University of Houston-Victoria

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Affirmative Action Program

Annual Placement Goals {41 C.F.R. 60-2.16}

Annual Placement Goals apply to movement into a job group, whether from new hires or from promotion or transfer from another job group.

Pursuant to 41 C.F.R. § 60-2.16, where UHV has determined the percentage of women or minorities employed in a particular job group is less statistically less than would reasonably be expected given their availability for employment in the particular job group, the System has established an Annual Placement Goal. Said another way, for job groups in which it was determined that the percentage of women or minorities were underutilized, UHV will make a good faith effort to utilization of those impacted through implementation of action-oriented recruitment and outreach programs.

The establishment of an Annual Placement Goal (Appendix G) does not amount to an admission of impermissible conduct. It is neither a finding of discrimination nor a finding of a lack of good faith affirmative action efforts. Rather, the establishment of an Annual Placement Goal is designed to be a technical targeting term used exclusively by affirmative action planners who seek to apply good faith efforts to increase in the future the percentage employment of women, minorities, persons with disabilities, and veterans in the workforce.

In accordance with 41 C.F.R. § 60-2.16, the following principles apply to Annual Placement Goals:

  1. Annual Placement Goals are not rigid or inflexible quotas which must be met;
  2. Annual Placement Goals do not set a ceiling or a floor for the employment of particular groups;
  3. Annual Placement Goals do not justify and will not be used to extend a preference to any person, select a person, or adversely affect any person’s employment status on the basis of that person’s race, sex, color, national origin, religion or age;
  4. Annual Placement Goals do not create set-asides for specific groups and are not intended to achieve proportional representation or equal results; and,
  5. Annual Placement Goals will not be used to supersede merit selection principles and do not require or justify the hiring or promotion of a less qualified person in preference to a more qualified person.