University of Houston-Victoria

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Affirmative Action Program

Audit and Reporting System {41 C.F.R. 60-2.17 (d)}

Pursuant to 41 C.F.R. § 60–2.17(d), UHS and UHV periodically measures and reports on the effectiveness of the AAP to assure that the System’s policy of non-discrimination is incorporated into all employment practices. It is the responsibility of EOS to monitor all employment and personnel practices to ensure compliance with applicable regulations and adherence to the UHV’s Statement of Policy, to report specific problems to the appropriate management personnel, and to measure the effectiveness of UHV’s AAP.

UHS’ audit and reporting system is designed to:

  1. Measure the effectiveness of the AAP;
  2. Identify any need for remedial action;
  3. Determine the degree to which UHV’s objectives are being attained;
  4. Determine whether individuals with known disabilities or protected veterans have had the full opportunity to participate in all University sponsored educational, training, recreational and social activities;
  5. Measure UHV’s compliance with the AAP’s specific obligations.

Internal Audit

UHV continually audits and assesses its progress in meeting its affirmative action goals through both reports and the monitoring of key systems. EOS and Human Resources (“HR”) monitors all personnel related transactions which occur. This includes the advertising process, referrals, placements, transfers, promotions, salary adjustments, and terminations. EOS and HR also offer assistance to hiring agents in locating and recruiting individuals with disabilities and protected veterans.

Inherent in the AAP is the need for periodic self-assessment of problems encountered, corrective action taken, and progress made. Self-evaluation requires complex record keeping systems on applicants, employees, and components of the AAP itself. Periodic reports from supervisors, department managers and other relevant persons are required.

To ensure that the audit system is effective, all records concerning applicants who are individuals with disabilities or protected veterans will be maintained for two years, and all personnel actions involving these employees will be individually maintained as a part of their personnel files. Special reports summarizing affirmative action efforts to assist covered employees will be provided to members of upper management at least annually.

Federal Affirmative Action and State Recruitment Plans

In accordance with Executive Order 11246 and Sec. 21.502 of Chapter 21 of the Texas Labor Code, UHV’s affirmative action/recruitment plans allows for analysis of the UHV’s efforts at achieving its affirmative action goals. Printed versions are distributed and published to the university community to inform them of the University’s progress in meeting its affirmative action goals. Additionally the report is available in the Human Resources Department and at UHS’ EOS. It will also soon be electronically available.

Annual VETS-100 Report {38 U.S.C. § 4211 and 4212, at 41 C.F.R. § 61-250 and 61-300}

The U.S. Department of Labor Veterans’ Employment and Training service (VETS) and Office of Federal Contractor Compliance Programs (OFCCP) has supported affirmative action’s to employ and advance in employment, "covered veterans" since 2008. As legislatively mandated, contractors and subcontractors who enter into, or modify a contract or subcontract with the federal government, and whose contract meets the criteria set forth in the above legislation/regulations, are required to report annually on their affirmative action efforts in employing veterans. VETS has a legislative requirement to collect, and make available to OFCCP, reported data contained on the VETS-100 and/or VETS-100A reports for compliance enforcement.

Veteran’s Workforce Summary {Texas Government Code Annotated, Section 657.008(a)3}

The Veteran Workforce Summary and Veteran’s Complaints Report compiles and analyzes information on the hiring and employment of veterans by state of Texas agencies and institutions of higher education. The State of Texas Comptroller’s office files this report annually with the Texas Legislature, following the fourth calendar quarter. The report is also distributed to other elected officials, the Texas Veterans Commission and the American Legion. The report is based on data agencies and institutions entered or submitted to the Comptroller’s Human Resource Information System (HRIS), the Standardized Payroll/Personnel Reporting System (SPRS) or the Uniform Statewide Payroll/Personnel System (USPS).

IPEDS-S Reports

According to Title VII of the Civil Rights Act of 1964, Section 709 (c), institutions of higher education are required to collect and maintain records necessary for the completion of the higher education staff reports (IPEDS-S) and file with the National Center for Education Statistics.