FY25 Numerical Goals
Note: Where underutilization exists in the following numbers, the goals are as follows:
- (1-9) make every effort to address underrepresentation
- (10-20) reduce underutilization by 1
- (21-75) reduce underutilization by 5
- (76-150) reduce underutilization by 10
1. Area To Be Addressed:
Address DHR Region 1's underutilization of 139 Hispanics in the Technician EEO Job category, 6 Asians in the Administrative Support EEO Job category, 13 Hispanics, 2 females, and 1 Asian in the Skilled Craft EEO Job category, and 61 Hispanics in the Services Maintenance EEO Job category. DHR Region 1 has American Indians/Alaska Natives underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is unreliable.
Goal:
Reduce Region 1 underutilizations as stated above.
Objective:
For FY25, as vacancies occur, hire/promote at least 10 Hispanics in the Technician EEO Job category, 1 Hispanic in the Skilled Craft EEO Job category, and 5 Hispanics in the Services Maintenance EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people in all other areas of underutilization.
2. Area To Be Addressed:
Address DHR Region 2's underutilization of 3 Asians in the Professional EEO Job category.
Goal:
Reduce Region 2 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Asians in the Professional EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
3. Area to Be Addressed:
Address DHR Region 3's underutilization of 1 Asian in the Professional EEO Job category, 11 Hispanics and 2 American Indians/Alaska Natives in the Technician EEO Job category, and 1 Hispanic in the Service Maintenance EEO Job category.
Goal:
Reduce Region 3 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Asians in the Professional EEO Job category and at least 1 Hispanic in the Technician EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people in all other areas of underutilization.
4. Area To Be Addressed:
Address DHR Region 4's underutilization of 1 Asian in the Professional EEO Job category, 26 Hispanics, 7 African Americans, 3 Asians, and 11 females in the Technician EEO Job category. DHR Region 4 has female and African American underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is unreliable. The civilian labor force of Asians in the Professional EEO Job category is less than 2%, therefore no goals are required.
Goal:
Reduce Region 4 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote at least 5 Hispanics and 1 female in the Technician EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people in all other areas of underutilization.
5. Area To Be Addressed:
Address DHR Region 5's underutilization of 5 Asians in the Professional EEO Job category.
Goal:
Reduce Region 5 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Asians in the Professional EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
6. Area To Be Addressed:
Address DHR Region 6's underutilization of 9 Asians in the Professional EEO Job category.
Goal:
Reduce Region 6 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote African Americans in the Professional EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
7. Area To Be Addressed:
Address DHR Region 7's underutilizations of 3 Hispanics in the Technician EEO Job category, 2 females in Protective Service EEO Job category, 1 1 female in the Skilled Craft EEO Job category, and 2 Hispanics in the Service Maintenance EEO Job category. DHR Region 7 has African American underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is unreliable.
Goal:
Reduce Region 7's underutilization as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Hispanics in the Technician EEO Job category, females in the Protective Service EEO Job category, females in the Skilled Craft EEO Job category, and Hispanics in the Service Maintenance EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
8. Area To Be Addressed:
Address DHR Region 8's underutilizations of 3 African Americans in the Official/Manager EEO Job category, 1 Hispanic in the Professional EEO Job category, 2 females in the Technician EEO Job category, 1 African American in the Protective Service EEO Job category, 5 females in the Skilled Craft EEO Job category, and 2 African Americans, 4 Hispanics, and 1 Asian in the Service Maintenance EEO Job category. The civilian labor force of Hispanics in the Professional EEO Job category and Asians in the Service Maintenance EEO Job category is less than 2%, therefore no goals are required. DHR Region 8 has female underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is unreliable.
Goal:
Reduce Region 8 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote African Americans in the Officials/Managers, Protective Services, and Service Maintenance EEO Job category; Hispanics in the Service Maintenance EEO job category; and females in the Technician and Skilled Craft EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people in all other areas of underutilization.
9. Area To Be Addressed:
Address DHR Region 9's underutilizations of 2 Asians in the Professional EEO Job category.
Goal:
Reduce Region 9 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Asians in the Professionals EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
10. Area To Be Addressed:
Address DHR Region 10's underutilizations of 4 Asians in the Professional EEO Job category. The civilian labor force of Asians in the Professional EEO Job category is less than 2%, therefore no goals are required. DHR Region 10 has female underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is unreliable.
Goal:
Reduce Region 10 underutilizations as stated in the objective below.
Objective:
For FY25, as vacancies occur, hire/promote Asians in the Professional EEO Job category. Efforts will be made to diversify IDHS' workforce with qualified people to address underutilizations.
Listed below are the action items that will be implemented for all underutilization in each region as stated above:
- a. The Bureau of Civil Affairs will monitor and report on agency efforts to utilize hiring opportunities to meet the new performance standard regarding minorities, i.e., Black or African American, Hispanic or Latino, Asian, American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander and females each quarter to address underutilization and attempt to reach Affirmative Action hiring goals. Reports will be disseminated through the Recruitment, Hiring, and Retention Committee.
- Assignment of Responsibility - Bureau of Civil Affairs (BCA)
- Completion Target Date - Quarterly/Annually
- Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Equal Employment Opportunity/Affirmative Action reports will be submitted quarterly/annually.
- The Recruitment, Hiring, and Retention Committee will discuss strategies for improving the agency's performance in achieving underutilization goals. Progress will be tracked through this committee.
- Assignment of Responsibility - Recruitment, Hiring, and Retention Committee
- Completion Target Date - Quarterly/Annually
- Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Equal Employment Opportunity/Affirmative Action reports will be submitted quarterly/annually.
- The Bureau of Recruitment and Hiring will maintain and report on the number of minority applicants who are recruited for employment within IDHS in areas of underutilization quarterly during the Recruitment, Hiring, and Retention Committee meetings.
- Assignment of Responsibility - Bureau of Recruitment and Hiring
- Completion Target Date - Quarterly/Annually
- Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Equal Employment Opportunity/Affirmative Action reports will be submitted quarterly/annually.
