demographics - human resourcesdemographics are the personal and professional characteristics of an...

Staff Workforce Analytics and Trends Report Series

DEMOGRAPHICS

Fiscal Year 2012

Produced by Texas A&M University, Human Resources, February 2012

Staff Workforce Analytics and Trends February 29, 2012 Demographics FY2012

Contents

Executive Summary .......................................................................................................................................... 3 Demographics Analytics and Analyses

University-wide and Executive Level Headcount .................................................................................... 5 Employees by Gender ................................................................................................................................ 7 Employees by Race/Ethnicity .................................................................................................................. 8 Employees by Age and Generation ......................................................................................................... 10 Employees by Years of Service ................................................................................................................ 12 Employees by Education Level ............................................................................................................... 13 Employees by EEO Job Category and Management Span .................................................................... 14 Interesting Tidbits ................................................................................................................................... 16

Appendix 1: Overview, Scope and Methodology ........................................................................................... 17 Appendix 2: Detailed Data for Demographics Report Analytics:

Item 1: Number of Employees University-wide for FY2010 – FY2012 by Executive Level ................ 18 Item 2: Number of Employees by Gender for FY2010 – FY2012 by Executive Level ......................... 19 Item 3: Number of Employees by Race/Ethnicity for FY2010 – FY2012 by Executive Level ........... 20 Item 4: Number of Employees by Age for FY2010 – FY2012 by Executive Level ............................... 21 Item 5: Number of Employees by Years of Service for FY2010 – FY2012 by Executive Level .......... 22

Item 6: Number of Employees by Education Level for FY2010 – FY2012 by Executive Level .......... 23

Item 7: Number of Employees by EEO Job Category for FY2010 – FY2012 by Executive Level ...... 24


Executive Summary

Introduction The health of an organization depends in large part on the recruitment, retention and leadership of its single most-valuable resource: its employees. To that effort, the Staff Workforce and Analytics Trends report series is designed to put informative data and analyses into the hands of Texas A&M University management. Eight periodic reports provide human resource-related information on budgeted staff employees and include relevant metrics, trends and commentary. Information in this Demographics report focuses on a variety of characteristics of who we are and what we do at Texas A&M University. Texas A&M University is one of the largest state employers in the Brazos and surrounding counties, particularly so when considering the totality of employees within its structure. The focus of this report is on those employees considered to be budgeted staff employees; however the university also employs thousands of faculty, student workers, graduate assistants and even seasonal employees. Budgeted staff employees make up approximately 70% of the university’s total budgeted workforce, and are generally employees who do not perform teaching responsibilities as their primary duties. Staff employees include a vast array of positions, from administrative assistant to nurse, gardener to lab technician, utility manager to director. These employees daily provide the administrative, accounting, maintenance, and other support functions in nearly 170 departments that enable the university to fulfill its core mission of teaching, research and service. Simply stated, employee demographics tell us who they are, where they work and what they do. Demographics are the personal and professional characteristics of an organization's workforce, broad descriptions of the duties they perform, and the organizational structures under which they report. The information allows a greater understanding of the strengths and diversity employees bring to the table and the complexity inherent in larger organizations. Recognizing trends or changes in employee demographics may allow for more effective leadership and management in support of employee and organizational success and improve workplace satisfaction. Overall Observations The demographic data reflects the economic realities locally and nationally during the past three years, with an overall decline in total employee headcount. The total reduction of 244 budgeted staff employees was a loss of just over 4% of the staff workforce between FY2010 and FY2012, with the majority of the decrease seen between FY2010 and FY2011. The total reduction was greatest among employees within the academic affairs executive level, which typically is the largest organizational grouping of employees. The reduction differently impacted employees when considering various demographic categories as it was felt greatest for female employees, those employees identified as White, employees in the age group 35 to 44, those employees with between two and five years of service, employees with less than a high school degree and employees in the Professional Non-Faculty EEO job category. Only a few demographic categories were not impacted by the loss, e.g., the number of employees by race/ethnicity identified as Black or Two or More races

Texas A&M University has 170

departments and units with 5,900

budgeted staff employees, and

2,700 faculty supporting the core

teaching, research and service

mission of the university.


increased over the 3 years, employees age 55 or over increased in headcount, and employees classified in the Service & Maintenance EEO job category had a small net increase. Report Content This report’s primary emphasis is to display demographic and position-related data on staff employees. There are seven sets of data included in the Analytics and Analyses portion of the report on the following pages: University-wide and Executive Level Headcount; Employees by Gender; Employees by Race/Ethnicity; Employees by Age and Generation; Employees by Years of Service; Employees by Education Level; and, Employees by EEO Job Category and Management Span, and are followed by a compilation of interesting tidbits about the staff workforce. The seven data sets, and tidbits, are reported at the University level for three fiscal years, 201o, 2011 and 2012. Following the Analytics and Analyses is Appendix 1 which describes the data sources and scope, and Appendix 2 which provides detailed data by executive level for the seven data sets.


6104

5949

5860

5700

5750

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5850

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6000

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2010 2011 2012

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Fiscal Year

Headcount Trend

3187 3140 3050

235 241 245

1552 1434 1468

28 29 27139 143 137

666 674 659

297 288 274

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Employees by Executive Level

Exec V.P. & Prov - Acad Affairs President

V.P. - Administration V.P. - Mktg & Comm

V.P. - Research V.P. - Student Affairs

V.P. & Cfo - Finance

Demographics Analytics and Analyses 1. University-wide and Executive Level Headcount University-wide headcount represents the sum total of the number of employees counted one time each in their primary position and in the assigned ADLOC/Department for their position within Texas A&M University. Headcount does not take into consideration percent effort, time appointment or multiple positions held by one employee, e.g., an employee working as a Clerk II and a football game attendant. This information is useful to understand the number of employees for which the organization is responsible for leading, policy and rule-making, addressing work-life issues, and the organization’s impact to the local community. Additionally, headcount may provide a view of performance and efficiency when compared against services provided to total student population or other metrics. The university has seen a total reduction of 244 budgeted staff employees from FY2010 to FY2012. The reduction followed a period in which the staff workforce increased in the previous year by 3.56% to 6,104 employees. The recent decrease in employee headcount is generally attributable to budget strategies in preparation for the State’s 2012 – 2013 biennium which included state-mandated funding reductions. With more than 61% of the university’s budget designated for salaries, wages and associated employee benefits, it followed that a significant budget impact could be realized through budget strategies that included reorganizations, reduction-in-force actions, and elimination of vacant positions, in addition to any operational and maintenance cost savings.

During FY2010 – FY2012, there was a total reduction of 4% of the staff workforce.

Staff headcount decreased 155 employees (- 2.54%) from FY2010 – FY2011 and decreased again by 89 employees (-1.5%) in FY2012.

Viewing employee headcount within the organizational hierarchy at its highest groupings, referred to as executive levels, brings awareness of the size and scope of the six executive levels, and within academic and non-academic units. The academic affairs executive level includes the 11 colleges and many divisions providing teaching and services that directly contribute to the university’s primary mission. The remaining six executive levels are focused on the administrative, research, marketing, student affairs, finance and facilities (administration) functions of the


university.

The executive level Executive Vice President & Provost for Academic Affairs comprised the greatest number of staff employees, representing about 52% of the workforce each year. This executive level decreased more than any other executive level with a loss of 47 staff employees in FY2011 and 90 staff in FY2012.

Vice President for Administration (facilities) had the second largest group of employees each year, representing about 25% of the workforce. This executive level had the greatest reduction in headcount of all levels, decreasing from 1,552 to 1,434 employees.

Vice President for Student Affairs was the third largest group, with more than 650 employees, representing about 11% of the workforce.

The Vice President for Finance level comprised less than 300 employees, representing nearly 5% of the workforce each year. This group had the third highest reduction in headcount, decreasing from 297 in FY2010 to 274 in FY2012.

The President executive level had just over 200 staff employees, representing about 4% of the workforce and includes high-level administrators, Athletics and other functions directly reporting to the President.

The Vice President for Marketing & Communications group was the smallest executive level with just under 30 employees in each fiscal year FY2010 through FY2012.

Vice President for Research fluctuated between 130 and 140 employees during the three year period, representing about 2% of the workforce.


Change % Change # Change % Change

Female -64 -1.9% -71 -2.1%

Male -91 -3.4% -18 -0.7%

Total -155 -2.5% -89 -1.5%

Gender

Headcount Change by Gender

2010-2011 2011-2012

2. Employees by Gender Employees by gender are the number of employees as viewed by either female or male gender categories identified from employee personnel records. Gender identification, as well as race and/or ethnicity shown on the next page, are demographics self-reported by each employee within their personal data recorded in the A&M System’s HRConnect online application. This information is useful to evaluate strategies that can successfully recruit, retain, compensate and develop employees in collaboration with outreach initiatives contributing to the university’s diversity goals. During the three year period, FY2010 through FY2012, the number of female employees was considerably greater than male employees.

Female staff accounted for about 57% of the workforce, even though their headcount decreased from 3,455 in FY2010 to 3,320 by FY2012.

Male staff comprised about 43% of the workforce and decreased from 2,649 employees in FY2010 to 2,540 by FY2012.

During FY2010 through FY2012, most female employees were in positions categorized as Professional Non-Faculty (47%), Secretarial Clerical (24%), or Service / Maintenance (16%) positions.

During the three year period, most male employees were in positions within the Professional Non-Faculty (49%), Skilled Crafts (15%) or Service / Maintenance (15%).

The reduction of 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce across the two gender groups.

Female had the greatest total reduction, decreasing by a total of 135 employees with the reduction being nearly equally split between FY2011 and FY2012.

Male had a total reduction of 109 employees, with 83% of those reductions between FY2010 and FY2011.


4183 4069 3968

602 576 617927 912 898

296 284 28096 108 97

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Employees by Race/Ethnicity

White Black Hisp Asian Other

# % # %

White -114 -2.7% -101 -2.5%

Black -26 -4.3% 41 7.1%

Hisp -15 -1.6% -14 -1.5%

Asian -12 -4.1% -4 -1.4%

Am Ind 1 3.7% -8 -28.6%

Hw 0 0.0% 0 0.0%

Two+ 3 21.4% 2 11.8%

Unkn 8 15.7% -5 -8.5%

Total -155 -2.5% -89 -1.5%

2011-2012

Headcount Change by Race/Ethnicity

Gender2010-2011

3. Employees by Race/Ethnicity Employees by race/ethnicity (referred hereafter as race) are the number of employees as viewed by one of eight race categories identified from employee personnel records. Race, as well as gender shown on the previous page, are demographics self-reported by each employee within their personal data recorded in the A&M System’s HRConnect online application. Race and/or ethnicity categories are Non-Hispanic (White), Black or African American (Black), Hispanic or Latino (Hispanic), Asian, Native Hawaiian or Pacific Islander (Asian), American Indian or Alaska Native (American Indian), or Two or More Races, with one additional category shown as Unknown for employees who chose not to disclose. This information is useful to evaluate strategies that can successfully recruit, retain, compensate and develop employees in collaboration with outreach initiatives contributing to the university’s diversity goals. Between FY2010 and FY2012, the greatest number and percentage of staff employees were identified as White, with the next two largest groups being those identified as Hispanic or Black. The number of employees identified as Two or More races, and those choosing not to disclose increased slightly, most likely as a result of new federal race/ethnicity classifications implemented a few years ago.

Employees identified as White were 4,183 in FY2010, representing 69% of the staff workforce and decreased to 3,968, 68% of the workforce, by FY2012.

Hispanic was 15% of the workforce in FY2010 with 927 employees and remained at 15% in FY2012 even though the number of employees decreased to 898.

Employees identified as Black were 602 in FY2010, 10% of the workforce, but increased to 617 employees, representing 11% of the workforce by FY2012.

Asian were 296 employees in FY2010, 5% of the workforce, and remained at 5% all three years even though headcount reduced to 280 by FY2012.

Employees identified as American Indian, Hawaiian or Two or More were 45 employees in FY2010 and 43 employees in FY2012, representing about 0.7% of the workforce each year.

Employees choosing not to disclose were 51 in FY2010 and increased to 54 by FY2012. The reduction of 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce across the eight race groups. Employees identified as White represented the greatest number and percentage of decrease, while Hispanic and Asian also decreased over both periods. Employees identified as Black were the only group with a decrease in the first period but an increase in headcount the second year that reversed and surpassed the previous loss.


2010 2011 2012

Minority 1870 1821 1838

Total Employees 6104 5949 5860

Percentage Minority 30.6% 30.6% 31.4%

Percentage of Minority Employees

Employees identified as White decreased headcount by 215 during the two periods representing 88% of the total reduction in staff workforce.

Employees identified as Black had a net change of 15 employees after a decrease of 26 employees in FY2011 followed by an increase of 41 in FY2012.

Hispanic represented 12% of the total reduction during the period with a loss of 29 employees.

Asian reduced by 16 employees, representing 7% of the total reduction in staff headcount. In addition to specific race categories, another view is to group race categories into Non-Minority and Minority to provide a more broad view of diversity at the university during FY2010 to FY2012. For this view, Non-Minority represents employees who self-identified as White. Minority represents aggregated data for employees who self-identified as Black, Hispanic, Asian, American Indian, or Two or More Races.

The number of Minority decreased from 1,870 in FY2010 to 1,838 employees in FY2012, a reduction of 32 employees.

The percentage Minority remained 30.6% the first two years and increased to 31.4% of total staff employees in FY2012.

Most Minority employees were in positions categorized as Professional Non-Faculty (36%), Service & Maintenance (36%), or Secretarial / Clerical (14%) positions.

Most Non-Minority employees were in positions within the Professional Non-Faculty (53%), Secretarial / Clerical (15%) or Executive / Administrative / Managerial (11%).

The proportional representation of Minority and Non-Minority employees has remained relatively the same for several years.


287 238 243

1401 1347 1347

1548 15001402

1680 1648 1623

1042 1066 1086

146 150 159

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Employees by Age Group

24 & under 25-34 35-44 45-54 55-64 65 & over

# % # %

24 & under -49 -17.1% 5 2.1%

25-34 -54 -3.9% 0 0.0%

35-44 -48 -3.1% -98 -6.5%

45-54 -32 -1.9% -25 -1.5%

55-64 24 2.3% 20 1.9%

65 & over 4 2.7% 9 6.0%

Total -155 -2.5% -89 -1.5%

Headcount Change by Age

Age Range2010-2011 2011-2012

4. Employees by Age and Generation Employees by age are the number of employees as viewed by calculating their age from the month and year of birth recorded in employee personnel data, displayed within 10 year ranges. This provides a view of the age distribution of the organization and the impact of cultural or age-related trends and diversity awareness. Information about workforce age may also help identify the portion of employees who may be planning retirements in the near future in order for the organization to maximize career succession planning and minimize institutional knowledge loss. Retirement data will be covered more in depth in another Staff Workforce and Analytic Trends report – Retirement Trends and Projections. Between FY2010 and FY2012, the greatest number and percentage of staff employees were in the 45 to 54 age group, with the least populated group being those employees age 65 and over. The proportion of each age group to total staff headcount remained relatively the same each year.

Seventy-five percent of staff employees were within the three groups comprised of those between ages 25 and 54, with a total of 4,629 employees in FY2010, 4,495 in FY2011, and 4,372 in FY2012.

Two age groups, those age 55 to 64 and those 65 and over, both increased in headcount each of the three years, with a combined total of 1,188 employees in FY2010, 1,216 in FY2011 and 1,245 in FY2012.

The reduction of 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce across the six age groups. During the first period, four of the six age groups decreased in headcount, whereas only two groups decreased in the second reporting period. Employees in the 35 to 44 age group represented the greatest number and percentage of the total reduction in workforce. Employees age 25 to 34 had the highest number of reductions between FY2010 and FY2011, with no reduction within that age group during the next period. The two most senior groups had no decrease either period and actually increased in headcount from FY2010 to FY2012.

Between FY2010 and 2012, employees age 35 to 44 had a total decrease of 146 employees, representing 60% of the total reduction in staff headcount.

Employees in the 25 to 34 age group and the 45 to 54 group decreased more than 50 employees, each group representing just over 22% of the total reduction.

Employees age 55 to 64 increased by a total of 44 employees and those in the 65 years and over group increased a total of 13 employees by FY2012.


Baby Boomers42.1%

Gen Y / Millennials

17.3%

Generation X38.5%

Matures / Silent Generation

2.2%

Employees By Generations - FY2012Another approach to consider the implications of age in the workplace is to view employees by a cohort of their cultural generation as defined by year of birth. Generational metrics can help an organization identify communication, work life and managerial style issues that might be encountered in a multi-generational workplace to take advantage of the unique characteristics and contributions in a diverse environment. The impact of a generation’s shared similar cultural experience will be covered more in depth in another Staff Workforce and Analytic Trends report - Generations in the Workplace.

Baby Boomers represent 42% of the total staff workforce with 2,465 employees.

Fifty-six percent (3,269 employees) of the staff workforce were within either the Generation X or Generation Y/Millennials generations.

The cohort identified as Matures / Silent Generation were the smallest group with 126 employees representing 2% of the staff workforce.


254439

743

1568 149213571296 1223 1151

1026 968 915757 718 682

586 547 501350 319 299267 243 212

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Employees by Years of Service

Less than 2 2 to 5 6 to 10 11 to 15

16 to 20 21 to 25 26 to 30 More than 30

# % # %

Less than 2 185 72.8% 304 69.2%

2 to 5 -76 -4.8% -135 -9.0%

6 to 10 -73 -5.6% -72 -5.9%

11 to 15 -58 -5.7% -53 -5.5%

16 to 20 -39 -5.2% -36 -5.0%

21 to 25 -39 -6.7% -46 -8.4%

26 to 30 -31 -8.9% -20 -6.3%

More than 30 -24 -9.0% -31 -12.8%

Total -155 -2.5% -89 -1.5%

2010-2011Age Range

Headcount Change by Years of Service

2011-2012

5. Employees by Years of Service Employees by years of service, also referred herein as service time, are the number of employees as viewed within eight groups defining the years of work an employee accumulated and has been recorded as Longevity Months in employee personnel records. Longevity months include employed service time at Texas A&M University as well as other Texas state agencies if reported by the employee and verified by the university’s Payroll Services office. This information provides awareness of employee subject-matter or institutional knowledge that could be utilized for mentoring or career advancement. Additionally, as employees enter or exit the workforce, understanding the level of knowledge gained or lost by the university could help identify cross-training or business continuity needs. Service time also represents added benefits to the employee through supplemental monthly compensation, known as longevity pay, and annual leave accruals; both are indicative of the value conferred upon greater knowledge and loyalty to state employment. Between FY2010 and FY2012, the greatest number and percentage of staff employees had between two and five years of service, with the least populated group being those with more than 30 years of service. The proportion of each service group to total staff headcount remained relatively the same except for those employees with less than two years of service, which more than doubled during the three years.

An average of 61% of staff employees were within the largest three service groups (between two and 15 years) with a combined 3,890 employees (64% of the workforce) in FY2010, and 3,423 employees (58.4%) in FY2012.

Employees with less than two years of service was the smallest group in FY2010, representing 4% of the staff workforce, and was the fourth largest group by FY2012, with 13% of the workforce.

The two groups representing more than 25 years of service were 10 % of workforce (617 employees) in FY2010, and nearly 9% of workforce (511 employees) by FY2012.

The reduction of 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce across the eight service time groups. During both periods, all but one service group, those employees with less than two years of service, decreased in headcount. Employees in the two to five years group had the greatest reduction in workforce each period.

Employees with less than two years of service increased between FY2010 and FY2011 by 185, and again by 304 in the next period for a total increase of 489 employees.

Employees with two to five years of service decreased by a total of 211 employees, representing 87% of the total change in staff headcount.


290 276 260

22562128 2095

425 416 416

1599 1627 1616

886 872 860

558 538 524

90 92 89

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Employees by Education Level

<High Sch High Sch / GED Assoc Bach Master Doctor Special Prof

# % # %

<High Sch -14 -4.8% -16 -5.8%

High Sch / GED -128 -5.7% -33 -1.6%

Assoc -9 -2.1% 0 0.0%

Bach 28 1.8% -11 -0.7%

Master -14 -1.6% -12 -1.4%

Doctor -20 -3.6% -14 -2.6%

Special Prof 2 2.2% -3 -3.3%

Total -155 -2.5% -89 -1.5%

Headcount Change by Education Level

2010-2011 2011-2012Education Level

6. Employees by Education Level Employees by education level are the number of employees as viewed by their highest-attained level of education identified from employee personnel records. This provides a view of the learned knowledge inherent in the organization to help identify educational strengths and academic opportunities for employees, as well as career advancement potential. As an institution of higher education, management’s awareness of the educational attainment of employees, and support for furthering educational opportunities, demonstrates organizational culture and core values supporting the university's primary mission. Between FY2010 and FY2012, the greatest number and percentage of staff employees had a high school degree or GED equivalent, and employees who had earned a Bachelor’s degree were the next largest group. More than half of the staff workforce completed some level of post-secondary education, and more than a quarter of employees went on to earn graduate-level degrees.

During each of the three years, just fewer than 5% of staff employees had less than a high school degree.

Employees with a high school degree or GED equivalent were 37% of the workforce (2,256 employees) in FY2010, which reduced to 36% by FY2012 with 2,095 employees.

Employees with some level of post-secondary education (Associate, Bachelor, Master or above) numbered 3,558 (58%) of the staff workforce in FY2010 and 3,505 (60%) in FY2012.

About 25% of staff had graduate-level degrees of Master, Doctorate or Special Professional Program even though the number reduced from 1,534 in FY2010 to 1,473 in FY2012.

The reduction of 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce as viewed by education. Employees with high school degree or GED equivalent had the greatest reduction in workforce each period and represented the majority of total change in headcount. A quarter of the total reduction in headcount was by employees with graduate-level degrees.

From FY2010 t0 FY2012, 12% of the total reduction in staff workforce was employees with less than a high school degree.

Employees with a high school degree or GED equivalent decreased by 161 during the two periods, representing 66% of the total reduction in staff.

The number of employees with a Bachelor degree increased between FY2010 and FY2011 by 28 employees, but decreased by 11 in the next period for a net increase of 17 by FY2012.

Employees with graduate-level degrees decreased a total of 61, representing 25% of the total reduction in staff workforce.


549 553 551

2849 2826 2835

920 881 798

377 375 355461 397 372

948 917 949

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Employees by EEO Job

Exec Prof Sec Cler Tech Para Skilled Service

# % # %

Executive/Admin/Mgr 4 0.7% -2 -0.4%

Professional Non-Faculty -23 -0.8% 9 0.3%

Clerical -39 -4.2% -83 -9.4%

Technical/Paraprof. -2 -0.5% -20 -5.3%

Skilled Craft -64 -13.9% -25 -6.3%

Service/Maintenance -31 -3.3% 32 3.5%

Total -155 -2.5% -89 -1.5%

Headcount Change by EEO Job Category

EEO Job Category2010-2011 2011-2012

7. Employees by EEO Job Category & Management Span Employees by Equal Employment Opportunity (EEO) job category are the number of employees as viewed within the six staff-related job groupings using EEO definitions assigned to each position’s title. EEO job categories are a coding system defined by federal agencies and used to identify job positions in broad descriptors based on scope of work and duties. This provides a view of the level of responsibility, knowledge and skills integral to the organization’s mission, and is also used for various federal and state reporting. A seventh EEO job category, Faculty, is not represented in this report. Between FY2010 and FY2012, the greatest number and percentage of staff employees were in Professional Non-Faculty representing nearly half of the workforce each year. Secretarial & Clerical and Service & Maintenance are the next two largest groups which comprised about 30% of the workforce each year. Technical & Paraprofessional continued to be the smallest group of employees.

Professional Non-Faculty positions were 47% of the workforce in FY2010 and decreased to 2,835 by FY2012 but represented a slightly greater percentage of staff employees at 48%.

Secretarial & Clerical was 15% of the staff workforce in FY2010 and 14% by FY2012.

Executive / Administrative / Managerial remained relatively the same at about 9% of the staff workforce, as did Technical & Paraprofessional at about 6%.

Skilled Craft decreased from nearly 8% to just over 6% of staff.

Service & Maintenance increased slightly from less than 16% to just over 16% of the staff workforce.

The reduction by 244 in overall employee headcount between FY2010 and FY2012 differently impacted the workforce across the six EEO job categories. Most of the reduction between FY2010 and FY2011 were in the Skilled Craft group, while the next period’s reduction was highest for Secretarial & Clerical. It is worth noting that in higher education, as well as private industry, the changing nature of work place expectations and skill requirements, along with increased use of technology for automating administrative functions, may account in part for the overall declining trend of Secretarial & Clerical and the increase in Professional Non-Faculty.

Over the course of the last three years, Secretarial & Clerical decreased a total of 122 employees representing 50% of the total reduction in staff workforce.

Skilled Craft decreased by 89 employees, representing 35% of the total reduction.

Two groups, Professional Non-Faculty and Service & Maintenance reduced employee headcount between FY2010 and FY2011, but increased between FY2011 and FY2012.


218 217 213408 420 432

5478 5312 5215

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Employees by MSO Code

Manager Supervisor Other

Exec9.4%

Prof48.4%

Sec Cler13.6%

Tech Para6.1%

Skilled6.3%

Service16.2%

Employee EEO Job Category - FY2012During FY2012, Professional Non-Faculty continued to be the largest group of employees, a category that typically requires post-secondary degrees or a combination of education and experience. Skilled Craft and Technical & Paraprofessional represent the smaller two of six non-faculty EEO job categories.

Executive / Administrative / Managerial and Professional Non-Faculty, comprise 3,386 employees, 58% of the workforce.

Service & Maintenance was the next largest group with 949 staff, 16% of staff employees.

Secretarial & Clerical represent 14% of the staff workforce with 798 employees.

Technical & Paraprofessional combined with Skilled Crafts, accounts for 727 (12%) of staff employees.

Another view the workforce is through the Manager, Supervisor, Other (MSO) codes. The MSO codes are associated with each position based on scope of responsibility as defined by State of Texas descriptors and reported in the state’s compensation system. Management-to-staff ratios can be used to determine an organization's span of control, i.e., the number of employees who directly report to a single manager or supervisor. A correlation generally exists between the span of control and the number of layers within an organization and may help identify efficiencies or improvements in distribution of work.

Employees in manager and supervisor positions represented approximately 11% of total staff workforce in each of the three years.

Employees classified as Other in MSO coding, i.e., non-management or supervisory, represented about 89% of the staff.

Manager or supervisor employees increased from 626 in Fy2010 to 645 by FY2012, while employees classified as other decreased from 5,478 to 5,215 during the same period.

Texas higher education institutions are statutorily required to comply with a minimum management-to-staff ratio of one manager or supervisor for no fewer than 11 full-time equivalent (FTE) employees. The FTE calculation is based on total hours paid during a quarter and includes all employee types. According to the State Auditor’s Office summary report on Full-Time Equivalent State Employees for Fiscal Year 2011, the management-to-staff ratio for all state employees decreased in the past five years from one manager or supervisor for every 13.1 employees to 12.7 employees.

Texas A&M’s management-to-staff ratio using the State’s FTE calculation for the first quarter of FY2012 was one manager or supervisor for every 22.91 employees.


8. Interesting Tidbits

98% Percentage of budgeted staff work full-time.

More than 5,700 staff work in full-time budgeted

positions; less than 150 employees work part-time. This gives insight into the number of staff performing duties at full workload or the extent to which wage or temporary employees may or may not be augmenting services. This also provides a view of the number of employees who may be paying for a larger portion of insurance benefits out-of-pocket because employees budgeted at less than 100% effort pay significantly more.

60% of staff earned degrees after their high school.

FEMALE – 57%

MALE – 43% FY2012 Staff Gender

According to the 2010 U.S. Census Bureau, Texas has a gender composition of 50.4% Female, 49.6% Male.

4.8% Vets According to a U.S. Department of Labor report, “The Veteran Labor Force in the Recovery” November 3, 2011, there are 11.8 million veterans working or looking for work, accounting for 7.7% of the U.S. labor force.

Staff employees contribute to a global presence

and experience for students, faculty and visitors.

75 countries outside of the U.S. are

represented in the staff workforce.

In FY2012, 607 employees reported their nationality being other than from the United States, with Mexico, China, Canada and India having the greatest presence of all other countries.

Median age of staff employees: 44 years

4,756 employees reside in Brazos County, with 47.5% in Bryan, 52% in College Station, and less than 1% in other communities.

Most A&M staff enjoys short commutes to work in comparison with other Texas cities. According to U.S. Census Bureau 2010 Demographic Profile, mean travel time to work in Texas is 24.8 minutes and less than 17 minutes for Bryan or College Station.

Staff headcount decreased during same two periods that total student enrollment* increased respectively.

*Texas A&M University Office of Institutional Studies and Planning, Enrollment Profile, Fall 2009, 2010 and 2011.

High School or Less

40%

Post Secondary

Degree35%

Graduate Level Degree

25%

Employee Education Level - FY2012

282 staff employees self-identified as Veterans.

4.1% 23.0% 23.9% 27.7% 21.2%

0% 20% 40% 60% 80% 100%

Employees By Age - FY2012

24 & Under 25 to 34 35 to 44 45 to 54 55 & Over

0.88

1.49

-2.54

-1.5

-3

-2

-1

0

1

2

2010-2011 2011-2012

Per

cen

t

Fiscal Year

Percent Change in Enrollment and Headcount

Student Enrollment Staff Headcount

81%

in Brazos County


APPENDIX 1 Overview Texas A&M University is the flagship institution of The Texas A&M University System, with $1 billion budget and an endowment that typically ranks in the top five nationally among public universities. Playing a key role in the day-to-day operations of the university are about 5,900 staff providing administrative services and support to future, current and former students, as well as faculty, researchers and campus visitors. The Staff Workforce Analytics and Trends is a series of reports developed by the Texas A&M University Human Resources organization to provide human resource-related information on budgeted staff employees at Texas A&M University–College Station and Qatar. The reports include metrics on a variety of demographic and position-related data and commentary and are provided to university management to increase awareness of the make-up of their organization, recognize efficiencies and take advantage of opportunities to build a productive and successful organization. The report series will include: Demographics; Generations in the Workplace; Leave Benefits: Recruitment; Retirement Trends; Total Compensation; Training and Development; and, Turnover. Scope of Demographics Report

Data are a snapshot of employee information at November 30 for the fiscal years 2010, 2011 and 2012.

Data are for Part 02 ADLOC’d active budgeted positions and employees.

Data for employee and position-related data are from The Texas A&M University System DataWarehouse.

Data presented in this report are for the university as a total and further displayed for numerical counts by Executive level reporting units. The executive level reporting units include all the colleges, divisions, departments and center that report within that unit and displayed as follows: 1) President 2) Executive Vice President and Provost – Academic Affairs 3) Vice President – Administration 4) Vice President – Marketing & Communications 5) Vice President – Research 6) Vice President – Student Affairs 7) Vice President & CFO - Finance

Methodology for Demographic Report

Headcount number change is calculated as the count of one fiscal year minus the count of the previous fiscal year.

Headcount percentage change is based on the head count from the previous fiscal year.

Full-time status is defined as employment in a position that is budgeted at 100% effort, typically 40 hours per week; part-time is defined by any number less than 100%, but at least 50% effort, or 20 hours, for the employee to be considered benefits eligible.

Generational groups are defined by month and year of birth as follows: Matures/Silent Generation – born before 01/1946; Baby Boomers –born from 01/1946 through 12/1964; Generation X –born from 01/1965 through 12/1980; Generation Y/Millenials – born from 01/1981 through 12/1999


APPENDIX 2 Detailed Data for Demographics Report Analytics

Item 1

Number of Employees University-wide for FY2010 – FY2012 by Executive Level

Headcount President

Exec V.P. &

Provost -

Acad Affairs V.P. - Admin

V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

2011 241 3140 1434 29 143 674 288 5949

2012 245 3050 1468 27 137 659 274 5860



Item 2

Number of Employees by Gender for FY2010 – FY2012 by Executive Level

Gender President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

Male 150 1234 892 14 52 229 78 2649

Female 85 1953 660 14 87 437 219 3455

2011 241 3140 1434 29 143 674 288 5949

Male 151 1216 813 14 54 238 72 2558

Female 90 1924 621 15 89 436 216 3391

2012 245 3050 1468 27 137 659 274 5860

Male 156 1186 827 12 55 236 68 2540

Female 89 1864 641 15 82 423 206 3320



Item 3

Number of Employees by Race/Ethnicity for FY2010 – FY2012 by Executive Level

Race/Ethnicity President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

White 195 2366 806 24 120 455 217 4183

Black 24 167 263 2 4 111 31 602

Hisp 9 355 441 2 6 75 39 927

Asian 5 244 19 8 16 4 296

Am Ind 1 13 8 3 2 27

Hw 1 1 1 1 4

Two+ 5 4 2 3 14

Unkn 36 11 1 3 51

2011 241 3140 1434 29 143 674 288 5949

White 203 2319 732 25 121 455 214 4069

Black 24 161 236 2 6 119 28 576

Hisp 9 362 418 2 9 75 37 912

Asian 4 237 20 6 14 3 284

Am Ind 1 14 8 3 2 28

Hw 1 2 1 4

Two+ 8 4 2 3 17

Unkn 38 16 1 4 59

2012 245 3050 1468 27 137 659 274 5860

White 204 2243 740 23 113 438 207 3968

Black 27 174 264 2 6 118 26 617

Hisp 9 348 421 2 10 75 33 898

Asian 4 229 21 7 16 3 280

Am Ind 1 12 4 2 1 20

Hw 1 2 1 4

Two+ 10 3 3 3 19

Unkn 33 15 1 5 54



Item 4

Number of Employees by Age for FY2010 – FY2012 by Executive Level

Age Range President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

Under 20 3 2 1 6

20 to 29 56 557 199 2 21 118 27 980

30 to 39 67 855 283 5 33 136 71 1450

40 to 49 64 764 481 8 40 178 89 1624

50 to 59 38 720 454 9 33 165 91 1510

60 and over 10 288 133 4 11 69 19 534

2011 241 3140 1434 29 143 674 288 5949

Under 20 1 2 3

20 to 29 54 516 165 4 19 123 22 903

30 to 39 69 837 252 3 30 131 64 1386

40 to 49 63 794 443 9 40 177 86 1612

50 to 59 41 702 449 8 42 166 91 1499

60 and over 14 290 123 5 12 77 25 546

2012 245 3050 1468 27 137 659 274 5860

Under 20 2 2

20 to 29 41 497 187 4 24 109 22 884

30 to 39 71 777 251 3 34 131 53 1320

40 to 49 71 780 445 8 33 174 91 1602

50 to 59 45 700 459 6 35 168 84 1497

60 and over 17 296 124 6 11 77 24 555



Item 5

Number of Employees by Years of Service for FY2010 – FY2012 by Executive Level

Years of Service President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

Less than 2 5 132 97 2 13 5 254

2 to 5 84 833 362 9 40 180 60 1568

6 to 10 57 696 299 4 33 149 58 1296

11 to 15 38 523 256 4 25 118 62 1026

16 to 20 17 360 241 5 22 72 40 757

21 to 25 18 298 160 3 9 66 32 586

26 to 30 11 177 96 1 4 39 22 350

More than 30 5 168 41 2 4 29 18 267

2011 241 3140 1434 29 143 674 288 5949

Less than 2 18 225 137 2 13 40 4 439

2 to 5 76 812 326 8 33 177 60 1492

6 to 10 49 675 263 4 29 144 59 1223

11 to 15 38 493 234 5 28 111 59 968

16 to 20 18 339 222 5 23 72 39 718

21 to 25 19 281 143 2 8 63 31 547

26 to 30 14 160 80 1 4 39 21 319

More than 30 9 155 29 2 5 28 15 243

2012 245 3050 1468 27 137 659 274 5860

Less than 2 35 357 242 3 21 73 12 743

2 to 5 69 728 313 7 27 156 57 1357

6 to 10 48 617 258 4 28 139 57 1151

11 to 15 36 467 220 4 27 107 54 915

16 to 20 20 331 209 5 19 63 35 682

21 to 25 18 264 129 1 7 56 26 501

26 to 30 12 150 73 1 3 40 20 299

More than 30 7 136 24 2 5 25 13 212



Item 6

Number of Employees by Education Level for FY2010 – FY2012 by Executive Level

Education Level President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

<High Sch 1 22 222 45 290

High Sch / GED 30 849 956 5 42 241 133 2256

Assoc 10 248 99 8 37 23 425

Bach 124 1001 203 12 44 120 95 1599

Master 61 558 57 10 17 151 32 886

Doctor 6 472 2 1 19 49 9 558

Special Prof 3 37 13 9 23 5 90

2011 241 3140 1434 29 143 674 288 5949

<High Sch 1 21 208 1 45 276

High Sch / GED 34 807 864 5 45 245 128 2128

Assoc 10 243 93 6 40 24 416

Bach 122 1030 203 15 44 119 94 1627

Master 63 546 52 9 16 157 29 872

Doctor 9 455 1 21 44 8 538

Special Prof 2 38 13 10 24 5 92

2012 245 3050 1468 27 137 659 274 5860

<High Sch 1 13 204 42 260

High Sch / GED 34 757 892 5 40 245 122 2095

Assoc 11 238 98 8 39 22 416

Bach 118 1034 206 13 43 111 91 1616

Master 67 528 54 9 19 154 29 860

Doctor 11 441 2 19 44 7 524

Special Prof 3 39 12 8 24 3 89



Item 7

Number of Employees by EEO Job Category for FY2010 – FY2012 by Executive Level

EEO Job President

Exec V.P. &

Provost -


V.P. - Mar &

Comm

V.P. -

Research

V.P. -

Student

Affairs

V.P. & Cfo -

Finance Total

2010 235 3187 1552 28 139 666 297 6104

Exec 28 322 41 17 17 85 39 549

Prof 174 1919 205 11 87 305 148 2849

Secr Cler 19 602 120 5 86 88 920

Tech Para 1 290 39 17 25 5 377

Skilled 9 18 389 1 44 461

Service 4 36 758 12 121 17 948

2011 241 3140 1434 29 143 674 288 5949

Exec 33 330 33 16 19 84 38 553

Prof 173 1895 199 13 91 310 145 2826

Secr Cler 21 582 108 4 82 84 881

Tech Para 1 287 37 21 23 6 375

Skilled 8 14 331 44 397

Service 5 32 726 8 131 15 917

2012 245 3050 1468 27 137 659 274 5860

Exec 32 330 35 16 17 87 34 551

Prof 178 1892 225 11 84 303 142 2835

Secr Cler 21 511 111 4 71 80 798

Tech Para 1 274 33 23 21 3 355

Skilled 8 12 306 46 372

Service 5 31 758 9 131 15 949

demographics - human resourcesdemographics are the personal and professional characteristics of an...

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