The Graduate School and University Center 2020-2021 Italian American Affirmative Action Plan

THE GRADUATE SCHOOL AND UNIVERSITY CENTER 2020-2021 ITALIAN AMERICAN AFFIRMATIVE ACTION PLAN

Contact: Pinar Ozgu, Chief Diversity Officer Interim Vice President of Institutional Equity and Human Resources/Chief Diversity Officer/Title IX Coordinator/Ethics Officer OR Edith Rivera, Confidential Executive Officer

Please contact The Compliance and Diversity Office at: Compliance and Diversity (cuny.edu) if you require assistance reading this document due to a disability.

This plan is available for review at: Compliance and Diversity (cuny.edu)

Table of Contents

PART ONE: INTRODUCTION AND BACKGROUND 4

OVERVIEW 5 Location, Degrees, Acc reditation 5 History 5 Mission 6

ORGANIZATION CHART 6

RELEVANT POLICIES 6 Equal Opportunity and Non-Discrimination Policy 7 Affirmative Ac tion Policy 7 CUNY's Policy on Sexual Misconduct 8 Other Policies 9

RESPONSIBILITY FOR IMPLEMENTATION 9 The President 9 Chief Diversity Officer 10 Officials 10 The Graduate Center’s Committee on Diversity and Inclusion 10 University Management 13

IMPACT OF 2020 EVENTS 13

PART TWO: DATA AND ANALYSIS 15

DATA SOURCES 15 Employee Data 15 Self-Identification Categories 16 Labor Market Source Data 16

WORKFORCE ANALYSIS 17

JOB GROUPS, DISCIPLINES, AND MARKET DATA 17 Job Groups 17 Disciplines 19 Labor Market Availability 19

UTILIZATION ANALYSIS 20 Utilization, Underutilization, and Placement Goals 23

OTHER ANALYSES 25 Personnel Ac tivity 25 Recruiting Ac tivity 28 Civil Service Hiring 30

PART THREE: ACTION-ORIENTED PROGRAMS 31

PRIOR-YEAR PROGRAMS 32 Summary of Campus Programs, 2019-2020 32

2020-2021 PLANNED PROGRAMS 32 Planned Campus Programs, 2020-2021 33

ONGOING ACTIVITIES 33

INTERNAL AUDIT AND REPORTING 34

APPENDICES 36

Appendices follow this document and pages, numbered separately.

PART ONE: INTRODUCTION AND BACKGROUND

This report is an annual update of the Affirmative Action Plan (AAP) for federal contractors. This unit is one of CUNY’s 28 Affirmative Action establishments. The US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) oversees Affirmative Action Plan requirements for federal contractors. Some aspects of this plan also reflect state and local regulations, guidelines for public entities, and resolutions of the CUNY Board of Trustees. In particular, this plan reflects requirements for implementing:

• Presidential Executive Order 11246, for women and federally protected racial/ethnic groups

• Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, for protected Veterans

• Section 503 of the Rehabilitation Act of 1973, as amended, for Individuals with Disabilities.

The plan reflects the following timeframes:

Employee Census Date: June 1, 2020 Reporting Year: June 1, 2019–May 31, 2020 Program Year: September 1, 2020–August 31, 2021.

Given this year’s disruptions due to the 2020 COVID-19 outbreak, we experienced challenges in implementing last year’s plan and in completing this year’s plan, as discussed later in this report.

These hyperlinks provide highlights:

Impact of 2020 Events Summary of Workforce by Job Group; Summary by Tenure Status Summary of Underutilization and Goals Action-Oriented Programs for Females and Minorities Hiring Rates, Individuals with Disabilities and Veterans Planned Outreach for Individuals with Disabilities and Veterans

This Plan is available for public review as described on the title page.

As CUNY’s Chancellor designated Italian Americans as a protected group in 1976, we prepare a separate AAP or Italian Americans.

Web links, confirmed as of January 2021, are subject to change.

OVERVIEW

The Graduate School and University Center (GC) is the focal point for advanced teaching and research at the City University of New York (CUNY). Devoted exclusively to graduate education, the GC fosters pioneering research and scholarship in the arts and sciences, and train students for careers in universities, private, nonprofit, and government sectors. The Graduate Center aims to sustain its commitment to diversity and inclusion and provide opportunities for people in New York and around the world in pursing advance research and disseminating it for the public good. With more than 30 doctoral programs , 16 master's programs and more than 30 research centers, institutes, and initiatives combined, Centers & Institutes (cuny.edu) the GC benefits from highly ambitious and diverse students and alumni—who in turn teach hundreds of thousands undergraduates every year. Innovative research, rigorous scholarship, collaborative and interdisciplinary learning, and the creation of theoretical and applied knowledge defines graduate education at the heart of the GC that prepares students with creative, problem-solving expertise to thrive in and beyond the academy.

In 2019, The National Science Foundation’s Survey of Earned Doctorates ranked The Graduate Center #41 among 375 institutions awarding 374 doctorates to 217 women and 177 men. Nationally, the GC ranked #13 for awarding doctoral degrees to students identifying as Hispanic/Latinos. The GC also awards the largest number of Humanities & Arts doctorates of any public or private institution in New York State, ranking at #2. In the fields of Science and Engineering, the GC ranks first among public universities in New York State. Finally, the GC ranked #3 for awarding doctorates in the field of Psychology.

In addition to research and programming in the humanities, social sciences, and sciences, the Advanced Research Collaborative (ARC) extends the GC’s global reach and prominence as an international hub of advanced study by promoting interdisciplinary research, facilitating collaboration, and supporting students, postdoctoral appointments, and visiting scholars.

The Advance Science Research Center (ASRC) is the University’s premier scientific research institute which formally joined the GC in 2017. The ASRC facility, a 200,000-square-foot, state-of-the art building in Upper Manhattan was designed to specifically foster collaboration across disciplines and enhance potential for groundbreaking research. It houses five dynamic initiatives of applied science — Nanoscience, Photonics, Structural Biology, Neuroscience, and Environmental Sciences — and promises to catalyze the sciences across CUNY and New York City. For more information, please visit: The Advanced Science Research Center (cuny.edu). Launched in 2018 and located at the GC, SUM supports faculty publication and research at CUNY. The GC provides an administrative home for University Center Schools (cuny.edu). Further information on the GC and its programs are available at www.gc.cuny.edu.

Location, Degrees, Accreditation

History

Since 1999, the GC’s vibrant campus is located in a nine-story landmark building at 365 Fifth Avenue in midtown Manhattan. Formerly home to the B. Altman Department Store, the building was redesigned as a new, state-of-the-art facility to meet the specific needs of a twenty-first century institution of advanced learning.

Because of the consortial nature of doctoral study at the Graduate Center, courses take place 5 at the Graduate Center as well as other CUNY colleges. For the most part, courses in the social sciences, humanities, and mathematics, as well as courses in the sciences that require no laboratory work meet at the Graduate Center. Science courses requiring laboratory work, courses for the clinical doctorates, and courses in business, criminal justice, engineering, and social welfare convene on other CUNY college campuses

During Spring 2020, the GC enrolled approximately 3,594 students from across the United States and from approximately eighty foreign countries. Faculty members consist of 172 GC appointments (which includes library, lecturers and visiting titles) and 2003 additional faculty members that are drawn from CUNY’s senior colleges and New York City’s leading cultural and scientific institutions.

Founded in 1961, The GC is devoted primarily to doctoral study and awards most of CUNY's doctoral degrees. This nationally unique consortium of 2003 faculty members including a core faculty of 172 and 3,543 doctoral/masters students as of Spring 2020, pursue a shared enterprise of expanding the boundaries of knowledge in over thirty doctoral programs and seven master's programs in the humanities, social sciences, and sciences. A wide range of rankings regularly places GC doctoral programs among the best in the country.

Two University Center programs affiliated with the GC include: the CUNY Baccalaureate Program, through which undergraduates can earn bachelor's degrees by taking courses at any of the CUNY colleges, and the Macaulay Honors College.

Since 1965, approximately 15,000 students earned doctorates from the GC, and they are now among the leaders in our nation's teaching and research efforts, whether at universities, in the nonprofit sector, in business, or in government. By preparing a group of highly qualified professionals from diverse backgrounds to assume leadership roles in a variety of fields, the Graduate Center, through its faculty members, programs, and research centers, is filling an urgent need in the city, the state, and the nation.

Mission

Committed to CUNY’s historic mission of educating the children of all people, we work to provide access to graduate education for diverse groups of highly-talented students, including those who have been underrepresented in higher education.

OR GANIZATION CHART

Appendix A displays an organization chart.

R ELEVANT POLICIES As a unit of The City University of New York (CUNY), we adhere to federal, state, and city laws and regulations on non-discrimination and affirmative action, including: Executive Order

11246, as amended, Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, Section 402 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, as amended, the Age Discrimination Act of 1975, New York State Human Rights Law and New York City Human Rights Law. Protected groups, delineated in Executive Order 11246 and updates are American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Other Pacific Islander, Two or More Races, and Women. Additionally, the Chancellor of CUNY designated Italian Americans as a protected group in 1976 and CUNY prepares a separate Italian American Affirmative Action Plan. CUNY posts its policies on non-discrimination, sexual misconduct, and affirmative action on its website: Click for CUNY's Policies (https://www.cuny.edu/about/administration/offices/hr/policies-and- procedures.html)

Equal Opportunity and Non-Discrimination Policy

The City University of New York (“University” or “CUNY”), located in a historically diverse municipality, is committed to a policy of equal employment and equal access in its educational programs and activities. Diversity, inclusion, and an environment free from discrimination are central to the mission of The University.

It is the policy of The University—applicable to all colleges and units— to recruit, employ, retain, promote, and provide benefits to employees (including paid and unpaid interns) and to admit and provide services for students without regard to race, color, creed, national origin, ethnicity, ancestry, religion, age, sex (including pregnancy, childbirth and related conditions), sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, status as a victim of domestic violence/stalking/sex offenses, unemployment status, or any other legally prohibited basis in accordance with federal, state and city laws.

It is also The University’s policy to provide reasonable accommodations to applicants, employees and other persons on the basis of disability, religious practices, pregnancy or childbirth-related medical conditions, or status as victims of domestic violence/stalking/sex offenses.

This Policy also prohibits retaliation for reporting or opposing discrimination, or cooperating with an investigation of a discrimination complaint.

Affirmative Action Policy

CUNY’s original Affirmative Action Policy of May 28, 1985 is part of its Manual of General Policy.

ARTICLE V FACULTY, STAFF AND ADMINISTRATION

Policy 5.04 - Affirmative Action:

RESOLVED, that the Board of Trustees of The City University of New York reaffirms its commitment to affirmative action and directs the Chancellery and the colleges to reemphasize the taking of the positive steps that will lead to recruiting, hiring, retaining, tenuring, and promoting increased numbers of qualified minorities and women. (Board of Trustees Minutes, 1985-05-28, Section 6-C)

C UNY's Policy on Sexual Misconduct

CUNY’s Policy on Sexual Misconduct addresses sexual harassment, gender-based harassment and sexual violence. It outlines procedures applicable to students and employees for addressing complaints.

CUNY students, employees and visitors deserve the opportunity to live, learn and work free from Sexual Misconduct. Accordingly, CUNY is committed to:

1. Defining conduct that constitutes Sexual Misconduct;

2. Providing clear guidelines for students, employees and visitors on how to report incidents of Sexual Misconduct;

3. Providing ongoing assistance and support to all parties after allegations of Sexual Misconduct have been made;

4. Promptly and respectfully responding to and investigating allegations of Sexual Misconduct, pursuing disciplinary action when appropriate and taking action to investigate and address any allegations of retaliation;

5. Providing awareness and prevention information on Sexual Misconduct, including widely disseminating this Policy, as well as a “Students’ Bill of Rights” and implementing training and educational programs on Sexual Misconduct to college constituencies;

6. Gathering and analyzing information and data that will be reviewed in order to improve safety, reporting, responsiveness and the resolution of allegations of Sexual Misconduct;

7. Distinguishing between the specific conduct defined as Title IX Sexual Harassment by the USDOE and the broader definition of Sexual Misconduct prohibited by this Policy; and

8. Ensuring compliance with the federal regulations under Title IX, and other federal, state and local laws.

This is CUNY’s sole policy to address Sexual Misconduct and it is applicable at all CUNY colleges and units.

Other important policies are available using the links below.

CUNY Campus and Workplace Violence Policy addresses workplace violence.

CUNY Domestic Violence and the Workplace Policy addresses domestic violence in or affecting employees in the workplace.

CUNY Procedures for Implementing Reasonable Accommodations and Academic Adjustments addresses CUNY process for responding to requests for reasonable accommodations or academic adjustments.

CUNY campuses also report crime statistics, including statistics relating to sexual violence under the federal Jeanne Clery Act. Information is available from Campus Security Annual Report (Clery Act) & Crime Awareness (cuny.edu)

Other Policies

It is CUNY’s policy to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to race, color, national or ethnic origin, religion, age, sex, sexual orientation, gender identity, marital status, disability, genetic predisposition or carrier status, alienage, citizenship, military or veteran status, unemployment status or status as victim of domestic violence.

The President of the GC reaffirms the non-discrimination policy annually. The most recently released reaffirmation letter, issued on September 9, 2020 is shown in Appendix B.

RESPONSIBILITY FOR IMPLEMENTATION

While the entire community participates in promoting diversity and inclusion, some individuals have the primary responsibility in implementing non-discrimination policies and the affirmative action plan.

The President

President Robin L. Garrell oversees Affirmative Action and diversity programs to assure compliance with federal, state, and city laws, rules and regulations and university policies, and:

• Designates personnel to manage Affirmative Action, diversity, and compliance efforts, including a Chief Diversity Officer (CDO), 504/Americans with Disabilities Act (ADA) Coordinator and Title IX Coordinator

• Ensures responsible personnel have authority, staffing, and other resources to fulfill

their assigned responsibilities

• Communicates a commitment to equal employment opportunity and issues an annual reaffirmation in support of affirmative action, diversity and equal opportunity

• Approves and releases required reports, including this Affirmative Action Plan.

Chief Diversity Officer

The President designated Pinar Ozgu as Chief Diversity Officer (CDO) and Responsible Official who:

• Provides confidential consultation for, investigates and resolves discrimination/harassment complaints

• Distributes relevant policies, notices and revisions, and assures integration into training programs, search committee orientations, websites, and other media

• Evaluates the impact of Affirmative Action programs and initiatives

• Prepares and communicates Affirmative Action Plan reports

• Consults with hiring teams and managers on recruitment and selection, overseeing recruitment plans and effective recruitment/selection strategies to promote a diverse workforce

• Participates in CUNY initiatives promoting diversity and inclusion.

Officials

Executives, Department Executive Officers, managers, and supervisors are critical partners in implementing CUNY’s Equal Employment and Affirmative Action programs. They help ensure compliance with regulations and policies, foster an inclusive environment, and help develop and implement the Affirmative Action Plan.

Professor Martin Ruck, Senior Advisor to the President for Diversity and Inclusion, also serves as the Chair to the GC’s Diversity and Inclusion Committee described below:

The Graduate Center’s Committee on Diversity and Inclusion

A standing committee advises the President on diversity and affirmative action, reviews the impact of policies on the governance plan, develops and implements strategic diversity plans, and promotes programs to reflect pluralistic values and goals.

Committee members in this past year were:

Martin D. Ruck Chair and Professor of Psychology & Urban Education Annette Gray Associate Dean of Sciences, Graduate Center/ASRC Sara Mazes Administrative Executive Coordinator, Macaulay Justin Brown Executive Director, Center for Lesbian and Gay Studies (CLAGS) Kandice Chuh Professor, Ph.D. Program in English Dana-Ain Davis Director, MA Program in Women’s and Gender Studies Brian Gibney Executive Officer and Professor of Chemistry Shawn Rhea Communications and Marketing Graduate Center/ASRC Allison Guess Student, Ph.D. Program Earth and Environmental Sciences (EES) Jennifer Tang Student, Ph.D. Program in Psychology Elizabeth Che Student, Ph.D. Program in Educational Psychology Victoria Stone-Cadena Associate Director, Center for Latin American, Caribbean and Latino Studies Pinar Ozgu Interim Vice President for Institutional Equity and Human Resources/Chief Diversity Officer/Title IX Matthew Schoengood Vice President for Student Affairs

Three Diversity and Inclusion Committee working groups are charged with taking lead on the following initiatives:

1. Evaluation of Policies 2. Awareness of Anti-Racism, and 3. Safe Spaces for Dialogue and Action

The members of the Evaluations of Policies Working Group, Anti-racism Awareness Working Group, and Safe Spaces for Dialogue and Action Working Group presented a variety of actions to address issues of diversity and inclusion at the Graduate Center. These recommendations include, but are not limited to: diversifying The Graduate Center Foundation Board, auditing diversity among senior staff and administrative positions, and establishing a full-time DEI, senior position/Decanal role, establish ongoing anti-racism and restorative justice trainings, and pursuing external funding sources for GC-wide diversity and inclusion initiatives.

Other DEI Committees at The Graduate Center

Advance Science Research Center (ASRC) - DEI Commit tee

The ASRC Diversity, Equity, Inclusion, Anti-Racism and Anti-Sexism Committee was established in June 2020 with two major goals for the committee’s work as follows:

1. Building transparency and accountability at the ASRC 2. Developing cultural awareness

To these ends, the current workgroups of the ASRC’s DEI Committee include:

• Climate and Diversity Survey

This working group is committed to understanding the current diversity climate at the ASRC through surveys. The group will develop, distribute, and analyze effective voluntary surveys with the aid of The Graduate Center’s Compliance and Diversity Office.

• Community Resources Website

This working group will create an online web presence to provide our community with updates as well as resources to explore and build awareness of issues and guidance on how to have DEI-focused discussions.

In addition, faculty committee members will put together a faculty event to discuss issues of diversity, equity and inclusion in hiring, mentoring/supervising, and the scientific community.

Members of the ASRC’s DEI Committee are:

Muaad Alody, Administrative Coordinator, Nanoscience Patrizia Casaccia, Professor, Neuroscience Alfredo Ceballos, PhD Student, Structural Biology Ayo Deas, PhD Student, Environmental Sciences Salma Kassem, Postdoc, Nanoscience Kendra Krueger, Science Education Coordinator, Communications Isela Lopez, Operations Manager, Comparative Medicine Unit Enrique Mejia, PhD Student, Photonics Andrew Reinmann, Assistant Professor, Environmental Sciences Shawn Rhea, Media Relations Manager, Communications Camille Santistevan, Associate Director, Communications Matthew Sfeir, Associate Professor, Photonics Orie Shafer, Professor, Neuroscience Linda Vigdor, Associate Director, Sponsored Programs

Activities in the Academic Departments

Anthropology – Engaging in various programmatic diversity efforts in terms of course offerings, invited talk series, and admissions practices. The program has integrated diversity, inclusion and equity principles and practices for some time.

Art History – Working on making their admissions process more inclusive.

Business – DEI Committee in Progress

Classics – DEI Committee in Progress

Earth and Environmental Sciences – DEI Committee in Progress

History – This program has established an Anti-Racism Working Group.

Linguistics – DEI Committee in Progress

MS Program in Cognitive Neuroscience – DEI Committee in Progress

Mina Rees Library – DEI Committee has assembled outstanding resources for addressing anti- racism.

Political Science – DEI Committee in Progress

Psychology – DEI Committee in Progress

Social Welfare – DEI Committee in Progress

Speech-Language-Hearing Sciences – Established DEI Taskforce

Urban Education - Works on programmatic restorative justice issues. During November 2020 the program received a PublicsLab Doctoral Curriculum Enhancement Grant which will support, further develop, and sustain a Restorative Justice (RJ) Initiative in the program.

Please visit GC Faculty Publications Addressing Diversity (cuny.edu), diversity and anti-racism resources, facts and figures and more at: Diversity and Inclusion (cuny.edu).

University Management

CUNY’s Office of Recruitment and Diversity (ORD) establishes job groups and other report parameters and prepares summary statistics. ORD also reports summary statistics and sponsors several university-wide diversity programs. Click here for link (www2.cuny.edu/about/administration/offices/hr/recruitment -diversity/).

IMPACT OF 2020 EVENTS

On March 15, 2020, Chancellor Felix Matos-Rodriguez announced CUNY campuses and non- essential personnel were transitioning to remote learning and working for the remainder of the academic year. As of summer, 2020, this arrangement was still in place. The transition and resulting shifts in priorities affected the university’s operations in many ways, including personnel practices. We have cancelled or postponed some hiring plans. We have limited or cancelled public events and other campus activities that we could not conduct remotely.

Certain practices have continued unchanged, such as the listing of job vacancy announcements with workforce agencies. The Chief Diversity Officer has continued to work remotely on:

• Complaint intake and investigation • Accommodations for Individuals with Disabilities • Recruitment advertising and outreach • Search Committee Trainings • Ethics Trainings 13

• Oversight of hiring, advancement, onboarding, and separation practices • Providing consultation to the Graduate Center’s senior management

As of this writing, it is difficult to set placement goals or plan action-oriented programs, as we have not finalized operational and personnel plans.

The Chief Diversity Officer also serves as Interim Vice President for Institutional Equity and Human Resources, Ethics Officer, and Title IX Coordinator and oversees The Office of Human Resources. As such, mandated trainings on Work Place Violence, E-SPARC, SPARC for students and mandated employee Ethics trainings are provided to the GC, Graduate School of Journalism and Macaulay Honors College communities annually.

This year, the GC hosted a collaborative Ethics training effort allowing for any CUNY campus employee to participate. For the upcoming academic year, additional diversity and inclusion trainings will be scheduled via Zoom covering topics of Disability Awareness & Etiquette, Unconscious Bias, and Domestic Violence to name a few. The Chief Diversity Officer is also considering a partnership with the NYC Alliance Against Sexual Assault Organization and other potential external organization(s) to increase its current training deck. The NYC Alliance Against Sexual Assault has Memos of Understanding Agreements (MOUs) with other CUNY Campuses the GC wishes to pursue as an additional training option.

Further information on the GC’s COVID-19 and Reactivation Planning (cuny.edu) and Telecommuting Guidelines (cuny.edu) is available on the GC’s Office of Human Resources website at: Human Resources (cuny.edu). Additional information is provided on the CUNY website at: CUNY Coronavirus info: https://www.cuny.edu/coronavirus/

PART TWO: DATA AND ANALYSIS

We analyze workforce data as mandated through multiple methods that promote a complete assessment:

• Workforce Analysis (employees within organizational units)

• Establishment of job groups and academic disciplines

• Development of labor market availability measures

• Utilization Analysis for job groups and disciplines

• Review of Personnel Actions (e.g., Hiring, Separation, Promotion)

• Review of Recruitment Activities

• Review of Civil Service Hiring

Details are available from the US Department of Labor’s Office of Contract Compliance Programs (OFCCP) at: OFCCP site: https:/www.dol.gov/ofccp/regs/compliance/ofcpcomp.htm (Educational Institutions Technical Assistance Guide).

DATA SOURCES

Employee Data

On June 30, 2020, we extracted data on full-time active employees employed as of June 1, 2020 from CUNY’s system of record, CUNYfirst. We included individuals on most paid leaves, including medical leave and fellowship/sabbatical leave. We did not include individuals on terminal leaves such as retirement leave, student workers (including Graduate Assistants) or individuals employed separately by CUNY’s Research Foundation.

We invite employees to self-identify gender, race/ethnicity, veteran status, and disability status. Employees may update selections at any time on an Employee Self-Service portal. The Graduate Center’s Office of Human Resources rolled out its annual Self-Identification Campaign on July 17, 2019 and again on August 28, 2020. The Self-Identification Campaign provided an FAQ document to explain the reasons for collecting this data, and stressed that providing it is voluntary. We plan to conduct the next canvas during spring of 2021.

We also invite job applicants to self-identify on the job application portal.

Self-Identification C ategories

We use federally mandated gender categories of male and female for purposes of this plan. Although our system captures non-binary general identification, only individuals identifying as “female” are included in the federally protected gender category.

The New York City Commission on Human Rights mandates legal protection against discrimination on the basis of gender identity that allows employees and students to request a preferred name.

The documents provided below include CUNY’s Preferred Name and/or Gender Change Process and available forms:

1) Memo Student and Employee Requests for Name and/or Gender Changes - [PDF] 11.20.2020

2) Preferred Name Request Form - [PDF] 11.20.2020

3) Gender Change Request Form - [PDF] 11.20.2020

Of the 572 GC employees, 1 employee did not identify a gender and 1 other employee did not identify a valid race/ethnicity category. Employees who do not specify a gender and/or ethnicity are included in the Workforce Analysis but not assigned to a protected group. A total of 152 employees did not identify a Veteran status and 402 employees did not identify a Disability status. Disability and Veteran status are priorities for future self-identification campaigns.

Labor Market Source Data

For the purposes of this AAP, we compare the employee population with the Labor Market from which CUNY would reasonably recruit, train, or promote, by job group. CUNY re- calculates availability every other year, most recently in 2019. Data sources include:

• For internal candidates, employee appointments CUNY-wide over 2016-2017 and 2017- 2018 for weighting and feeder jobs, applied to the June 1, 2018 employee census.

• For external candidates, US Census American Community Survey (ACS), 5-year estimate, 2013-2017 (final), specifically, extracted from University of Minnesota’s Public User Microdata Sample (iPUMS).

• For faculty discipline-based estimates: US Department of Education’s National Center for Education Statistics’ Integrated Post-Secondary Education Data System (IPEDS) completion data, 2015-2016 (final); evaluated by Classification of Instructional Programs (CIP), most often at two-digit level (major category).

WORKFORCE ANALYSIS

In Workforce Analysis, we reviewed representation of females and minorities by division, department and title, and evaluated diversity by organizational unit rather than job group. We reviewed the data organized by job title in order of rank or salary grade. We also reviewed professorial faculty by tenure status within department. Due to their length, Workforce Analysis charts are not included here.

In 2019, the GC’s overall workforce was 550 representing 297 (54%) women and 250 (46%) total minorities. During 2020, the workforce increased to 572 with 310 (54%) females and 261 (46%) minorities. Italian American representation was 19 (3%) in 2019 and decreased by one employee to 18 (3%) during 2020. The following pages further compares the GC workforce by specific job groups relative to diversity representation.

JOB GROUPS, DISCIPLINES, AND MARKET DATA

Job Groups

Except for the Workforce Analysis, we analyze data by groups of jobs with similar duties, qualifications, and other conditions of employment. CUNY establishes job groups and reviews them annually, as detailed in Appendix C. A major input is the federal Standard Occupational Classification (SOC) system. We further organize job groups into categories based on federal EEO-1 categories.

The next two pages provide a summary of staffing by job group, followed by a summary of professorial faculty by rank and tenure status.

Workforce Summary by Job Group and Category (June, 2020) Graduate Center Total Employees: 406

Executive/Administrative/Managerial Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Administration 1 (Chief Executive) 100.0%00.0%0 0.0% Administration 1 (Executive) 21 13 61.9% 6 28.6% 2 9.5% Administration 2 (Manager) 97 67 69.1% 36 37.1% 5 5.1% Facility Manager 300.0%266.7%0 0.0% IT Computer Manager 8225.0%675.0%1 14.3% Professional Faculty Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Faculty‐Librarian 9666.7%222.2%1 10.0% Faculty‐Lecturer 500.0%00.0%1 20.0% Professional Non‐Faculty Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Accountant 100.0%1100.0%0 0.0% Administration 3 (Professional) 163 114 69.9% 102 62.6% 6 3.8% IT Computer Professional 43 19 44.2% 31 72.1% 1 2.3% Administrative Support Workers Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Administrative Assistant 88100.0%787.5%0 0.0% Office Assistant 8450.0%562.5%0 0.0% Mail Services Worker 7114.3%571.4%0 0.0% Technicians Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Administration 4 (College Lab Tech) 400.0%125.0%1 25.0% Broadcast/Media 400.0%125.0%0 0.0% Print Shop 200.0%150.0%0 0.0% Service Workers and Others Job GroupStaff Female #MinorityFemale %Minority #Italian %Italian Am. # Am. % Campus Public Safety Sergeant 2150.0%2100.0%0 0.0% Campus Peace Officer 5120.0%5100.0%0 0.0% Campus Security Assistant 15 8 53.3% 14 93.3% 0 0.0%

Workforce Summary Summary for Professorial Rank Faculty by TItle and Tenure Status (June, 2020) Graduate Center Total Professorial Faculty: 166

Status categories are: Tenure, Track Tenure, Substitute, and "Instructors or Others PSC" which applies to titles where tenure status is not given. Title Ttl Empls Female #MinorityFemale %Minority # % ItalAm #ItalAm %

Visiting Asst Professor 6 516.7%83.3% 1 00.0%

Visiting > = 50%6 516.7%83.3% 1 00.0%

Visiting Assc Professor 1 00.0%0.0% 0 00.0%

Visiting <50%1 00.0%0.0% 0 00.0%

Visiting Professor 9 211.1%22.2% 1 00.0%

Visiting <50%2 00.0%0.0% 0 00.0%

Visiting > = 50%7 214.3%28.6% 1 00.0%

Asst Professor 8 125.0%12.5% 2 00.0%

Track Tenure8 125.0%12.5% 2 00.0%

Assc Professor 19 936.8%47.4% 7 00.0%

Tenured16 837.5%50.0% 6 00.0%

Track Tenure3 133.3%33.3% 1 00.0%

Professor 59 3152.5% 12 20.3% 23.4%

Tenured59 3152.5% 12 20.3% 23.4%

Research Assistant Professor 11 436.4%36.4% 4 00.0%

Instructors and others PSC9 344.4%33.3% 4 00.0%

Substitute >=6 Mo Or Prior Ben2 10.0%50.0% 0 00.0%

Research Associate Professor 7 257.1%28.6% 4 114.3%

Instructors and others PSC7 257.1%28.6% 4 114.3%

Research Professor 1 10.0%100.0% 0 00.0%

Instructors and others PSC1 10.0%100.0% 0 00.0%

Dist Professor 43 1023.3% 3 7.0% 12.3%

Instructors and others PSC43 1023.3% 3 7.0% 12.3%

Einstein Professor 2 10.0%50.0% 0 150.0%

Instructors and others PSC2 10.0%50.0% 0 150.0%

Workforce Summary With the exception of the Chief Executive (President) and other job groups with less than 5 employees, following are comparative summaries for 2019 and 2020:

The Faculty Professorial Job Group represented 173 employees with 65 (38%) women, 31 (18%) minorities and 6 (4%) Italian Americans in 2019. During 2020, this group decreased to 166 employees but slightly increased for females to 66 (40%). Minority representation increased to 34 (21%), and Italian American representation slightly decreased to 5 (3%).

The Executive (Administration 1) Job Group totaled 23 with 12 (52%) females and 5 (22%) minorities in 2019. For 2020, this group decreased to 21 employees but increased in female and minority representation to 13 (62%) and 6 (29%), respectively. Italian American representation was 1 (4%) in 2019 and also increased to 2 (10%) in 2020.

In the Manager (Administartion2) Job Group, total employees for 2019 were 94 with 68 (72%) females and 36 (38%) for minorities. Italian American representation was 5 (5%). During 2020, female representation decreased by one separation to 67 (69%) while minorities remained the same at 36 (37%). Italian American representation remained the same for both years at 5 (5%).

For the IT Computer Managerial Job Group, there were 6 total employees with 2 (33%) females, 5 (83%) minorities and 1 (17%) Italian American in 2019. Overall employees and minority representation increased during 2020 to 8 with 2 females (25%) and 6 (75%) minorities, respectively. Italian American representation for 2019 was 1 (17%) and remains at 1 (14%) for 2020 albeit percentage representation decreased due to overall total employees in this group.

During 2019, the Administration 3 (Professional Non-Faculty) Job Group totaled 151 employees representing 111 (74%) females, 97 (64%) minorities and 5 (3%) Italian Americans. In 2020, this group increased in size, females, minorities and Italian American representation to 163 with 114 (70%) females, 102 (63%) minorities and 6 (4%) Italian Americans.

The IT Computer Professionals totaled 43 with 19 (44%) females, 31 (72%) minorities and no Italian American representation for 2019. Females, minorities and group total remained the same at 19 for 2020 but 1 (2%) employee identified as Italian American.

The Administrative Support Workers Job Group includes Administrative Assistants, Office Assistants and Mail Service Workers.

The Administrative Assistant Job Group remained the same for 2019 and 2020 with 8 employees, 8 (100%) women and 7 (88%) minorities, and no Italian American representation.

Office Assistants totaled 7 with 3 (43%) females, 4 (57%) minorities in 2019. However, this group increased in females and minority representation in 2020 to 8 employees with 4 (50%) females and 5 (63%). Italian American representation was absent during both years.

Mail Service Worker employee totals remain the same for 2019 and 2020 with 7 employees representing 1 (14%) female and 5 (71%) minorities. Italian American representation was

18 absent during both years.

Finally, the Service Workers and Others Job Group includes Campus Peace Officers and Campus Security Assistants.

Campus Peace Officers totaled 5 with 0% females, 4 (80%) minorities and no Italian American representation for 2019 or 2020. However, during 2020 this group increased female and minority representation to 5 employees with 1 (20%) female and 5 (100%) minorities.

Finally, Campus Security Assistants totaled 15, with 7 (47%) females and 15 (100%) minorities during 2019. For 2020, employee totals remained the same at 15 but females increased to 8 (53%) and minority representation decreased to 14 (93%) in 2020. Italian American representation remains absent. However, note that the absence of Italian Americans in any CUNY Classified Title is subject to NYS and CUNY Civil Service Regulations.

Disciplines

We analyze data about Faculty and College Laboratory Technicians based on academic discipline. With few exceptions, CUNY assigns faculty departments to disciplines as per the Classification of Instructional Programs (CIP). For College Laboratory Technicians, we evaluate disciplines by assigning departments to either a Scientific/Engineering/Technical group or a General group. Appendix D lists these assignments. This past year, there were no material changes to the discipline assignments.

Labor Market Availability

Labor Market Availability is an estimate used to benchmark utilization of protected groups, by job group. It represents the proportion of each protected group available for employment in the labor market from which CUNY recruits (both internally and externally). CUNY typically reviews Labor Market Availability every other year and did not revise estimates this year. The appendices listed above provide the basis for each calculation. We utilize the following factors:

Weighting of Internal/External Labor Market The internal labor market is university-wide and currently reflects the full-time employee population. We produce a weighted estimate based on 2016-2017 and 2017-2018 job movement of CUNY employees. We also identify typical feeder jobs and other conditions, such as permanency status.

Geography We base geographic factors on both CUNY policy and actual hiring experience.

• National labor market for Administration 1 (Executive), Faculty–Professorial, and Faculty– Instructor.

• Two-state region (New York and New Jersey) for Faculty-Lecturer. IPEDS completion data is only available by State and recruiting is regional rather than national.

• New York State-only labor market where New York State residency is required by statute: • College Security Assistant • Campus Peace Officer • Campus Public Safety Sergeant • Security Manager.

• New York/New Jersey Metropolitan Statistical Area (MSA) for remaining job groups. A review of hires in 2018-2019 indicated 98.6% of new hires in these groups reside within this MSA. This area represents a large and highly diverse population.

Qualifications – Other than Collegiate Faculty

• Occupational Group: Standard Occupational Classifications assigned to every job title, matched to Census Occupational Codes.

• Degree Requirements: the minimum requirement for the lowest-ranked job in each job group. These range from none through Master’s level.

• Experience: where there is a requirement for a specific number of years of experience, we used age as a proxy, utilizing US Census standards; for example, a Bachelor’s degree assumes a standard age of 21, and a Bachelor’s degree plus four years of experience would correspond to a minimum age of 25.

As discipline-specific data is not available for Italian American ancestry, we do not analyze faculty by discipline. We utilize American Community Survey data, which contains ancestry information. Respondents may provide up to two ancestries. They may identify as Italian American exclusively or in combination with another ancestry. Categories for Italian American ancestry are Italian (051) and Sicilian (068). The agreed-upon calculation is:

• 100% of the first response (e.g., “Italian”, then “Irish” is counted at 100%)

• 50% of the second response (e.g., “Irish”, then “Italian” is counted at 50%)

• Individuals answering as both Italian and Sicilian, or either Italian or Sicilian with no other choice, are counted at 100%.

UTILIZATION ANALYSIS

We compare female and total minority utilization with the estimated labor market by job group. We also evaluate utilization for the major federal ethnicity categories (Asian, Black/African American, and Hispanic/Latino) and Italian American.

There must be at least five incumbents in order to evaluate a job group. Analyzing groups of less than 30 employees may generate less reliable results than those with larger populations.

The President’s position reports outside of The Graduate Center and is not included in the analysis.

We report underutilization where the percent of individuals in a protected group is less than 80% below labor market estimate and the difference is equal to at least one full-time equivalent employee.

We consider job groups and disciplines for which there is underutilization as priorities for placement goals and enhanced outreach when there are hiring opportunities.

Appendix E details utilization/underutilization in each category (job group and/or academic discipline).

Small year-to-year variations in underutilization arise from a combination of changes in availability, hires, advancements, and separations. It is usually not possible to pinpoint a single, direct cause. In job groups with small numbers of employees, numbers may change substantially even with a change in only one employee.

The following pages summarize staffing and underutilization for each job group.

Exhibit: Summary of Historical Changes in Underutilization ‐Staff/College Lab Tech (Italian American Plan) 2020 ‐ 2021 Graduate Center

This is a summary of underutilization of protected groups by Job Group, organized by EEO Category. Only those Job Groups with five or more staff are reported.

This summary provides three measurements:

‐2018: Underutilization reported in the 2018 ‐ 2019 plan (i.e., based on employee census as of 6/1/2018, the the Labor Market Availability estimates in place at that time).

‐2019: Underutilization reported in the 2019 ‐ 2020 (i.e., based on employee census as of 6/1/2019, with the current Labor Market Availability estimates, in place at that time).

‐2020: Underutilization reported in the 2020 ‐ 2021 Plan (i.e., this plan).

Note changes were made to job groups for security staff in 2019. 2018 figures reflect the prior organization (job groups named CPO‐1 and CPO‐2) and the 2019 figures reflect the new organization (Campus Security Assistant and Campus Peace Officer). The prior CPO‐1 group contained Campus Security Assistant and Campus Peace Officer Level 1 only and CPO‐2 contained Campus Peace Officer Level 2 only). The new groups are Campus Security Assistant and CPO (both CPO‐1 and CPO‐2 titles).

Category: Executive/Administrative/Managerial UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. Administration 1 (Executive) 2020 21 1 2019 23 1 1 1 2018 22 5 2 2 Administration 2 (Manager) 2020 97 11 10 6 6 2019 94 9 8 6 4 2018 89 6 3 4 IT Computer Manager 2020 8 2019 6 2018 7

Category: Professional Non‐Faculty UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. Administration 3 (Professional) 2020 163 15 2019 151 14 2018 114 9 IT Computer Professional 2020 43 3 2019 43 4 2018 40 5 Exhibit: Summary of Historical Changes in Underutilization ‐Staff/College Lab Tech (Italian American Plan) 2020 ‐ 2021 Graduate Center

Category: Administrative Support Workers UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. Administrative Assistant 2020 8 1 1 2019 8 1 1 2018 5 0 1 0 Mail Services Worker 2020 7 1 1 1 2019 7 1 1 1 2018 7 2 0 1 Office Assistant 2020 8 3 1 2019 7 3 1 2018 13 2

Category: Technicians UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. Administration 4 (College Lab Tech) ‐ Sci/Tech/Eng 2018 5 1 1

Category: Service Workers and Others UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. Campus Peace Officer 2020 5 0 1 2019 5 1 0 1 Campus Peace Officer (2018‐CPO Level 1) 2018 18 1 2 Campus Security Assistant 2020 15 1 2019 15 1 Exhibit: Summary of Historical Changes in Underutilization ‐ Faculty (Italian American Plan) 2020 ‐ 2021 Graduate Center

This is a summary of underutilization, of protected groups by faculty Job Group. Only those groups with five or more faculty are reported.

This summary provides three measurements:

‐2018: Underutilization reported in the 2018 ‐ 2019 plan (i.e., based on employee census as of 6/1/2018, the the Labor Market Availability estimates in place at that time).

‐2019: Underutilization reported in the 2019 ‐ 2020 (i.e., based on employee census as of 6/1/2019, with the current Labor Market Availability estimates, in place at that time).

‐2020: Underutilization reported in the 2020 ‐ 2021 Plan (i.e., this plan).

Notes:

‐Librarians are now reported in a separate Job Group. In 2018 they were reported with Professorial faculty.

Faculty ‐ Professoriate‐Grad UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. 2020 166 4 2019 160 20 4 2018 179 44 4

Faculty‐Lecturer UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. 2020 5 3 2 1 0 0 2018 7 2 2 1 1 1

Faculty‐Librarian UNDERUTILIZATION Total Female Total Asian/NatH Black/ Hispanic/ Italian Staff Minority aw./Oth. African Am. Latino American Pac. Isl. 2020 9 0 0 2019 10 0 0 Utilization, Underutilization, and Placement Goals

During the reporting years from 2018-2020, the following pages discuss historical underutilization in job groups with 5 or more employees as follows:

With the exception of the Chief Executive (President) and other job groups with less than 5 employees, following are comparative summaries:

The Executive/Administrative and Managerial Job Groups include Administration 1, Administration 2 and IT Computer Manager titles.

In the Administration 1 (Executive) Job Group, total employees were 22 in 2018 reflecting no underutilization for Females, Hispanic/Latinos or Italian Americans. However, underutilization was present for minorities (5), Asian/Native Hawaiian/Other Pacific Islanders (2), and Black/African Americans (2). During 2019, total employees increased to 23 and the utilization standard was met for Females, Asian/Native Hawaiian/Other Pacific Islanders and Hispanic/Latinos. Also, underutilization reduced for Total Minorities (1) and Black/African Americans (1) but increased for Italian Americans (1). In 2020, total employees was 21 and the utilization standard was met for all federally protected groups and Italian Americans, with the exception of 1 Black/African American.

In the Administration 2 (Manager) Job Group, total employees were 89 in 2018, increased to 94 in 2019 then further increased to 97 in 2020. Female and Asian/Native Hawaiian/Other Pacific Islander underutilization remains deleted for all three reporting years. Total Minorities met the utilization standard in 2018 but underutilization increased to 9 during 2019 and further increased to 11 for 2020. Black/African American underutilization was 6 in 2018, increased to 8 in 2019 and further increased to 10 for 2020. Hispanic/Latino underutilization was 3 in 2018, increased to 6 during 2019 and remains the same for 2020. Italian American underutilization was 4 in 2018 and 2019 then increased to 6 for 2020.

The IT Computer Manager group decreased in total employees from 7 in 2018 to 6 during 2019 but increased to 8 during 2020. The utilization standard was met for all federally protected groups and Italian Americans during all three reporting years.

The Professional Non-Faculty Job Groups is comprised of the Administrative 3 (Professional) and IT Computer Professional titles.

Total employees in the Administration 3 Job Group increased from 114 in 2018 to 151 in 2019 and again to 163 in 2020. The utilization standard was met for all federally protected groups during all three reporting years. Italian American underutilization was 9 in 2018, increased to 14 in 2019 and further increased to 15 during 2020.

Total employees in the IT Computer Professional Job Group totaled 40 in 2018, increased to 43 during 2019 and remains the same for 2020. Similar to the Administration 3 Job Group, the utilization standard was met for all federally protected groups during all three reporting years. Italian American underutilization was 5 in 2018, reduced to 4 during 2019 and further reduced to 3 for 2020.

The Administrative Support Workers Job Group includes Administrative Assistants, Mail Service Workers and Office Assistant titles.

The Administrative Assistant group increased from 5 in 2018 to 8 for 2019 and remained the same for 2020. Nonetheless, the utilization standard was met for Females, Total Minorities, and Black/African Americans. Underutilization was deleted for Asian/Native Hawaiian/Other Pacific Islanders in 2018, increased to 1 in 2019 and remains the same for 2020. Although Hispanic/Latino underutilization was 1 in 2018, it was deleted in 2019 and remains absent for 2020. Italian American underutilization was deleted during 2018 and increased to 1 and remains the same for 2019 and 2020.

Total employees in the Mail Service Workers all remains the same since 2018 at 7. Underutilization has been absent for Total Minorities, Black/African Americans and Hispanic/Latinos for all three reporting years. Female underutilization was 2 during 2018, was reduced to 1 in 2019 and remains at 1 for 2020. Italian American employees remain underutilized at 1 for all three reporting years.

Office Assistants decreased from 13 in 2018 to 7 in 2019 and slightly increased to 8 for 2020. Female underutilization was deleted in 2018 but increased and remains at 3 for 2019 and 2020. Nonetheless, the utilization standard was met for Total Minorities, Asian/Native Hawaiian/Other Pacific Islander, Black/African Americans and Hispanic/Latinos from 2018 to 2020. Finally, Italian American underutilization was 2 in 2018, decreased and remains at 1 for 2019 and 2020.

The Service Workers and Others Job Group includes Campus Peace Officer, Campus Peace Officer (Level 1) and Campus Security Assistants.

During 2019 and 2020, total Campus Peace Officer employees remained at 5. Female underutilization was 1 in 2019 and was deleted for 2020. The utilization standard was met for all other federally protected groups for both years. Italian American underutilization remains at 1 for both years. Note that the lack of 5 or more employees in this job group did not require 2018 workforce reporting.

During 2019 and 2020, the Campus Security Assistant Job Group remained the same at 15. The utilization standard was met for all federally protected groups. Italian American underutilization remained the same for both years at 1.

During 2018, the Faculty Professorial Job Group represented 179 employees with 44 (25%) females and 4 Italian Americans underutilized. No other federally protected groups experienced underutilization. During 2019 this group decreased to 160 but female underutilization substantially decreased to 20 (13%) and Italian American underutilization remained the same at 4. Finally, for 2020, this group increased to 166 deleting underutilization for females and all other federally protected groups albeit Italian American underutilization remained the same at 4.

The Faculty-Lecturer Job Group totaled 7, reflecting underutilization for females (2), Total

Minority (2), Asian/Native Hawaiian/Other Pacific Islander (1), Black/African American (1), and Hispanic/Latino (1) but Italian Americans met the utilization standard for 2018. No utilization data was reported during 2019 because this group was less than 5. Finally, during 2020, total group was 5 with increased underutilization for Females (3) but remained the same as 2019 for Total Minority (2) and Asian/Native Hawaiian/Other Pacific Islander (1). However, underutilization was deleted for Black/African American and Hispanic/Latino and remained absent for Italian Americans.

Finally, the Faculty-Librarian Job Group totaled 10 in 2019 and met the utilization standard for all federally protected groups and Italian Americans. In 2020 this group decreased to 9 and similar to the prior year, the utilization standard was met for all federally protected groups and Italian Americans. No utilization data was reported during 2018 because this group was less than 5.

The current fiscal climate for The City University of New York, New York State and New York City only allows for placement goals and strategic outreach planning for some current recruitment opportunities -inclusive of grant funded positions – this year. As such, The Graduate Center will continue its support of the University’s and its own campus mission of diversity and inclusion targeted outreach to further eliminate or reduce underutilization during 2021.

OTHER ANALYSES

Personnel Activity

We review personnel actions for adverse impact (selections at substantially different rates for different groups). The Chief Diversity Officer reviews activity for all job groups and reports results for those groups with a material number of actions and applicants. However, the economic downturn brought on by the COVID-19 pandemic, caused the University to institute a freeze on all new full-time and part-time personnel hiring, and all other personnel actions that result in a salary increase (other than contractual increases).

A Vacancy Review Board (VRB) process was put in place by the University to guide campuses on how to review and consider exceptions relevant to the hiring freeze, prior to University approval. VRB exemption requests were then submitted to The Graduate Center’s internal Personnel Actions Review Committee (PARC) and finally approved by President. The committee reviewed all personnel actions, assessed the function of each position and its direct impact on core and essential business operations to ensure that the college can afford to make personnel decisions. In addition, all requests to the VRB had to be fully funded and accompanied by a detailed justification.

The required criteria for VRB consideration are as follows:

• Positions must be directly related to safety, academic excellence, strategic investments, operational disruption or cost reduction and; • Positions must be part of the college’s financial plan and be fully funded by the college.

The Graduate Center’s Personnel Actions Review Committee (PARC)

During November 2019, The Graduate Center revised its tax-Levy personnel actions review process which covered recruitment, salary increases, reclassification and level changes applicable to employees in the Executive Compensation Plan (ECP), Higher Education Officer (HEO) Series titles, classified managerial and non-managerial civil service titles and part-time hourly titles (Non-Teaching Adjuncts, College Assistants and hourly classified civil service). The Graduate Center’s Revised Personnel Actions Review Process did not cover actions for faculty, Research Assistant, Research Associate or Teaching Adjunct positions.

Given the emerging fiscal outlook, The Graduate Center’s personnel actions review process was modified to include all full-time and part-time titles. For details of the updated process, forms and list of documents are listed below as follows:

1) Personnel Actions Review Committee (PARC) Process [PDF] - 05/28/2020 2) Recruitment Request Form for Full-Time Positions [PDF] - 05/28/2020 3) Appointment/Recruitment Request Form for Part-Time Positions [PDF] - 05/28/2020 4) Salary Increase, Increase in Hours, Reclassification and Level Change Request Form for Full-Time and Part-Time Employees [PDF] - 05/28/2020

PARC consists of five of the following Graduate Center senior leaders that meet every week to review actions submitted from the previous week:

• Brian Peterson, Interim Senior Vice President for Finance and Administration • Pinar Ozgu, Interim Vice President for Institutional Equity and Human Resources • Dr. Martin Ruck, Senior Advisor to the President for Diversity and Inclusion • Patti Myatt, Executive Director of Academic Affairs • Kimberly McBryan, Chief of Staff to the President

Appendix F provides details of faculty receiving tenure/CCE status effective during the past plan year, covering those awarded tenure, hired with tenure (includes faculty rehired after long-term leaves), and denied tenure.

Appendix F provides net changes by job group:

• Job Actions by Gender and Ethnicity

• Faculty Tenure Actions by Gender and Ethnicity.

To analyze net changes by job group, we compare employee title changes between two reference dates (June 1, 2019 and June 1, 2020). We note hires, moves to a higher or lower job group, moves within a job group, and separations. This produces a reasonable estimate but may leave out some actions, such as an employee changing job groups more than once over the year.

Employees who leave one job group to take a position in another are reported as separated from one group and joining another. We consider transfers between CUNY units as a separation from one and a hire in the other.

Tenure is a permanent status granted to professorial faculty and College Laboratory Technicians. Lecturers are eligible for a similar status, Certificate of Continuous Employment (CCE). Individuals are eligible after meeting service requirements. For professorial faculty, there are additional reviews resulting in tenure recommendations to the President. We may hire some senior faculty with tenured status.

For this reporting year, 1 male White Chief Executive (i.e.; Interim President) hire occurred.

New hires in the Faculty Professorial Job Group (includes Library) totaled 24, representing 10 men (42%), 13 (54%) women, 1 (4%) non-specific gender candidate and 9 (38%) minorities. Minorities hires represented 4 (17%) Asians, 3 (13%) African Americans and 2 (8%) Hispanic/Latinos. Of these hires, 4 occurred with tenure, and 2 faculty members gained tenure representing 3 (50%) minorities and 3 (50%) non-minorities. There was 1 (4%) Italian American hire. Also, 18 separations occurred for 11 (61%) men, 7 (39%) women and 4 (22%) minorities. There were no Italian American separations.

In the Administration 1 (Executive) Job Group, 2 White females were hired and 3 other employees (2 White Females and 1 White male) were approved for advancement. Further, 3 (75%) males and 1 (25%) female -all White- separated from the campus. There were no Italian American hires or separations.

In the Administration 2 (Managers) Job Group 9 hires comprised of 5 (56%) males and 4 (44%) females, inclusive of 2 (22%) minorities representing 1 (22%) Asian and 1 (22%) African American. Approved advancements included 1 Asian and 2 White employees. Separations totaled 6 for 1 (17%) male, 5 (83%) females. Of these, 2 (33%) employees identified as African Americans and 1 (17%) Italian American.

In the Administration 3 (Professional) Job Group, 33 hires occurred for 12 (36%) males, 21 (64%) females and 17 (52%) minorities representing 9 Asians (27%), 6 (18%) African Americans, and 2 (6%) Hispanic/Latinos. There were 2 (6%) Italian American hires. There were 5 advancements approved for 1 African American and 4 Hispanic/Latinos. Finally, 21 employees separated from the campus or moved to another job group representing 3 (14%) males, and 18 (86%) females. Minority separations totaled 13 (62%) representing 2 (10%) Asians, 4 (19%) African Americans, 7 (33%) Hispanic/Latinos and 1 (5%) Italian American.

In the IT Manager Job Group, 2 male hires occurred representing 1 (50%) African American and 1 (50%) White. Minorities nor Italian Americans separated from the campus. Similarly, there were 2 hires of 1 (50%) male and 1 (50%) female in the IT Computer Professional Job Group, representing 1 (50%) Black/African American and 1 (50%) White. Minorities nor Italian Americans separated from the campus.

For the Administrative Support Workers Job Group, 2 female Hispanic/Latino hires occurred through Civil Service Hiring Pools and 1 female African American separated from the campus. As stated earlier, Italian Americans are not represented in various titles within this group.

Finally, within the Service Workers and Others Job Group, 1 (33%) male White and 2 (67%) female African Americans joined the GC. A total of 4 separations occurred representing 3 (75%) African Americans and 1 (25%) non-minority. As stated earlier, Italian Americans are not represented in various titles within this group.

Recruiting Activity

CUNY is committed to equitable practices to recruit a diverse and highly qualified workforce.

Prior to posting a job vacancy, the Chief Diversity Officer reviews Physical and Mental Qualifications and posting language in general. The Chief Diversity Officer also reviews Recruiting Plans for intended outreach.

We conduct most faculty and administrative hiring by appointing a diverse Search Committee. The Chief Diversity Officer provides an orientation, or “charge”, to committee members on effective selection practices, including practices aimed at reducing potential for bias. The Chief Diversity Officer reviews applicant pools for sufficient representation and certifies pools prior to committee review, and reviews selections again as searches near completion.

Federal guidelines state adverse selection may occur when any one group (protected or not) has a selection rate less than 80% of the selection rate of the most-selected group.

Appendix G summarizes recruiting and selection by job group for searches concluded with a job offer between June 1, 2019 and May 31, 2020.

We report all searches resulting in an offer. For some searches, notably faculty, there is a time gap between offer and start dates. To avoid a lag in reporting, we include searches based on date of accepted job offer, even if the employee has not started work before June 1.

As per federal Internet Applicant guidelines, we consider an “applicant" to be someone who applies to a specific opening, has the minimum qualifications, is considered, and does not withdraw. We analyze applicant pools and selection rates for interviews, offers, and hires.

The Chief Diversity Officer reviews applicant self-identification data and determines if there is a need to adjust recruiting and outreach plans. Note that recruitment activity differs from the above “Personnel Activity” analysis because it excludes any other type personal actions (i.e. movement within a job group considered a hire, search waivers, etc.).

During 2020, the Graduate Center approved 49 searches. All searches combined totaled 3,281 applicants, representing 1,265 (39%) females, 1,428 (44%) males, and 566 (17%) other applicants that did not identify a specific gender. Minority applicants totaled 1,793 (55%) and veterans and disabled applicants yielded 60 (2%) and 139 (4%) applications respectively. Italian American applicants totaled 104 (3%).

Total interviews were 183 representing 67 (37%) for males, 89 (49%) for women, 27 (15%) for others that did not identify a specific gender, and 89 (49%) minorities. Interviews for veterans

28 was 2 (1%) and 8 (4%) for individuals with disabilities. Italian American interviews totaled 10 (5%).

Although a total of 33 offers were made, 32 resulted in hires representing 11 (34%) males, 18 (56%) females, and 3 (9%) others that did not identify a specific gender. A total of 13 (41%) minority hires occurred. Finally, there were no offers or hires for veterans, individuals with disabilities or Italian Americans.

In the Faculty Professorial Job Group, applicants totaled 895 with 485 (54%) males, 152 (17%) females, 251 (28%) others that did not identify a specific gender, 376 (42%) minorities, 13 (1%) veterans, 23 (3%) individuals with disabilities. Italian American representation was 23 (3%).

Total interviews were 29 representing 15 (52%) for males, 8 (28%) for women, 6 (21%) for others that did not identify a specific gender, and 9 (31%) minorities. There were no Interviews for veterans, Italian Americans or individuals with a disability. Finally, there were 5 offers that yielded 5 hires for 1 (20%) male, 3 (60%) females, 1 (2%) other that did not identify a specific gender, and 2 (40%) minorities. There were no offers extended to veterans, Italian Americans or individuals with a disability.

In the Administration 1 (Executive) Job Group, 16 applicants comprised of 8 (50%) males, 6 (38%) females, 2 (13%) others that did not identify a specific gender and 6 (38%) minorities that yielded 1 female (White) hire. No veterans, individuals with disabilities or Italian Americans received an offer.

For the Administration 2 (Managers) Job Group, there were a total of 431 applicants that included 133 (31%) males, 257 (60%) females, 40 (9%) others that did not identify a specific gender and 216 (50%) minorities. Veterans and individuals with disabilities totaled 6 (1%) and 27 (6%) respectively. Italian Americans yielded 25 (6%) applications.

Interviews totaled 43 for 12 (28%) males, 27 (63%) females, 4 (9%) others that did not identify a specific gender, 13 (30%) minorities, 1 (2%) veteran and 5 (12%) individuals with disabilities. Italian American representation was 7 (16%).

Total offers and hires were 7 representing 3 (30%) men, 4 (50%) women, 1 (13%) other non- specific gender candidate, and 1 (14%) minority. No veterans, individuals with disabilities or Italian Americans received an offer.

In the Administration 3 (Professional) Job Group, applicants totaled 1,412 comprised of 447 (32%) males, 760 (54%) females, 192 (14%) others that did not identify a specific gender, 813 (58%) minorities, 18 (1%) veterans, 63 (4%) individuals with disabilities, and 46 (3%) Italian Americans.

Interviews totaled 99 for 34 (34%) males, 52 (53%) females, 13 (13%) others that did not specify a specific gender, 59 (60%) minorities, and 2 (2%) individuals with disabilities. Italian American representation was 3 (3%). No interviews occurred for veterans.

Total offers and hires were 19 representing 6 (32%) men, 12 (63%) women, 1 (10%) other that did not identify a specific gender, and 10 (53%) minorities. No veterans, individuals with disabilities or Italian Americans received an offer.

IT Computer Professionals yielded 527 applicants comprised of 355 (67%) males, 90 (17%) females, 81 (15%) others that did not identify a specific gender, 382 (72%) minorities, 23 (4%) veterans, 26 (5%) individuals with disabilities and 10 (2%) Italian Americans.

Interviews were 12 for 6 (50%) males, 2 (17%) females, 4 (33%) others that did not specify a specific gender, 1 (8%) veteran, and 1 (8%) individual with a disability. No interviews occurred for Italian Americans. A total of 2 offers yielded 2 hires for 1 (50%) male, and 1 (50%) female minority. No veterans, individuals with disabilities or Italian Americans received an offer.

During 2020, we made 8 exception hires through a Search Waiver process for 4 females and 4 males, representing of 3 minorities. There was 1 faculty (Asian) male hire in the Ph.D. Program in Sociology, 2 faculty (White) male hires in the Stone Center on Socio-Economic Inequality, and Ph.D. Program in Music, respectively, 2 female administrative hires (1 Asian; 1 White) at the ASRC, 1 female (White) hire in the Ph.D. Program in Music, 1 (Hispanic/Latino) male administrative hire in the Ph.D. Program in Comparative Literature, and 1 female (White) hire in the Ph.D. Program in Art History, within the Research titles.

These hires represent situations where extraordinary circumstances made it highly unlikely that we could fill the positions competitively. We also grant waivers for positions representing a transfer of funding sources. The Chief Diversity Officer and University Management approve waiver applications.

Civil Service Hiring

The GC participated in 1 university-wide hiring pool for Classified Civil Service vacancies. Applicants who are pre-qualified based on an examination score indicate their interest in working at one or more units, and each establishment interviews and hires according to Civil Service regulations. We report those applicants expressing an interest in our unit at the hiring pools. CUNY’s Office of Human Resources Management administers and validates Civil Service examinations and maintains records of applicants and exam results.

During July 1, 2019 and June 2020, the GC’s Office of Human Resources participated in the CUNY Campus Peace Officer hiring pool that yielded 1 African American male Campus Security Assistant hire and 2 hires in the Campus Peace Officer Job Group for 2 African Americans, 1 male and 1 female.

PART THREE: ACTION-ORIENTED PROGRAMS

This section provides a qualitative assessment of prior-year goal attainment and details efforts aimed at achieving next year’s goals.

Part Three contains:

• Prior-Year Programs

• 2020-2021 Planned Programs

• Ongoing Activities

• Internal Audit and Reporting.

PRIOR-YEAR PROGRAMS

As noted earlier, events related COVID-19 have limited some implementation plans. Nonetheless, the Graduate Center undertook the following steps to support Affirmative Action and create a climate of inclusion:

Summary of Campus Programs, 2019-2020

Program Impact/Job Group HR Connect (cuny.edu) To share bi-monthly employee news about important announcements and events related to campus and CUNY Life. GC Self –ID Campaign for Veterans and Compliance with Federal legal mandate Individuals with Disabilities sponsored by and afforded employee opportunities to The Graduate Center’s Office of Human review and revise all CUNYfirst personal Resources data (gender, ethnicity, military and disability status). Discovery Time @ To enhance GC employee https://www.gc.cuny.edu/About- the- knowledge, skills and competencies, GC/Administrative-Services/Human- a program created by The Office of Resources/Training-Professional-Development Human Resources. Compliance and Diversity Office Training Support Title IX compliance trainings workshops on Title IX Awareness, EEO and and employee engagement trainings Diversity and Inclusion in the Workplace in areas of diversity, inclusion, non- discrimination and compliance (i.e.: JCOPE, ESPARC, and Workplace Violence) 55-a Program - Department of Citywide To afford exemption of prospective Administrative Services (nyc.gov) employees with disabilities from NYS/CUNY Civil Service Examination requirements. http://www2.cuny.edu/employme nt/

2020-2021 PLANNED PROGRAMS

In this section, we affirm placement goals and key initiatives.

Planned Campus Programs, 2020-2021

Program Expected Impact/Job Group The Graduate Center, CUNY - Office of Supports the GC’s vibrant, diverse and Human Resources Events | Eventbrite inclusive employee community on mandated and other trainings and events. COVID-19 and Reactivation Planning To support and engage the GC’s campus (cuny.edu) community on health and safety.

NYS COVID-19 Response: Return to Work Mandated University safety training for Training faculty, staff and students prior to returning to campus space. Compliance and Diversity Committee Increase staff and student diversity and campus programming. Diversity, Equity and Inclusion Initiative Engage a diversity, equity, and inclusion consultant to evaluate MHC operations and help create and implement a professional development plan for staff. GC Presents (cuny.edu) To invite and engage the GC community, alumni, the CUNY Community and the public on to its diversity and inclusion programs. Events – CLAGS: Center for LGBTQ Studies Fall 2020 Public Programming Promoting Diversity and Inclusion.

ONGOING ACTIVITIES

Graduate Center staff member(s) participate in HR Council Meetings, Higher Education Officer Series Committee, Diversity and Inclusion Committee and working groups. The Office of Human Resources staff engage in several professional development opportunities provided by LinkedIn, and internal mandated trainings.

CUNY’s headquarters Office Human of Resources Management:

• Lists job vacancies with State Workforce Agencies and Veterans’ centers

• Maintains consolidated advertising programs, including job boards serving Veterans, Individuals with Disabilities, women, and protected minorities

• Maintains social media accounts for recruitment and employment branding

• Advertises and administers Civil Service examinations

• Distributes training materials on effective recruiting and selection

• Provides training and updates to Chief Diversity Officers.

Two years ago, CUNY implemented an on-line training program for faculty and staff on sexual harassment prevention entitled Employee Sexual Misconduct Prevention and Response Course (E-SPARC). We regularly review training completion records and follow-up with individuals who have not participated to ensure they take the sexual harassment training.

Recruitment policies support diverse applicant pools through:

• Required posting of open positions and of Civil Service Notices of Exam; typical faculty vacancies are posted for 30-60 days and administrative vacancies are posted for 14-30 days

• Collecting applications in a single system where pre-established screening practices may be applied

• Inviting candidates to self-identify race/ethnicity, gender, veteran status, and disability status when applying; data is kept confidentially and used to analyze applicant pools

• For many positions, a diverse Search Committee evaluates candidates according to consistent, job-related criteria.

INTERNAL AUDIT AND REPORTING

The Chief Diversity Officer posts and distributes notices of policies, new/revised regulations, and similar compliance information, and makes the Affirmative Action Plan available for public inspection. He/she also integrates compliance information into training programs for faculty, students, and staff.

The Chief Diversity Officer’s responsibilities for audits and reviews include:

• Monitoring personnel actions, including new hires, transfers, promotions, and terminations

• Monitoring employee self-identification programs

• Reviewing recruiting outreach and advertising

• Monitoring complaints/incident reports which may indicate underlying trends

• Reviewing personnel practices and the Affirmative Action Plan with management

• Advising management of program effectiveness and providing recommendations for improvement.

The Chief Diversity Officer works collaboratively with the Office of Human Resources to assure employment records, including records in CUNYfirst (HR Information System) are complete, accurate, and up-to-date. This involves an annual audit of all recruitment and search related actions. Another audit resource tool created and implemented since 2016 by the Compliance and Diversity Office, is the “Search File Checklist” form. This form provides search committees guidance in accordance with university search documentation retention guidelines. Finally, the Compliance and Diversity Office in conjunction with the Office of Human Resources, audits all end of year search actions provided by the university, to confirm CUNYfirst recruitment and appointment data accuracy.

APPENDICES

A. SUMMARY ORGANIZATION CHART

B. RE-AFFIRMATION LETTER

C. JOB GROUPS AND LABOR MARKET AVAILABILITY

D. ACADEMIC DEPARTMENTS BY DISCIPLINE AND COLLEGE LAB TECHNICIAN CATEGORY

E. UTILIZATION ANALYSIS (ADMINISTRATORS AND STAFF, COLLEGE LAB TECHNICIANS, FACULTY)

F. SUMMARY OF PERSONNEL ACTIVITIES

G. SUMMARY OF RECRUITMENT ACTIVITIES

APPENDIX A ‐ ORGANIZATION CHART 2020 ‐ 2021 Graduate Center

This Appendix provides a high‐level organization chart.

APP A The Graduate Center Organizational Chart Current February 2021

President

Confidential Executive Officer Legal Counsel/ Labor Designee President s Office of Operations

Vice President for Vice President for Vice President for Institutional Equity & Assistant Vice Finance & Communications & Provost & Senior Vice Human Resources President for IT/ CIO Administration Public Affairs President

Office of Office of Office of Office of Special Office of Public Office of Compliance & Information Communications Events Programs Development Diversity Technology & Marketing

Administrative Services

Executive Director of Human Resources System Services Executive Director of Dir. of Facilities & Dean for Academic Dean for the Associate Provost & Institutional Services Operations Initiatives & Sciences & Business Office Dean for Academic Executive Director Vice President for & Director of Security (Chief Admin. Strategic Research Chief Librarian Affairs of Academic Affairs Student Affairs Office of Human Client Services & Public Safety Superintendent of Innovation (ECP) Resources Building & Grounds)

Science Doctoral Accounts Payable Security & Public Building Design & Humanities/Social Provost s Office CUNY BA Program Mina Rees Student Affairs Programs Instructional & Non- Safety Exhibitions Sciences of Operations Library Instructional Staff Operations Career Planning & Non-degree/ Professional Budget Certificate Health Sciences Environmental Facilities Non-credit Development Recruitment Programs/ Health & Safety Programming Operations Interdisciplinary Executive Director Teaching & for ASRC/Associate Learning Bursar Educational Academic Affairs Dean for the Opportunity & Benefits Operations Institutional Services Budgeting Sciences* Diversity Programs Admissions Director of Finance for Related Photonics Entities Graduate Assistant Initiative Information/Time & Programs Leave Operations Wellness Purchasing & Director of Neuroscience Contracts Executive Director of Associate Dean for Initiative Fellowships & Institutional Executive Director Payroll Director of Student Financial Aid Effectiveness of Research & Services & Senior Sponsored Director of Registrar Programs Structural Biology Office of Office of Financial Initiative Institutional Student Aid Effectiveness Services Research Centers Director of & Institutes Nanoscience Initiative Registrar *Refer to the ASRC Academic Affairs organizational chart Sponsored Director of Research Environmental International Sciences Initiative Students Office of the Provost and Senior Vice President The Graduate School and University Center Robin Garrell The City University of New York President

Stacy Modica Robin Miller Matthew Gold Asst. to Provost/Senior Vice Open Educational Advisor to the Provost for Technology Specialist/ President/Administrative Julia Wrigley Digital Initiatives IT Academic Executive Assistant Interim Provost/Senior Vice President Associate Professor Applications Specialist (HEa) (HEa)

Emily Drabinski Patti Myatt Brian Peterson Edith Gonzalez Interim Chief Matthew Schoengood Executive Director Dean for Academic Joshua Brumberg Executive Director David Olan of Research & Librarian Vice President for Initiatives and of Academic Associate Provost Dean for the Sponsored (ECP-Assoc. Student Affairs Strategic Innovation Affairs and Dean for Sciences & Programs Administrator) (On leave to serve in (ECP- Academic Affairs Research (ECP-Assoc. Administrator) another position) Administrator)

Mina Rees Student Affairs Steven Wong Barbara L. Fish Associate Phyllis Schulz Myra Doneger Library Anne Ellis Research Director of Faculty Director of Executive Herman Benett Yun Xiang CUNY Director of Centers and Administration & Budget Planning Director of EO, Office of Associate Administrative Graduate Institutes Academic & Management/ Fellowships and Educational Dean for Assistant Academic Affairs Assistant Information Systems Financial Aid Opportunity & Institutional Lvl 2 Manager Programs (HEO) (ECP-Assoc. Diversity Effectiveness (HEA) (HEO) Administrator) Ying Wang Giuseppe Assoc. Dir. for Cataldo Sponsored Student Assistants Institutional Research Research Graduate Assistants Financial Aid Rosa Maldonado Effectiveness/ Vacancy Associate Walter Kaczetow Office Academic Institutional Mellon Faculty Operations Research Specialist Lead Specialist/Academic (HEA) Kim Hartswick Program Specialist Academic (HEa) Rachel Sponzo Francesca Teora Rebecca Banchik Director CUNY Assoc. Dir. of Student Assessment Director of the Specialist/ Human Research BA (HEO) Research Fellowships/ Institutional Academic Program Protection Program/ Margarita Bazan Research Specialist Research Programs Associate Director Manager (HEa) (HEA) Director for Academic (HEO) Stacy Hartman Operations CUNY BA Dahlia Kaufman Director of PublicsLab/ (HEA) Research Academic Program Associate Director (HEO) Keith Lau Administrative Mariel Villere 2 Graduate Coordinator Vacancy Program Assistants (aHEO) Mellon Public Vacancy Vacancy Development Fellows Human Research Human Research Dir./Academic Vacancy Protection Protection Program Program Director Administrative Program Assistant/ Mansha Kinger Assistant/Research (HEO) Executive Research CUNY Office Vacancy Programs Coord Coordinator Programs Coord GC Practitioners (aHEO) Assistant Lvl 3 (aHEO) (aHEO) Ariana Durando Academic Olena Plaskon Vacancy Current February 2021 Olga Jimenez Program NTA & College Career Postdocs College Specialist Assistant Assistant (HEa) ASRC – Academic Affairs Current February 2021

Robin Garrell President Vacancy

Julia Wrigley Interim Provost Hired after 7/1/17 (when ASRC was transferred to GC)

Josh Brumberg* Myra Doneger* *Supervisor and/or position is not budgeted to ASRC Dean for the Sciences & (CUNY Administrative Research Assistant, Level 2)

(ECP) Names/vacancies in blue font indicate the positions

Meghan Hughes are funded with start up monies Reishma Kistow Annette Gray Celeste Ayala Director of Administrative Specialist Administrative Executive Director/Associate Administrative – Nanofabrication Coordinator Dean for the Sciences Operations Facility (aHEO) (ECP) (HEO) (HEa)

Structural Biology Library Environmental Sciences Photonics Initiative Nanoscience Initiative Nanofabrication Facility Neuroscience MRI Facility Operations Comparative Medicine Initiative Initiative Operations Initiative Unit (CMU)

Andrea Alu Emily Drabinski* Charles Vorosmarty* Kevin Gardner* Rein Ulijn* Patrizia Casaccia Ahmed Duke Shereen Vacancy Director Manager Interim Chief Librarian Director Director Director Director Director (Professor) (Research Associate (ECP) (Professor-CCNY) (Professor-CCNY) (Professor-Hunter) (Professor) (Research Associate Professor) Professor) Milan Begliarbekov Vacancy Laboratory Manager Darrell Conyers Lesley Piccoli James Aramini (Faculty) (Research Assistant Research Programs Animal Research Amadee Des Vacancy Orie Shafer Biomolecular Nuclear Professor) Professor Specialist Compliance Specialist Mason Brown III Georges* Jiye Son (Faculty) Peter Groffman* Resonance Facility (HEa) (HEa) Science Librarian Professor-Brooklyn Manager Assistant Professor- Associate Director/ (Assistant Professor) (Research Associate Hunter Guiying He Administrative Vishal Narang Sulli Popilskis Professor) Matthew Sfeir Research Associate Manager Vacancy P/T Veterinarian Associate Professor (HEA) Adam Research Associate Research Programs (Visiting Associate Braunschweig* Specialist Professor) Shana Elbaum Associate Rinat Abzalimov (HEa) Damien Marechal Ricardo Toledo-Crow Assistant Professor Muaad Alody Professor-Hunter Brian Giebel Biomolecular Mass Gabriele Grosso Research Associate Research Facility Vacancy Administrative Shawn Kilpatrick Research Assistant Spectro Facility Manager Assistant Professor Isela Lopez Manager Research Associate Coordinator Research Programs (Research Assistant Animal Facilities (Research Associate Professor (aHEO) Specialist Professor) Susana Mingote Operations Manager/ Professor) Bilal Shahid (HEa) Associate Professor Administrative Manager John Woods Research Associate Hye-Jin Park (HEA) Eta Isiohro Daniel Keedy* Research Associate Scott McPhee Jasmine Sabio Research Associate Dain Kim Macromolecular Nanoscience Research Assistant Professor – Process Engineer/ Research Veterinary Crystallization Facility Programs Specialist/ Research Programs Manager City College Research Programs Sixtine Fleury Technician Alex Krasnok Specialist Anthony Cak (Research Assistant Specialist Research Assistant (Research Assistant) Nano-Optics Facility Xi Chen* (HEa) Associate Director/ Andrew Reinmann* Professor) (HEa) Assistant Sarah Moyon Assistant Professor- Manager Administrative Professor-CCNY) Sub. Research Mauricio Aguilera Hunter (Research Assistant Manager Melissa Kushner Vacca Vacancy Assistant Professor Animal Caretaker Professor) Tai De Li Pinar Ayata (HEA) Associate Director/ Research Associate (Research Assistant) Surface Science Assistant Professor Administrative Facility Manager Benjamin Inbar Manager Younes Radi Sub. Research Radio Frequency & MM- (Research Associate Yaeown Park Doris Switzer (HEA) Programs Specialist Jason Brown Dianne Greenfield* Wave Facility Manager Dmitriy Korobkin Professor) Research Associate Administrative Jia Liu Animal Caretaker Associate Professor- (Research Assistant Research Associate (HEa) Coordinator Vacancy Facility Manager (Research Assistant) Queens Hyacinth Camillieri Professor) (aHEO) Research Assistant (Research Associate Administrative Maya Narayanan Nair Tong Wang Professor) Coordinator Research Assistant Diana Strickland Professor Imaging Facility (aHEO) Ye He Juanita Merritt Associate Director/ Xiang Ni Manager Animal Caretaker Vacancy Administrative Manager Live Imaging Bioenergetics Research Associate (Research Associate Facility Manager Biologist (HEA) (Research Assistant) Professor) (Research Assistant (Research Assistant) Professor) Leah Abraha Administrative Kevin Wang Vacancy Vacancy* Sheng Zhang Coordinator Vacancy Associate Director/ Administrative Animal Caretaker Research Associate Coordinator (aHEO) Research Associate Administrative Manager RF (HEA) (aHEO) APPENDIX B ‐ REAFFIRMATION LETTER 2020 ‐ 2021 Graduate Center

This Appendix contains information on the most recently distributed reaffirmation(s).

APP B GC Community Notice on behalf of President"s Office [email protected] A Message from the President: Reaffirmation of Commitment to Diversity/Equal Opportunity/Affirmative Action Wednesday, September 9, 2020 2:52:37 PM

The City University of New York (CUNY) and The Graduate Center are dedicated to our historic mission: providing high quality education to all students, regardless of means or background. We stand for racial equity and resolve to address systemic racism in our community and our policies. The Graduate Center is committed to creating a community that is inclusive and equitable, supports the principles of affirmative action, and provides leadership in anti-racism.

Diversity within the University community advances the academic purposes of the University, and an affirmative action policy is essential to achieving such diversity. The University endorses the goals of equal employment opportunity and affirmative action as supportive of University values and of the values of a democratic and pluralistic society. As such, we are committed to recruit, employ, retain, promote, and provide benefits to employees regardless of race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, unemployment status, pregnancy, or status as a victim of domestic violence, stalking, sex offenses, or any other legally prohibited basis in accordance with federal, state and city laws. The University’s commitment further extends to all Graduate Center Italian American employees who are included among CUNY’s protected groups.

With our commitment to doctoral and master’s education for the public good, The Graduate Center has a vital role in fighting systemic racism locally and globally by advancing knowledge, and by creating paths for change through teaching, research, and public engagement.

The Graduate Center’s Compliance and iversity ffice, in collaboration with the ffice of uman esources, provides a central locus for implementing goals related to eual employment opportunity, contract compliance, affirmative action programming, and diversity and inclusion. I invite you to view CUNY’s ual pportunity and Noniscrimination olicy cuny.edu in its entirety, including the complaint procedures and prohibition against retaliation. Members of our campus community who become aware of allegations of discrimination, retaliation, or sexual misconduct are encouraged to report the alleged behavior. I ask for your continued support to ensure the continuation of equal opportunity, affirmative action, and anti- racism practices at The Graduate Center.

The following administrators are responsible for implementing The Graduate Center’s Diversity/ Equal Opportunity/Affirmative Action Program:

Interim Vice President of Institutional Equity and Human Resources Chief Diversity Officer/Title IX Coordinator Pinar Ozgu (Room 8204.03, (212) 817-7101, [email protected])

504/ADA Coordinator, Vice President for Student Affairs Matthew Schoengood (Room 7301, (212) 817-7400, [email protected])

Executive Director of Human Resources David Boxill (Room 8403, (212) 817-7700, [email protected])

Director of Security and Public Safety John Flaherty (Room 9117.01, (212) 817-7761, [email protected])

Professor Martin R. Gitterman serves as our campus ombudsman officer, offering a neutral place for all students and employees to discuss formal or informal approaches to employment or academic matters in strict confidence. His contact number is (212) 817-7190. APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center

This report lists those CUNY job groups for which the college has employees. Labor Market Availability factors (LMA) are listed for each group. LMA Factor 1 is the external Labor Market measure. LMA Factor 2 is an internal factor for employees who could be recruited or promoted into the group based on historical data for CUNY overall).

Groups with fewer than five employees are listed here but will not be included in Utilization Analysis worksheets. Individuals in the Chief Executive role are not included in this report.

Titles added to CUNY's job system in the past year are listed at the end of this Appendix. Not all titles were utilized by the College.

Further details on Job Groups and Labor Market Availability are provided in the Narrative.

Full Time Employee Count (excluding Chief Executive): 571

APP C‐1 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Executive/Administrative/Managerial

Group: Administration 1 (Executive) Employees: 21

Description Executive Compensation Plan (Other Than Chief Executive) Executive Compensation Plan; Chief Executives (Presidents, Deans of Major Schools) are excluded

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 50.00% ACS 2013‐2017 Nationwide workforce with Bachelors Degree or Higher and age of 29 or above (proxy for eight years' of post‐Bachelor's experience) and in selected occupations: 0010 (Chief Executives), 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0100 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), and 0230 (Education Administrators).

1‐Ext Italian‐ ACS 2013‐2017 Nationwide workforce with Bachelors Degree or Higher and age of 29 or above (proxy for Amer. eight years' of post‐Bachelor's experience) and in selected occupations: 0010 (Chief Executives), 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0100 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), and 0230 (Education Administrators). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 50.00% Employees in the following titles: HE Officer, Professor, Associate Professor, IT Computer Systems Manager (all groups) (Levels 5 and higher), or Chief Administrative Superintendent (Levels 4 and higher) as of 6/1/2018.

Title(s) Employees Administrator 3 Assc Administrator 4 Assc Dean 2 Asst Administrator 2 Asst Vice President 1 Dean 3 Sr Vice President 1 Vice President 5

APP C‐2 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Executive/Administrative/Managerial

Group: Administration 2 (Manager) Employees: 97

Description Manager‐Level Administrators

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External50.00% ACS 2013‐2017 NY/NJ MSA workforce with Bachelors Degree or Higher and age of 25 or above (proxy for four years' post‐Bachelor's experience) and in selected occupations: 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0200 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), 0230 (Education Administrators), 0710 (Management Analysts), 2000 (Counselors), and 2100 (Lawyers).

1‐Ext Italian‐ ACS 2013‐2017 NY/NJ MSA workforce with Bachelors Degree or Higher and age of 25 or above (proxy for Amer. four years' post‐Bachelor's experience) and in selected occupations: 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0200 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), 0230 (Education Administrators), 0710 (Management Analysts), 2000 (Counselors), and 2100 (Lawyers). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 50.00% Employees in HE Assistant title as of 6/1/2018. (all groups)

Title(s) Employees HE Associate 52 HE Officer 45

APP C‐3 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Executive/Administrative/Managerial

Group: Facility Manager Employees: 3

Description Facility Superintendents (Managerial) In 2017, Admin Superintendent and Chief Admin Superintendent groups were combined.

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 55.00% 2013‐2017 ACS, NY/NJ MSA, Bachelor's Degree or higher plus four years of Post‐Bachelor's experience (proxy minimum age of 25) and in the following occupations: 0410 (Real Estate and Property Managers), 1300 (Architects), 1360 (Civil Engineers), and 8620 (Stationary Engineerings and Boiler Operators).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA, Bachelor's Degree or higher plus four years of Post‐Bachelor's experience Amer. (proxy minimum age of 25) and in the following occupations: 0410 (Real Estate and Property Managers), 1300 (Architects), 1360 (Civil Engineers), and 8620 (Stationary Engineerings and Boiler Operators). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 45.00% Employees in the titles of Sr Stationary Engineer, Project Manager, Principal Park Supervisor, Principal (all groups) Custodial Supervisor, or Supervisor of Laborers and Maintenance Workers, Civil Service permanency not required, as of 6/1/2018.

Title(s) Employees Admin Supt Builds Grds 2 Chief Admin Supt ‐ Competitive 1

APP C‐4 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Executive/Administrative/Managerial

Group: IT Computer Manager Employees: 8

Description Information Technology Managers (Managerial)

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External60.00% 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement; six years' work experience (proxy minimum age of 23) and in the following occupation: 0110 (Computer and Information Systems Managers)

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce,no degree requirement; six years' work experience (proxy minimum Amer. age of 23) and in the following occupation: 0110 (Computer and Information Systems Managers). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 40.00% Employees in the title IT Senior Associate, Civil Service permanency not required, as of 6/1/2018. (all groups)

Title(s) Employees IT Computer Systems Mgr 8

APP C‐5 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Faculty

Group: Faculty ‐ Professoriate‐Grad Employees: 166

Description Senior Graduate Center Faculty (excluding Librarians). Graduate Center professorial faculty are evaluated against availability data of a more experienced workforce. For utilization analysis in the Federal Plan, reviewed by academic discipline or program within job group.

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External100.00% NCES Degree Completions, Doctoral, 2006, Nationwide for selected disciplines weighted according to Graduate Center faculty assignments.

1‐Ext Italian‐ For the Italian American Plan, 2013‐2017 ACS, Nationwide workforce, with Doctoral Degrees, in the Amer. occupation 2200 (Post‐Secondary Teachers).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Assc Professor 19 Asst Professor 8 Dist Professor 43 Einstein Professor 2 Professor 59 Research Assistant Professor 11 Research Associate Professor 7 Research Professor 1 Visiting Assc Professor 1 Visiting Asst Professor 6 Visiting Professor 9

APP C‐6 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Faculty

Group: Faculty‐Lecturer Employees: 5

Description Lecturer Faculty excluding Librarians. Lecturers are eligible for a certificate of continuous employment but not tenure. The minimum qualification for Lecturer is a Bachelor's degree in a discipline related to the subject being taught. For utilization analysis in the Federal Plan, reviewed by academic discipline or program within job group.

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External100.00% 2016 NCES Degree Completions, Bachelor's or Masters, NY and NJ, for selected disciplines (first and second majors), not weighted.

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce with Bachelor's Degree or Master's Degree. Amer. 2‐Internal 0.00% NA (all groups)

Title(s) Employees Dist Lecturer 4 Visiting Lecturer 1

Group: Faculty‐Librarian Employees: 9

Description CUNY Librarians with faculty appointments Prior to 2019, a sub‐group of professorial faculty; separated as it encompasses faculty of all ranks.

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External100.00% 2016 NCAS Degree Completions, Master's level only, Nationwide, for Library Science Discipline.

1‐Ext Italian‐ 2013‐2017 ACS, Nationwide workforce with Master's Degree in the occupation Librarian (2430). Amer. 2‐Internal 0.00% NA (all groups)

Title(s) Employees Assc Professor 4 Asst Professor 3 APP C‐7 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Faculty Instructor 2

APP C‐8 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Non‐Faculty

Group: Accountant Employees: 1

Description Accountants (Professionals)

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External0.00% Internal Only ‐ Promotional Title

1‐Ext Italian‐ Internal Only Amer. 2‐Internal 100.00% Employees with Civil Service permanency in the following tles: Accounng Assistant, Purchasing Aget (all groups) Assistant or EOC Accounting Assistant; as of 6/1/2018.

Title(s) Employees Purchasing Agent 1

APP C‐9 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Non‐Faculty

Group: Administration 3 (Professional) Employees: 163

Description Entry and Mid‐Level Administrators (Professionals)

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External70.00% ACS 2013‐2017 NY/NJ MSA workforce with Bachelor's Degree or Higher and in the following occupations: 0630 (Human Resources Workers), 0740 (Business Operations Specialists), 0820 (Budget Analysts), 2000 (Counselors), 2550 (Education/Training/Library Workers), 2825 (Public Relations Specialists), 5000 (Supervisors of Office and Admin Support Workers), and 5250 (Customer Service Representatives).

1‐Ext Italian‐ ACS 2013‐2017 NY/NJ MSA workforce with Bachelor's Degree or Higher and in the following occupations: Amer. 0630 (Human Resources Workers), 0740 (Business Operations Specialists), 0820 (Budget Analysts), 2000 (Counselors), 2550 (Education/Training/Library Workers), 2825 (Public Relations Specialists), 5000 (Supervisors of Office and Admin Support Workers), and 5250 (Customer Service Representatives). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 15.00% Employees who hold BA degrees and are in the following job groups: CUNY Office Assistant, CUNY (all groups) Administrative Assistant, Accountant Technician or Accountant Professional as of 6/1/2018.

Title(s) Employees Asst to HEO 61 HE Assistant 59 Research Assc 34 Research Asst 9

APP C‐10 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Professional Non‐Faculty

Group: IT Computer Professional Employees: 43

Description Information Technology Professionals In 2017, split from IT Technicians and moved to Professionals' group

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 75.00% 2013‐2017 ACS, NY/NJ MSA, High School Diploma or higher plus four years of Post‐High School experience (proxy minimum age of 21) in the following occupations: 0740 (Business Operations Specialists), 1006 (Computer Systems Analysts), 1010 (Computer Programmers), 1020 (Software Developers, Applications and Systems Software), 1030 (Web Developers), 1060 (Database Administrators), and 1105 (Network and Computer Systems Administrators).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA, High School Diploma or Higher plus four years of Post‐High School experience Amer. (proxy minimum age of 21) in the following occupations: 0740 (Business Operations Specialists), 1006 (Computer Systems Analysts), 1010 (Computer Programmers), 1020 (Software Developers, Applications and Systems Software), 1030 (Web Developers), 1060 (Database Administrators), and 1105 (Network and Computer Systems Administrators). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 25.00% Employees in the IT Support Assistant and CUNY Office Assistant titles, Civil Service permanency not (all groups) required, as of 6/1/2018

Title(s) Employees IT Associate 10 IT Asst 5 IT Bus Data Rep Analyst 5 IT Sr Associate 23

APP C‐11 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Administrative Support Workers

Group: Administrative Assistant Employees: 8

Description Administrative Support Staff‐Senior Level

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External0.00% Internal Only ‐ Promotional Title

1‐Ext Italian‐ Internal Only Amer. 2‐Internal 100.00% Population of employees on the active CUNY Administrative Assistant Civil Service list #2055 (413 CUNY (all groups) employees). CUNY Office Assistant Levels 3 or 4 with Civil Service permanency were eligible to take this examination.

Title(s) Employees CUNY Admin Asst 8

Group: Mail Services Worker Employees: 7

Description Mail Services Workers

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 100.00% 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in the following occupation: 5850 (Mail Clerks/Mail Machine Operators, Except Postal Service).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in occupation 5850 (Mail Clerks/Mail Amer. Machine Operators, Except Postal Service). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Mail Message Svcs Worker 7

APP C‐12 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Administrative Support Workers

Group: Office Assistant Employees: 8

Description Administrative Support Staff‐Entry Level

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External100.00% 2013‐2017 ACS, NY/NJ MSA workforce, individuals with a High School Diploma or higher and in the following occupations: 5700 (Secretaries and Administrative Assistants), 5820 (Word Processors and Typists), 5860 (Office Clerks, General), and 5940 (Office Administrative Support Workers, all other).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce, individuals with a High School Diploma or higher and in the following Amer. occupations: 5700 (Secretaries and Administrative Assistants), 5820 (Word Processors and Typists), 5860 (Office Clerks, General), and 5940 (Office Administrative Support Workers, all other). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees CUNY Office Assistant 8

APP C‐13 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Technicians

Group: Administration 4 (College Lab Tech) Employees: 4

Description College Laboratory Technicians (abbreviated as "CLT") For utilization analyses reviewed by sub‐group: Science/Technical/Engineering; Other Lab Techs.

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 100.00% 2013‐2017 ACS, NY/NJ MSA workforce with High School Diploma or Higher. For the Scientific/Technical/IT specialty, in the following occupations: 1050 (Computer Support Specialists), 1965 (Other Life Physical and Social Science Technicians), 1910 (Biological Technicians), 1920 (Chemical Technicians), 1550 (Engineering Technicians), 2860 (Miscellaneous Media and Communications Workers). For the "Other" Specialty, 1050 (Computer Support Specialists), 1950 (Social Science Research Assistants), 2440 (Library Technicians), and 2860 (Miscellaneous Media and Communications Workers).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce with High School Diploma or Higher. For the Scientific/Technical/IT Amer. specialty, in the following occupations: 1050 (Computer Support Specialists), 1965 (Other Life Physical and Social Science Technicians), 1910 (Biological Technicians), 1920 (Chemical Technicians), 1550 (Engineering Technicians), 2860 (Miscellaneous Media and Communications Workers). For the "Other" Specialty, 1050 (Computer Support Specialists), 1950 (Social Science Research Assistants), 2440 (Library Technicians), and 2860 (Miscellaneous Media and Communications Workers). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Chief College Lab Tech 2 Sr College Lab Tech 2

APP C‐14 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Technicians

Group: Broadcast/Media Employees: 4

Description Broadcast and Mass Media Technicians and Graphic Designers In 2019, number of titles and scope were expanded

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 100.00% 2013‐2017 ACS, NY/NJ MSA workforce, High School Diploma or higher in the following occupations: 2900 (Broadcast and Sound Engineering Technicians and Radio Operators and Other Workers), 2920 (Television, Video, and Motion Picture Camera Operators and Editors), 2710 (Producers and Directors).

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce, High School Diploma or higher in the following occupations: 2900 Amer. (Broadcast and Sound Engineering Technicians and Radio Operators and Other Workers), 2920 (Television, Video, and Motion Picture Camera Operators and Editors), 2710 (Producers and Directors). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Media Svcs Tech 4

APP C‐15 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Technicians

Group: Print Shop Employees: 2

Description Print Shop and Related Tech Workers

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External100.00% 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in the following occupations: 5900 (Office Machine Operators except Computers), 8250 (Pre‐Press Technicians), 8255 (Printing Press Operators), and 8256 (Binding and Finishing Workers). Note: 2630 (Graphic Designers) was not included given small population at CUNY and very large population in the workforce.

1‐Ext Italian‐ 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in the following occupations: 5900 (Office Amer. Machine Operators except Computers), 8250 (Pre‐Press Technicians), 8255 (Printing Press Operators), and 8256 (Binding and Finishing Workers). Note: 2630 (Graphic Designers) was not included given small population at CUNY and very large population in the workforce. Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Graphics Designer 1 Print Shop Associate 1

APP C‐16 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Service Workers and Others

Group: Campus Peace Officer Employees: 5

Description Campus Security‐Mid Level Staff Prior to 2019, security staff titles were divided into CPO1 (CSA and CPO Level 1) and CPO2 (CPO Level 2)

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 0.00% 2013‐2017 ACS, New York State residents within the NY/NJ MSA workforce, with one year or more of College and in the occupation of 3850 (Police and Sheriffs Patrol Officers).

1‐Ext Italian‐ 2013‐2017 ACS, New York State residents within the NY/NJ MSA workforce with one year or more of College Amer. and in the occupation of 3850 (Police and Sheriffs Patrol Officers). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 20.00% Employees in the title of Campus Security Assistant, Civil Service permanency not required, as of 6/1/2018. (all groups)

Title(s) Employees Campus Peace Officer 5

APP C‐17 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Service Workers and Others

Group: Campus Public Safety Sergeant Employees: 2

Description Campus Security Supervisors and Campus Security Specialists

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External0.00% For Campus Public Safety Sergeant, Internal only (promotional title). For Campus Security Specialist, candidates on a Civil Service list as of 6/1/2018; however not calculated as demographic data was not available and a small number were hired externally.

1‐Ext Italian‐ For Campus Public Safety Sergeant, Internal only (promotional title). For Campus Security Specialist, Amer. candidates on a Civil Service list as of 6/1/2018; however not calculated as demographic data was not available and a small number were hired externally.

2‐Internal 100.00% For Campus Public Safety Sergeant, employees in the title of Campus Peace Officer with Civil Service (all groups) permanency and two years of permanent service as of 6/1/2018.

Title(s) Employees Campus Pub Safety Sergeant 2

APP C‐18 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center Category: Service Workers and Others

Group: Campus Security Assistant Employees: 15

Description Campus Security‐Entry Level Staff Prior to 2019, security staff titles were divided into CPO1 (CSA and CPO Level 1) and CPO2 (CPO Level 2)

Labor Market Availability Factors LMA FactorWeight Explanation 1‐External 100.00% 2013‐2017 ACS, New York State residents within the NY/NJ MSA workforce with High School Diploma or higher and one year of work experience (using proxy of minimum age of 18) and in the occupation of 3930 (Security Guards and Gaming Surveillance Officers).

1‐Ext Italian‐ 2013‐2017 ACS, New York State residents within the NY/NJ MSA with High School Diploma or higher and Amer. one year of work experience (using proxy of minimum age of 18) and in the occupation of 3930 (Security Guards and Gaming Surveillance Officers). Italian American = 100% of First Ancestry and 50% of Second Ancestry for 051 (Italian) and 068 (Sicilian).

2‐Internal 0.00% NA (all groups)

Title(s) Employees Campus Security Asst 15

APP C‐19 APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center In the 2019‐2020 Academic Year, CUNY added the titles listed below (not all are used at the College)

Job Code and Title Name Job Group 200587 Univ Vice Chancellor Compliance and Audit ADMIN1‐EXEC 200588 Univ Associate Vice Chancellor Communications and Marketing ADMIN1‐EXEC 200589 Univ Exec Deputy Director Engineering ADMIN1‐EXEC 200590 Assistant Dean Continuing Education ADMIN1‐EXEC 200592 Univ Assistant Vice Chancellor ADMIN1‐EXEC 200594 Univ Exec Director Advancement ADMIN1‐EXEC 200595 University Executive Director Investigations ADMIN1‐EXEC 200597 Prof School Executive Director Info Technology (PAstAdm) ADMIN1‐EXEC 200598 Univ Sr Vice Chancellor Labor Relations ADMIN1‐EXEC 200599 Univ Sr Advisor to the Executive Vice Chancellor ADMIN1‐EXEC 200601 Prof School Assistant Dean of Academic Affairs ADMIN1‐EXEC 200603 Exec Director Master's Program in Public Adm (AstAdm) ADMIN1‐EXEC

APP C‐20 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center

Appendix E‐1 presents utilization and underutilization of protected groups by job group. A group is displayed only when five or more employees assigned to it.

Underutilization occurs where the utilization of a protected group is less than 80% of Labor Market Availability. We calculate a number approximating the number of full‐time employees that would be needed to make utilization equal to the labor market. Where utilization is zero (0), underutilization exists but not to the level of one full‐time equivalent employee. Blanks indicate no underutilization.

Underutilization numbers represent specific placement goals as prescribed for federal Affirmative Action Plans.

Total Minority is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP E1‐1 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Executive/Administrative/Managerial

Job Group: Administration 1 (Executive) Description: Executive Compensation Plan (Other Than Chief Executive) Full‐Time Employees: 21

Employees in this group hold the following titles:

Title ID Title Name 04315 Administrator 04321 Assc Administrator 04320 Assc Dean 04723 Asst Administrator 04316 Asst Vice President 04314 Dean 04701 Sr Vice President 04702 Vice President

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 13 6 2 1 2 2 Underutilized (Y = Yes) Y

Number Underutilized 1 Actual Utilization Percent 61.9% 28.6% 9.5% 4.8% 9.5% 9.5% Labor Market Avail. Percent 44.2% 27.7% 9.8% 8.8% 7.9% 7.2%

APP E1‐2 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Executive/Administrative/Managerial

Job Group: Administration 2 (Manager) Description: Manager‐Level Administrators Full‐Time Employees: 97

Employees in this group hold the following titles:

Title ID Title Name 04075 HE Associate 04097 HE Officer

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 67 36 16 9 9 4 Underutilized (Y = Yes) Y Y Y Y

Number Underutilized 11 10 6 6 Actual Utilization Percent 69.1% 37.1% 16.5% 9.3% 9.3% 4.1% Labor Market Avail. Percent 57.4% 48.1% 11.0% 19.6% 15.7% 10.0%

APP E1‐3 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Executive/Administrative/Managerial

Job Group: IT Computer Manager Description: Information Technology Managers (Managerial) Full‐Time Employees: 8

Employees in this group hold the following titles:

Title ID Title Name 04973 IT Computer Systems Mgr

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 2 6 3 2 1 1 Underutilized (Y = Yes)

Number Underutilized Actual Utilization Percent 25.0% 75.0% 37.5% 25.0% 12.5% 12.5% Labor Market Avail. Percent 26.5% 51.6% 24.0% 10.6% 15.4% 10.0%

APP E1‐4 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Professional Non‐Faculty

Job Group: Administration 3 (Professional) Description: Entry and Mid‐Level Administrators (Professionals) Full‐Time Employees: 163

Employees in this group hold the following titles:

Title ID Title Name 04017 Asst to HEO 04099 HE Assistant 04134 Research Assc 04132 Research Asst

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 114 102 29 41 30 6 Underutilized (Y = Yes) Y

Number Underutilized 15 Actual Utilization Percent 69.9% 62.6% 17.8% 25.2% 18.4% 3.7% Labor Market Avail. Percent 69.0% 43.4% 12.3% 16.7% 12.5% 12.8%

APP E1‐5 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Professional Non‐Faculty

Job Group: IT Computer Professional Description: Information Technology Professionals Full‐Time Employees: 43

Employees in this group hold the following titles:

Title ID Title Name 04877 IT Associate 04875 IT Asst 04029 IT Bus Data Rep Analyst 04880 IT Sr Associate

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 19 31 11 7 13 1 Underutilized (Y = Yes) Y

Number Underutilized 3 Actual Utilization Percent 44.2% 72.1% 25.6% 16.3% 30.2% 2.3% Labor Market Avail. Percent 42.3% 55.7% 28.0% 13.3% 12.7% 8.2%

APP E1‐6 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Administrative Support Workers

Job Group: Administrative Assistant Description: Administrative Support Staff‐Senior Level Full‐Time Employees: 8

Employees in this group hold the following titles:

Title ID Title Name 04804 CUNY Admin Asst

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 8 7 0 4 2 0 Underutilized (Y = Yes) Y Y

Number Underutilized 1 1 Actual Utilization Percent 100.0% 87.5% 0.0% 50.0% 25.0% 0.0% Labor Market Avail. Percent 90.3% 68.0% 7.5% 36.3% 24.0% 6.5%

APP E1‐7 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Administrative Support Workers

Job Group: Office Assistant Description: Administrative Support Staff‐Entry Level Full‐Time Employees: 8

Employees in this group hold the following titles:

Title ID Title Name 04802 CUNY Office Assistant

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 4 5 1 1 3 0 Underutilized (Y = Yes) Y Y

Number Underutilized 3 1 Actual Utilization Percent 50.0% 62.5% 12.5% 12.5% 37.5% 0.0% Labor Market Avail. Percent 87.9% 40.0% 7.8% 14.3% 16.2% 17.4%

APP E1‐8 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Administrative Support Workers

Job Group: Mail Services Worker Description: Mail Services Workers Full‐Time Employees: 7

Employees in this group hold the following titles:

Title ID Title Name 04921 Mail Message Svcs Worker

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 1 5 0 2 3 0 Underutilized (Y = Yes) Y Y Y

Number Underutilized 1 1 1 Actual Utilization Percent 14.3% 71.4% 0.0% 28.6% 42.9% 0.0% Labor Market Avail. Percent 31.3% 61.3% 7.8% 27.5% 22.8% 14.1%

APP E1‐9 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Service Workers and Others

Job Group: Campus Peace Officer Description: Campus Security‐Mid Level Staff Full‐Time Employees: 5

Employees in this group hold the following titles:

Title ID Title Name 04844 Campus Peace Officer

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 1 5 0 4 1 0 Underutilized (Y = Yes) Y Y

Number Underutilized 0 1 Actual Utilization Percent 20.0% 100.0% 0.0% 80.0% 20.0% 0.0% Labor Market Avail. Percent 18.6% 53.8% 7.7% 24.1% 20.2% 15.9%

APP E1‐10 APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020‐2021

Graduate Center Category: Service Workers and Others

Job Group: Campus Security Assistant Description: Campus Security‐Entry Level Staff Full‐Time Employees: 15

Employees in this group hold the following titles:

Title ID Title Name 04841 Campus Security Asst

Utilization Report Female Total Minority Asian/Nat. Black/African Hispanic/ Italian Haw./Other Am. Latino American Pac. Isl.

Number of Employees 8 14 2 9 3 0 Underutilized (Y = Yes) Y

Number Underutilized 1 Actual Utilization Percent 53.3% 93.3% 13.3% 60.0% 20.0% 0.0% Labor Market Avail. Percent 19.8% 71.2% 6.9% 41.4% 20.4% 8.5%

APP E1‐11 APPENDIX E‐3 ‐ FACULTY UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center

Appendix E‐3 presents utilization and underutilization, of faculty members in protected groups by faculty job group. A group is displayed only when five or more faculty are assigned to it.

Underutilization numbers represent specific placement goals as prescribed for federal Affirmative Action Plans. Note that the official underutilization measures are those calculated for the academic discipline, which may comprise more than one department.

Total Minority is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP E3‐1 APPENDIX E‐3 ‐ FACULTY UTILIZATION BY JOB GROUP (ITALIAN AMERICAN PLAN) 2020 ‐ 2021 Graduate Center

Job Group Faculty‐Librarian Total Faculty: 9

Utilization Report Female Total Asian/Nat. Black/African Hispanic/ Italian Minority Haw./Other Am. Latino American Pac. Isl. Number of Faculty 6 2 0 0 2 1 Underutilized (Y = Yes) Y Y Number Underutilized 0 0 Actual Utilization Percent 66.7% 22.2% 0.0% 0.0% 22.2% 11.1% Labor Market Avail. Percent 82.8% 13.6% 4.0% 4.4% 3.8% 5.7%

Job Group Faculty‐Lecturer Total Faculty: 5

Utilization Report Female Total Asian/Nat. Black/African Hispanic/ Italian Minority Haw./Other Am. Latino American Pac. Isl. Number of Faculty 0 0 0 0 0 1 Underutilized (Y = Yes) Y Y Y Y Y Number Underutilized 3 2 1 0 0 Actual Utilization Percent 0.0% 0.0% 0.0% 0.0% 0.0% 20.0% Labor Market Avail. Percent 52.4% 31.3% 14.1% 7.7% 7.6% 10.9%

Job Group Faculty ‐ Professoriate‐Grad Total Faculty: 166

Utilization Report Female Total Asian/Nat. Black/African Hispanic/ Italian Minority Haw./Other Am. Latino American Pac. Isl. Number of Faculty 66 34 13 13 8 5 Underutilized (Y = Yes) Y Number Underutilized 4 Actual Utilization Percent 39.8% 20.5% 7.8% 7.8% 4.8% 3.0% Labor Market Avail. Percent 48.8% 21.7% 8.0% 7.8% 5.3% 5.5%

APP E3‐2 APPENDIX F‐1 ‐ SUMMARY OF PERSONNEL ACTIVITY 2020 ‐ 2021 Graduate Center

Appendix F provides tables with detail on personnel activities and faculty tenure actions by ethnicity and gender. This first section (F‐1) provides detail on personnel activity in the categories noted below, evaluated by job group and by EEO Category.

Detail on selected categories/groups with material levels of activity are published here.

Personnel Action Categories Action Type Description

Advancement Moved to a job title that represents career advancement, whether or not on a published career path. Can be evaluated by sub‐categories (Moved to a Higher Title within Group and Moved to a Higher Job Group).

Joined Group ‐ Hire Employed at the college for the first time, or re‐hired after a break in service; includes employees who previously worked at another CUNY College and those appointed through Civil Service Transfer Rosters.

Joined Group ‐ Internal Joined group from another job group. Can be evaluated by sub‐categories (Joined from a Higher Move Job Group, Joined from a Lower Job Group (Advancement), Other Change of Group, or Return to Faculty from Other Title).

Left Group ‐ Internal Left group to move to another job group. Can be evaluated by sub‐categories (Move to a Higher Move Job Group (Advancement), Move to a Lower Job Group, Other Change of Group, or Return to Faculty from Other Title).

Left Group ‐ Separation Left employment at the college. Includes leaving CUNY entirely (for both voluntary and involuntary reasons) or leaving to take a job at another college, including through Civil Service Transfer Rosters.

APP F1 EEO Category Summary Professional Faculty

Professional Faculty CHANGES WITHIN Detail of Transfers or Promotions out of CATEGORY NET ADDITIONS Additions by Type NET SUBTRACTIONS Subtractions by Type Category (not counted in totals)

Transfers or Transfers or Net External Hires Promotions Separation Promotions Left for a Left for a category (CUNY or into this (Left College out of this Higher Lower Other Returned Advance- Other Changes Additions # Additions % College) category Subtractions # Subtractions % or Left CUNY) category category category Change to Faculty ments Changes Total 6 24 24 - (18) (17) (1) (1) - - - 6 1

Male (1) 10 42% 10 - (11) 61% (11) - - - - - 3 1 Female 6 13 54% 13 - (7) 39% (6) (1) (1) - - - 3 - Other/Unknown 1 1 4% 1 - - 0% ------

Total Min 5 9 38% 9 - (4) 22% (4) - - - - - 3 -

Asian 2 4 17% 4 - (2) 11% (2) - - - - - 2 - Black 3 3 13% 3 - - 0% ------1 - Hispanic - 2 8% 2 - (2) 11% (2) ------Other Minority - - 0% - - - 0% ------

Italian-American 1 1 4% 1 - - 0% ------

White (Not Ital) (1) 13 54% 13 - (14) 78% (13) (1) (1) - - - 3 1

All White - 14 58% 14 - (14) 78% (13) (1) (1) - - - 3 1

Unknown 1 1 4% 1 - - 0% ------

Veterans - - 0% - - - 0% ------Individuals w/Disabilities - - 0% - - - 0% ------

This chart summarizes moves of employees into and out of an EEO Job Category, which normally includes more than one job group. Moves between job groups within a category may appear in the "Internal Advancements" column.

Personnel Action Summary Page 1 of 1 Job Group Detail Administration 1 (Executive) (Select Group from Drop-Down) ADMIN1-EXEC CHANGES WITHIN JOB Detail of Transfers or Promotions out of Job GROUP NET ADDITIONS Additions by Type Detail of Transfers or Promotions into Job Group NET SUBTRACTIONS Subtractions by Type Group (not counted in totals)

Joined Net Hire (Outside Group from Previously in Previously in Separation Left for Left for a Left for a Group Additions CUNY and Other another Job a Higher Job a Lower Job Other Return to (Left College another Job Higher Job Lower Job Other Returned to Other Changes Addition # % CUNY College) Group Group Group Change Faculty Sub. # Sub % or Left CUNY) Group Group Group Change Faculty Advance-ments Changes Total (2) 2 1 1 - 1 - - (4) (4) - - - - - 3 -

Male (3) - 0% ------(3) 75% (3) - - - - - 1 - Female 1 2 100% 1 1 - 1 - - (1) 25% (1) - - - - - 2 - Other/Unknown - - 0% ------0% ------

Total Min - - 0% ------0% ------

Asian - - 0% ------0% ------Black - - 0% ------0% ------Hispanic - - 0% ------0% ------Other Minority - - 0% ------0% ------

Italian-American - - 0% ------0% ------

White (Not Ital) (2) 2 100% 1 1 - 1 - - (4) 100% (4) - - - - - 3 -

All White (2) 2 100% 1 1 - 1 - - (4) 100% (4) - - - - - 3 -

Unknown - - 0% ------0% ------

Veterans - - 0% ------0% ------Individuals w/Disabilities - - 0% ------0% ------

This chart summarizes moves of employees into and out of a single job group. This provides detail about the kinds of moves This provides detail about the kinds of moves Any job group could have a net loss or net gain, so additions do not necessarily between job groups. between job groups. equal subtractions.

Personnel Action Summary Page 1 of 1 Job Group Detail Administration 2 (Managers) (Select Group from Drop-Down) ADMIN2 CHANGES WITHIN JOB Detail of Transfers or Promotions out of Job GROUP NET ADDITIONS Additions by Type Detail of Transfers or Promotions into Job Group NET SUBTRACTIONS Subtractions by Type Group (not counted in totals)

Male 4 5 56% 3 2 - 2 - - (1) 17% (1) ------Female (1) 4 44% 3 1 - 1 - - (5) 83% (5) - - - - - 3 - Other/Unknown - - 0% ------0% ------

Total Min - 2 22% 1 1 - 1 - - (2) 33% (2) - - - - - 1 -

Asian 1 1 11% - 1 - 1 - - - 0% ------1 - Black (1) 1 11% 1 - - - - - (2) 33% (2) ------Hispanic - - 0% ------0% ------Other Minority - - 0% ------0% ------

Italian-American (1) - 0% ------(1) 17% (1) ------

White (Not Ital) 4 7 78% 5 2 - 2 - - (3) 50% (3) - - - - - 2 -

All White 3 7 78% 5 2 - 2 - - (4) 67% (4) - - - - - 2 -

Unknown - - 0% ------0% ------

Veterans - - 0% ------0% ------Individuals w/Disabilities - - 0% ------0% ------

Personnel Action Summary Page 1 of 1 Job Group Detail Administration 3 (Professional) (Select Group from Drop-Down) ADMIN3 CHANGES WITHIN JOB Detail of Transfers or Promotions out of Job GROUP NET ADDITIONS Additions by Type Detail of Transfers or Promotions into Job Group NET SUBTRACTIONS Subtractions by Type Group (not counted in totals)

Male 9 12 36% 12 - - - - - (3) 14% (1) (2) (2) - - - - - Female 3 21 64% 21 - - - - - (18) 86% (14) (4) (1) (2) (1) - 5 - Other/Unknown - - 0% ------0% ------

Total Min 4 17 52% 17 - - - - - (13) 62% (9) (4) (1) (2) (1) - 5 -

Asian 7 9 27% 9 - - - - - (2) 10% (1) (1) (1) - - - - - Black 2 6 18% 6 - - - - - (4) 19% (4) - - - - - 1 - Hispanic (5) 2 6% 2 - - - - - (7) 33% (4) (3) - (2) (1) - 4 - Other Minority - - 0% ------0% ------

Italian-American 1 2 6% 2 - - - - - (1) 5% (1) ------

White (Not Ital) 7 14 42% 14 - - - - - (7) 33% (5) (2) (2) - - - - -

All White 8 16 48% 16 - - - - - (8) 38% (6) (2) (2) - - - - -

Unknown - - 0% ------0% ------

Veterans - - 0% ------0% ------Individuals w/Disabilities (1) - 0% ------(1) 5% - (1) - (1) - - 1 -

Personnel Action Summary Page 1 of 1 Job Group Detail IT Manager (Select Group from Drop-Down) IT-MGR CHANGES WITHIN JOB Detail of Transfers or Promotions out of Job GROUP NET ADDITIONS Additions by Type Detail of Transfers or Promotions into Job Group NET SUBTRACTIONS Subtractions by Type Group (not counted in totals)

Male 2 2 100% 2 ------0% ------Female - - 0% ------0% ------Other/Unknown - - 0% ------0% ------

Total Min 1 1 50% 1 ------0% ------

Asian - - 0% ------0% ------Black 1 1 50% 1 ------0% ------Hispanic - - 0% ------0% ------Other Minority - - 0% ------0% ------

Italian-American - - 0% ------0% ------

White (Not Ital) 1 1 50% 1 ------0% ------

All White 1 1 50% 1 ------0% ------

Unknown - - 0% ------0% ------

Veterans - - 0% ------0% ------Individuals w/Disabilities - - 0% ------0% ------

Personnel Action Summary Page 1 of 1 EEO Category Summary Administrative Support Workers

Administrative Support Workers CHANGES WITHIN Detail of Transfers or Promotions out of CATEGORY NET ADDITIONS Additions by Type NET SUBTRACTIONS Subtractions by Type Category (not counted in totals)

Male - - 0% - - - 0% ------Female 1 2 100% - 2 (1) 100% (1) ------Other/Unknown - - 0% - - - 0% ------

Total Min 1 2 100% - 2 (1) 100% (1) ------

Asian - - 0% - - - 0% ------Black (1) - 0% - - (1) 100% (1) ------Hispanic 2 2 100% - 2 - 0% ------Other Minority - - 0% - - - 0% ------

Italian-American - - 0% - - - 0% ------

White (Not Ital) - - 0% - - - 0% ------

All White - - 0% - - - 0% ------

Unknown - - 0% - - - 0% ------

Veterans - - 0% - - - 0% ------Individuals w/Disabilities 1 1 50% - 1 - 0% ------

Personnel Action Summary Page 1 of 1 EEO Category Summary Service Workers and Others

Service Workers and Others CHANGES WITHIN Detail of Transfers or Promotions out of CATEGORY NET ADDITIONS Additions by Type NET SUBTRACTIONS Subtractions by Type Category (not counted in totals)

Male (3) 1 33% 1 - (4) 100% (4) ------Female 2 2 67% 2 - - 0% ------Other/Unknown - - 0% - - - 0% ------

Total Min (1) 2 67% 2 - (3) 75% (3) ------

Asian - - 0% - - - 0% ------Black (1) 2 67% 2 - (3) 75% (3) ------Hispanic - - 0% - - - 0% ------Other Minority - - 0% - - - 0% ------

Italian-American - - 0% - - - 0% ------

White (Not Ital) - 1 33% 1 - (1) 25% (1) ------

All White - 1 33% 1 - (1) 25% (1) ------

Unknown - - 0% - - - 0% ------

Veterans - - 0% - - - 0% ------Individuals w/Disabilities - - 0% - - - 0% ------

Personnel Action Summary Page 1 of 1 APPENDIX F‐2 ‐ TENURE ACTIONS BY DEPT / JOB GROUP / TITLE (ITALIAN AMER. PLAN) 2020 ‐ 2021 Graduate Center

Appendix F‐2 presents a summary of tenure actions. Tenure is a permanent status awarded on the basis of years of service and/or academic or research achievement.

Faculty in Professorial titles (other than visiting) are eligible for tenure which is awarded based on academic or research achievement and service. College Laboratory Technicians are eligible for tenure based on years of service, and Lecturers are eligible for a Certificate of Continuous Employment (CCE) based on years of service. K‐12 Teachers and Counselors are also eligible for tenure.

Tenure is effective on September 1 of each academic year. Individuals listed here were awarded tenure effective September 1, 2019 (during this past plan year).

The Total Minority category is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP F2‐1 APPENDIX F‐2 ‐ TENURE ACTIONS BY DEPT / JOB GROUP / TITLE (ITALIAN AMER. PLAN) 2020 ‐ 2021 Graduate Center

Library Assc ProfessorGained Tenure Tenured Female White

MA Prgm In Liberal Studies Assc ProfessorGained Tenure Tenured Female White

Ph.D. Program In History ProfessorHired with Tenure Tenured Female Black/African Am. ProfessorHired with Tenure Tenured Female White

Ph.D. Program In Sociology Assc ProfessorHired with Tenure Tenured Male Asian/Nat. Haw./Other Pac. Isl.

Ph.D. Program In Urban Edu Assc ProfessorHired with Tenure Tenured Female Hispanic/Latino

PhD Prgm in Latin Amer Iberian ProfessorHired with Tenure Tenured Female White

Summary for the College

Total Staff: Ttl Minority Asian Black/AfAm HispanicItal Amer White Not Ital Oth/Unk

6 Female 2 011 0 40 1 Male 1 100 0 00 0 Oth/Unk 0 000 0 00

7 Total 3 111 0 40

APP F2‐2 APPENDIX G ‐ SUMMARY OF RECRUITING ACTIVITIES 2020 ‐ 2021 Graduate Center

This appendix provides detail on searches performed by job group, ethnicity, and gender. Detail is provided on applicants, interviews, and offers. The scope of this report includes searches which officially concluded by a job offer during the previous plan year (June 1, 2019 through May 31, 2020).

APP G copy of GC Recruiting revised by AC

Category Summary Professional Faculty

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

Total 897 895 29 5 5

Male 486 485 54% 15 52% 1 20% 1 20% Female 153 152 17% 8 28% 3 60% 3 60% Other 251 251 28% 6 21% 1 20% 1 20%

Total Min 378 376 42% 9 31% 2 40% 2 40%

Asian 237 235 26% 5 17% 1 20% 1 20% Black 71 71 8% 1 3% 1 20% 1 20% Hispanic/Latino 61 61 7% 2 7% - 0% - 0% Other inc 2 or more 9 9 1% 1 3% - 0% - 0%

Italian American 23 23 3% - 0% - 0% - 0% White (Not Ital) 362 362 40% 17 59% 3 60% 3 60%

All White 385 385 43% 17 59% 3 60% 3 60%

Unknown 134 134 15% 3 10% - 0% - 0%

Veterans 13 13 1% - 0% - 0% - 0% Indiv. w Disabilities 23 23 3% - 0% - 0% - 0%

Recruiting Summary Page 1 of 1 copy of GC Recruiting revised by AC

Job Group Summary Administration 1 (Executive)

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

TotalTotal 16 16 - - -

GenMale Male 8 8 50% - 0% - 0% - 0% GenFemale Female 6 6 38% - 0% - 0% - 0% UnkOther Gen 2 2 13% - 0% - 0% - 0%

Total Min 6 6 38% - 0% - 0% - 0%

Asian/Hawaiian-OthAsian Pac Island 3 3 19% - 0% - 0% - 0% Black/AfricanBlack American 1 1 6% - 0% - 0% - 0% Hispanic/LatinoHispanic/Latino 2 2 13% - 0% - 0% - 0% Two Other or incMore 2 or Races more - - 0% - 0% - 0% - 0%

A ItalianItalian American American - - 0% - 0% - 0% - 0% WhiteWhite (Not Ital) 6 6 38% - 0% - 0% - 0%

WhiteAll White 6 6 38% - 0% - 0% - 0%

UnknownUnknown 4 4 25% - 0% - 0% - 0%

Vet Veterans Y - - 0% - 0% - 0% - 0%

Disab Indiv. Y w Disabilities - - 0% - 0% - 0% - 0%

Recruiting Summary Page 1 of 1 copy of GC Recruiting revised by AC

Job Group Summary Administration 2 (Managers)

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

TotalTotal 542 431 43 8 7

GenMale Male 175 133 31% 12 28% 3 38% 3 43% GenFemale Female 317 257 60% 27 63% 4 50% 3 43% UnkOther Gen 49 40 9% 4 9% 1 13% 1 14%

Total Min 279 216 50% 13 30% 1 13% 1 14%

Asian/Hawaiian-OthAsian Pac Island 62 53 12% 5 12% - 0% - 0% Black/AfricanBlack American 130 98 23% 6 14% 1 13% 1 14% Hispanic/LatinoHispanic/Latino 73 55 13% 2 5% - 0% - 0% Two Other or incMore 2 or Races more 14 10 2% - 0% - 0% - 0%

A ItalianItalian American American 30 25 6% 7 16% - 0% - 0% WhiteWhite (Not Ital) 199 164 38% 20 47% 6 75% 5 71%

WhiteAll White 229 189 44% 27 63% 6 75% 5 71%

UnknownUnknown 34 26 6% 3 7% 1 13% 1 14%

Vet Veterans Y 7 6 1% 1 2% - 0% - 0%

Disab Indiv. Y w Disabilities 29 27 6% 5 12% - 0% - 0%

Recruiting Summary Page 1 of 1 copy of GC Recruiting revised by AC

Job Group Summary Administration 3 (Professional)

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

TotalTotal 1,618 1,412 99 19 19

GenMale Male 506 447 32% 34 34% 6 32% 6 32% GenFemale Female 861 760 54% 52 53% 12 63% 12 63% UnkOther Gen 235 192 14% 13 13% 1 5% 1 5%

Total Min 945 813 58% 59 60% 10 53% 10 53%

Asian/Hawaiian-OthAsian Pac Island 311 277 20% 18 18% 7 37% 7 37% Black/AfricanBlack American 331 275 19% 22 22% 3 16% 3 16% Hispanic/LatinoHispanic/Latino 262 226 16% 17 17% - 0% - 0% Two Other or incMore 2 or Races more 41 35 2% 2 2% - 0% - 0%

A ItalianItalian American American 51 46 3% 3 3% - 0% - 0% WhiteWhite (Not Ital) 544 481 34% 32 32% 6 32% 6 32%

WhiteAll White 595 527 37% 35 35% 6 32% 6 32%

UnknownUnknown 78 72 5% 5 5% 3 16% 3 16%

Vet Veterans Y 18 18 1% - 0% - 0% - 0%

Disab Indiv. Y w Disabilities 78 63 4% 2 2% - 0% - 0%

Recruiting Summary Page 1 of 1 copy of GC Recruiting revised by AC

Job Group Summary IT Computer Professional

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

TotalTotal 540 527 12 1 1

GenMale Male 363 355 67% 6 50% 1 100% 1 100% GenFemale Female 92 90 17% 2 17% - 0% - 0% UnkOther Gen 84 81 15% 4 33% - 0% - 0%

Total Min 392 382 72% 8 67% - 0% - 0%

Asian/Hawaiian-OthAsian Pac Island 139 135 26% 4 33% - 0% - 0% Black/AfricanBlack American 129 127 24% 2 17% - 0% - 0% Hispanic/LatinoHispanic/Latino 116 112 21% 2 17% - 0% - 0% Two Other or incMore 2 or Races more 8 8 2% - 0% - 0% - 0%

A ItalianItalian American American 10 10 2% - 0% - 0% - 0% WhiteWhite (Not Ital) 118 115 22% 3 25% 1 100% 1 100%

WhiteAll White 128 125 24% 3 25% 1 100% 1 100%

UnknownUnknown 20 20 4% 1 8% - 0% - 0%

Vet Veterans Y 23 23 4% 1 8% - 0% - 0%

Disab Indiv. Y w Disabilities 28 26 5% 1 8% - 0% - 0%

Recruiting Summary Page 1 of 1