University of Houston-Victoria

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Affirmative Action Program

Determining Availability {41 C.F.R. 60-2.14-.16}

Using the Availability Factor Computation Method pursuant to 41 C.F.R. § 60-2.14, UHV has estimated the availability of women and minorities for each job group. Please visit in Appendix E to find the estimated the availability of women and minorities for each job group.

  1. Consideration of Availability Factors

    In determining availability of women and minorities, two factors were considered: 1) The percentage of women or minorities with requisite skills in the reasonable recruitment area; and, 2) The percentage of women, minorities, among those promotable, transferable, and trainable within UHV.

  2. Determination of Reasonable Recruitment Area

    In accordance with 41 C.F.R. § 60-2.14 (c), UHV has identified the recruitment area for each job group and considered additional possible recruitment areas. Based on that consideration, the UHV determined the area from which it can reasonably can seek qualified workers with the requisite skills to fill positions in a particular job group. The reasonable recruitment areas identified for affirmative action purposes is Victoria Texas Metro Area and the United States.

  3. Determination of Feeder Job Pools

    Pursuant to 41 C.F.R. § 60-2.14 (c) (2) and (f), and based on patterns of promotion and transfer and career ladder mobility, UHV has identified the job groups which are the “feeder pools” for each job group. Such feeder pools include those employees who are reasonably promotable, transferable and trainable. The System has not defined these feeder pools in such a way as to have the effect of excluding minorities or women.

  4. Requisite Skill Census Data

    Pursuant to 41 C.F.R. § 60-2.14 (d), UHV used the 2000 U.S. Census EEO Special File, which contains data on 512 individual occupational classification categories when determining the percentage of women, minorities, persons with disabilities, and veterans with requisite skills in the reasonable recruitment area. UHV identified every job title in the organization with the associated occupational classification in the EEO Special File.

  5. Requisite Skill Data and Composite Availability

    Pursuant to 41 C.F.R. § 60-2.14 (g), UHV has separately determined the availability of women and minorities for each job group using the reports identified above. UHV has determined the composite availability for a job group by weighting the availability for each job title by the proportion of job group incumbents employed in that job group and adding the weighted availability estimates for all job titles in the job group.

  6. Calculating Final Availability

    UHV has reviewed historical patterns of hiring and promotion/transfer into each job group and has determined the proportion of employees within a job group who entered the job group directly by hire from outside UHV and the proportion that entered the job group in question by promotion or transfer from within UHV. These assigned weights were determined by examining the past year’s hiring statistics per job group. Statistics will be monitored annually and adjusted as needed to reflect changes in demographics and hiring patterns. By multiplying the weight for each factor times the availability for that factor, a final availability estimate was determined for each job group.