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 9 40 44.4 2 22.2 0. 0 0. 0 0. 0 0. 2 22.2 5 55.6 5 55.60. 0 0. 0 0 0. 0 0.0 0. 0. 0 Professionals 39 227 56.4 14 35.9 17.9 0 0. 1 2.6 0 0. 0 0. 17 43.6 12 30.82.6 2 5.1 1 0 0. 0 0. 33.3 0 0. 13 Technicians 2 21 100. 1 50. 50. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 50. 0 0. 1 Protective Service:Sworn 147 9016 61.2 47 32. 10.9 21 14.3 4 2.7 2 1.4 0 0. 57 38.8 48 32.72. 2 1.4 3 3 2. 1 0.7 35.4 0 0. 52 Protective Service:Non-Sworn 8 60 75. 6 75. 0. 0 0. 0 0. 0 0. 0 0. 2 25. 2 25.0. 0 0. 0 0 0. 0 0.0 0. 0. 0 Office/Clerical 10 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 10 100. 7 70.10. 2 20. 1 0 0. 0 0. 30. 0 0. 3 Service Maintenance 2 10 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50. 1 50.0. 0 0. 0 0 0. 0 0. 00. 0. 0 TOTALS: 217 12524 57.6 71 32.7 11.1 21 9.7 5 2.3 2 0.9 2 0.9 92 42.4 75 34.62.3 6 2.8 5 3 1.4 1 0.5 31.8 0 0. 69
80 - PUBLIC SAFETY - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/3/2011 1:33:07 PM
** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native % Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Voluntary Terminations Officials and Administrators 10 9 90.0 9 90. 0. 0 0. 0 0. 0 0. 0 0. 1 10. 1 10. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 20 8 40.0 7 35. 0. 1 5. 0 0. 0 0. 0 0. 12 60. 10 50. 10. 5. 0 0 0. 0 0. 1 10. 5. 2 Technicians 1 1100.1100.0 0.00.00.00.00.00.00.00.00. 00.00.00.0 0. Protective Service:Sworn 50 44 88.4 37 74. 8. 3 6. 0 0. 0 0. 0 0. 6 12. 6 12. 00. 0. 0 0 0. 0 0. 0 14. 0. 7 Protective Service:Non-Sworn 5 4 80.0 3 60. 0. 0 0. 0 0. 0 0. 1 20. 1 20. 0 0. 00. 0. 0 0 0. 0 0. 1 0. 20. 0 Office/Clerical 5 1 20.1 0 0. 20. 0 0. 0 0. 0 0. 0 0. 4 80. 4 80. 00. 0. 0 0 0. 0 0. 0 20. 0. 1 Skilled Craft 2 2 100.0 2 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Service Maintenance 3 1 33.30 1 33.3 0. 0 0. 0 0. 0 0. 0 0. 2 66.7 1 33.3 033.3 0. 1 0 0. 0 0. 0 33.3 0. 1 TOTALS: 96 70 72.95 60 62.5 5.2 4 4.2 0 0. 0 0. 1 1. 26 27.1 22 22.9 11. 1. 1 0 0. 0 0. 2 11.5 2.1 11
Professionals 1 1 100. 0 0. 100. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 1 Protective Service:Sworn 27 20 74.1 13 48.1 7.4 3 11.1 2 7.4 0 0. 0 0. 7 25.9 7 25.9 0 0. 0 0 0. 0 0. 0 0. 7 TOTALS: 28 21 75. 13 46.4 10.7 3 10.7 2 7.1 0 0. 0 0. 7 25. 7 25. 0 0. 0 0 0. 0 0. 0 0. 8 Involuntary Terminations 1 0. 100. 2 0. 25.9 3 0. 28.6
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
48
MASSACHUSETTS DEPARTMENT OF TRANSPORTATION
SECRETARY JEFFREY MULLAN
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Vietnam Era Disabilities Veterans .7% 2.9%
Women 28.9% Minorities 18.8%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
49
Massachusetts Department of Transportation oversight by the new organization. MassDOT also Annual Report Narrative FY 2011 assumes responsibility for many of the bridges and September 12, 2011 parkways currently operated by the Department of Conservation and Recreation (DCR). INTRODUCTION MassDOT Mission Statement BROAD40% COMPARISON of WORKFORCE AND To deliver excellent customer service to the people who HIGHLIGHTS35% travel in the Commonwealth and to provide our nation’s 30% Diversity at MassDOT safest and most reliable transportation system in a way that strengthens our economy and quality of life. 25% 20% MassDOT Diversity Mission 15% Minorities In accordance with Executive Order 526, the Women Massachusetts Department of Transportation (MassDOT) 10% recognizes the importance of diversity and remains 5% committed to actively recruiting, hiring, promoting and 0% training a more inclusive workforce that reflects the FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY 11 Commonwealth's diversity. As can be seen in the above chart there has been little growth within the workforce at MassDOT. There are a OVERVIEW total of 4270 employees at MassDOT of which 1235 or In June 2009, Governor Deval Patrick signed Chapter 25 29% are women and 801 or 19% are minorities. of the Acts of 2009, “An Act Modernizing the Transportation Systems of the Commonwealth of The chart below represents changes in the protected Massachusetts, (as amended by Chapter 26 of the “Act.”) class representation between FY 10 and FY 11. Overall This landmark transportation reform legislation required all areas have seen a slight increase in representation the Commonwealth to integrate transportation agencies with the largest increase being with minorities with a 0.49% and authorities in order to create a new, streamlined +0.54% increase whenDisabled compared to last years workforce 0.31% Massachusetts Department of Transportation (MassDOT) profile. 2.86% VEVWorkforce Comparision established on November 1, 2009. The new MassDOT is 2.88% a merger of the former Executive Office of Transportation 18.76% Minorities and Public Works (EOT) and its divisions the 18.22% Massachusetts Highway Department (MHD), the Registry FY 2011 28.92% Female FY 2010 of Motor Vehicles (RMV), the Massachusetts Aeronautics 28.49% Commission (MAC), with the Massachusetts Turnpike 71.08% Male Authority (MTA) and the Tobin Bridge. In addition, the 71.51% Massachusetts Bay Transportation Authority (MBTA) and Regional Transit Authorities (RTA) are subject to 0.00 10.00 20.00 30.00 40.00 50.00 60.00 70.00 80.00 Percentage of Total Workforce Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
50 RETENTION the Office of Civil Rights prior to any actions taking place. One of the incentives currently in place is the Additionally, in any area that is severely underutilized the reclassification process that has been under taken by the Office of Civil Rights along with the Talent and Human Resources Department. In this process each job Acquisition department will work closely to recruit title will be reviewed and persons within those job titles candidates that fall into any of the protected class groups will be reclassified into the job title and pay scale, if to ensure that the interview package presented to the needed, which better fits the job they are performing hiring managers is fair and equitable. This process once within the organization. Additionally, monthly employee fully implemented throughout all the divisions at recognition awards are still given which recognizes the MassDOT should improve representation throughout effort shown by exemplary MassDOT employees who MassDOT. Although we have been restricted in external have gone above and beyond the call of duty. The Round hiring as most other Executive offices within the Table is still a forum where employees can voice their Commonwealth, we have still participated in several opinions for long standing issues and suggest resolution career fairs most of which focused on recruiting a diverse to issues making MassDOT a diverse and employee applicant pool. Our efforts have greatly improved the focused place to work. diversity in the resume bank of diversified candidates PROMOTION who could fill any number of positions as they become In addition to development and enrichment programs available. currently offered and required by many of the positions at TERMINATIONS MassDOT, MassDOT University (MDU) has been formed In this past fiscal year MassDOT had a total of 195 and is being launched on October 11, 2011. Employees terminations of which 145 or 74% were voluntary of MassDOT will be able to enroll in classes that will terminations. It should also be noted that 60% of the enhance their performance making them a viable voluntary terminations are due to retirement. A review of candidate for promotional opportunities as they become the involuntary terminations revealed that actions were available. These classes will be focused on providing taken in accordance with established procedures and MassDOT employees specific classes geared towards collective bargaining agreements. promoting upward mobility and ensuring success as an SECRETARIAT MOVING FORWARD employee in any given career track. The Human MassDOT will continue to strive towards being the best Resources department has begun conducting open transportation agency in the Nation. With the houses at various districts, depots, and RMV branches appointment of a new Secretary effective September 2, throughout MassDOT. HR Analysts are available to 2011, we are working towards establishing future goals discuss the hiring process and Civil Rights staff is and objectives. However based on recent available to discuss civil rights role in the hiring process correspondence from Secretary Davey it is noted that he and to provide EO counseling. is and will be focusing on attaining utilization goals and HIRING “to create a culture of safety and transparency, improve The Office of Civil Rights in collaboration with the Human service for our customers, and make MassDOT the Resources department has revised the process for filling premier transportation agency in the nation.” vacancies. All personnel transactions will be reviewed by Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
51
65 - MASS DEPT OF TRANSPORTATION - Secretariat Workforce Summary By Department
Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 5:53:10 PM ** MALES ** ** FEMALES **
Department Black Grand Total % White % % Hispan % Asian % Native %Not % Total %% White % Black % Hispan Asian % Native% %Not %Minority Total Am Known Am Known Total
MASS DEPT OF 4270 3035 71.1 2549 59.7 5.2 81 1.9 116 2.7 6 0.1 54 1.3 1235 28.9 846 19.8 208 4.9 75 70 1.6 7 0.2 20 0.5 801 TRANSPORTATION 222 1.8 18.8 TOTALS: 4270 3035 71.1 2549 59.7 5.2 81 1.9 116 2.7 6 0.1 54 1.3 1235 28.9 846 19.8 208 4.9 75 70 1.6 7 0.2 20 0.5 801 222 1.8 18.8
65 - MASS DEPT OF TRANSPORTATION - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 5:56:52 PM ** MALES ** ** FEMALES **
EEO4 Category GrandBlack Total % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native % %Not %Minority Total Am Known Am Known Total
Officials and Administrators 22418 128 57.1 103 46. 8. 2 0.9 2 0.9 0 0. 3 1.3 96 42.9 722.2 32.1 13 5.8 5 4 1.8 1 20.1 0.4 1 0.4 45 Professionals 209999 1662 79.2 1386 66. 4.7 39 1.9 97 4.6 4 0.2 33 1.6 437 20.8 3041.1 14.5 50 2.4 24 46 2.2 1 17.4 0. 10 0.5 366 Technicians 1327 113 85.6 102 77.3 5.3 2 1.5 1 0.8 0 0. 1 0.8 19 14.4 170. 12.9 1 0.8 0 1 0.8 0 9.1 0. 0 0. 12 Protective Service:Sworn 90 9 100. 9 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Office/Clerical 107966 420 38.9 304 28.2 6.1 23 2.1 15 1.4 0 0. 10 0.9 659 61.1 4354.1 40.3 143 13.3 44 19 1.8 3 29.8 0.3 8 0.7 322 Skilled Craft 63124 614 97.3 567 89.9 3.8 13 2.1 1 0.2 2 0.3 6 1. 17 2.7 120.2 1.9 1 0.2 1 0 0. 2 7.1 0.3 1 0.2 45 Service Maintenance 968 89 92.7 78 81.3 8.3 2 2.1 0 0. 0 0. 1 1. 7 7.3 61. 6.3 0 0. 1 0 0. 0 11.5 0. 0 0. 11 TOTALS: 4270222 3035 71.1 2549 59.7 5.2 81 1.9 116 2.7 6 0.1 54 1.3 1235 28.9 8461.8 19.8 208 4.9 75 70 1.6 7 18.8 0.2 20 0.5 801
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
52
65 - MASS DEPT OF TRANSPORTATION - Secretariat New Hires Analysis Report run for 3/27/2011 - 6/18/2011 Report Generated 10/20/2011 5:59:21 PM ** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White %% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 5 21 40. 0 0. 20. 0 0. 0 0. 0 0. 1 20. 3 60. 2 40.0. 1 20. 0 0 0. 0 0. 40. 0 0. 2 Professionals 12 72 58.3 5 41.7 16.7 0 0. 0 0. 0 0. 0 0. 5 41.7 4 33.30. 1 8.3 0 0 0. 0 0. 25. 0 0. 3 Technicians 1 11 100. 0 0. 100. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 100. 0 0. 1 Office/Clerical 13 81 61.5 3 23.1 7.7 2 15.4 0 0. 0 0. 2 15.4 5 38.5 1 7.77.7 1 7.7 1 0 0. 0 0. 38.5 2 15.4 5 Skilled Craft 2 21 100. 1 50. 50. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 50. 0 0. 1 No EEO-4 Reporting 1 10 100. 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0.0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 TOTALS: 34 216 61.8 10 29.4 17.6 2 5.9 0 0. 0 0. 3 8.8 13 38.2 7 20.62.9 3 8.8 1 0 0. 0 0. 35.3 2 5.9 12
65 - MASS DEPT OF TRANSPORTATION - Secretariat Terminations Analysis
Report Generated 10/20/2011 6:01:38 PM Report run for 3/27/2011 - 6/18/2011 ** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Voluntary Terminations
Officials and Administrators 2 0 2 100. 2 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Professionals 19 3 16 84.2 12 63.2 15.8 0 0. 1 5.3 0 0. 0 0. 3 15.8 3 15.80. 0 0. 0 0 0. 0 0. 21.1 0 0. 4 Technicians 21 2 100. 1 50. 50. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 50. 0 0. 1 Office/Clerical 5 0 3 60. 3 60. 0. 0 0. 0 0. 0 0. 0 0. 2 40. 20. 40. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Skilled Craft 40 4 100. 3 75. 0. 0 0. 0 0. 1 25. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 25. 0 0. 1 Service Maintenance 1 0 1 100. 1 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 0. 0. 0 0. 0 TOTALS: 33 4 28 84.8 22 66.7 12.1 0 0. 1 3. 1 3. 0 0. 5 15.2 5 15.20. 0 0. 0 0 0. 0 0. 18.2 0 0. 6
Professionals 1 1 100. 0 0. 100. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 1 Office/Clerical 1 1 100. 0 0. 100. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 1 Skilled Craft 2 2 100. 2 100. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 0 TOTALS: 4 4 100. 2 50. 50. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0. 0 0 0. 0 0. 0 0. 2 Involuntary Terminations
1 0. 100. 1 0. 100. 0 0. 0. 2 0. 50.
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
53
INDEPENDENT AGENCIES
Disabled Persons Protection Commission
MA Commission Against Discrimination
MA Teacher’s Retirement System
Office of the State Comptroller
Public Employee Retirement Administration Commission
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
54 DISABLED PERSONS PROTECTION COMMISSION
Executive Director Nancy A. Alterio
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 6.9% Veterans Minorities 0% 13.8%
Women 72.4%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
55
13 - DIABLED PERSONS PROTECTION COM - Secretariat Workforce Summary By Department Report run for Pay Period Ending 6/18/2011 Report Generated 10/19/2011 4:23:57 PM
** MALES ** ** FEMALES **
Department Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not% %Minority Total Am Known Am Known Total
DISABLED PERSONS 29 8 27.6 7 24.11 3.4 0 0. 0 0. 0 0. 0 0. 21 72.4 18 62.1 0 0. 310.3 0 0. 0 0. 0 0. 4 13.8 PROTECTION CO TOTALS: 29 8 27.6 7 24.11 3.4 0 0. 0 0. 0 0. 0 0. 21 72.4 18 62.1 0 0. 310.3 0 0. 0 0. 0 0. 4 13.8
13 - DIABLED PERSONS PROTECTION COM - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/19/2011 4:24:56 PM
** MALES ** ** FEMALES **
EEO4 Category Grand TotalBlack % White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
Officials and Administrators 6 2 33.30 2 33.3 0. 0 0. 0 0. 0 0. 0 0. 4 66.7 4 66.70. 0 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 22 6 27.31 5 22.7 4.5 0 0. 0 0. 0 0. 0 0. 16 72.7 13 59.113.6 0 0. 3 0 0. 0 0. 0 18.2 0. 4 Office/Clerical 1 00 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100.0. 0 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 29 8 27.61 7 24.1 3.4 0 0. 0 0. 0 0. 0 0. 21 72.4 18 62.110.3 0 0. 3 0 0. 0 0. 0 13.8 0. 4
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
56
MA COMMISSION AGAINST DISCRIMINATION
Chairman Julian T. Tynes
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 0% Veterans 1.5%
Minorities 50.7% Women 77.6%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
57
CAD - COMMISSION AGAINST DISCRIMI NAT - Workforce Summary Report Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 3:07:32 PM ** MALES ** ** FEMALES **
EEO4 Category GrandBlack Total % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %%Not %Minority Total Am Known Am Known Total
Officials and Administrators 72 3 42.9 1 14.3 28.6 0 0. 0 0. 0 0. 0 0. 4 57.1 20. 28.6 1 14.3 0 1 14.3 0 57.1 0. 0 0. 4 Professionals 452 10 22.2 4 8.9 4.4 3 6.7 0 0. 0 0. 0 0. 35 77.8 234.4 51.1 8 17.8 2 2 4.4 0 40. 0. 0 0. 18 Office/Clerical 150 2 13.3 2 13.3 0. 0 0. 0 0. 0 0. 0 0. 13 86.7 126.7 6.7 6 40. 4 2 13.3 0 80. 0. 0 0. 12 TOTALS: 674 15 22.4 7 10.4 6. 3 4.5 0 0. 0 0. 0 0. 52 77.6 269. 38.8 15 22.4 6 5 7.5 0 50.7 0. 0 0. 34
CAD - COMMISSION AGAINST DISCRIMINAT - New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/20/2011 12:00:24 PM
** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Professionals 10 1 100. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 100. 0. 0 0. 1 TOTALS: 10 1 100. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 100. 0. 0 0. 1
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
58
MA TEACHER’S RETIREMENT SYSTEM
Executive Director Joan Schloss
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 1.3% Veterans 1.3% Minorities 26.3%
Women 59.2%
Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
59
TRB - TEACHERS RETIREMENT BOARD - Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 1:13:14 PM ** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Officials and Administrators 121 6 50. 5 41.7 8.3 0 0. 0 0. 0 0. 0 0. 6 50. 50. 41.7 1 8.3 0 0 0. 0 0. 16.7 0 0. 2 Professionals 360 15 41.7 14 38.9 0. 0 0. 1 2.8 0 0. 0 0. 21 58.3 132.8 36.1 4 11.1 1 3 8.3 0 0. 25. 0 0. 9 Technicians 51 3 60. 1 20. 20. 0 0. 1 20. 0 0. 0 0. 2 40. 20. 40. 0 0. 0 0 0. 0 0. 40. 0 0. 2 Office/Clerical 60 0 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 6 100. 316.7 50. 2 33.3 1 0 0. 0 0. 50. 0 0. 3 Service Maintenance 170 7 41.2 6 35.3 0. 0 0. 1 5.9 0 0. 0 0. 10 58.8 70. 41.2 2 11.8 0 1 5.9 0 0. 23.5 0 0. 4 TOTALS: 762 31 40.8 26 34.2 2.6 0 0. 3 3.9 0 0. 0 0. 45 59.2 302.6 39.5 9 11.8 2 4 5.3 0 0. 26.3 0 0. 20
TRB - TEACHERS RETIREMENT BOARD - New Hires Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/20/2011 12:54:42 PM
** MALES ** ** FEMALES **
EEO4 Category Grand BlackTotal % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native %Not% % Minority Total Am Known Am Known Total
Service Maintenance 10 1 100. 0 0. 0. 0 0. 1 100. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 100. 0. 0 0. 1 TOTALS: 10 1 100. 0 0. 0. 0 0. 1 100. 0 0. 0 0. 0 0. 00. 0. 0 0. 0 0 0. 0 100. 0. 0 0. 1
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OFFICE OF THE STATE COMPTROLLER
Comptroller Martin Benison
Demographics for Fiscal Year 2011
As of June 18, 2011
Vietnam Era Persons with Veterans Disabilities 5% 12.5% Women 53.3%
Minorities 29.2%
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18 - OFFICE OF STATE COMPTROLLER - Secretariat Workforce Summary By Department
Report Generated 10/20/2011 1:31:48 PM Report run for Pay Period Ending 6/18/2011 ** MALES ** ** FEMALES ** Department Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
OFFICE OF THE 120 56 46.75 39 32.5 4.2 2 1.7 10 8.3 0 0. 0 0. 64 53.3 46 38.3 72.5 5.8 3 8 6.7 0 0. 0 29.20. 35 COMPTROLLER TOTALS: 120 56 46.75 39 32.5 4.2 2 1.7 10 8.3 0 0. 0 0. 64 53.3 46 38.3 72.5 5.8 3 8 6.7 0 0. 0 29.20. 35
18 - OFFICE OF STATE COMPTROLLER - Secretariat Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 1:37:03 PM ** MALES ** ** FEMALES ** EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Officials and Administrators 24 14 58.32 10 41.7 8.3 1 4.2 1 4.2 0 0. 0 0. 10 41.7 9 37.5 10. 4.2 0 0 0. 0 0. 0 20.8 0. 5 Professionals 91 42 46.23 29 31.9 3.3 1 1.1 9 9.9 0 0. 0 0. 49 53.8 34 37.4 52.2 5.5 2 8 8.8 0 0. 0 30.8 0. 28 Office/Clerical 5 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 5 100. 3 60. 120. 20. 1 0 0. 0 0. 0 40. 0. 2 TOTALS: 120 56 46.75 39 32.5 4.2 2 1.7 10 8.3 0 0. 0 0. 64 53.3 46 38.3 72.5 5.8 3 8 6.7 0 0. 0 29.2 0. 35
18 - OFFICE OF STATE COMPTROLLER - Secretariat New Hires Analysis Report run for 3/27/2011 - 6/18/2011 Report Generated 10/20/2011 1:19:24 PM
** MALES ** ** FEMALES ** EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not % % Minority Total Am Known Am Known Total
Professionals 2 1 50.1 0 0. 50. 0 0. 0 0. 0 0. 0 0. 1 50. 0 0. 00. 0. 0 1 50. 0 0. 0 100. 0. 2 TOTALS: 2 1 50.1 0 0. 50. 0 0. 0 0. 0 0. 0 0. 1 50. 0 0. 00. 0. 0 1 50. 0 0. 0 100. 0. 2
18 - OFFICE OF STATE COMPTROLLER - Secretariat Terminations Analysis
Report run for 3/27/2011 - 6/18/2011 Report Generated 10/20/2011 1:27:31 PM
** MALES ** ** FEMALES **
EEO4 Category Grand Total %Black White % % Hispan % Asian % Native %Not % Total % White % Black% % Hispan Asian % Native %Not %% Minority Total Am Known Am Known Total
Voluntary Terminations Officials and Administrators 1 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 Professionals 1 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 1 100. 1 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0 TOTALS: 2 0 0.0 0 0. 0. 0 0. 0 0. 0 0. 0 0. 2 100. 2 100. 00. 0. 0 0 0. 0 0. 0 0. 0. 0
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PUBLIC EMPLOYEE RETIREMENT ADMINISTRATION COMMISSION
Executive Director Joseph E. Connarton
Demographics for Fiscal Year 2011
As of June 18, 2011
Persons with Disabilities Vietnam Era 0% Veterans 2%
Minorities 6.1%
Women 55.1%
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PER - PUBLIC EMPLOYEE RETIREMENT ADM - Workforce Summary Report
Report run for Pay Period Ending 6/18/2011 Report Generated 10/20/2011 2:04:43 PM
** MALES **
** FEMALES **
EEO4 Category GrandBlack Total % White % % Hispan % Asian % Native %Not % Total % White% % Black % Hispan Asian % Native% %Not % Minority Total Am Known Am Known Total
Officials and Administrators 50 3 60. 3 60. 0. 0 0. 0 0. 0 0. 0 0. 2 40.0. 2 40. 0 0. 0 0 0. 0 0. 0. 0 0. 0 Professionals 320 17 53.1 14 43.8 0. 0 0. 1 3.1 0 0. 2 6.3 15 46.93.1 13 40.6 1 3.1 1 0 0. 0 9.4 0. 0 0. 3 Technicians 20 1 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50.0. 1 50. 0 0. 0 0 0. 0 0. 0. 0 0. 0
Protective Service:Non-Sworn 20 1 50. 1 50. 0. 0 0. 0 0. 0 0. 0 0. 1 50.0. 1 50. 0 0. 0 0 0. 0 0. 0. 0 0. 0
Office/Clerical 80 0 0. 0 0. 0. 0 0. 0 0. 0 0. 0 0. 8 100.0. 8 100. 0 0. 0 0 0. 0 0. 0. 0 0. 0 TOTALS: 490 22 44.9 19 38.8 0. 0 0. 1 2. 0 0. 2 4.1 27 55.12. 25 51. 1 2. 1 0 0. 0 6.1 0. 0 0. 3
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DIVERSITY DIRECTORS AND OFFICERS EXECUTIVE OFFICE FOR ADMINISTARTION AND FINANCE – Scott D. Olson, Diversity Director APPELLATE TAX BOARD - Michelle Tallent; BUREAU OF STATE OFFICE BUILDINGS – Carl Richardson; DIVISION OF CAPITAL ASSET MANAGEMENT - Dolores Ciarlante; CIVIL SERVICE COMMISSION – Angela McConney; DIVISION OF ADMINISTRATIVE LAW APPEALS – Sarah Hall Luick; DEPARTMENT OF REVENUE - Angel Zayas; GROUP INSURANCE COMMISSION - Martin Lydon; HUMAN RESOURCES DIVISION - Cheryl A. Malone; INFORMATION TECHNOLOGY DIVISION - Ellen Wright; MA DEVELOPMENTAL DISABILITIES COUNCIL - Cathy Jackson; MA OFFICE ON DISABILITY - Michael Dumont; MA STATE LIBRARY - Alix Quan; OPERATIONAL SERVICES DIVISION – Bonnie Cunningham
EXECUTIVE OFFICE OF EDUCATION – Valian Norris, Diversity Director DEPARTMENT OF EARLY EDUCATION & CARE – Sarah Harding; DEPARTMENT OF ELEMENTARY AND SECONDARY EDUCATION - Valian Norris; DEPARTMENT OF HIGHER EDUCATION - Katherine Piraino
EXECUTIVE OFFICE OF ENERGY AND ENVIRONMENTAL AFFAIRS – Barbara Nobles Crawford, Diversity Director DEPARTMENT OF AGRICULTURAL RESOURCES - Mary Beth Burnand; DEPARTMENT OF CONSERVATION AND RECREATION - Agatha Summons; DIVISION OF ENERGY RESOURCES - Jane Savery; DEPARTMENT OF ENVIRONMENTAL PROTECTION - Michelle Waters-Ekanem; DEPARTMENT OF FISH AND GAME - Peter Burke; DEPARTMENT OF PUBLIC UTILITIES - Gail Soares
EXECUTIVE OFFICE OF HEALTH AND HUMAN SERVICES – Sonia A. Bryan, Diversity Director DEPARTMENT OF CHILDREN AND FAMILIES – Lisa Bacon; OFFICE FOR REFUGEES AND IMMIGRANTS – Melixza Gonzalez; DEPARTMENT OF TRANSITIONAL ASSISTANCE – Tiffany Ampofo; DEPARTMENT OF YOUTH SERVICES – Maria Cordero; DEPARTMENT OF VETERANS’ SERVICES – Cheryl Poppe; SOLDIERS HOME FOR CHELSEA – John Cronin; SOLDIERS HOME FOR HOLYOKE – James Black; DEPARTMENT OF MENTAL HEALTH – Joy Connell; DEPARTMENT OF ELDER AFFAIRS – Mary Cummings; DEPARTMENT OF PUBLIC HEALTH – Dennis Johnson; DIVISION OF HEALTH CARE FINANCE AND POLICY – Harry O. Lohr, Jr.; MA COMMISSION FOR THE BLIND – Maria Loughran; MA REHABILITATION COMMISSION - Mary Connelly; DEPARTMENT OF DEVELOPMENTAL SERVICES – Gerald Scott; MA COMMISSION FOR THE DEAF AND HARD OF HEARING – Sehin Mekuria
EXECUTIVE OFFICE OF HOUSING AND ECONOMIC DEVELOPMENT – Diana Jeong, Diversity Director DEPARTMENT OF BUSINESS DEVELOPMENT - Diana Jeong; DEPARTMENT OF CONSUMER AFFAIRS AND BUSINESS REGULATION - Donna Leete; DEPARTMENT OF TELECOMMUNICATIONS AND CABLE – Karen Charles; DIVISION OF BANKS – Sheila Frackleton; DIVISION OF INSURANCE – Elizabeth Brodeur; DIVISION OF PROFESSIONAL LICENSURE – Casey Atkins; DIVISION OF STANDARDS - Donna M. Cosco; STATE RACING COMMISSION – Casey Atkins; DEPARTMENT OF HOUSING AND COMMUNITY DEVELOPMENT – Nancy DePaul
EXECUTIVE OFFICE OF LABOR AND WORKFORCE DEVELOPMENT – Kenneth Owens, Diversity Director DEPARTMENT OF LABOR STANDARDS - Heather Rowe; DEPARTMENT OF INDUSTRIAL ACCIDENTS - Betty Oliver; DEPARTMENT OF LABOR RELATIONS - Edward B. Srednicki; DEPARTMENT OF WORKFORCE DEVELOPMENT - Kenneth Owens
EXECUTIVE OFFICE OF PUBLIC SAFETY AND SECURITY – Lennie De Souza Smith, Diversity Director EXECUTIVE OFFICE OF PUBLIC SAFETY AND SECURITY - Marie Gross; DEPARTMENT OF CRIMINAL JUSTICE INFORMATIONAL SERVICES, MUNICIPAL POLICE TRAINING COMMITTEE - Denise Sarro; DEPARTMENT OF CORRECTION - Monsi Quinones; MA NATIONAL GUARD - Raymond Murphy; MA PAROLE BOARD – Joyce Crosby; SEX OFFENDER REGISTRY BOARD - Jeanne L. Holmes; DEPARTMENT OF PUBLIC SAFETY - Lennie De Souza Smith; DEPARTMENT OF FIRE SERVICES - Maribel Fournier; MA EMERGENCY MANAGEMENT AGENCY – Ann McCarthy; MA STATE POLICE - George W. McCravy; OFFICE OF THE CHIEF MEDICAL EXAMINER - Donna Mullaney
MA DEPARTMENT OF TRANSPORTATION– Mukiya Baker-Gomez, Diversity Director AERONAUTICS DIVISION – Steve Rawding; HIGHWAY DIVISION – Mukiya Baker-Gomez; REGISTRY OF MOTOR VEHICLES – Erin Deveney; TRANSIT DIVISION – Mary Fernandes; MERIT RATING BOARD - Florence MacQuarrie
INDEPENDENT AGENCIES DISABLED PERSONS PROTECTION COMMISSION - Audrey Drinan; MA COMMISSION AGAINST DISCRIMINATION - Theresa M. Kelly; MA TEACHERS’ RETIREMENT SYSTEM – Aaron Morrison; OFFICE OF THE STATE COMPTROLLER - Lauren Johnson; PUBLIC EMPLOYEE RETIREMENT ADMINISTRATION COMMISSION - Caroline J. Carcia
analysts, airplane pilots and navigators, surveyors and APPENDIX mapping scientists, and kindred workers.
TECHNICIANS: Occupations that require a combination EEO – 4 Categories of basic scientific or technical knowledge and manual skill
which can be obtained through specialized post- For organizational purposes, the workforce secondary school education or through equivalent on- demographics are divided by EEO-4 categories. The the-job training. Includes: computer programmers, eight EEO-4 categories contain groups of Job titles that drafters, survey and mapping technicians, licensed are related to specific job responsibilities and functions. practical nurses, photographers, radio operators,
technical illustrators, highway technicians, technicians
(medical, dental, electronic, physical sciences), police OFFICIALS/ADMINISTRATORS: Occupations in which and fire sergeants, inspectors (production or processing employees set broad policies, exercise overall inspectors, testers and weighters), and kindred workers. responsibility for execution these policies, direct individual departments or special phases of the agency's PROTECTED SERVICE WORKERS (Sworn/Non- operations or provide specialized consultation on a Sworn): Occupations in which workers are entrusted with regional, district or area basis. Includes: department public safety, security and protection from destructive heads, bureau chiefs, division chiefs, directors, deputy forces. Includes: police patrol officers, fire fighters, directors, controllers, wardens, superintendents, sheriffs, guards, deputy sheriffs, bailiffs, correctional officers, police and fire chiefs and inspectors, examiners (bank, detectives, marshals, harbor patrol officers, game and hearing, motor vehicle, warehouse), inspectors fish wardens, park rangers (except maintenance), and (construction, building, safety, rent-and-housing, fire, kindred workers. A.B.C. Board, license, dairy, livestock, transportation), assessors, tax appraisers and investigators, coroners, OFFICE and CLERICAL WORKERS: Occupations in farm managers, and kindred workers. which workers are responsible for internal and external
communication, recording and retrieval of data and/or PROFESSIONALS: Occupations that require specialized information and other paperwork required in an office. and theoretical knowledge that is usually acquired Includes: bookkeepers, messengers, clerk-typists, through college training or through work experience and stenographers, court transcribers, hearing reporters, other training which provides comparable knowledge. statistical clerks, dispatchers, license distributors, payroll Includes: personnel and labor relations workers, social clerks, office machine and computer operators, telephone workers, doctors, psychologists, registered nurses, operators, legal assistants, sales workers, cashiers, toll economists, dietitians, lawyers, systems analysts, collectors, and kindred workers. accountants, engineers, employment and vocational rehabilitation counselors, teachers or instructors, police SKILLED CRAFT WORKERS: Occupations in which and fire captains and lieutenants, librarians, management workers perform jobs which require special manual skill Office of Diversity and Equal Opportunity’s Fiscal Year 2011 Report
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and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the job training and experience or through apprenticeship or other formal training programs. Includes mechanics and repairers, electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant operators, water and sewage treatment plant operators, and kindred workers.
SERVICE MAINTENANCE WORKERS: Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial employees, gardeners and groundskeepers, refuse collectors, construction laborers, park rangers (maintenance), farm workers (except managers), craft apprentices/trainees/helpers and kindred workers.
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