University of Houston-Victoria

Human Resources

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Affirmative Action program

Identification of Problem Areas {41 C.F.R. 60-2.17(b)}

Pursuant to 41 C.F.R. § 60–2.17 (b), the following is UHV assessment of measurable aspects of the classification, compensation, recruitment and employment, and other practices in the workforce by organization and by job group.

Analysis of Workforce

  1. Workforce by Organizational Unit

    UHV has reviewed the workforce by organizational unit, as set forth in the Workforce Analysis, to determine if problems exist for women or minorities in employment practices in any organizational unit or distribution in different jobs within any organizational unit and no significant problems were discovered.

  2. Workforce by Job Group

    UHV has reviewed the workforce by job group to determine if problems exist for women or minorities in employment practices within any job group. UHV has determined that no significant problems exist.

Analysis of Personnel Activity

  1. Workforce by Organizational Unit

    UHV has reviewed the workforce by organizational unit, as set forth in the Workforce Analysis, to determine if problems exist in terms of minority or female employment in any unit or of minority distribution in different jobs within any unit. No problems were discovered. The Annual Placement Goals can adequately address issues with respect to employment in, or distribution within, organizational units.

  2. Workforce by Job Group

    UHV has reviewed the workforce by job group to determine if problems exist in terms of minority or female employment in any job group. The University has determined that no problems exist. The University has established annual placement goals for job groups where incumbent minority and/or female employment is significantly less than estimated availability for those particular groups.

Analysis of Classification and Compensation

  1. Analysis of Position Descriptions

    UHV has reviewed requested non-faculty job classification actions and associated compensation actions to assure that positions with the same title are comparable in terms of essential job content, required educational level and necessary experience criteria to perform the essential duties of the job and UHV found no significant problems.

  2. Analysis of Compensation

    UHV has reviewed compensation policies and practices regarding starting pay, wage and salary ranges, merit, and promotional pay increases and determined that any problems that may have been identified in the analysis could be remedied through good faith employment practices.

Analysis of Recruitment and Employment

  1. Analysis of Applicant Flow by Job Group

    UHV has performed a statistical comparison of the women and minority composition of candidates selected and of applicants recruited, referred, interviewed and selected in each job title and UHV has found no significant disparities.

  2. Analysis of Selection, Recruitment, Referral and Other Personnel Procedures

    UHV has reviewed the applicant flow data for filled vacancies from the point of application to referral, interview, and selection for the women and minority composition of applicants and new hires and has found no significant disparities reflecting inappropriate recruitment or selection.

  3. Analysis of Hiring Procedures

    UHV has reviewed its recruitment, referral, selection and other hiring procedures to determine whether they result in disparities in the employment or advancement of women or minorities. Employment practices were reviewed with regard to the use of external recruiting sources and search firms, the posting of job openings and the postings with the Texas Workforce Commission. UHV found no significant impediments to equal employment opportunity in any of these areas.

  4. Analysis of Promotions

    UHV does not perform a statistical analysis on promotions since vacant non-faculty positions are filled by posting and advertising the positions in a competitive process and is analyzed with applicant and new hire data. Faculty promotions are based on the individual attaining the required qualifications and there are no promotional pools to consider.

  5. Analysis of Terminations by Job Title

    UHV does not perform a statistical analysis on terminations unless there is a statistically significant reduction-in-force event. No statistically significant reductions in force occurred during 2011 - 2013. All reduction-in-force procedures are monitored by Human Resources, and the Office of General Counsel. All other terminations are voluntary by an employee or involuntary based on employee performance deficits or inappropriate or illegal activities. No pools of employees are involved in these terminations.

  6. UHV has reviewed its employment practices for any other obstacles to achieving equal employment opportunity and affirmative action objectives and has found no significant problems.

Other Analysis

UHV continuously reviews various other employment issues, including facilities, university-sponsored recreational and social events, training programs and workforce attitude. No significant problems have been identified.