FY23 Numerical Goals
1. Area To Be Addressed:
Address DHR Region 1's underutilization of 235 Hispanics and 1 American Indian/Alaskan Native in the Technician EEO Job category, 14 Females in the Protective Service EEO Job category, 1 African American, 13 Hispanics, 4 Females, and 1 Asian in the Skilled Craft EEO Job category, and 57 Hispanics in the Services Maintenance EEO Job category. However, the civilian labor force of American Indian/Alaskan Native in the Technician EEO Job category is less than 2%, therefore no goals are required.
Goal:
Reduce Region 1 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote at least 10 Hispanics in the Technician EEO Job category, 1 Female in the Protective Service 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 continue to diversify our workforce with qualified people.
2. Area To Be Addressed:
Address DHR Region 2's underutilization of 1 Asian in the Professional EEO Job category.
Goal:
Reduce Region 2 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote Asians in the Professional EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
3. Area to Be Addressed:
DHR Region 3 has an underutilization of 1 Hispanic in the Official/Manager EEO Job category, 4 Asians and 3 African Americans in the Professional EEO Job category, 11 Hispanics and 2 American Indian/Alaskan Native in the Technician EEO Job category, 1 African American in the Administrative Support EEO Job category, and 1 Hispanic in the Service Maintenance EEO Job category. However, the civilian labor force of American Indian/Alaskan Native in the Technician EEO Job category is less than 2%, therefore no goals are required.
Goal:
Reduce Region 3 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote Asians and African Americans in the Professional category, Hispanics in the Technician EEO Job category, African Americans in the Administrative Support EEO Job category, and Hispanics in the Service Maintenance EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
4. Area To Be Addressed:
Address DHR Region 4's underutilization of 1 Asian in the Professional EEO Job category, 5 Hispanic, 25 Females, and 1 Asian in the Technician EEO Job category, and 2 African Americans in the Para-Professional EEO Job category. DHR Region 4 has 2 African American underutilizations in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is not reliable. 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 above.
Objective:
For FY23, as vacancies occur, hire/promote Asians in the Professionals EEO Job category, at least 1 Hispanic and 5 Females in the Technician EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
5. Area To Be Addressed:
Address DHR Region 5's underutilization of 11 Asians in the Professional EEO Job category, 3 Hispanics and 1 Asian in the Technician EEO Job category. The civilian labor force of Asians in the Technician EEO Job category is less than 2%, therefore no goals are required.
Goal:
Reduce Region 5 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote at least 1 Asian in the Professional EEO Job category and Hispanics in the Technician EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
6. Area To Be Addressed:
Address DHR Region 6's underutilization of 3 African Americans and 9 Asians in the Professional EEO Job category.
Goal:
Reduce Region 6 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote African Americans and Asians in the Professional EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
7. Area To Be Addressed:
Address DHR Region 7's underutilizations of 2 Hispanics and 1 Native Hawaiian or other Pacific Islander in the Professional EEO Job category, 3 Hispanics in the Technician EEO Job category, 3 Females in Protective Service EEO Job category, 4 African Americans in the Para-Professional EEO Job category, 3 Females in the Skilled Craft EEO Job category, and 2 African Americans and 2 Hispanics in the Service Maintenance EEO Job category. The civilian labor force of Native Hawaiian or other Pacific Islanders in the Professional EEO Job category is less than 2%, therefore no goals are required. DHR Region 7 has 4 African Americans in the Para-Professional EEO Job category, however, DHR does not count Para-Professional missed opportunities, because the data is not reliable.
Goal:
Reduce Region 7's underutilization as stated above.
Objective:
For FY23, as vacancies occur, hire/promote Hispanics in the Professional, Technician, and Service Maintenance EEO Job category, Females in the Protective Service and Service Maintenance EEO Job category, and African Americans in the Service Maintenance EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
8. Area To Be Addressed:
DHR Region 8's underutilizations of 3 Asians in the Professional EEO Job category, 5 Females in the Technician EEO Job category, 2 African Americans in Protective Services EEO Job category, 4 African Americans, 4 Hispanics, and 1 Asian in the Service Maintenance EEO Job category. The civilian labor force of Asians in the Professional and the Service Maintenance EEO Job categories is less than 2%, therefore no goals are required.
Goal:
Reduce Region 8 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote at least 1 Female in the Technician EEO Job category, African Americans in the Protective Service and Service Maintenance EEO Job Categories, and Hispanics in the Service Maintenance EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
9. Area To Be Addressed:
DHR Region 9's underutilizations of 2 Hispanics and 2 Asians in the Professional EEO Job category.
Goal:
Reduce Region 9 underutilizations as stated above, even though it is not required.
Objective:
For FY23, as vacancies occur, hire/promote Hispanics and Asians in the Professionals EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
10. Area To Be Addressed:
DHR Region 10 has an underutilization of 5 Asians in the Professional EEO Job category and 2 African Americans in the Administrative Support EEO Job category. The civilian labor force of Asians in the Professional EEO Job category is less than 2%, therefore no goals are required.
Goal:
Reduce Region 10 underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote African Americans in the Administrative Support EEO Job category. Efforts will be made to continue to diversify our workforce with qualified people to address underutilizations.
11. Area To Be Addressed:
IDHS has an underutilization of 10 persons with disabilities agency-wide.
Goal:
Reduce underutilizations as stated above.
Objective:
For FY23, as vacancies occur, hire/promote at least 10 persons with disabilities.
Listed below are the action items that will be implemented for all underutilization in each region as stated above:
- 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/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. 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. 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 on a quarterly basis 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. Affirmative Action reports will be submitted quarterly/annually.
