the graduate school and university center 2020-2021

T HE G RADUATE S CHOOL A ND UNIVERSITY CE NTER 2020-2021

A FFIRMATIVE A CTION PL AN

Affirmative Action Plans Covering Minorities and Women (Executive Order 11246), Individuals with Disabilities (Section 503) and

Protected Veterans (VEVRAA)

Contact: Pinar Ozgu, Chief Diversity Officer Interim Vice President of Institutional Equity and Human Resources/Chief Diversity Officer/Title IX Coordinator/Ethics Officer OR Edith Rivera, Confidential Executive Officer Please contact The Compliance and Diversity Office at: Compliance and D iversity

(cuny.edu) if you require assistance reading this document due to a disability. This plan is available for review at: Compliance and D iversity (cuny.edu)

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Table of Contents

PART ONE: INTRODUCTION AND BACKGROUND 5

OVERVIEW 6 Location, Degrees, Accreditation 6 History 7 Mission 7

ORGANIZATION CHART 7

RELEVANT POLICIES 7 Equal Opportunity and Non-Discrimination Policy 8 Affirmative Action Pol icy 8 CUNY's Policy on Sexual Misconduct 9 O ther Pol icies 10

RESPONSIBILITY FOR IMPLEMENTATION 10 The President 10 Chief Diversity Officer 11 Officials 11 The Graduate Center’s Committee on Diversity and Inclusion 11 University Management 14

IMPACT OF 2020 EVENTS 14

PART TWO: DATA AND ANALYSIS 16

DATA SOURCES 16 Employee Data 16 Self-Identif ication Categories 17 Labor Market Source Data 17

WORKFORCE ANALYSIS 18

JOB GROUPS, DISCIPLINES, AND MARKET DATA 18 Job Groups 18 Disciplines 20 Labor Market Avai labil ity 20

UTILIZATION ANALYSIS 21 Utilization, Underutil ization, and P lacement Goals 24

OTHER ANALYSES 27 Personnel Activity 27 Recruiting Activ ity 30 Civi l Serv ice Hiring 32 Compensation 33

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PART THREE: ACTION-ORIENTED PROGRAMS 34

PRIOR-YEAR PROGRAMS 35 Summary of Campus Programs, 2019-2020 35

2020-2021 PLANNED PROGRAMS 35 Planned Campus Programs, 2020-2021 36

ONGO ING ACTIVITIES 36

INTERNAL AUDIT AND REPORTING 37

PART FOUR: INDIVIDUALS WITH DISABILITIES AND PROTECTED VETERANS 39

EQUAL OPPORTUNITY AND NON-DISCRIMINATION POLICY 40

REVIEW OF PERSO NNEL PROCESSES 40

REVIEW OF PHYSICAL AND MENTAL QUALIFICATIO NS 41

REASO NABLE ACCOMMODATIONS 41

HARASSMENT PREVENTION PROCEDURES 43

EXTERNAL POLICY DISSEMINATION 43

OUTREACH AND POSITIVE RECRUITING 44 Summary of Prior-Year Outreach 44 Planned Outreach for 2020-2021 44

INTERNAL POLICY DISSEMINATION 45

IMPLEMENTATION RESPONSIBILITY 45 The President 45 504/ADA Coordinator 46 504/ADA Committee 46 O ther Officials 46 University Management 46

TRAINING 47

AUDIT AND REPORTING SYSTEM 47

BENCHMARK COMPARISONS 48 Staff ing 48 Hiring Rates 48 Veterans Hiring Rate Benchmark 49 Hiring Rate, Individuals with Disabilities 49

APPENDICES 50

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Appendices follow this document and pages, numbered separately.

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PART ONE: INTRODUCTION AND BACKGROUND

This report is an annual update of the Affirmative Action Plan (AAP) for federal contractors. This unit is one of CUNY’s 28 Affirmative Action establishments. The US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) oversees Affirmat ive Action Plan requirements for federal contractors. Some aspects of this plan a lso reflect state and local regulat ions, guidelines for public entities, and resolutions of the CUNY Board of Trustees. In part icular, this plan reflects requirements for implementing:

• Presidential Executive Order 11246, for women and federally protected racial/ethnic groups • Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, for protected

Veterans

• Sect ion 503 of the Rehabilitation Act of 1973, as amended, for Individuals with D isabilit ies. The plan reflects the following timeframes:

Employee Census Date: June 1, 2020 Report ing Year: June 1, 2019–May 31, 2020 Program Year: September 1, 2020–August 31, 2021.

Given this year’s disruptions due to the 2020 COVID-19 outbreak, we experienced challenges in implementing last year’s plan and in completing this year’s plan, as discussed later in this report . These hyperlinks provide highlights: Impact of 2020 Events Summary of Workforce by Job Group; Summary by Tenure Status Summary of Underutilizat ion and Goals Act ion-Oriented Programs for Females and Minorities Hiring Rates, Individuals with D isabilities and Veterans Planned Outreach for Individuals with D isabilities and Veterans This Plan is available for public review as described on the t itle page. As CUNY’s Chancellor designated Italian Americans as a protected group in 1976, we prepare a separate AAP or Italian Americans. Web links, confirmed as of January 2021, are subject to change.

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OV ERVIEW The Graduate School and University Center (GC) is the focal point for advanced teaching and research at the City University of New York (CUNY). Devoted exclusively to graduate education, the GC fosters pioneering research and scholarship in the arts and sciences, and train students for careers in universities, private, nonprofit, and government sectors. The Graduate Center a ims to sustain its commitment to diversity and inclusion and provide opportunities for people in New York and around the world in pursing advance research and disseminating it for the public good. With more than 30 doctoral programs , 16 master's programs and more than 30 research centers, institutes, and initiatives combined, Centers & Inst itutes (cuny.edu) the GC benefits from highly ambitious and diverse students and alumni—who in turn teach hundreds of thousands undergraduates every year. Innovative research, rigorous scholarship, collaborative and interdisciplinary learning, and the creation of theoretical and applied knowledge defines graduate education at the heart of the GC that prepares students with creative, problem-solving expertise to thrive in and beyond the academy. In 2019, The National Science Foundation’s Survey of Earned Doctorates ranked The Graduate Center #41 among 375 institutions awarding 374 doctorates to 217 women and 177 men. Nationally, the GC ranked #13 for awarding doctoral degrees to students identifying as Hispanic/Latinos. The GC also awards the largest number of Humanities & Arts doctorates of any public or private institution in New York State, ranking at #2. In the fields of Science and Engineering, the GC ranks first among public universities in New York State. Finally, the GC ranked #3 for awarding doctorates in the field of Psychology. In addition to research and programming in the humanities, social sciences, and sciences, the Advanced Research Collaborative (ARC) extends the GC’s global reach and prominence as an international hub of advanced study by promoting interdisciplinary research, facilitating collaboration, and supporting students, postdoctoral appointments, and visiting scholars. The Advance Science Research Center (ASRC ) is the University’s premier scientific research institute which formally joined the GC in 2017. The ASRC facility, a 200,000-square-foot, state-of-the art building in Upper Manhattan was designed to specifically foster collaboration across disciplines and enhance potential for groundbreaking research. It houses five dynamic initiatives of applied science — Nanoscience, Photonics, Structural Biology, Neuroscience, and Environmental Sciences — and promises to catalyze the sciences across CUNY and New York City. For more information, please visit: The Advanced Science Research Center (cuny.edu). Launched in 2018 and located at the GC, SUM supports faculty publication and research CUNY. The GC provides an administrative home for University Center Schools (cuny.edu). Further information on the GC and its programs are available at www.gc.cuny.edu.

Lo cation, Degrees, Accreditation Since 1999, the GC’s vibrant campus is located in a nine-story landmark building at 365 Fifth Avenue in midtown Manhattan. Formerly home to the B . Altman Department Store, the building was redesigned as a new, state-of-the-art facility to meet the specific needs of a twenty-first century inst itution of advanced learning.

Because of the consortial nature of doctoral study at the Graduate Center, courses take place at the Graduate Center as well as other CUNY colleges. For the most part, courses in the social sciences, humanit ies, and mathematics, as well as courses in the sciences that require no

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laboratory work meet at The Graduate Center. Science courses requiring laboratory work, courses for the clinical doctorates, and courses in business, criminal justice, engineering, and socia l welfare convene on other CUNY college campuses

During Spring 2020, the GC enrolled approximately 3,594 students from across the United States and from approximately eighty foreign countries. Faculty members consist of 172 GC appointments (which includes library, lecturers and visiting t itles) and 2003 additional faculty members that are drawn from CUNY’s senior colleges and New York City’s leading cultural and scient ific institutions.

H i story

Founded in 1961, The GC is devoted primarily to doctoral study and awards most of CUNY's doctoral degrees. This nationally unique consort ium of 2003 faculty members including a core faculty of 172 and 3,543 doctoral/masters students as of Spring 2020, pursue a shared enterprise of expanding the boundaries of knowledge in over thirty doctoral programs and seven master's programs in the humanities, social sciences, and sciences. A wide range of rankings regularly places GC doctoral programs among the best in the country.

Two University Center programs affiliated with the GC include: the CUNY Baccalaureate Program, through which undergraduates can earn bachelor's degrees by taking courses at any of the CUNY colleges, and the Macaulay Honors College.

Since 1965, approximately 15,000 students earned doctorates from the GC, and they are now among the leaders in our nation's teaching and research efforts, whether at universities, in the nonprofit sector, in business, or in government. By preparing a group of highly qualified professionals from diverse backgrounds to assume leadership roles in a variety of fields. The Graduate Center, through its faculty members, programs, and research centers, is filling an urgent need in the city, the state, and the nation.

M ission

Committed to CUNY’s historic mission of educating the children of a ll people, we work to provide access to graduate education for diverse groups of highly-talented students, including those who have been underrepresented in higher education.

OR GANIZATION CHART

A ppendix A displays an organization chart.

R ELEVANT POLICIES

As a unit of The C ity University of New York (CUNY), we adhere to federal, state, and city laws and regulations on non-discrimination and affirmative action, including: Executive Order 11246, as amended, Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Sect ions 503 and 504 of the Rehabilitat ion Act of 1973 and the

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Americans with D isabilities Act of 1990, Section 402 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, the Equal Pay Act of 1963, the Age D iscrimination in Employment Act of 1967, as amended, the Age D iscrimination Act of 1975, New York State Human Rights Law and New York City Human Rights Law.

Protected groups, delineated in Executive Order 11246 and updates are American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Other Pacific Islander, Two or More Races, and Women. Additionally, the Chancellor of CUNY designated Italian Americans as a protected group in 1976 and CUNY prepares a separate Ita lian American Affirmative Act ion Plan.

CUNY posts its policies on non-discrimination, sexual misconduct, and affirmat ive action on its website:

C lick for CUNY's Policies (https://www.cuny.edu/about/administration/offices/hr/policies-and-procedures.html)

Equal Opportunity and Non-Discrimination Policy

The City University of New York (“University” or “CUNY”), located in a historically diverse municipality, is committed to a policy of equal employment and equal access in its educational programs and activities. D iversity, inclusion, and an environment free from discrimination are central to the mission of The University.

It is the policy of The University—applicable to all colleges and units— to recruit, employ, retain, promote, and provide benefits to employees (including paid and unpaid interns) and to admit and provide services for students without regard to race, color, creed, national origin, ethnicity, ancestry, religion, age, sex (including pregnancy, childbirth and related condit ions), sexual or ientation, gender, gender ident ity, marital status, partnership status, disability, genetic informat ion, alienage, citizenship, military or veteran status, status as a vict im of domestic violence/stalking/sex offenses, unemployment status, or any other legally prohibited basis in accordance with federal, state and city laws.

It is also The University’s policy to provide reasonable accommodations to applicants, employees and other persons on the basis of disability, religious pract ices, pregnancy or childbirth-related medical condit ions, or status as victims of domest ic violence/stalking/sex offenses.

This Policy also prohibits retaliation for reporting or opposing discr iminat ion, or cooperating with an investigation of a discrimination complaint.

Aff irmative Action Policy

CUNY’s original Affirmative Action Policy of May 28, 1985 is part of its Manual of General Policy.

ARTICLE V FACULTY, STAFF AND ADMINISTRATION

Policy 5.04 - Affirmative Action:

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RESOLVED, that the Board of Trustees of The City University of New York reaffirms its commitment to affirmative action and directs the Chancellery and the colleges to reemphasize the taking of the positive steps that will lead to recruiting, hiring, retaining, tenuring, and promoting increased numbers of qualified minorities and women. (Board of Trustees Minutes, 1985-05-28, Section 6-C)

C UNY's Policy on Sexual Misconduct

CUNY’s Policy on Sexual Misconduct addresses sexual harassment, gender-based harassment and sexual violence. It out lines procedures applicable to students and employees for addressing complaints.

CUNY students, employees and visitors deserve the opportunity to live, learn and work free from Sexual Misconduct . Accordingly, CUNY is committed to:

1. Defining conduct that constitutes Sexual Misconduct; 2. Providing clear guidelines for students, employees and visitors on how to report incidents of Sexual Misconduct; 3. Providing ongoing assistance and support to all parties after allegations of Sexual Misconduct have been made; 4. Promptly and respectfully responding to and investigating allegations of Sexual Misconduct, pursuing disciplinary action when appropriate and taking act ion to investigate and address any allegations of retaliation; 5. Providing awareness and prevention information on Sexual Misconduct, including widely disseminating this Policy, as well as a “Students’ B ill of Rights” and implementing training and educational programs on Sexual Misconduct to college constituencies; 6. Gathering and analyzing information and data that will be reviewed in order to improve safety, reporting, responsiveness and the resolution of allegat ions of Sexual Misconduct; 7. D ist inguishing between the specific conduct defined as Title IX Sexual Harassment by the USDOE and the broader definition of Sexual Misconduct prohibited by this Policy; and 8. Ensuring compliance with the federal regulations under Title IX, and other federal, state and local laws.

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This is CUNY’s sole policy to address Sexual Misconduct and it is applicable at all CUNY colleges and units.

Other important policies are available using the links below. CUNY Campus and Workplace Violence Policy addresses workplace violence. CUNY Domestic Violence and the Workplace Policy addresses domestic violence in or affect ing employees in the workplace.

CUNY Procedures for Implementing Reasonable Accommodations and Academic Adjustments addresses CUNY process for responding to requests for reasonable accommodations or academic adjustments. CUNY campuses a lso report crime stat istics, including statistics relating to sexual violence under the federal Jeanne C lery Act. Information is available from Campus Security Annual Report (C lery Act) & Crime Awareness (cuny.edu)

O ther Policies It is CUNY ’s policy to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to race, color, national or ethnic orig in, religion, age, sex, sexual orientation, gender ident ity, marital status, disability, genetic predisposition or carrier status, alienage, cit izenship, military or veteran status, unemployment status or status as victim of domestic violence. The President of the GC reaffirms the non-discrimination policy annually. The most recently released reaffirmation letter, issued on September 9, 2020 is shown in Appendix B.

R ESPONSIBILITY FOR IMPLEMENTATION

While the entire community participates in promoting diversity and inclusion, some individuals have the primary responsibility in implementing non-discrimination policies and the affirmative act ion plan.

T h e President President Robin L. Garrell oversees Affirmative Action Plan and diversity programs to assure compliance with federal, state, and city laws, rules and regulations and university policies, and:

• Designates personnel to manage Affirmative Action, diversity, and compliance efforts, including a Chief Diversity Officer (CDO), 504/Americans with Disabilities Act (ADA) Coordinator and Title IX Coordinator

• Ensures responsible personnel have authority, staffing, and other resources to fulfill

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their assigned responsibilities

• Communicates a commitment to equal employment opportunity and issues an annual reaffirmation in support of affirmative action, diversity and equal opportunity

• Approves and releases required reports, including this Affirmative Action Plan.

C h ief Diversity O fficer The President designated Pinar Ozgu as Chief Diversity Officer (CDO) and Responsible Official who:

• Provides confidential consultation for, invest igates and resolves discrimination/harassment complaints

• Distributes relevant policies, not ices and revisions, and assures integration into training

programs, search committee orientat ions, websites, and other media

• Evaluates the impact of Affirmative Action programs and initiatives • Prepares and communicates Affirmative Action Plan reports

• Consults with hiring teams and managers on recruitment and selection, overseeing

recruitment plans and effective recruitment/selection strategies to promote a diverse workforce

• Part icipates in CUNY initiatives promoting diversity and inclusion.

O fficials Execut ives, Department Executive Officers, managers, and supervisors are critical partners in implementing CUNY’s Equal Employment and Affirmative Action programs. They help ensure compliance with regulations and policies, foster an inclusive environment, and help develop and implement the Affirmat ive Action Plan. Professor Mart in Ruck, Senior Advisor to the President for Diversity and Inclusion, a lso serves as the Chair to the GC’s D iversity and Inclusion Committee described below:

T h e Graduate C enter’s Committee on D iversity and Inclusion A standing committee advises the President on diversity and affirmative action, reviews the impact of policies on the governance plan, develops and implements strategic diversity plans, and promotes programs to reflect pluralistic va lues and goals. Committee members in this past reporting year were:

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Mart in D . Ruck Chair and Professor of Psychology & Urban Education Annette Gray Associate Dean of Sciences, Graduate Center/ASRC Sara Mazes Administrative Executive Coordinator, Macaulay Just in Brown Execut ive D irector, Center for Lesbian and Gay Studies (CLAGS) Kandice Chuh Professor, Ph.D. Program in English Dana-Ain Davis D irector, MA Program in Women’s and Gender Studies Brian Gibney Execut ive Officer and Professor of Chemistry Shawn Rhea Communications and Marketing Graduate Center/ASRC Allison Guess Student , Ph.D. Program Earth and Environmental Sciences (EES) Jennifer Tang Student , Ph.D. Program in Psychology Elizabeth Che Student , Ph.D. Program in Educational Psychology Victoria Stone-Cadena Associate D irector, Center for Lat in American, Caribbean and Lat ino Studies Pinar Ozgu Interim Vice President for Institutional Equity and Human Resources/Chief D iversity Officer/Title IX Matthew Schoengood Vice President for Student Affa irs Three D iversity and Inclusion Committee working groups were charged with taking lead on the following initiatives:

1. Evaluation of Policies 2. Awareness of Anti-Racism, and 3. Safe Spaces for D ialogue and Action

The members of the Evaluations of Policies Working Group, Anti-racism Awareness Working Group, and Safe Spaces for Dialogue and Action Working Group presented a variety of actions to address issues of diversity and inclusion at the Graduate Center. These recommendations include, but are not limited to: diversifying The Graduate Center Foundation Board, auditing diversity among senior staff and administrative positions, and establishing a full-time DEI, senior position/Decanal role, establish ongoing anti-racism and restorative justice trainings, and pursuing external funding sources for GC-wide diversity and inclusion initiatives. O ther DEI Committees at The Graduate Center Advance Science Research Center (ASRC) - DEI Committee The ASRC Diversity, Equity, Inclusion, Anti-Racism and Anti-Sexism Committee was established in June 2020 with two major goals for the committee’s work as follows:

1. Building transparency and accountability at the ASRC 2. Developing cultural awareness

To these ends, the current workgroups of the ASRC’s DEI Committee include:

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• Climate and Diversity Survey This working group is committed to understanding the current diversity climate at the ASRC through surveys. The group will develop, distribute, and analyze effective voluntary surveys with the aid of The Graduate Center’s Compliance and Diversity Office. • Community Resources Website This working group will create an online web presence to provide our community with updates as well as resources to explore and build awareness of issues and guidance on how to have DEI-focused discussions. In addition, faculty committee members will put together a faculty event to discuss issues of diversity, equity and inclusion in hiring, mentoring/supervising, and the scientific community. Members of the ASRC’s DEI Committee are:

Muaad Alody, Administrative Coordinator, Nanoscience Patrizia Casaccia, Professor, Neuroscience Alfredo Ceballos, PhD Student, Structural Biology Ayo Deas, PhD Student, Environmental Sciences Salma Kassem, Postdoc, Nanoscience Kendra Krueger, Science Education Coordinator, Communications Isela Lopez, Operations Manager, Comparative Medicine Unit Enrique Mejia, PhD Student, Photonics Andrew Reinmann, Assistant Professor, Environmental Sciences Shawn Rhea, Media Relations Manager, Communications Camille Santistevan, Associate Director, Communications Matthew Sfeir, Associate Professor, Photonics Orie Shafer, Professor, Neuroscience Linda Vigdor, Associate Director, Sponsored Programs

A ct ivities in the Academic Departments Anthropology – Engaging in various programmatic diversity efforts in terms of course offerings, invited talk series, and admissions practices. The program has integrated diversity, inclusion and equity principles and practices for some t ime. Art History – Working on making their admissions process more inclusive. Business – DEI Committee in Progress C lassics – DEI Committee in Progress Earth and Environmental Sciences – DEI Committee in Progress History – This program has established an Anti-Racism Working Group. Linguistics – DEI Committee in Progress

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MS Program in Cognitive Neuroscience – DEI Committee in Progress

Mina Rees Library – DEI Committee has assembled outstanding resources for addressing anti-racism.

Polit ical Science – DEI Committee in Progress

Psychology – DEI Committee in Progress

Socia l Welfare – DEI Committee in Progress

Speech-Language-Hearing Sciences – Established DEI Taskforce

Urban Education - Works on programmatic restorat ive just ice issues. During November 2020 the program received a PublicsLab Doctoral Curriculum Enhancement Grant which will support, further develop, and sustain a Restorat ive Just ice (RJ) Init iative in the program.

Please visit GC Faculty Publications Addressing D iversity (cuny.edu), diversity and ant i-racism resources, facts and figures and more at: D iversity and Inclusion (cuny.edu).

University Management

CUNY’s Office of Recruitment and Diversity (ORD) establishes job groups and other report parameters and prepares summary statistics for this report. ORD also reports summary stat istics and sponsors several university-wide diversity programs. C lick here for link (www2.cuny.edu/about/administrat ion/offices/hr/recruitment -diversity/).

I MPACT OF 2020 EVENTS

On March 15, 2020, Chancellor Felix Matos-Rodriguez announced CUNY campuses and non-essent ial personnel were transitioning to remote learning and working for the remainder of the academic year. As of summer, 2020, this arrangement was st ill in place. The transit ion and result ing shifts in priorities affected the university’s operations in many ways, including personnel pract ices. We have cancelled or postponed some hiring plans. We have limited or cancelled public events and other campus activities that we could not conduct remotely.

Certain practices have continued unchanged, such as the listing of job vacancy announcements with workforce agencies. The Chief D iversity Officer has continued to work remotely on:

• Complaint intake and invest igat ion• Accommodations for Individuals with Disabilities• Recruitment advertising and outreach• Search Committee Trainings• Ethics Trainings

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• Oversight of hiring, advancement, onboarding, and separation practices • Providing consultation to The Graduate Center’s senior management

As of this writ ing, it is difficult to set placement goals or plan action-oriented programs, as we have not finalized operational and personnel plans. The Chief Diversity Officer a lso serves as Interim Vice President for Institutional Equity and Human Resources, Ethics Officer, and Title IX Coordinator and oversees The Office of Human Resources. As such, mandated tra inings on Work Place Violence, E-SPARC, SPARC for students and mandated employee Ethics t rainings are provided to the GC, Graduate School of Journalism and Macaulay Honors College communities annually. This year, the GC hosted a collaborative Ethics training effort a llowing for any CUNY campus employee to participate. For the upcoming academic year, additional diversity and inclusion tra inings will be scheduled via Zoom covering topics of Disability Awareness & Et iquette, Unconscious Bias, and Domestic Violence to name a few. The Chief D iversity Officer is a lso considering a partnership with the NYC Alliance Against Sexual Assault Organization and other potent ial external organization(s) to increase its current t raining deck. The NYC Alliance Against Sexual Assault has Memos of Understanding Agreements (MOUs) with other CUNY Campuses the GC wishes to pursue as an additional t raining opt ion. Further informat ion on the GC’s COVID-19 and Reactivation Planning (cuny.edu) and Telecommuting Guidelines (cuny.edu) is available on the GC’s Office of Human Resources website at : Human Resources (cuny.edu). Addit ional information is provided on the CUNY website at: CUNY Coronavirus info: https://www.cuny.edu/coronavirus/.

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PART TWO: DATA AND ANALYSIS We analyze workforce data as mandated through multiple methods that promote a complete assessment:

• Workforce Analysis (employees within organizational units) • Establishment of job groups and academic disciplines • Development of labor market availability measures • Utilization Analysis for job groups and disciplines • Review of Personnel Actions (e.g., Hiring, Separation, Promotion) • Review of Recruitment Activities • Review of C ivil Service Hiring

• Review of Compensation.

Deta ils are available from the US Department of Labor’s Office of Contract Compliance Programs (OFCCP) at : OFCCP site: https:/www.dol.gov/ofccp/regs/compliance/ofcpcomp.htm (Educat ional Inst itutions Technical Assistance Guide).

D ATA SOURCES

Employee D ata On June 30, 2020, we extracted data on full-time active employees employed as of June 1, 2020 from CUNY’s system of record, CUNYfirst. We included individuals on most pa id leaves, including medical leave and fellowship/sabbatical leave. We did not include individuals on terminal leaves such as retirement leave, student workers (including Graduate Assistants) or individuals employed separately by CUNY’s Research Foundation. We invite employees to self-identify gender, race/ethnicity, veteran status, and disability status. Employees may update selections at any t ime on an Employee Self-Service portal. The Graduate Center’s Office of Human Resources rolled out its annual Self-Identification Campaign on July 17, 2019 and again on August 28, 2020. The Self-Identification Campaign provided an FAQ document to explain the reasons for collecting this data, and stressed that providing it is voluntary. We plan to conduct the next canvas during spring of 2021. We a lso invite job applicants to self-identify on the job application portal.

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S e lf-Identification C ategories

We use federally mandated gender categories of male and female for purposes of this plan. Although our system captures non-binary general identification, only individuals ident ifying as “female” are included in the federally protected gender category.

The New York C ity Commission on Human Rights mandates legal protection against discrimination on the basis of gender identity that a llows employees and students to request a preferred name.

The documents provided below include CUNY’s Preferred Name and/or Gender Change Process and available forms:

1) Memo Student and Employee Requests for Name and/or Gender Changes - [PDF] 11.20.2020

2) Preferred Name Request Form - [PDF] 11.20.2020

3) Gender Change Request Form - [PDF] 11.20.2020

Of the 572 GC employees, 1 employee has not identified a gender and 1 other employee has not ident ified a va lid race/ethnicity category. Employees who do not specify a gender and/or ethnicity are included in the Workforce Analysis, but are not assigned to a protected group. A tota l of 152 employees did not identify a Veteran status and 402 employees did not identify a D isability status. D isability and Veteran status are priorities for future self-identification campaigns.

L a bor Market Source Data

For purposes of this AAP, we compare the employee population with the Labor Market from which CUNY would reasonably recruit, t rain, or promote, by job group. CUNY re-ca lculates availability every other year, most recent ly in 2019. Data sources include:

• For internal candidates, employee appointments CUNY-wide over 2016-2017 and 2017-2018 for weighting and feeder jobs, applied to the June 1, 2018 employee census.

• For external candidates, US Census American Community Survey (ACS), 5-year estimate,2013-2017 (final), specifically, extracted from University of Minnesota’s Public UserMicrodata Sample (iPUMS).

• For faculty discipline-based estimates: US Department of Education’s National Center forEducat ion Statist ics’ Integrated Post-Secondary Education Data System (IPEDS)complet ion data, 2015-2016 (final); evaluated by C lassificat ion of Instructional Programs(C IP), most often at two-digit level (major category).

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W ORKFORCE ANALYSIS In Workforce Analysis, we review representation of females and minorities by division, department and t itle, and evaluated diversity by organizational unit rather than job group. We review the data organized by job t itle in order of rank or sa lary grade. We a lso review professorial faculty by tenure status within department. Due to their length, Workforce Analysis charts are not included here. In 2019, the GC’s overall workforce was 550 representing 297 (54%) women and 250 (46%) tota l minorities. During 2020, the workforce increased to 572 with 310 (54%) women and 261 (46%) minorit ies. The following pages further compare the GC workforce by specific job groups relative to diversity representation.

J OB GROUPS, DISCIPLINES, AND MARKET DATA

J ob Groups Except for the Workforce Analysis, we analyze data by groups of jobs with similar duties, qualifications, and other conditions of employment. CUNY establishes job groups and reviews them annually, as detailed in Appendix C . A major input is the federal Standard Occupational C lassification (SOC) system. We further organize job groups into categories based on federal EEO-1 categories. The next two pages provide a summary of staffing by job group, followed by a summary of professorial faculty by rank and tenure status.

Graduate Center Total Employees: 406Workforce Summary by Job Group and Category (June, 2020)

Executive/Administrative/ManagerialTtl EmplsJob Group Female # Minority #Female % Minority %

Administration 1 (Chief Executive) 1 0 0.0% 0 0.0%Administration 1 (Executive) 21 13 61.9% 6 28.6%Administration 2 (Manager) 97 67 69.1% 36 37.1%Facility Manager 3 0 0.0% 2 66.7%IT Computer Manager 8 2 25.0% 6 75.0%

Professional FacultyTtl EmplsJob Group Female # Minority #Female % Minority %

Faculty‐Librarian 9 6 66.7% 2 22.2%Faculty‐Lecturer 5 0 0.0% 0 0.0%

Professional Non‐FacultyTtl EmplsJob Group Female # Minority #Female % Minority %

Accountant 1 0 0.0% 1 100.0%Administration 3 (Professional) 163 114 69.9% 102 62.6%IT Computer Professional 43 19 44.2% 31 72.1%

Administrative Support WorkersTtl EmplsJob Group Female # Minority #Female % Minority %

Administrative Assistant 8 8 100.0% 7 87.5%Office Assistant 8 4 50.0% 5 62.5%Mail Services Worker 7 1 14.3% 5 71.4%

TechniciansTtl EmplsJob Group Female # Minority #Female % Minority %

Administration 4 (College Lab Tech) 4 0 0.0% 1 25.0%Broadcast/Media 4 0 0.0% 1 25.0%Print Shop 2 0 0.0% 1 50.0%

Service Workers and OthersTtl EmplsJob Group Female # Minority #Female % Minority %

Campus Public Safety Sergeant 2 1 50.0% 2 100.0%Campus Peace Officer 5 1 20.0% 5 100.0%Campus Security Assistant 15 8 53.3% 14 93.3%

Workforce Summary

Status categories are: Tenure, Track Tenure, Substitute, and "Instructors or Others PSC" which applies to titles where tenure status is not given.

Title Ttl Empls Female # Minority #Female % Minority %

Summary for Professorial Rank Faculty by TItle and Tenure Status (June, 2020) Graduate CenterTotal Professorial Faculty: 166

Visiting Asst Professor 15 16.7%83.3%6

Visiting > = 50% 15 16.7%83.3%6

Visiting Assc Professor 00 0.0%0.0%1

Visiting <50% 00 0.0%0.0%1

Visiting Professor 12 11.1%22.2%9

Visiting <50% 00 0.0%0.0%2

Visiting > = 50% 12 14.3%28.6%7

Asst Professor 21 25.0%12.5%8

Track Tenure 21 25.0%12.5%8

Assc Professor 79 36.8%47.4%19

Tenured 68 37.5%50.0%16

Track Tenure 11 33.3%33.3%3

Professor 1231 20.3%52.5%59

Tenured 1231 20.3%52.5%59

Research Assistant Professor 44 36.4%36.4%11

Instructors and others PSC 43 44.4%33.3%9

Substitute >=6 Mo Or Prior Ben 01 0.0%50.0%2

Research Associate Professor 42 57.1%28.6%7


Research Professor 01 0.0%100.0%1


Dist Professor 310 7.0%23.3%43


Einstein Professor 01 0.0%50.0%2


Workforce Summary

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With the exception of the Chief Executive (President) and other job groups with less than 5 employees, following are comparative summaries for 2019 and 2020:

The Faculty Professorial Job Group represented 173 employees with 65 (38%) females, and 31 (18%) minorit ies for 2019. During 2020, this group decreased to 166 employees but slightly increased for females to 66 (40.0%). Minority representat ion a lso increased to 34 (21%).

The Executive (Administration 1) Job Group totaled 23 with 12 (52%) females and 5 (22%) minorit ies in 2019. For 2020, this group decreased to 21 employees but increased for females and minorities to 13 (62%) and 6 (29%), respectively.

In the Manager (Administration 2) Job Group, tota l employees for 2019 were 94 with 68 (72%) females and 36 (38%) minorities. During 2020, the total group increased to 97. Female representation decreased by one separation to 67 (69%) and minorit ies remained the same at 36 (37%).

For the IT Computer Managerial Job Group, there were 6 total employees with 2 (33%) females, and 5 (83%) minorities in 2019. However, overall employees and minority representation increased during 2020 to 8 with 2 females (25%) and 6 (75%) minorities, respect ively.

During 2019, the Administration 3 (Professional Non-Faculty) Job Group tota led 151 employees represent ing 111 (74%) females and 97 (64%) minorit ies. In 2020, this group increased in representation to 163 with 114 (70%) females, 102 (63%) minorities.

The IT Computer Professionals totaled 43 with 19 (44%) females, and 31 (72%) minorities for 2019. Females, minorities and the group tota l remained the same for 2020.

The Administrat ive Support Workers Job Group includes Administrative Assistants, Office Assistants and Mail Service Workers.

The Administrat ive Assistant Job Group remained the same for 2019 and 2020 with 8 employees, 8 (100%) females and 7 (88%) minorities.

Office Assistants totaled 7 with 3 (43%) women, and 4 (57%) minorit ies in 2019. However, this group increased in female and minority representation in 2020 to 8 employees with 4 (50%) females and 5 (62%) minorities.

Mail Service Worker employee totals remain the same for 2019 and 2020 with 7 employees represent ing 1 (14%) female and 5 (71%) minorities.

Fina lly, the Service Workers and Others Job Group includes Campus Peace Officers and Campus Security Assistants.

Campus Peace Officers totaled 5 with (0%) female representation and 4 (80%) minorities for 2019. However, during 2020 this group increased representation to 5 employees, with 1 (20%)

20

female and 5 (100%) minorities. Fina lly, Campus Security Assistants totaled 15, with 7 (47%) females and 15 (100%) minorities during 2019. For 2020, employee total number remained the same at 15 but females increased to 8 (53%) and minority representation decreased to 14 (93%) in 2020.

D i sciplines We analyze data about Faculty and College Laboratory Technicians based on academic discipline. With few exceptions, CUNY assigns faculty departments to disciplines as per the C lassification of Instructional Programs (CIP). For College Laboratory Technicians, we evaluate disciplines by assigning departments to either a Scientific/Engineering/Technical group or a General group. Appendix D lists these assignments. This past year, there were no material changes to the discipline assignments.

La bor Market Availability Labor Market Availability is an estimate used to benchmark utilization of protected groups, by job group. It represents the proportion of each protected group available for employment in the labor market from which CUNY recruits (both internally and externally). CUNY typically reviews Labor Market Availability every other year and did not revise estimates this year. The appendices listed above provide the basis for each ca lculat ion. We utilize the following factors: Weighting of Internal/External Labor Market The internal labor market is university-wide and currently reflects the full-time employee populat ion. We produce a weighted estimate based on 2016-2017 and 2017-2018 job movement of CUNY employees. We a lso identify typical feeder jobs and other conditions, such as permanency status. Geography We base geographic factors on both CUNY policy and actual hiring experience.

• National labor market for Administration 1 (Executive), Faculty–Professoria l, and Faculty–Instructor.

• Two-state region (New York and New Jersey) for Faculty-Lecturer. IPEDS complet ion data is

only available by State and recruiting is regional rather than national.

• New York State-only labor market where New York State residency is required by statute: • College Security Assistant • Campus Peace Officer • Campus Public Safety Sergeant • Security Manager.

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• New York/New Jersey Metropolitan Statistical Area (MSA) for remaining job groups. A review

of hires in 2018-2019 indicated 98.6% of new hires in these groups reside within this MSA. This area represents a large and highly diverse population.

Qualifications – Other than Collegiate Faculty

• Occupational Group: Standard Occupational C lassifications assigned to every job t itle, matched to Census Occupational Codes.

• Degree Requirements: the minimum requirement for the lowest-ranked job in each job

group. These range from none through Master’s level.

• Experience: where there is a requirement for a specific number of years of experience, we used age as a proxy, utilizing US Census standards; for example, a Bachelor’s degree assumes a standard age of 21, and a Bachelor’s degree plus four years of experience would correspond to a minimum age of 25.

Qualifications - Collegiate Faculty We assign faculty t itles to Professorial, Instructor, or Lecturer job groups based on t itle; and ca lculate availability based on a combination of degree requirement and academic discipline.

• Degree Requirements: o Professorial: Doctoral Degree o Instructor: Master’s Degree o Lecturer: Bachelor’s or Master’s Degree.

• Discipline: assigned to each faculty department using the US Department of Education’s

C lassification of Instructional Programs (CIP). On an exception basis, we ca lculate a blended labor market availability or assign individual faculty to disciplines.

UT ILIZATION ANALYSIS

We compare female and total minority ut ilization with the estimated labor market by job group. We a lso evaluate ut ilization for the major federa l ethnicity categories (Asian, B lack/African American, and Hispanic/Latino). There must be at least five incumbents in order to evaluate a job group. Analyzing groups of less than 30 employees may generate less reliable results than those with larger populations. The President’s position reports outside of The Graduate Center and is not included in the analysis. We report underutilization where the percent of individuals in a protected group is less than 80% below the labor market estimate and the difference is equal to at least one full-time

22

equiva lent employee. We consider job groups and disciplines for which there is underut ilization as priorities for placement goals and enhanced outreach when there are hir ing opportunities. A ppendix E details ut ilization/underutilization in each category (job group and/or academic discipline). Small year-to-year variations in underutilization arise from a combination of changes in availability, hires, advancements, and separations. It is usually not possible to pinpoint a sing le, direct cause. In job groups with small numbers of employees, numbers may change substant ially even with a change in only one employee. The following pages summarize staffing and underut ilization for each job group.

Exhibit: Summary of Historical Changes in Underutilization ‐Staff and College Lab Techs 2020 ‐ 2021Graduate Center

This is a summary of underutilization of protected groups by Job Group, organized by EEO Category. Only those Job Groups with five or more staff are reported.

This summary provides three measurements:

‐2018: Underutilization reported in the 2018 ‐ 2019 plan (i.e., based on employee census as of 6/1/2018, the the Labor Market Availability estimates in place at that time).

‐2019: Underutilization reported in the 2019 ‐ 2020 (i.e., based on employee census as of 6/1/2019, with the current Labor Market Availability estimates, in place at that time).

‐2020: Underutilization reported in the 2020 ‐ 2021 Plan (i.e., this plan).

Note changes were made to job groups for security staff in 2019. 2018 figures reflect the prior organization (job groups named CPO‐1 and CPO‐2) and the 2019 figures reflect the new organization (Campus Security Assistant and Campus Peace Officer). The prior CPO‐1 group contained Campus Security Assistant and Campus Peace Officer Level 1 only and CPO‐2 contained Campus Peace Officer Level 2 only). The new groups are Campus Security Assistant and CPO (both CPO‐1 and CPO‐2 titles).

Category: Executive/Administrative/ManagerialFemale Total

MinorityAsian/Nat Haw./Oth. Pac. Isl.

Black/African Am.

Hispanic/ Latino

UNDERUTILIZATIONTotal Staff

Administration 1 (Executive)

1212020

1 1232019

5 2 2222018

Administration 2 (Manager)

11 10 6972020

9 8 6942019

6 3892018

IT Computer Manager

82020

62019

72018

Category: Professional Non‐FacultyFemale Total


Black/African Am.

Hispanic/ Latino


Administration 3 (Professional)

1632020

1512019

1142018

IT Computer Professional

432020

432019

402018

Exhibit: Summary of Historical Changes in Underutilization ‐Staff and College Lab Techs 2020 ‐ 2021Graduate Center

Category: Administrative Support WorkersFemale Total


Black/African Am.

Hispanic/ Latino


Administrative Assistant

182020

182019

0 152018

Mail Services Worker

1 172020

1 172019

2 072018

Office Assistant

382020

372019

132018

Category: TechniciansFemale Total


Black/African Am.

Hispanic/ Latino


Administration 4 (College Lab Tech) ‐ Sci/Tech/Eng

1 152018

Category: Service Workers and OthersFemale Total


Black/African Am.

Hispanic/ Latino


Campus Peace Officer

052020

1 052019

Campus Peace Officer (2018‐CPO Level 1)

1182018

Campus Security Assistant

152020

152019

Exhibit: Summary of Historical Changes in Underutilization ‐ Faculty 2020 ‐ 2021Graduate Center

This is a summary of underutilization, of protected groups by faculty Job Group and Discipline. Only those combinations of Job Group and Discipline with five or more faculty are reported.

This summary provides three measurements:

‐2018: Underutilization reported in the 2018 ‐ 2019 plan (i.e., based on employee census as of 6/1/2018, the the Labor Market Availability estimates in place at that time).

‐2019: Underutilization reported in the 2019 ‐ 2020 (i.e., based on employee census as of 6/1/2019, with the current Labor Market Availability estimates, in place at that time).

‐2020: Underutilization reported in the 2020 ‐ 2021 Plan (i.e., this plan).

Notes:

‐Librarians are now reported in a separate Job Group. In 2018 they were reported with Professorial faculty.

‐The former discipline of Public Administration and Social Service Professions was separated into two disciplines: Public Administration and Social Service Professions. 2018 numbers are reported under the combined discipline, and 2019 numbers are reported separately.

Faculty‐Librarian

Female Total Minority

Asian/Nat Haw./Oth. Pac. Isl.

Black/African Am.

Hispanic/ Latino

UNDERUTILIZATION

Total Staff

Library (Librarians/Non‐Teaching)

0 092020

0 0102019

Faculty‐Lecturer



Black/African Am.

Hispanic/ Latino

UNDERUTILIZATION

Total Staff

Liberal Arts and Sciences, General Studies & Humanities

2 2 0 1 172018

Faculty ‐ Professoriate‐Grad



Black/African Am.

Hispanic/ Latino

UNDERUTILIZATION

Total Staff

English Language/Literature/Letters (Graduate Center)

2 1 0102020

2 1 0102019

3 0132018

Fine and Applied Arts (Graduate Center)

2 1162020

3 1172019

4 1 0 0162018

Exhibit: Summary of Historical Changes in Underutilization ‐ Faculty 2020 ‐ 2021Graduate Center




Black/African Am.

Hispanic/ Latino

UNDERUTILIZATION

Total Staff

Health Professions (Graduate Center)

2 1 0 1 062020

2 1 0 1 062019

3 1 0 0 062018

History (Graduate Center)

1 1122020

0 0 092019

2 1 0 192018

Languages and Literatures (Graduate Center)

1182020

1162019

7 1 0162018


0 182018

Mathematics and Computer Science (Graduate Center)

3352020

5332019

7302018

Philosophy (Graduate Center)

2 0 1132020

2 0 1132019

2 0 0 0142018

Psychology (Graduate Center)

3 2 3172020

3 3 3172019

8 2 1202018

Social Sciences (Graduate Center)

4 1342020

4 1352019

7412018

Urban Education (Graduate Center)

052020

162018

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U tilization, Underutilization, and Placement Goals During the reporting years from 2018-2020, the following pages discuss historica l underutilization in job groups with 5 or more employees as follows: The Executive/Administrat ive and Managerial Job Groups include Administration 1, Administration 2 and IT Computer Manager t itles. In the Administration 1 (Execut ive) Job Group, total employees were 22 in 2018, increased to 23 in 2019, then decreased to 21 in 2020. Underutilization remains absent for Females and Hispanic/Latinos for all three reporting years. Total Minority underutilizat ion was 5 in 2018, reduced to 1 in 2019 and was deleted during 2020. Asian/Native Hawaiian/Other Pacific Islanders underut ilization was 2 in 2018, was deleted in 2019 and remains absent for 2020. African American underutilization during 2018 was 2, reduced to 1 in 2019 and remains the same for 2020. In the Administration 2 (Manager) Job Group, tota l employees were 89 in 2018, increased to 94 in 2019 then further increased to 97 in 2020. Female and Asian/Native Hawaiian/Other Pacific Islander underutilization remains deleted for all three reporting years. Total Minorities met the ut ilization standard in 2018 but underutilization increased to 9 during 2019 and further increased to 11 for 2020. B lack/African American underutiliza tion was 6 in 2018, increased to 8 in 2019 and further increased to 10 for 2020. Hispanic/Latino underutilization was 3 in 2018, increased to 6 during 2019 and remains the same for 2020. The IT Computer Manager group decreased in total employees from 7 in 2018 to 6 during 2019 but increased to 8 during 2020. The ut ilization standard was met for all federally protected groups during a ll three reporting years. The Professional Non-Faculty Job Groups is comprised of the Administrative 3 (Professional) and IT Computer Professional t itles. Tota l employees in the Administration 3 Job Group increased from 114 in 2018 to 151 in 2019 and again to 163 in 2020. The ut ilization standard was met for all federally protected groups during a ll three reporting years. Tota l employees in the IT Computer Professional Job Group totaled 40 in 2018, increased to 43 during 2019 and remains the same for 2020. Similar to the Administration 3 Job Group, the ut ilization standard was met for all federally protected groups during a ll three reporting years. The Administrat ive Support Workers Job Group includes Administrative Assistants, Mail Service Workers and Office Assistant t itles. The Administrat ive Assistant group increased from 5 in 2018 to 8 for 2019 and remains the same for 2020. Nonetheless, the ut ilization standard was met for Females, Total Minorities, and B lack/African Americans. Underut ilization was deleted for Asian/Native Hawaiian/Other Pacific Islanders in 2018, increased to 1 in 2019 and remains the same for 2020. Although

25

Hispanic/Latino underutilization was 1 in 2018, it was deleted for 2019 and remains absent for 2020. Tota l employees in the Mail Service Workers all remains the same since 2018 at 7. Underut ilization has been absent for Total Minorities, Asian/Native Hawaiians/Other Pacific Islanders, B lack/African Americans or Hispanic/Latinos for a ll three reporting years. Female underut ilization was 2 during 2018, was reduced to 1 in 2019 and remains at 1 for 2020. Office Assistants decreased from 13 in 2018 to 7 in 2019 and slightly increased to 8 for 2020. Female underutilization was deleted in 2018 but increased and remains at 3 for 2019 and 2020. Nonetheless, the utilizat ion standard was met for Total Minorities, Asian/Native Hawaiian/Other Pacific Islander, B lack/African Americans and Hispanic/Latinos from 2018 to 2020. The Service Workers and Others Job Group includes Campus Peace Officer, Campus Peace Officer (Level 1) and Campus Security Assistants. During 2019 and 2020, total Campus Peace Officer employees remained at 5. Female underut ilization was 1 in 2019 and was deleted for 2020. The utilizat ion standard was met for a ll federally protected groups for both years. Faculty- Librarians (Non-Teaching) During 2019 and 2020 the ut ilization standard was met for a ll federally protected groups but the tota l group number decreased from 10 to 9, respectively. Faculty – Lecturers • Libera l Arts and Sciences, General Studies and Humanities In 2018, the group total was 7 and the utilization standard was met for Asian/Native Hawaiian/Other Pacific Islander. Underutilization was present for Females (2), Total Minority (2), B lack/African American (1) and Hispanic/Latino (1). There is no historical report ing data for 2019 or 2020 because total number of Lecturers was less than 5. Faculty -Professoriate • English/Language/Literature/Letters The total group number was 13 in 2018, decreased to 10 in 2019 and remains the same for 2020. The ut ilization standard was met for Total Minority, Asian/Native Hawaiian/Other Pacific Islander, and Hispanic Latino for a ll three reporting years. Underutilization was absent in 2018 but increased to 1 and remains as such for 2019 and 2020 for B lack/African American. • Fine and Applied Arts In 2018, the total group numbered 16 and the ut ilization standard was met for Asians/Native

26

Hawaiian/Other Pacific Islander, B lack/African American and Hispanic/Latino. Female (4) and Total Minority (1) underutilization existed during this year. In 2019, group total increased to 17 but Female (3) underut ilization decreased and Hispanic/Latino (1) underutilization increased. Nonetheless, the utilizat ion standard was met for Total Minority, Asian/Nat ive Hawaiian and B lack/African American. Total group decreased in 2020 to 16 and the ut ilization standard was met for Tota l Minority, Asian/Native Hawaiian/Other Pacific Islander, and B lack/African American. Hispanic/Latino underutilization remains at 1 since 2019. • Health Professions The total group number remains the same at 6 and the utilization standard was met for Asian/Native Hawaiian/Other Pacific Islander and Hispanic/Latino for a ll three reporting years. In 2018, the ut ilization standard was not met for Female (3), and Total Minority (1) but was absent for B lack/African American. During 2019 and 2020, the ut ilization standard was not met for Female (2), Tota l Minority (1) and B lack/African American (1). • History In 2018, the total group numbered 9 and the ut ilization standard was not met for Female (2), Tota l Minority (1) and Hispanic/Latino (1). During 2019, the total group remained at 9 but the ut ilization was deleted for Female, Total Minority, Hispanic/Latino and remains absent for a ll other protected groups. During 2020, this group increased to 12 and the utilization standard was met for a ll protected groups with the exception of Asian/Native Hawaiian/Other Pacific Islander (1) and Hispanic/Latino. • Languages and Literatures The total group in 2018 was 16 and the ut ilization standard was met for Total Minority, B lack/African American and Hispanic/Latino. The utilizat ion standard was not met for Female (7) and Asian/Native Hawaiian/Other Pacific Islander (1). For 2019, the total group remained the same and the ut ilizat ion standard was met for a ll federally protected groups except for Asian/Native Hawaiian/Other Pacific Islander (1). Finally, in 2020, total group increased to 18 and similar to 2019, the ut ilization standard was met for a ll federally protected groups except for Asian/Nat ive Hawaiian/Other Pacific Islander (1). • Librarians Non-Faculty Librarians in 2018 was grouped with the Faculty-Professoriate and tota led 8 reflecting that the ut ilization standard was met for all federally protected groups except for Black/African American (1). However, the ut ilization standards were met for 2019 and 2020 as referenced above. • Mathematics and Computer Science The total group number was 30 in 2019, 33 in 2019 and further increased to 35 in 2020. The ut ilization standard was met for Tota l Minority, Asian/Native Hawaiian/Other Pacific Islander, B lack/African American and Hispanic/Latino for a ll three reporting years. However, Female

27

underut ilization was 7 in 2018, decreased to 5 in 2019 and further decreased to 3 in 2020. • Philosophy The total group number was 14 in 2018, decreased to 13 in 2019 and remained the same for 2020. The ut ilization standard was met for Total Minority, Asian/Native Hawaiian/Other Pacific Islander and B lack/African American for a ll three reporting years. Female (2) underutilization remains the same for a ll three reporting years. The ut ilization standard for Hispanic/Latino was met in 2018 but remains the same at 1 for 2019 and 2020. • Psychology The total group number was 20 in 2018, decreased to 17 in 2019 and remains the same for 2020. The ut ilization standard was met for a ll three reporting years for Asian/Native Hawaiian/Other Pacific Islander and B lack/African American. Female underutilization was 8 in 2018, decreased to 3 in 2019 and remains the same for 2020. Total Minority underutilizat ion was 2 in 2018, increased to 3 in 2019 but decreased again to 2 for 2020. • Socia l Sciences The total group was 41 in 2018, decreased to 35 in 2019 then decreased again to 34 in 2020. The ut ilization standard was met for Tota l Minority, Asian/Native Hawaiian/Other Pacific Islander, and B lack/African American for a ll three report ing years. Female underutilization was 7 in 2018, decreased to 4 in 2019 and remains the same for 2020. The ut ilization standard was met for Hispanics in 2018 but underutilization increased to 1 in 2019 and remains the same for 2020. • Urban Education The total group in 2018 was 6 and 5 in 2020. The ut ilization standard was met for Female, Total Minority, B lack/African American and Hispanic/Latino for both years. The ut ilization standard was not met for Asian/Native Hawaiian/Other Pacific Islander in 2018 but underutilization was deleted in 2020. The current fiscal climate for The C ity University of New York, New York State and New York C ity only a llows for placement goals and strategic outreach planning for some current recruitment opportunities -inclusive of grant funded positions – this year. As such, The Graduate Center will cont inue its support of the University’s and its own campus mission of diversity and inclusion targeted outreach to further eliminate or reduce underut ilization in 2021.

OT HER ANALYSES

P ersonnel Activity

We review personnel actions for adverse impact (selections at substantially different rates for different groups). The Chief Diversity Officer reviews activity for all job groups and reports results for those groups with

28

a material number of actions and applicants. However, the economic downturn brought on by the COVID-19 pandemic, caused the University to institute a freeze on all new full-time and part-time personnel hiring, and all other personnel actions that result in a salary increase (other than contractual increases).

A Vacancy Review Board (VRB) process was put in place by the University to guide campuses on how to review and consider exceptions relevant to the hiring freeze, prior to University approval. VRB exemption requests were then submitted to The Graduate Center’s internal Personnel Actions Review Committee (PARC) and finally approved by President. The committee reviewed all personnel actions, assessed the function of each position and its direct impact on core and essential business operations to ensure that the college can afford to make personnel decisions. In addition, all requests to the VRB had to be fully funded and accompanied by a detailed justification.

The required criteria for VRB consideration are as follows:

• Posit ions must be directly related to safety, academic excellence, strategic investments, operat ional disruption or cost reduct ion and;

• Posit ions must be part of the college’s financial plan and be fully funded by the college.

The Graduate Center’s Personnel Actions Review Committee (PARC)

During November 2019, The Graduate Center revised its tax-Levy personnel actions review process which covered recruitment, salary increases, reclassification and level changes applicable to employees in the Executive Compensation Plan (ECP), Higher Education Officer (HEO) Series titles, classified managerial and non-managerial civil service titles and part-time hourly titles (Non-Teaching Adjuncts, College Assistants and hourly classified civil service). The Graduate Center’s Revised Personnel Actions Review Process did not cover actions for faculty, Research Assistant, Research Associate or Teaching Adjunct positions.

Given the emerging fiscal outlook, The Graduate Center’s personnel actions review process was modified to include a ll full-time and part-time titles. For details of the updated process, forms and list of documents are listed below as follows:

1) Personnel Actions Review Committee (PARC) Process [PDF] - 05/28/2020 2) Recruitment Request Form for Full-Time Positions [PDF] - 05/28/2020 3) Appointment/Recruitment Request Form for Part-Time Positions [PDF] - 05/28/2020 4) Salary Increase, Increase in Hours, Reclassification and Level Change Request Form for Full-Time and

Part-Time Employees [PDF] - 05/28/2020

PARC consists of five of the following Graduate Center senior leaders that meet every week to review actions submitted from the previous week:

• Brian Peterson, Interim Senior Vice President for Finance and Administrat ion • Pinar Ozgu, Interim Vice President for Inst itut ional Equity and Human Resources • Dr. Martin Ruck, Senior Advisor to the President for D iversity and Inclusion • Patt i Myatt, Executive Director of Academic Affairs • Kimberly McBryan, Chief of Staff to the President

Appendix F provides details of faculty receiving tenure/CCE status effective during the past plan year, covering those awarded tenure, hired with tenure (includes faculty rehired after long-term leaves), and denied tenure.

29

A ppendix F provides net changes by job group:

• Job Act ions by Gender and Ethnicity • Faculty Tenure Actions by Gender and Ethnicity.

To analyze net changes by job group, we compare employee title changes between two reference dates (June 1, 2019 and June 1, 2020). We note hires, moves to a higher or lower job group, moves within a job group, and separations. This produces a reasonable estimate, but may leave out some act ions, such as an employee changing job groups more than once over the year. Employees who leave one job group to take a position in another are reported as separated from one group and joining another. We consider transfers between CUNY units as a separation from one and a hire in the other. Tenure is a permanent status granted to professoria l faculty and College Laboratory Technicians. Lecturers are eligible for a similar status, Certificate of Continuous Employment (CCE). Individuals are eligible after meet ing service requirements. For professoria l faculty, there are additional reviews resulting in tenure recommendat ions to the President. We may hire some senior faculty with tenured status. For this reporting year, 1 male White Chief Executive (i.e.; Interim President) hire occurred. New hires in the Faculty Professorial Job Group (includes Library) totaled 24, representing 10 men (42%), 13 (54%) women, 1 (4%) non-specific gender candidate and 9 (38%) minorit ies. Minority hires represented 4 (17%) Asians, 3 (13%) African Americans and 2 (8%) Hispanic/Latinos. Of these hires, 4 occurred with tenure, and 2 faculty members gained tenure represent ing 3 (50%) minorities and 3 (50%) non-minorities. Also, 18 separations occurred for 11 (61%) men, 7 (39%) women and 4 (22%) minorities. In the Administration 1 (Execut ive) Job Group, 2 White females were hired and 3 other employees (2 White Females and 1 White male) were approved for advancement. Further, 3 (75%) males and 1 (25%) female -a ll White- separated from the campus. In the Administration 2 (Managers) Job Group 9 hires comprised of 5 (56%) males and 4 (44%) females, inclusive of 2 (22%) minorities representing 1 (22%) Asian and 1 (22%) African American. Approved advancements included 1 Asian and 2 White employees. Separations tota led 6 for 1 (17%) male, 5 (83%) females. Of these, 2 (33%) employees identified as African Americans. In the Administration 3 (Professional) Job Group, 33 hires occurred for 12 (36%) males, 21 (64%) females and 17 (52%) minorities represent ing 9 Asians (27%), 6 (18%) African Americans, 2 (6%) Hispanic/Latinos. There were 5 advancements approved for 1 African American and 4 Hispanic/Latinos. Finally, 21 employees separated from the campus or moved to another job group representing 3 (14%) males, 18 (86%) females. Minority separations totaled 13 (62%)

30

represent ing 2 (10%) Asians, 4 (19%) African Americans, and 7 (33%) Hispanic/Latinos. In the IT Manager Job Group, 2 male hires occurred represent ing 1 (50%) African American and 1 (50%) White. There were no minority separations. Similarly, there were 2 hires of 1 (50%) male and 1 (50%) female in the IT Computer Professional Job Group, representing 1 (50%) minority and 1 (50%) White. For the Administrative Support Workers Job Group, 2 female Hispanic/Lat ino hires occurred through Civil Service Hiring Pools and 1 female African American separated from the campus. Fina lly, within the Service Workers and Others Job Group, 1 (33%) male White and 2 (67%) female African Americans joined the GC. A total of 4 separations occurred representing 3 (75%) African Americans and 1 (25%) White.

R ecruiting Activity CUNY is committed to equitable practices to recruit a diverse and highly qualified workforce. Prior to post ing a job vacancy, the Chief Diversity Officer reviews physical and mental qualifications and posting language in general. The Chief D iversity Officer a lso reviews Recruit ing Plans for intended outreach. We conduct most faculty and administrative hir ing by appointing a diverse Search Committee. The Chief Diversity Officer provides an orientat ion, or “charge”, to committee members on effect ive selection practices, including practices a imed at reducing potential for bias. The Chief D iversity Officer reviews applicant pools for sufficient representation and cert ifies pools prior to committee review, and reviews selections again as searches near completion. Federal guidelines state adverse selection may occur when any one group (protected or not) has a selection rate less than 80% of the selection rate of the most-selected group. A ppendix G summarizes recruit ing and selection by job group for searches concluded with a job offer between June 1, 2019 and May 31, 2020. We report a ll searches resulting in an offer. For some searches, notably faculty, there is a t ime gap between offer and start dates. To avoid a lag in reporting, we include searches based on date of accepted job offer, even if the employee has not started work before June 1. As per federal Internet Applicant Guidelines, we consider an “applicant" to be someone who applies to a specific opening, has the minimum qualifications, is considered, and does not withdraw. We analyze applicant pools and selection rates for interviews, offers, and hires. The Chief Diversity Officer reviews applicant self-identification data and determines if there is a need to adjust recruiting and outreach plans. Note that recruitment activity differs from the above “Personnel Activity” analysis because it excludes any other type personal actions (i.e. movement within a job group considered a hire, search waivers, etc.).

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During 2020, The Graduate Center approved 49 searches. All searches combined totaled 3,281 applicants, representing 1,265 (39%) females, 1,428 (44%) males, and 566 (17%) other applicants that did not identify a specific gender. Minority applicants tota led 1,793 (55%) and veterans and disabled applicants yielded 60 (2%) and 139 (4%) applications respectively. Tota l interviews were 183 representing 67 (37%) for males, 89 (49%) for females, 27 (15%) for others that did not identify a specific gender, and 89 (49%) minorities. Interviews for veterans was 2 (1%) and 8 (4%) for individuals with disabilities. Although a total of 33 offers were made, 32 resulted in hires representing 11 (34%) males, 18 (56%) females, and 3 (9%) others that did not identify a specific gender. A tota l of 13 (41%) minority hires occurred. Finally, there were no offers or hires for veterans or individuals with disabilities. In the Faculty Professorial Job Group, applicants totaled 895 with 485 (54%) males, 152 (17%) females, 251 (28%) others that did not identify a specific gender, 376 (42%) minorities, 13 (1%) veterans, and 23 (3%) for individuals with disabilities. Tota l interviews were 41 representing 19 (46%) for males, 9 (22%) for females, 13 (32%) for other non-gender specific candidates,15 (37%) minorities, and 1 (3%) individual with a disability. There were no Interviews for veterans. Finally, there were 5 offers that yielded 5 hires for 1 (20%) male, 3 (60%) females, 1 (20%) other candidate that did not identify a gender, 2 (40%) minorities. There were no offers extended to veterans or individuals with disabilities. In the Administration 1 (Execut ive) Job Group, 16 applicants comprised of 8 (50%) males, 6 (38%) females, 2 (13%) others that did not identify a specific gender and 6 (38%) minorities. Two interviews represented 1 (50%) male and 1 (50%) female that yielded 1 female (White) hire. No veterans or individuals with disabilities received an offer. For the Administration 2 (Managers) Job Group, there were a total of 431 applicants that included 133 (31%) males, 257 (60%) females, 40 (9%) others that did not ident ify a specific gender and 216 (50%) minorities. Veterans and individuals with disabilities totaled 6 (1%) and 27 (6%) respect ively. Interviews totaled 43 for 12 (28%) males, 27 (63%) females, 4 (9%) others that did not identify a specific gender, 13 (30%) minorit ies, 1 (2%) veteran and 5 (12%) individuals with disabilities. Tota l offers were 8 that yielded 7 hires of 3 (43%) males, 3 (43%) females, 1 (14%) other candidate that did not identify a specific gender, and 1 (14%) minority. No veterans or individuals with disabilities received an offer. In the Administration 3 (Professional) Job Group, applicants totaled 1,412 comprised of 447 (32%) males, 760 (54%) females, 192 (14%) others that did not identify a specific gender, 813 (58%) minorit ies, 18 (1%) veterans, and 63 (4%) individuals with disabilities.

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Interviews tota led 99 for 34 (34%) males, 52 (53%) females, 13 (13%) others that did not ident ify a specific gender, 59 (60%) minorities, and 2 (2%) individuals with disabilities. No interviews occurred for veterans. Tota l offers and hires were 19 representing 6 (32%) males, 12 (63%) females, 1 (5%) other candidate that did not identify a gender, and 10 (53%) minorities. No veterans or individuals with disabilities received an offer. IT Computer Professionals yielded 527 applicants comprised of 355 (67%) males, 90 (17%) females, 81 (15%) others that did not identify a specific gender, 382 (72%) minorit ies, 23 (4%) veterans, 26 (5%) individuals with disabilities. Interviews tota led 12 for 6 (50%) males, 2 (17%) females, 4 (33%) others that did not identify a specific gender, 8 (67%) minorities, 1 (8%) veteran, and 1 (8%) individual with a disability. A tota l of 2 hires 1 (50%) male, and 1 (50%) female Hispanic/Latina. No veterans or individuals with disabilities received an offer. During 2020, we made 8 exception hires through a Search Waiver process for 4 females and 4 males, representing of 3 minorities. There was 1 faculty (Asian) male hire in the Ph.D. Program in Sociology, 2 faculty (White) male hires in the Stone Center on Socio-Economic Inequality, and Ph.D. Program in Music, respectively, 2 female administrative hires (1 Asian; 1 White) at the ASRC, 1 female (White) hire in the Ph.D. Program in Music, 1 (Hispanic/Latino) male administrative hire in the Ph.D. Program in Comparative Literature, and 1 female (White) hire in the Ph.D. Program in Art History, within the Research titles. These hires represent situat ions where extraordinary circumstances made it highly unlikely that we could fill the positions competitively. We a lso grant waivers for positions representing a t ransfer of funding sources. The Chief D iversity Officer and University Management approve waiver applications.

C iv il Service Hiring The GC part icipated in 1 university-wide hiring pool for C lassified Civil Service vacancies. Applicants who are pre-qualified based on an examination score indicate their interest in working at one or more units, and each establishment interviews and hires according to C ivil Service regulations. We report those applicants expressing an interest in our unit at the hir ing pools. CUNY’s Office of Human Resources Management administers and validates Civil Service examinations and maintains records of applicants and exam results. During July 1, 2019 and June 2020, the GC’s Office of Human Resources participated in the CUNY Campus Peace Officer hir ing pool that yielded 1 African American male Campus Security Assistant hire and 2 hires in the Campus Peace Officer Job Group for 2 African Americans, 1 male and 1 female.

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C ompensation

Employee pay plans are governed by bargaining unit contracts, Civil Service regulations, Prevailing Wage determinations, and/or university policies. Plans include the Executive Compensation Plan (ECP), Faculty and Non-Teaching Instructional Staff Pay Plan, C lassified Civil Service Plans for Managerial and Non-Managerial Personnel, and Prevailing Wage schedules for Skilled Trades. CUNY’s Trustees review and approve a ll pay plans.

The Chief Diversity Officer reviews overall practices such as:

• Sett ing of Starting Sa laries• Performance-Based Pay• Pay Increases Upon Promotion• Tracking of Compensation Decisions• Document Retention• Assignment of Overtime/Additional Assignments

In addit ion, the GC’s Personnel Action Review Board meets on a weekly basis to review and approve new personnel requests (for hiring, promotion, reclassification) which provides an addit ional layer of oversight to ensure equitable compensation and assignment of dut ies to staff.

Although the GC’s current ability to hire for new positions and address compensation related issues are somewhat limited due to New York State’s hiring freeze, and the hiring and compensation limitations mandated by the University’s Vacancy Review Board, he GC is committed to reviewing and addressing compensat ion inequities within the same titles.

The Chief Diversity Officer shared this year’s compensation report with the President and Provost on September 10, 2020. The Office of Human Resources is also made aware of compensation concerns for consideration on an ongoing basis. However, as stated above, the economic downturn brought on by the COVID-19 pandemic, caused the University to institute a freeze on all new full-time and part-time personnel hiring, and all other personnel actions that result in a salary increase.

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PART THREE: ACTION-ORIENTED PROGRAMS This sect ion provides a qualitat ive assessment of prior-year goal attainment and details efforts a imed at achieving next year’s goals. Part Three contains:

• Prior-Year Programs

• 2020-2021 Planned Programs

• Ongoing Activit ies

• Internal Audit and Reporting.

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P RIOR-YEAR PROGRAMS As noted earlier, events related COVID-19 have limited some implementation plans. Nonetheless, The Graduate Center undertook the following steps to support Affirmative Action and create a climate of inclusion:

S ummary o f Campus Programs, 2019-2020

Program Impact/Job Group

HR Connect (cuny.edu) To share bi-monthly employee news about important announcements and events related to campus and CUNY Life.

GC Self – ID Campaign for Veterans and Individuals with D isabilit ies sponsored by The Graduate Center’s Office of Human Resources

Compliance with Federal legal mandate and afforded employee opportunities to review and revise all CUNYfirst personal data (gender, ethnicity, military and disability status).

Discovery Time @ https://www.gc.cuny.edu/About- the-GC/Administrative-Services/Human- Resources/Training-Professional-Development

To enhance GC employee knowledge, skills and competencies, a program created by the Office of Human Resources.

Compliance and Diversity Office Training workshops on Title IX Awareness, EEO and Diversity and Inclusion in the Workplace

Support Title IX compliance trainings and employee engagement trainings in areas of diversity, inclusion, non-discrimination and compliance (i.e.: JCOPE, ESPARC, and Workplace Violence)

55-a Program - Department of Citywide Administrative Services (nyc.gov)

To afford exemption of prospective employees with disabilities from NYS/CUNY Civil Service Examination requirements. http://www2.cuny.edu/employme nt/

2 0 20-2021 PLANNED PROGRAMS In this sect ion, we affirm placement goals and key initiatives.

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P lanned Campus Programs, 2020-2021

Program Expected Impact/Job Group

The Graduate Center, CUNY - Office of Human Resources Events | Eventbrite

Supports the GC’s vibrant , diverse and inclusive employee community on mandated and other trainings and events.

COVID-19 and Reactivat ion Planning (cuny.edu)

To support and engage the GC’s campus community on health and safety.

NYS COVID-19 Response: Return to Work Tra ining

Mandated University safety training for faculty, staff and students prior to returning to campus space.

Compliance and D iversity Committee Increase staff and student diversity and campus programming.

D iversity, Equity and Inclusion Initiative Engage a diversity, equity, and inclusion consultant to evaluate MHC operations and help create and implement a professional development plan for staff.

GC Presents (cuny.edu) To invite and engage the GC community, a lumni, the CUNY Community and the public on to its diversity and inclusion programs.

Events – CLAGS: Center for LGBTQ Studies Fa ll 2020 Public Programming Promoting D iversity and Inclusion.

ONGOING ACTIVITIES Graduate Center staff member(s) participate in HR Council Meetings, Higher Education Officer Series Committee, D iversity and Inclusion Committee and working groups. The Office of Human Resources staff engage in several professional development opportunities provided by LinkedIn, and internal mandated trainings. CUNY’s headquarters Office Human of Resources Management:

• Lists job vacancies with State Workforce Agencies and Veterans’ centers • Maintains consolidated advert ising programs, including job boards serving Veterans,

Individuals with D isabilit ies, women, and protected minorities • Maintains social media accounts for recruitment and employment branding • Advert ises and administers C ivil Service examinations

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• Distributes training materials on effect ive recruiting and selection • Provides tra ining and updates to Chief D iversity Officers.

Two years ago, CUNY implemented an on-line training program for faculty and staff on sexual harassment prevention ent itled Employee Sexual Misconduct Prevention and Response Course (E-SPARC). We regularly review training completion records and follow-up with individuals who have not part icipated to ensure they take the sexual harassment training. Recruitment policies support diverse applicant pools through:

• Required posting of open positions and of C ivil Service Not ices of Exam; typical faculty vacancies are posted for 30-60 days and administrative vacancies are posted for 14-30 days

• Collecting applications in a single system where pre-established screening practices may

be applied • Invit ing candidates to self-identify race/ethnicity, gender, veteran status, and disability

status when applying; data is kept confident ially and used to analyze applicant pools • For many posit ions, a diverse Search Committee evaluates candidates according to

consistent, job-related criteria.

I NTERNAL AUDIT AND REPORTING The Chief Diversity Officer posts and distributes notices of policies, new/revised regulations, and similar compliance information, and makes the Affirmative Action Plan available for public inspect ion. He/she a lso integrates compliance informat ion into training programs for faculty, students, and staff. The Chief Diversity Officer ’s responsibilities for audits and reviews include

• Monitoring personnel actions, including new hires, t ransfers, promotions, and terminations • Monitoring employee self-identificat ion programs • Reviewing recruiting outreach and advertising • Monitoring complaints/incident reports which may indicate underlying trends • Reviewing personnel practices and the Affirmative Action Plan with management

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• Advising management of program effectiveness and providing recommendations for improvement.

The Chief Diversity Officer works collaboratively with the Office of Human Resources to assure employment records, including records in CUNYfirst (HR Information System) are complete, accurate, and up-to-date. This involves an annual audit of a ll recruitment and search related act ions. Another audit resource tool created and implemented since 2016 by the Compliance and D iversity Office, is the “Search File Checklist” form. This form provides search committees guidance in accordance with university search documentation retent ion guidelines. Finally, the Compliance and D iversity Office in conjunction with the Office of Human Resources, audits a ll end of year search actions provided by the university, to confirm CUNYfirst recruitment and appointment data accuracy.

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PART FOUR: INDIVIDUALS WITH DISABILITIES AND PROTECTED VETERANS Federal regulations mandate Affirmative Action plans address hiring and advancement of Individuals with D isabilit ies and Veterans. Part Four, as mandated by regulation, conta ins:

• Equal Opportunity and Non-Discrimination Policy • Review of Personnel Processes • Review of Physica l and Mental Qualifications • Reasonable Accommodat ions • Harassment Prevent ion Procedures • External Policy Disseminat ion

• Outreach and Positive Recruiting • Internal Policy D issemination

• Implementation Responsibility • Training • Audit and Reporting System • Benchmark Comparisons

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E QUAL OPPORTUNITY AND NON-DISCRIMINATION POLICY

The City University of New York (“University” or “CUNY”), located in a historically diverse municipality, is committed to a policy of equal employment and equal access in its educational programs and activities. D iversity, inclusion, and an environment free from discrimination are central to the mission of The University.

It is the policy of The University—applicable to all colleges and units— to recruit, employ, retain, promote, and provide benefits to employees (including paid and unpaid interns) and to admit and provide services for students without regard to race, color, creed, national origin, ethnicity, ancestry, religion, age, sex (including pregnancy, childbirth and related condit ions), sexual or ientation, gender, gender ident ity, marital status, partnership status, disability, genetic informat ion, alienage, citizenship, military or veteran status, status as a vict im of domestic violence/stalking/sex offenses, unemployment status, or any other legally prohibited basis in accordance with federal, state and city laws.

It is also The University’s policy to provide reasonable accommodations to applicants, employees and other persons on the basis of disability, religious pract ices, pregnancy or childbirth-related medical condit ions, or status as victims of domest ic violence/stalking/sex offenses.

This Policy also prohibits retaliation for reporting or opposing discr iminat ion, or cooperating with an investigation of a discrimination complaint.

The C ity University of New York is committed to a policy of equal employment and equal access in its educational programs and other activities. D iversity, inclusion, and an environment free from discrimination are central to CUNY’s mission. Further details are available at CUNY policy s i te: https://www.cuny.edu/about/administration/offices/hr/policies -and-procedures/.

R EVIEW OF PERSONNEL PROCESSES We seek to ensure personnel processes support equal employment opportunity for employees and applicants who are Individuals with D isabilities and/or Protected Veterans. We periodically review practices for potential barriers to employment, t raining, and promotion. Personnel practices do not stereotype Individuals with D isabilities or Protected Veterans or otherwise limit access to employment. We include Individuals with D isabilities and Veterans in media such as college publications and websites. We invite employees to self-identify through an online self-service system. We invite applicants to self-identify through CUNY’s online applicant tracking system. CUNY maintains appropriate security measures for confidentiality of personal data. We last conducted a self-identificat ion campaign on August 28, 2020 and plan to have the next

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comprehensive campaign during spring or fa ll 2021.

R EVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS We ensure physical and mental qualifications are job-related and consistent with business necessity and safety. We periodically review physical and mental qualifications as they relate to employment, t raining, and promotion. We review position requirements before list ing a job vacancy. We review any new job qualifications or conditions to ensure they would not screen out qualified Individuals with D isabilit ies or Protected Veterans. CUNY’s Civil Service unit reviews job requirements prior to issuing new or revised Civil Service job descript ions. The university a lso provides a checklist for planning a recruit ing effort with a sign-off on job requirements.

R EASONABLE ACCOMMODATIONS We provide reasonable accommodations to Individuals with Disabilities and D isabled Veterans in employment matters. Reasonable Accommodations for Employees As per CUNY Procedures for Implementing Reasonable Accommodat ion and Academic Adjustments, Human Resources D irectors are responsible for responding to accommodation requests by applicants, employees, contractors, visitors, and others. The contact for accommodation requests is:

Name: David Boxill Tit le: Execut ive D irector of Human Resources Phone:212-817-7700 Email: [email protected]

CUNY Procedures for Implementing Reasonable Accommodation and Academic Adjustments is available at C lick for CUNY's Policies (https://www.cuny.edu/about/administration/offices/hr/policies -and-procedures.html). Information for applicants for employment is provided on the Employment Page of the CUNY Website and (where provided on campus website). The statement reads:

Any applicant who requires an accommodation for a disability in order to apply for a posit ion or proceed with the job search process should contact the Human Resources office at the College posting the position (see CUNY employment site:

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https://www.cuny.edu/employment/campus-hr.html) or contact the Office of Recruitment and D iversity at [email protected] or at 395 Hudson St., New York, NY 10014.

We provide reasonable accommodations to individuals based on: a disability; pregnancy, childbirth, or medica l condit ion related to pregnancy or childbirth; religious practice; and status as a victim of domestic violence, sex offense or stalking.

This past year:

• While recognizing requests may be resolved informally, we documented four employeeaccommodation requests with no outstanding appeals.

• No job applicant accommodation requests were received this year.• No campus facilit ies were upgraded. However, the Dormitory Authority of New York

(DASNY) is completing a $2 million upgrade to GC’s existing cooling system (HVACSystem). For more information click here.

• Remote support during the pandemic is made available to the Macaulay community at:Information Technology (cuny.edu)

Reasonable Accommodations for Students

• In the program year, there were 162 students reg istered with GC Student D isability Services (SDS).

• Students who received services and graduated in the program year are: eight Ph D s, seven Masters, one Masters @SLU, three Advanced Certificate @SLU; three students discont inued Ph D programs after receiving a Masters.

• The nature of accommodations has shifted during distance learning due to COVID-19.

Fewer students who are entitled to extended t ime for exams need their exams proctored

by SDS, because more exams are taking place on B lackboard or as “take-home” exams.

Current ly, there is no need for SDS staff to deploy ergonomic furniture and assist ive

devices to classrooms, as the building is closed.• On the other hand, the need for alternative formats of materials has not changed, and it

has become more difficult to get the materials with no access to physical books from the CUNY libraries and inter-library loan.

• The increased screen-time exacerbates certain conditions, and so a new accommodation implemented has been permission to turn off the camera andpart icipate via typed chat during synchronous class meet ings. In addit ion, students who have an accommodation of hard-copy materials have received paper and ink for their printers at home, so that they can print without an undue financial burden. More students have been g iven access to screen reading assistive software.

• Requests have increased for assistance negotiating extensions, , withdrawals, and leaves of absence.

The Wellness Center

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• In the program year, the Wellness Center provided counseling services to over 200 GCstudents, despite the major disruption caused by the COVID pandemic. These servicesincluded short term individual counseling, group counseling, referra l for medicat ion andongoing psychotherapy, and academic support counseling. The Wellness Center hasupgraded its website to opt imize service to our students, and have prepared a series of on-line videos addressing COVID-related stresses.

• Also new this academic year is an Academic Support Group for Black-Identified Students.The Wellness Center has an ongoing LGBTQIA+ group, a Navigating Multicultural Identitiesin Academia Support Group, an Ongoing Challenges in Graduate Student Life group, aGraduate Parent Support Group, a Dissertation Completion Support Group, and a Master ’sThesis/Capstone Project Support Group.

• The Wellness Center conducts a range of well-attended workshops on relevant includingmindfulness, the imposter syndrome, procrastinat ion. New this year are a Race-basedTrauma workshop, a Conscious Drinking workshop, and workshops entitled “You’re nota lone: Managing anti-Asian discrimination as a result of COVID-19,” “COVID-19 GriefWorkshop,” “A B lack Space for B lack Students: Ta lking Anti-Black Violence and Racism inthe Academy,” “Connection and Care: A Healing Space for LGBTQ Students During COVID-

19,” and “The Imposter Syndrome – Experiences of B IPOC Graduate Students.”• The Wellness Center ’s Student Health Services, which has provided direct patient care in

the past , is on indefinite hiatus; a section of the Wellness Center website provides up-to-date referral sources for medical care and information on COVID and other health issues.

H ARASSMENT PREVENTION PROCEDURES

CUNY has developed ant i-harassment policies and procedures concerning Individuals with D isabilit ies and Protected Veterans. The 504/ADA Coordinator reviews personnel practices to ensure access and non-discrimination for Individuals with D isabilities. The Chief Diversity Officer reviews practices for Veterans.

E XTERNAL POLICY DISSEMINATION

Each job vacancy announcement includes a summary of CUNY’s policy.

CUNY posts its Non-Discrimination Policy on its employment website (Click for CUNY's Employment Page (https://www.cuny.edu/employment) .

CUNY's Office of Labor Relations provides an annual notice of our policies to labor unions. Our establishment (or the university, as appropriate) sends written not ice of the Affirmative Action Policy to subcontractors, vendors, and suppliers, request ing compliance.

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OUTREACH AND POSITIVE RECRUITING

S ummary o f Prior-Year Outreach During the program year, we made the following outreach efforts to Veterans and Individuals with D isabilit ies:

P rogram / Effort Im pact/Discussion

GC Extended Recruiting Outreach to Women, Minorit ies, Veterans and Individuals with D isabilit ies

Increased applicant pools and interviews in these categories (See Appendix G)

D irect Employers Job Alliances and CUNY Leads Program JobAlliancesList .pdf (nlx.org), http://www2.cuny.edu/current-students/student-affairs/student-services/disability/cuny-leads/

See Appendix G

P lanned Outreach for 2020-2021 We plan to pursue the following next year:

P rogram / Effort G oals/Expected Impact

Due to current budgetary concerns, there are only a limited number of recruiting activities planned at this t ime. However, outreach efforts when authorized, will continue through CUNY Leads and D irect Employers (See links below)

Further reduce or delete underut ilization at the program or departmental level.

University Supported Self-Identification Campaigns for Individuals with Disabilities and Veterans

To further increase applicants, interviews and hires. See Appendix G for last year’s recruit ing results.

Expand outreach to addit ional organizations, women, minorities disabilities and individuals with disabilities. Professional-Organizations-for-Women-and-Minorities-1.pdf (cuny.edu)

To further increase offers and hires as compared to this year. See Appendix G for last year’s results.

For a complete listing of outreach efforts to Veterans and Individuals with D isabilities, go to: https://directemployers.org/diversity-partners/ and CUNY Leads at http://www2.cuny.edu/current-students/student-affairs/student-services/disability/cuny-leads/ (Note: Graduate Center students may gain CUNY employment during their academic pursuits). O ngoing efforts include:

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• Disseminating information concerning employment opportunities to outlets reaching

D isabled Veterans, other Protected Veterans, and Individuals with D isabilities

• Advert ising job openings with a variety of external resources, including required report ing to the New York State Labor Department and related agencies

• Filing the annual federal VETS-4212 report

• Assist ing Veterans with a passing score on a competitive C ivil Service examination to

apply for additional points based on Veteran or Disabled Veteran Status (as per NY State statute)

• Assist ing qualified Individuals with Disabilities with to classified competitive C ivil Service

t it les without an examinat ion (as per NY State statute).

I NTERNAL POLICY DISSEMINATION To foster positive support for Affirmative Action programs for Protected Veterans and Individuals with D isabilit ies, we have:

• Included policies in manuals and other publications

• Expla ined policies and individual responsibilities to senior management and supervisors

• Conducted training for employees involved in recruitment, selection, and promotion decision-making

• Discussed policies in employee orientation and management training programs

• Posted CUNY Procedures for Implementing Reasonable Accommodation and Academic

Adjustments on bulletin boards, a long with the CUNY Policy on Non-Discr iminat ion (which a lso covers protection from harassment on the basis of disability)

I MPLEMENTATION RESPONSIBILITY As part of its efforts to ensure equal employment opportunity to D isabled Veterans, other Veterans, and Individuals with Disabilities, we have designated specific responsibilities.

T h e President President Robin Garrell oversees Affirmative Action and compliance programs. She appoints a 504/ADA Coordinator to oversee compliance and provides support and resources for Affirmat ive Action and compliance. The 504/ADA Coordinator and the Chief D iversity Officer

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report issues uncovered in interview reviews to the President who oversees appropriate responses.

5 04/ADA Coordinator

As 504/ADA Coordinator, Matthew Schoengood, Vice President for Student Affairs):

• Chairs 504/ADA Committee • Monitors 504/ADA compliance • Reviews and resolve issues such as disputed accommodation decisions • Maintains records of accommodation requests and outcomes

• Ensures records are stored securely and confidentiality is mainta ined • Provides tra ining as needed on issues related to Individuals with Disabilities.

5 04/ADA Committee The 504/ADA Committee advises the 504/ADA Coordinator. It includes representatives from various departments, and programs, including programs for Veterans and Individuals with Disabilities. Members are:

• Matthew Schoengood, VP for Student Affa irs (504 / ADA Compliance Coordinator) • Patrick Smyth, Student, Ph. D . Program in English • Clare Wilson, D isability Services Manager • Kennedy Stromberg, Student, MA Program in Cognit ive Neuroscience • Ela ine Mont illa , Assistant Vice President for Informat ion Technology and Chief

Informat ion Officer • Emily Drabinski, Act ing Chief Librarian • Charles Scott , D irector of Facilit ies Services and Campus Planning • Alyson Cole, Professor and Execut ive Officer, Ph.D. Program in Polit ica l Science

O ther Officials Other officials assume help assure compliance with regulations through working with management to fund, identify and implement accommodations and other accessibility improvements. Provide details of any other groups here, for example committees related to Veterans’ a ffairs

U niversity Management CUNY’s Office of Recruitment and Diversity reports summary stat istics, posted at: Recruitment & D iversity – The C ity University of New York (cuny.edu)

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TRAINING

We assure individuals involved with recruitment, selection, promotion, disciplinary actions, t ra ining, and similar activities receive an orientation on relevant rules and regulations and the Affirmat ive Action Plan.

The Graduate Center President invited the Chief D iversity Officer and other senior administrators attend the CUNY Career Compass - Splash (splashthat.com), a leadership conference for women, sponsored by the Office of the Chancellor and hosted by John Jay College.

The Graduate Center’s Office of Human Resources -through its bi-monthly newsletter HR Connect (cuny.edu) invites a ll employees to participate in various professional development tra inings on LinkedIn, at The Graduate Center via Zoom and other University sponsored programs. One section of this newsletter focuses on “New Hire Updates” that list individual employees and how they will contribute to their professional teams. This welcoming and inclusive section a lso invites a ll new hires to submit a “Fun Fact” about themselves they wish to share with the campus community.

This year, employees and campus student(s) serving on search committees part icipated in severa l mandated search committee trainings on University guidelines and best practices CUNY Search Committee Guide and provided outreach resource Graduate Center Advertising Resource Guide created by the Compliance and Diversity Office on diversity and inclusion based on underutilization, unconscious bias, sa lary and unemployment history legislation

Past trainings made available at The Graduate Center, CUNY - Office of Human Resources Events | Eventbrite included topic areas of Reasonable Accommodations, Managing from a D istance, Overview of Ta lent Management, Managing Employees in an Unionized Environment, New Hire/Onboarding Orientat ions and more.

Addit ional Graduate Center Training & Professional Development (cuny.edu) workshops are made available to a ll employees.

A U DIT AND REPORTING SYSTEM

The Chief Diversity Officer audits the effect iveness of outreach and Affirmative Action programs in general and monitors recruitment practices and discrimination claims related to status as a Veteran or Individual with a Disability.

The 504/ADA Coordinator oversees audit and reporting in support of Individuals with D isabilit ies. He/she identifies and addresses barriers to access and evaluates remedial actions.

Both individuals report findings to the President and/or designee.

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B ENCHMARK COMPARISONS

S taffing A ppendix H summarizes Individuals with Disabilities by job group. The US Department of Labor suggests a benchmark of 7% for each job group. There is no requirement to calculate underut ilization or set placement goals. There is no guideline for Veteran utilizat ion.

H i ring Rates The Exhibit on the following page illustrates hir ing rates for Veterans and Individuals with D isabilit ies as compared with previous plan years, presented as prescribed by the US Department of Labor. In March 2020, the federal benchmark Hiring Rate for Veterans was set at 5.7%, representing the prevalence of veterans in the United States workforce. The previous rate from March 2019 was 5.9%. There is no hiring rate benchmark for Individuals with D isabilities. The Graduate Center hiring rates for veterans and individuals with disabilities fluctuates annually dependent on voluntarily self-identification during the recruitment process and post onboarding. CUNY’s fiscal climate next year, will determine our continued extensive outreach efforts at the University (CUNY Recruitment Resources) and at campus level ut ilizing its own Graduate Center Advertising & Networking Resource Guide (cuny.edu), the Compliance and D iversity Office shares with every search committee during their charge .

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Ex hibit: Benchmark Comparisons for Veterans and Indiv iduals with D isabilities

Veterans Hiring Rate B enchmark The benchmark, established annually by the US Department of Labor, is 5.7% as of March 2020.

Factor 2 019-2 020

2 018-2 019

2 017-2 018

B enchmark 5 .7% 5 .9% 6 .4% A. Number of applicants who self-identified as Veterans

before an offer of employment is made 60 95 10

B. Total number of job openings 49 92 12 C. Total number of jobs filled 32 87 11 D. Total number of applicants for a ll jobs 3,281 6,527 830 E. Number of Veteran applicants hired 0 0 0 F. Total number of applicants hired 32 87 13

H iring Rate (E divided by F) 0% 0% 0% W as Benchmark Met? (Yes/No) No No No

H i ring Rate, Individuals with Disabilities There is no recommended hiring benchmark for Individuals with D isabilities.

Factor 2 019-2 020

2 018-2 019

2 017-2 018

A. Number of applicants who self-identify as Individuals with D isabilities before an offer of employment is made

139 214 26

B. Total number of job openings 49 92 12 C. Total number of jobs filled 32 87 11 D. Total number of applicants for a ll jobs 3,281 6,52

7 830

E. Number of Individuals with Disabilities hired 0 2 1 F. Total number of applicants hired 32 87 13

H iring Rate (E D ivided by F) 0% 5% 8%

50

APPENDICES

A. SUMMARY ORGANIZATION CHART

B. RE-AFFIRMATION LETTER

C. JOB GROUPS AND LABOR MARKET AVAILABILITY

D. ACADEMIC DEPARTMENTS BY DISCIPLINE AND COLLEGE LAB TECHNICIAN CATEGORY

E. UTILIZATION ANALYSIS (ADMINISTRATORS AND STAFF, COLLEGE LAB TECHNICIANS,

FACULTY)

F. SUMMARY OF PERSONNEL ACTIVITIES

G. SUMMARY OF RECRUITMENT ACTIVITIES

H. UTILIZATION OF INDIVIDUALS WITH DISABILITIES

APPENDIX A ‐ ORGANIZATION CHART 2020 ‐ 2021Graduate Center

This Appendix provides a high‐level organization chart.

APP A

Current February 2021The Graduate Center O

rganizational Chart

President

Chief Librarian

Provost & Senior Vice

President

Legal Counsel/ Labor D

esignee

Vice President for Finance &

Adm

inistration

Executive Director of H

uman Resources

Dir. of Facilities &

Operations

(Chief Admin.

Superintendent of Building &

Grounds)

Budget

Purchasing &

Contracts

Office of Hum

an Resources

Executive Director of Institutional Services &

Director of Security &

Public Safety

Facilities

Building Design &

Exhibitions

Environmental

Health &

Safety

Security & Public

Safety

Executive Director of Research &

Sponsored Program

s

Associate Provost &

Dean for Academ

ic Affairs(ECP)

Executive Director of Academ

ic Affairs

Office of Financial

Aid

Graduate Assistant

Programs

Educational O

pportunity &

Diversity Program

s

Hum

anities/Social Sciences

Sponsored Research

Research Centers &

Institutes

Confidential Executive O

fficer

Vice President for Institutional Equity &

H

uman Resources

Health Sciences

Certificate Program

s/Interdisciplinary

Vice President for Com

munications &

Public Affairs

Dean for the

Sciences &

ResearchScience Doctoral

Programs

Business Office

Finance for Related Entities

President s Office

of Operations

Office of

Developm

ent

Mina Rees Library

Provost s Office

of Operations

Office of Public Program

s

Instructional & N

on-Instructional Staff

Operations

Recruitment

Operations

Benefits Operations

Information/Tim

e &

Leave Operations

Executive Director for ASRC/Associate

Dean for the Sciences*

Director of

Photonics Initiative

*Refer to the ASRC Academic Affairs organizational chart

Office of

Comm

unications &

Marketing

Office of Special

Events

Accounts Payable

D

ean for Academic

Initiatives &

Strategic Innovation

Office of

Institutional Effectiveness

Payroll

Office of

Compliance &

D

iversity

CUNY BA Program

Vice President for Student Affairs

Student Affairs

Executive Director of Fellow

ships &

Financial Aid

Associate Dean for

Institutional Effectiveness

Teaching &

Learning

Career Planning &

Professional D

evelopment

Wellness

Admissions

Director of Student

Services & Senior

Registrar

Student Services

Registrar

International Students

Non-degree/N

on-credit Program

ming

Academic Affairs

Budgeting

Director of

Neuroscience Initiative

Director of

Structural Biology Initiative

Director of

Nanoscience Initiative

Director of

Environmental

Sciences Initiative

Institutional Services

Bursar

Office of

Information

Technology

System Services

Administrative

Services

Client Services

Assistant Vice

President for IT/ CIO

Myra Doneger

CUN

Y Adm

inistrative Assistant

Lvl 2

David O

lanAssociate Provost

and Dean for Academ

ic Affairs

Mansha Kinger

CUN

Y Office

Assistant Lvl 3

Julia Wrigley

Interim Provost/Senior Vice President

Robin G

arrell President

Anne EllisD

irector of G

raduate Assistant Program

s(H

EO)

Rachel S

ponzoA

ssoc. Dir. of S

tudent R

esearch Fellowships/

Academ

ic Program

M

anager(H

EA

)

Mina R

ees Library

Office of the Provost and Senior Vice PresidentThe G

raduate School and University Center

The City U

niversity of New YorkC

urrent February 2021

Patti Myatt

Executive Director

of Academic

Affairs (EC

P-Adm

inistrator)

Research

Centers and Institutes

Sponsored R

esearch

Edith G

onzalez E

xecutive Directo

r of R

esearch &

Sponsored

Pro

grams

(EC

P-A

ssoc. A

dministrator)

Student A

ssistantsG

raduate Assistants

Walter Kaczetow

Financial Aid O

ffice

CUN

Y BA

Emily D

rabinskiInterim

Chief Librarian

(ECP-Assoc.

Administrator)

Kim H

artswick

Academic

Director C

UNY

BA (H

EO)

Steven W

ong

Associa

te D

irector of

Budget P

lanning

& Managem

ent/A

cademic A

ffairs M

anager (H

EA

)

Stacy Modica

Asst. to Provost/Senior Vice President/Adm

inistrative Executive Assistant

(HEa)

Vacancy

Adm

inistrative

Executive

Coordinato

r(aH

EO

)

Margarita Bazan

Associate Director

for Academ

ic O

perations(H

EA)

Herm

an BenettEO

, Office of

Educational O

pportunity & D

iversity

Matthew

SchoengoodVice President for

Student Affairs

Student Affairs

Keith Lau

Adm

inistrative C

oordinator(aH

EO)

Phyllis SchulzExecutive D

irector of Fellow

ships and Financial Aid(EC

P-Assoc. Adm

inistrator)

Rebecca B

anchikD

irector of the

Hum

an Re

search

Pro

tection Program

/R

esearch Program

s D

irector

(HE

O)

Barbara L. FishD

irector of Faculty Adm

inistration & Academ

ic Inform

ation Systems

(HEO

)

Joshua Brumberg

Dean for the

Sciences & R

esearch

Vacancy

Hum

an Research P

rotection P

rogram

Assistant/R

esearch P

rogram

s Coord

(aHE

O)

Matthew G

oldAdvisor to the Provost for

Digital Initiatives

Associate Professor

Rosa M

aldonadoA

cademic

Ope

rations S

pecialist/A

cademic

Pro

gram S

pecialist(H

Ea)

Vacancy

Hum

an Re

search

P

rotection

Pro

gram A

ssistant/R

esearch P

rogram

s Coord

(aHE

O)

Yun Xiang

Associate D

ean for Institutional

Effectiveness

Ying Wang

Assoc. Dir. for

Institutional Effectiveness/

Institutional R

esearch Specialist

(HEA

)

Dahlia K

aufman

Research

Associate

2 Graduate

Assistants

Brian P

etersonD

ean for Academ

ic Initiatives and

Strategic Innovation

(On leave to serve in another position)

VacancyM

ellon Faculty Lead

Robin M

illerO

pen Educational

Technology Specialist/

IT Academ

ic A

pplications Specialist

(HE

a)

Ariana DurandoAcadem

ic Program

Specialist

(HEa)

Giuseppe

Cataldo

Research

Associate

Francesca TeoraAssessm

ent Specialist/Institutional

Research S

pecialist(H

Ea)

Mariel VillereProgram

D

evelopment

Dir./Academ

ic Program

Director

(HEO

)

Olga Jim

enezC

ollege Assistant

Olena P

laskonN

TA & College

Assistant

Stacy H

artma

nD

irector of PublicsLab/

Academ

ic Program

D

irector(H

EO

)

VacancyM

ellon Public Fellow

s

VacancyG

C Practitioners

VacancyC

areer Postdocs

Current February 2021ASRC – Academ

ic Affairs

Annette G

ray Executive D

irector/Associate

Dean for the Sciences

(ECP)

Andrea AluD

irector(Professor)

Kevin Gardner*

Director

(Professor-CCNY)

Charles Vorosmarty*

Director

(Professor-CCNY)

Anthony CakAssociate D

irector/Adm

inistrative M

anager(H

EA)

Peter Groffm

an*Professor-Brooklyn

Doris Sw

itzerAdm

inistrative Coordinator

(aHEO

)

Dianne G

reenfield*Associate Professor-

Queens

Andrew

Reinmann*

Assistant Professor-H

unterM

elissa Kushner VaccaAssociate Director/

Administrative

Manager (HEA)

Eta IsiohroM

acromolecular

Crystallization Facility M

anager(Research Assistant

Professor)

Rinat Abzalim

ovBiom

olecular Mass

Spectro Facility Manager

(Research Assistant Professor)

James Aram

iniBiom

olecular Nuclear

Resonance Facility M

anager(Research Associate

Professor)

Amadee D

es G

eorges*Assistant Professor-

Hunter

Tong Wang

Imaging Facility M


Professor)

Sheng ZhangResearch Associate

Diana Strickland

Associate Director/

Administrative M

anager(H

EA)

Leah Abraha

Administrative

Coordinator (aH

EO)

Younes Radi

Radio Frequency & M

M-

Wave Facility M


Professor)

Dm

itriy KorobkinResearch Associate

Vacancy(Faculty)

Gabriele G

rosso Assistant Professor

Matthew

Sfeir Associate Professor

Brian G

iebelResearch Assistant

Professor

Daniel Keedy*

Assistant Professor – City College

VacancyResearch Associate

VacancyResearch Assistant

Josh Brumberg*

Dean for the Sciences &

Research(ECP)

Julia Wrigley

Interim Provost

Myra D

oneger*(CU

NY Administrative

Assistant, Level 2)

Meghan H

ughes Director of

Administrative

Operations(HEO

)

Environmental Sciences

InitiativeStructural Biology

InitiativePhotonics Initiative

Comparative M

edicine U

nit (CMU

)

VacancyD

irector(Research Associate

Professor)

Lesley PiccoliAnim

al Research Com

pliance Specialist(H

Ea)

Sulli PopilskisP/T Veterinarian

(Visiting Associate Professor)

Isela LopezAnim

al Facilities O

perations Manager/

Administrative M

anager (H

EA)

Dain Kim

Research Veterinary Technician

(Research Assistant)

Mauricio Aguilera

Animal Caretaker


Jason Brown

Animal Caretaker


Juanita Merritt

Animal Caretaker


Vacancy*Anim

al CaretakerRF

Robin GarrellPresident

Hyacinth Cam

illieriAdm


(aHEO

)

Reishm

a Kistow

Administrative

Coordinator(aHEO

)

Maya N

arayanan Nair

Research Assistant Professor

Nanofabrication Facility

Operations

Jiye SonAssociate Director/

Administrative

Manager(HEA)

Scott McPhee

Nanoscience Research

Programs Specialist/

Research Programs

Specialist(H

Ea)

Celeste Ayala

Administrative Specialist

– Nanofabrication

Facility(H

Ea)

Rein Ulijn*

Director

(Professor-Hunter)Vacancy

(Faculty)

Tai De LiSurface Science Facility M


Professor)

Adam

Braunschweig*

Associate Professor-H

unter

Xi Chen*Assistant

Professor-CCNY)

Nanoscience Initiative

Muaad A

lodyAdm


(aHEO

)

Ahmed D

uke ShereenM


Professor)

Darrell Conyers

Research Programs

Specialist (H

Ea)

MRI Facility O

perations

Ricardo Toledo-CrowResearch Facility

Manager

(Research Associate Professor)

VacancyBiologist


Alex Krasnok Nano-O

ptics Facility M


Professor)

Yaeown Park

Research Associate

VacancyAdm


(aHEO)

Patrizia CasacciaD

irector(Professor)

Susana Mingote

Associate Professor

Orie Shafer

Professor

Pinar Ayata

Assistant Professor

Hye-Jin Park

Research Associate

Jia LiuFacility M


Professor)

Ye HeLive Im

aging Bioenergetics Facility M


Professor)

Neuroscience Initiative

Dam

ien Marechal

Research Associate

Kevin Wang

Associate Director/

Administrative M

anager(H

EA)

VacancyResearch Program

s Specialist

(HEa)

Xiang Ni

Research Associate


Shana Elbaum

Assistant Professor

Library

Emily Drabinski*

Interim Chief Librarian

(ECP)

Mason Brow

n IIIScience Librarian

(Assistant Professor)

John Woods

Research Associate

Vacancy

Hired after 7/1/17 (when ASRC w

as transferred to GC)

*Supervisor and/or position is not budgeted to ASRC

Names/vacancies in blue font indicate the positions

are funded with start up m

onies

Sixtine FleuryResearch Assistant

Sarah Moyon

Sub. Research Assistant Professor

Benjamin Inbar

Sub. Research Program

s Specialist(H

Ea)


Guiying H

eResearch Associate

Milan Begliarbekov

Laboratory Manager

(Research Assistant Professor)

Vishal Narang

Research Associate

Shaw

n Kilpatrick Research Program

s Specialist

(HEa)

Jasmine Sabio

Process Engineer/Research Program

s Specialist

(HEa)

Bilal ShahidResearch Associate

APPENDIX B ‐ REAFFIRMATION LETTER 2020 ‐ 2021Graduate Center

This Appendix contains information on the most recently distributed reaffirmation(s).

APP B

GC Community Notice on behalf of President"s [email protected] Message from the President: Reaffirmation of Commitment to Diversity/Equal Opportunity/Affirmative ActionWednesday, September 9, 2020 2:52:37 PM

The City University of New York (CUNY) and The Graduate Center are dedicated to our historic mission: providing high quality education to all students, regardless of means or background. We stand for racial equity and resolve to address systemic racism in our community and our policies. The Graduate Center is committed to creating a community that is inclusive and equitable, supports the principles of affirmative action, and provides leadership in anti-racism.

Diversity within the University community advances the academic purposes of the University, and an affirmative action policy is essential to achieving such diversity. The University endorses the goals of equal employment opportunity and affirmative action as supportive of University values and of the values of a democratic and pluralistic society. As such, we are committed to recruit, employ, retain, promote, and provide benefits to employees regardless of race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, unemployment status, pregnancy, or status as a victim of domestic violence, stalking, sex offenses, or any other legally prohibited basis in accordance with federal, state and city laws. The University’s commitment further extends to all Graduate Center Italian American employees who are included among CUNY’s protected groups.

With our commitment to doctoral and master’s education for the public good, The Graduate Center has a vital role in fighting systemic racism locally and globally by advancing knowledge, and by creating paths for change through teaching, research, and public engagement.

The Graduate Center’s Compliance and iversity ffice, in collaboration with the ffice of uman esources, provides a central locus for implementing goals related to e ual

employment opportunity, contract compliance, affirmative action programming, and diversity and inclusion. I invite you to view CUNY’s ual pportunity and Non iscrimination olicycuny.edu in its entirety, including the complaint procedures and prohibition against retaliation.

Members of our campus community who become aware of allegations of discrimination, retaliation, or sexual misconduct are encouraged to report the alleged behavior. I ask for your continued support to ensure the continuation of equal opportunity, affirmative action, and anti-racism practices at The Graduate Center.

The following administrators are responsible for implementing The Graduate Center’s Diversity/Equal Opportunity/Affirmative Action Program:

Interim Vice President of Institutional Equity and Human ResourcesChief Diversity Officer/Title IX CoordinatorPinar Ozgu (Room 8204.03, (212) 817-7101, [email protected])

504/ADA Coordinator, Vice President for Student AffairsMatthew Schoengood (Room 7301, (212) 817-7400, [email protected])

Executive Director of Human ResourcesDavid Boxill (Room 8403, (212) 817-7700, [email protected])

Director of Security and Public SafetyJohn Flaherty (Room 9117.01, (212) 817-7761, [email protected])

Professor Martin R. Gitterman serves as our campus ombudsman officer, offering a neutral place for all students and employees to discuss formal or informal approaches to employment

or academic matters in strict confidence. His contact number is (212) 817-7190.

APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY 2020 ‐ 2021Graduate Center

This report lists those CUNY job groups for which the college has employees. Labor Market Availability factors (LMA) are listed for each group. LMA Factor 1 is the external Labor Market measure. LMA Factor 2 is an internal factor for employees who could be recruited or promoted into the group based on historical data for CUNY overall).

Groups with fewer than five employees are listed here but will not be included in Utilization Analysis worksheets. Individuals in the Chief Executive role are not included in this report.

Titles added to CUNY's job system in the past year are listed at the end of this Appendix. Not all titles were utilized by the College.

Further details on Job Groups and Labor Market Availability are provided in the Narrative.

571Full Time Employee Count (excludes Chief Executive):

APP C‐1


Category: Executive/Administrative/Managerial

Employees: 21


Executive Compensation Plan (Other Than Chief Executive)

Title(s)

1‐External ACS 2013‐2017 Nationwide workforce with Bachelors Degree or Higher and age of 29 or above (proxy for eight years' of post‐Bachelor's experience) and in selected occupations: 0010 (Chief Executives), 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0100 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), and 0230 (Education Administrators).

50.00%

2‐Internal Employees in the following titles: HE Officer, Professor, Associate Professor, IT Computer Systems Manager (Levels 5 and higher), or Chief Administrative Superintendent (Levels 4 and higher) as of 6/1/2018.

50.00%

Executive Compensation Plan; Chief Executives (Presidents, Deans of Major Schools) are excluded

Employees

LMA Factor ExplanationWeight

Labor Market Availability Factors

Description

Group:

3Administrator4Assc Administrator2Assc Dean2Asst Administrator1Asst Vice President3Dean1Sr Vice President5Vice President

Employees: 97

Administration 2 (Manager)

Manager‐Level Administrators

Title(s)

1‐External ACS 2013‐2017 NY/NJ MSA workforce with Bachelors Degree or Higher and age of 25 or above (proxy for four years' post‐Bachelor's experience) and in selected occupations: 0020 (General and Operations Managers), 0060 (Public Relations and Fundraising Managers), 0200 (Administrative Services Managers), 0110 (Computer and Information Systems Managers), 0120 (Financial Managers), 0136 (Human Resources Managers), 0230 (Education Administrators), 0710 (Management Analysts), 2000 (Counselors), and 2100 (Lawyers).

50.00%

2‐Internal Employees in HE Assistant title as of 6/1/2018.50.00%

Employees



Description

Group:

APP C‐2


Category: Executive/Administrative/Managerial52HE Associate45HE Officer

Employees: 3

Facility Manager

Facility Superintendents (Managerial)

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA, Bachelor's Degree or higher plus four years of Post‐Bachelor's experience (proxy minimum age of 25) and in the following occupations: 0410 (Real Estate and Property Managers), 1300 (Architects), 1360 (Civil Engineers), and 8620 (Stationary Engineerings and Boiler Operators).

55.00%

2‐Internal Employees in the titles of Sr Stationary Engineer, Project Manager, Principal Park Supervisor, Principal Custodial Supervisor, or Supervisor of Laborers and Maintenance Workers, Civil Service permanency not required, as of 6/1/2018.

45.00%

In 2017, Admin Superintendent and Chief Admin Superintendent groups were combined.

Employees



Description

Group:

2Admin Supt Builds Grds1Chief Admin Supt ‐ Competitive

Employees: 8

IT Computer Manager

Information Technology Managers (Managerial)

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement; six years' work experience (proxy minimum age of 23) and in the following occupation: 0110 (Computer and Information Systems Managers)

60.00%

2‐Internal Employees in the title IT Senior Associate, Civil Service permanency not required, as of 6/1/2018.40.00%

Employees



Description

Group:

8IT Computer Systems Mgr

APP C‐3


Category: Professional Faculty

Employees: 166


Senior Graduate Center Faculty (excluding Librarians). Graduate Center professorial faculty are evaluated against availability data of a more experienced workforce.

Title(s)

1‐External NCES Degree Completions, Doctoral, 2006, Nationwide for selected disciplines weighted according to Graduate Center faculty assignments.

100.00%

2‐Internal NA0.00%

For utilization analysis in the Federal Plan, reviewed by academic discipline or program within job group.

Employees



Description

Group:

19Assc Professor8Asst Professor

43Dist Professor2Einstein Professor

59Professor11Research Assistant Professor7Research Associate Professor1Research Professor1Visiting Assc Professor6Visiting Asst Professor9Visiting Professor

Employees: 5

Faculty‐Lecturer

Lecturer Faculty excluding Librarians. Lecturers are eligible for a certificate of continuous employment but not tenure. The minimum qualification for Lecturer is a Bachelor's degree in a discipline related to the subject being taught.

Title(s)

1‐External 2016 NCES Degree Completions, Bachelor's or Masters, NY and NJ, for selected disciplines (first and second majors), not weighted.

100.00%


For utilization analysis in the Federal Plan, reviewed by academic discipline or program within job group.

Employees



Description

Group:

4Dist Lecturer

APP C‐4


Category: Professional Faculty1Visiting Lecturer

Employees: 9

Faculty‐Librarian

CUNY Librarians with faculty appointments

Title(s)

1‐External 2016 NCAS Degree Completions, Master's level only, Nationwide, for Library Science Discipline.100.00%


Prior to 2019, a sub‐group of professorial faculty; separated as it encompasses faculty of all ranks.

Employees



Description

Group:

4Assc Professor3Asst Professor2Instructor

APP C‐5


Category: Professional Non‐Faculty

Employees: 1

Accountant

Accountants (Professionals)

Title(s)

1‐External Internal Only ‐ Promotional Title0.00%

2‐Internal Employees with Civil Service permanency in the following tles: Accoun ng Assistant, Purchasing Aget Assistant or EOC Accounting Assistant; as of 6/1/2018.

100.00%

Employees



Description

Group:

1Purchasing Agent

Employees: 163


Entry and Mid‐Level Administrators (Professionals)

Title(s)

1‐External ACS 2013‐2017 NY/NJ MSA workforce with Bachelor's Degree or Higher and in the following occupations: 0630 (Human Resources Workers), 0740 (Business Operations Specialists), 0820 (Budget Analysts), 2000 (Counselors), 2550 (Education/Training/Library Workers), 2825 (Public Relations Specialists), 5000 (Supervisors of Office and Admin Support Workers), and 5250 (Customer Service Representatives).

70.00%

2‐Internal Employees who hold BA degrees and are in the following job groups: CUNY Office Assistant, CUNY Administrative Assistant, Accountant Technician or Accountant Professional as of 6/1/2018.

15.00%

Employees



Description

Group:

61Asst to HEO59HE Assistant34Research Assc9Research Asst

APP C‐6



Employees: 43


Information Technology Professionals

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA, High School Diploma or higher plus four years of Post‐High School experience (proxy minimum age of 21) in the following occupations: 0740 (Business Operations Specialists), 1006 (Computer Systems Analysts), 1010 (Computer Programmers), 1020 (Software Developers, Applications and Systems Software), 1030 (Web Developers), 1060 (Database Administrators), and 1105 (Network and Computer Systems Administrators).

75.00%

2‐Internal Employees in the IT Support Assistant and CUNY Office Assistant titles, Civil Service permanency not required, as of 6/1/2018

25.00%

In 2017, split from IT Technicians and moved to Professionals' group

Employees



Description

Group:

10IT Associate5IT Asst5IT Bus Data Rep Analyst

23IT Sr Associate

APP C‐7


Category: Administrative Support Workers

Employees: 8

Administrative Assistant

Administrative Support Staff‐Senior Level

Title(s)

1‐External Internal Only ‐ Promotional Title0.00%

2‐Internal Population of employees on the active CUNY Administrative Assistant Civil Service list #2055 (413 CUNY employees). CUNY Office Assistant Levels 3 or 4 with Civil Service permanency were eligible to take this examination.

100.00%

Employees



Description

Group:

8CUNY Admin Asst

Employees: 7

Mail Services Worker

Mail Services Workers

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in the following occupation: 5850 (Mail Clerks/Mail Machine Operators, Except Postal Service).

100.00%


Employees



Description

Group:

7Mail Message Svcs Worker

APP C‐8



Employees: 8

Office Assistant

Administrative Support Staff‐Entry Level

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce, individuals with a High School Diploma or higher and in the following occupations: 5700 (Secretaries and Administrative Assistants), 5820 (Word Processors and Typists), 5860 (Office Clerks, General), and 5940 (Office Administrative Support Workers, all other).

100.00%


Employees



Description

Group:

8CUNY Office Assistant

APP C‐9


Category: Technicians

Employees: 4

Administration 4 (College Lab Tech)

College Laboratory Technicians (abbreviated as "CLT")

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce with High School Diploma or Higher. For the Scientific/Technical/IT specialty, in the following occupations: 1050 (Computer Support Specialists), 1965 (Other Life Physical and Social Science Technicians), 1910 (Biological Technicians), 1920 (Chemical Technicians), 1550 (Engineering Technicians), 2860 (Miscellaneous Media and Communications Workers). For the "Other" Specialty, 1050 (Computer Support Specialists), 1950 (Social Science Research Assistants), 2440 (Library Technicians), and 2860 (Miscellaneous Media and Communications Workers).

100.00%


For utilization analyses reviewed by sub‐group: Science/Technical/Engineering; Other Lab Techs.

Employees



Description

Group:

2Chief College Lab Tech2Sr College Lab Tech

Employees: 4

Broadcast/Media

Broadcast and Mass Media Technicians and Graphic Designers

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce, High School Diploma or higher in the following occupations: 2900 (Broadcast and Sound Engineering Technicians and Radio Operators and Other Workers), 2920 (Television, Video, and Motion Picture Camera Operators and Editors), 2710 (Producers and Directors).

100.00%


In 2019, number of titles and scope were expanded

Employees



Description

Group:

4Media Svcs Tech

APP C‐10


Category: Technicians

Employees: 2

Print Shop

Print Shop and Related Tech Workers

Title(s)

1‐External 2013‐2017 ACS, NY/NJ MSA workforce, no degree requirement, in the following occupations: 5900 (Office Machine Operators except Computers), 8250 (Pre‐Press Technicians), 8255 (Printing Press Operators), and 8256 (Binding and Finishing Workers). Note: 2630 (Graphic Designers) was not included given small population at CUNY and very large population in the workforce.

100.00%


Employees



Description

Group:

1Graphics Designer1Print Shop Associate

APP C‐11


Category: Service Workers and Others

Employees: 5

Campus Peace Officer

Campus Security‐Mid Level Staff

Title(s)

1‐External 2013‐2017 ACS, New York State residents within the NY/NJ MSA workforce, with one year or more of College and in the occupation of 3850 (Police and Sheriffs Patrol Officers).

0.00%

2‐Internal Employees in the title of Campus Security Assistant, Civil Service permanency not required, as of 6/1/2018.20.00%

Prior to 2019, security staff titles were divided into CPO1 (CSA and CPO Level 1) and CPO2 (CPO Level 2)

Employees



Description

Group:

5Campus Peace Officer

Employees: 2

Campus Public Safety Sergeant

Campus Security Supervisors and Campus Security Specialists

Title(s)

1‐External For Campus Public Safety Sergeant, Internal only (promotional title). For Campus Security Specialist, candidates on a Civil Service list as of 6/1/2018; however not calculated as demographic data was not available and a small number were hired externally.

0.00%

2‐Internal For Campus Public Safety Sergeant, employees in the title of Campus Peace Officer with Civil Service permanency and two years of permanent service as of 6/1/2018.

100.00%

Employees



Description

Group:

2Campus Pub Safety Sergeant

APP C‐12



Employees: 15

Campus Security Assistant

Campus Security‐Entry Level Staff

Title(s)

1‐External 2013‐2017 ACS, New York State residents within the NY/NJ MSA workforce with High School Diploma or higher and one year of work experience (using proxy of minimum age of 18) and in the occupation of 3930 (Security Guards and Gaming Surveillance Officers).

100.00%


Prior to 2019, security staff titles were divided into CPO1 (CSA and CPO Level 1) and CPO2 (CPO Level 2)

Employees



Description

Group:

15Campus Security Asst

APP C‐13

APPENDIX C ‐ JOB GROUPS/LABOR MARKET AVAILABILITY 2020 ‐ 2021Graduate CenterNote: In the 2019‐2020 Academic Year, CUNY added the titles listed below (not all are used at the College)

Job Code and Title Name Job Group200587 Univ Vice Chancellor Compliance and Audit ADMIN1‐EXEC

200588 Univ Associate Vice Chancellor Communications and Marketing ADMIN1‐EXEC

200589 Univ Exec Deputy Director Engineering ADMIN1‐EXEC

200590 Assistant Dean Continuing Education ADMIN1‐EXEC

200592 Univ Assistant Vice Chancellor ADMIN1‐EXEC

200594 Univ Exec Director Advancement ADMIN1‐EXEC

200595 University Executive Director Investigations ADMIN1‐EXEC

200597 Prof School Executive Director Info Technology (PAstAdm) ADMIN1‐EXEC

200598 Univ Sr Vice Chancellor Labor Relations ADMIN1‐EXEC

200599 Univ Sr Advisor to the Executive Vice Chancellor ADMIN1‐EXEC

200601 Prof School Assistant Dean of Academic Affairs ADMIN1‐EXEC

200603 Exec Director Master's Program in Public Adm (AstAdm) ADMIN1‐EXEC

APP C‐14

APPENDIX D ‐ ACADEMIC DEPARTMENTS BY DISCIPLINE/PROGRAM 2020 ‐ 2021Graduate Center

Appendix D lists faculty department assignments and disciplines to which they are assigned for utilization reporting. Department names and assignments are as recorded in the CUNYfirst system. Only those departments with assigned faculty are listed here. Disciplines listing fewer than five faculty in a job group are listed here but will not be included in the utilization analyses in Appendix E.

Labor Market Availability is normally obtained from the Earned Degrees Conferred data provided by the National Center for Education Statistics. Exceptions, including blended rates, are noted.

Total Faculty: 180

APP D‐1


English Language/Literature/Letters (Graduate Center)

Department ID Department Name

Faculty: 10

Faculty

Discipline:

Cert Prgm In Amer Studies10013 1MA Prgm In Liberal Studies65071 2Ph.D. Program In English10102 7

Fine and Applied Arts (Graduate Center)


Faculty: 16

Faculty

Discipline:

Ph.D. Program In Art History10350 3Ph.D. Program In Music10207 7Ph.D. Program In Theatre10297 6

Health Professions (Graduate Center)


Faculty: 6

Faculty

Discipline:

Doctoral Program In Audiology10025 1Ph.D. Pgm In Spch & Hrg Sci10287 5

History (Graduate Center)


Faculty: 12

Faculty

Discipline:

Advanced Resrch Collaborative65152 2Ph.D. Program In History10147 10

Languages and Literatures (Graduate Center)


Faculty: 18

Faculty

Discipline:

Advanced Resrch Collaborative65152 3MA/Ph.D. Prgm in Comp Lit10062 2MA/Ph.D. Prgm in Linguistics10187 6Office Of Prov & Sr VP80293 1Ph.D. Program In French10118 2PhD Prgm in Latin Amer Iberian10146 4

Liberal Arts and Sciences, General Studies & Humanities


Faculty: 3

Faculty

Discipline:

Center For The Humanities60037 1Leon Levy Ctr For Biogr60141 1Office Of Prov & Sr VP80293 1

APP D‐2




Faculty: 9

Faculty

Discipline:

Advanced Science Research Ctr60212 1Library70054 8

Mathematics and Computer Science (Graduate Center)


Faculty: 35

Faculty

Discipline:

Adv Lab Chem & Isotopic Fac60014 1Advanced Resrch Collaborative65152 1Biomolec Mass Spectro Fac60045 1Biomolec Nuclear Reson Fac60030 1Coastal/Ocean Scien Synth Fac60006 1Comparative Medicine Unit60140 1Epigenetics Core Facility60093 1Imaging Facility60168 1Live Imaging Bioenergetics Fac60116 1Magnetic Resonance Imag Fac60091 1Nanofabrication Facility60161 1Nanoscience Initiative60005 1NeuroScience Initiative60003 4Next Gen Env Sensors Fac60019 1Ph.D. Prgm In Earth & Env Sci10085 1Ph.D. Program In Biology10033 1Ph.D. Program In Comp Sci10066 3Ph.D. Program In Mathematics10195 4Ph.D. Program In Physics10228 1Photonics Initiative60004 3Photonics Nano‐Optics Fac60159 1RF and Mm‐Wave Facility60160 1Structural Biology Initiative60002 2Surface Science Facility60174 1

Philosophy (Graduate Center)


Faculty: 13

Faculty

Discipline:

MA Prgm In Liberal Studies65071 1MA/Ph.D. Prgm in Philosophy10221 12

Psychology (Graduate Center)


Faculty: 17

Faculty

Discipline:

Ctr, Adv/Study Ed ‐ CASE60009 1Ph.D. Program In Educ Psych10093 4

APP D‐3


Ph.D. Program In Psychology10245 4Ph.D. Subprog in Envrtl. Psych10415 5Ph.D. Subprog In Socl Persnlty10247 1Ph.D. Subprogr in Devptl Psych10246 2

Social Sciences


Faculty: 1

Faculty

Discipline:

Office Of Prov & Sr VP80293 1

Social Sciences (Graduate Center)


Faculty: 34

Faculty

Discipline:

Advanced Resrch Collaborative65152 2MA/Ph.D. Prgm in Pol Sci10236 8Ph.D. Prgm In Criminal Justice10355 1Ph.D. Program In Anthropology10015 6Ph.D. Program In Economics10088 5Ph.D. Program In Sociology10283 12

Urban Education (Graduate Center)


Faculty: 5

Faculty

Discipline:

Advanced Resrch Collaborative65152 1Ph.D. Program In Urban Edu10303 4

Visual and Performing Arts


Faculty: 1

Faculty

Discipline:

Ph.D. Program In Music10207 1

APP D‐4

APPENDIX D ‐ COLLEGE LAB TECHNICIAN CATEGORIES 2020 ‐ 2021Graduate Center

Appendix D‐1 lists categories assigned to College Laboratory Technicians (Administration 4 Group) based on the academic department to which they are assigned (either "Science Technology and Engineering" or "All Other").

Groups of less than five employees total are listed below but will not be included in the utilization analyses in Appendix E.

4Full‐Time Employee Count:

Employees: 4College Lab Tech‐Blended Science Engineering Technical

Department ID Department Name Technicians

Discipline:

4Audio Visual Services80033

APP D‐CLT‐1

APPENDIX E‐1 ‐ ADMINISTRATOR / STAFF UTILIZATION BY JOB GROUP 2020 ‐ 2021

Graduate Center

Appendix E‐1 presents utilization and underutilization of protected groups by job group.

A group is reported only when five or more employees are assigned to it.

Underutilization occurs where the utilization of a protected group is less than 80% of Labor Market Availability. We calculate a number approximating the number of full‐time employees that would be needed to make utilization equal to the labor market. Where utilization is zero (0), underutilization exists but not to the level of one full‐time equivalent employee. Blanks indicate no underutilization.

Underutilization numbers for females and total minorities represent placement goals as prescribed for federal Affirmative Action Plans.

Total Minority is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP E1‐1


Graduate Center


Job Group: Administration 1 (Executive)

Employees in this group hold the following titles:

Full‐time Employees: 21Description: Executive Compensation Plan (Other Than Chief Executive)

Title ID Title NameAdministrator04315

Assc Administrator04321

Assc Dean04320

Asst Administrator04723

Asst Vice President04316

Dean04314

Sr Vice President04701

Vice President04702

Utilization Report

Number of Employees

7.9%8.8%9.8%44.2%Labor Market Avail. Percent 27.7%

9.5%4.8%9.5%28.6%Actual Utilization Percent 61.9%

1Number Underutilized

YUnderutilized (Y = Yes)

Hispanic/ Latino

2

Black/African Am.

1

Asian/Nat. Haw./Other

Pac. Isl.

2

Total Minority

6

Female

13

APP E1‐2


Graduate Center


Job Group: Administration 2 (Manager)


Full‐time Employees: 97Description: Manager‐Level Administrators

Title ID Title NameHE Associate04075

HE Officer04097

Utilization Report

11

Number of Employees




YYYUnderutilized (Y = Yes)

Hispanic/ Latino

9

Black/African Am.

9


Pac. Isl.

16

Total Minority

36

Female

67

APP E1‐3


Graduate Center


Job Group: IT Computer Manager


Full‐time Employees: 8Description: Information Technology Managers (Managerial)

Title ID Title NameIT Computer Systems Mgr04973

Utilization Report

Number of Employees



Number Underutilized

Underutilized (Y = Yes)

Hispanic/ Latino

1

Black/African Am.

2


Pac. Isl.

3

Total Minority

6

Female

2

APP E1‐4


Graduate Center


Job Group: Administration 3 (Professional)


Full‐time Employees: 163Description: Entry and Mid‐Level Administrators (Professionals)

Title ID Title NameAsst to HEO04017

HE Assistant04099

Research Assc04134

Research Asst04132

Utilization Report

Number of Employees





Hispanic/ Latino

30

Black/African Am.

41


Pac. Isl.

29

Total Minority

102

Female

114

APP E1‐5


Graduate Center


Job Group: IT Computer Professional


Full‐time Employees: 43Description: Information Technology Professionals

Title ID Title NameIT Associate04877

IT Asst04875

IT Bus Data Rep Analyst04029

IT Sr Associate04880

Utilization Report

Number of Employees





Hispanic/ Latino

13

Black/African Am.

7


Pac. Isl.

11

Total Minority

31

Female

19

APP E1‐6


Graduate Center


Job Group: Administrative Assistant


Full‐time Employees: 8Description: Administrative Support Staff‐Senior Level

Title ID Title NameCUNY Admin Asst04804

Utilization Report

Number of Employees





Hispanic/ Latino

2

Black/African Am.

4


Pac. Isl.

0

Total Minority

7

Female

8

APP E1‐7


Graduate Center


Job Group: Office Assistant


Full‐time Employees: 8Description: Administrative Support Staff‐Entry Level

Title ID Title NameCUNY Office Assistant04802

Utilization Report

Number of Employees



Number Underutilized 3

Underutilized (Y = Yes) Y

Hispanic/ Latino

3

Black/African Am.

1


Pac. Isl.

1

Total Minority

5

Female

4

APP E1‐8


Graduate Center


Job Group: Mail Services Worker


Full‐time Employees: 7Description: Mail Services Workers

Title ID Title NameMail Message Svcs Worker04921

Utilization Report

Number of Employees



1Number Underutilized 1

YUnderutilized (Y = Yes) Y

Hispanic/ Latino

3

Black/African Am.

2


Pac. Isl.

0

Total Minority

5

Female

1

APP E1‐9


Graduate Center


Job Group: Campus Peace Officer


Full‐time Employees: 5Description: Campus Security‐Mid Level Staff

Title ID Title NameCampus Peace Officer04844

Utilization Report

Number of Employees





Hispanic/ Latino

1

Black/African Am.

4


Pac. Isl.

0

Total Minority

5

Female

1

APP E1‐10


Graduate Center


Job Group: Campus Security Assistant


Full‐time Employees: 15Description: Campus Security‐Entry Level Staff

Title ID Title NameCampus Security Asst04841

Utilization Report

Number of Employees





Hispanic/ Latino

3

Black/African Am.

9


Pac. Isl.

2

Total Minority

14

Female

8

APP E1‐11

APPENDIX E‐3 ‐ FACULTY UTILIZATION BY DISCIPLINE/PROGRAM 2020 ‐ 2021Graduate Center

Appendix E‐3 presents utilization and underutilization, of faculty members in protected groups, by academic discipline within job group.

A group is reported only when five or more faculty are assigned to it.

Underutilization occurs where the utilization of a protected group is less than 80% of Labor Market Availability. We calculate a number approximating the number of full‐time employees that would be needed to make utilization equal to the labor market. Where utilization is zero (0), underutilization exists but not to the level of one full‐time equivalent employee. Blanks indicate no underutilization.

Underutilization numbers for females and total minorities represent specific placement goals as prescribed for federal Affirmative Action Plans. Note that the official underutilization measures are those calculated for the academic discipline, which may comprise more than one department.

Total Minority is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP E3‐1


English Language/Literature/Letters (Graduate Center)Faculty reported in this category are assigned to the following department(s):

10013 Cert Prgm In Amer Studies65071 MA Prgm In Liberal Studies10102 Ph.D. Program In English

Job Group Faculty ‐ Professoriate‐Grad

Number of Faculty




YYUnderutilized (Y = Yes) Y

Hispanic/ Latino

0

Black/African Am.

0


Pac. Isl.

2

Total Minority

2

Female

5

Utilization ReportTotal Faculty: 10

APP E3‐2


Fine and Applied Arts (Graduate Center)Faculty reported in this category are assigned to the following department(s):

10350 Ph.D. Program In Art History10207 Ph.D. Program In Music10297 Ph.D. Program In Theatre


Number of Faculty





Hispanic/ Latino

0

Black/African Am.

1


Pac. Isl.

1

Total Minority

2

Female

7


APP E3‐3


Health Professions (Graduate Center)Faculty reported in this category are assigned to the following department(s):

10025 Doctoral Program In Audiology10287 Ph.D. Pgm In Spch & Hrg Sci


1

Number of Faculty



00 1Number Underutilized 2

YYYYUnderutilized (Y = Yes) Y

Hispanic/ Latino

0

Black/African Am.

0


Pac. Isl.

0

Total Minority

0

Female

3


APP E3‐4


History (Graduate Center)Faculty reported in this category are assigned to the following department(s):

65152 Advanced Resrch Collaborative10147 Ph.D. Program In History


Number of Faculty




YYUnderutilized (Y = Yes)

Hispanic/ Latino

0

Black/African Am.

2


Pac. Isl.

0

Total Minority

2

Female

7


APP E3‐5


Languages and Literatures (Graduate Center)Faculty reported in this category are assigned to the following department(s):

65152 Advanced Resrch Collaborative10062 MA/Ph.D. Prgm in Comp Lit10187 MA/Ph.D. Prgm in Linguistics80293 Office Of Prov & Sr VP10118 Ph.D. Program In French10146 PhD Prgm in Latin Amer Iberian


Number of Faculty





Hispanic/ Latino

4

Black/African Am.

1


Pac. Isl.

0

Total Minority

5

Female

9


APP E3‐6


Library (Librarians/Non‐Teaching)Faculty reported in this category are assigned to the following department(s):

60212 Advanced Science Research Ctr70054 Library

Job Group Faculty‐Librarian

Number of Faculty



0 0Number Underutilized

YYUnderutilized (Y = Yes)

Hispanic/ Latino

2

Black/African Am.

0


Pac. Isl.

0

Total Minority

2

Female

6


APP E3‐7


Mathematics and Computer Science (Graduate Center)Faculty reported in this category are assigned to the following department(s):

60014 Adv Lab Chem & Isotopic Fac65152 Advanced Resrch Collaborative60045 Biomolec Mass Spectro Fac60030 Biomolec Nuclear Reson Fac60006 Coastal/Ocean Scien Synth Fac60140 Comparative Medicine Unit60093 Epigenetics Core Facility60168 Imaging Facility60116 Live Imaging Bioenergetics Fac60091 Magnetic Resonance Imag Fac60161 Nanofabrication Facility60005 Nanoscience Initiative60003 NeuroScience Initiative60019 Next Gen Env Sensors Fac10085 Ph.D. Prgm In Earth & Env Sci10033 Ph.D. Program In Biology10066 Ph.D. Program In Comp Sci10195 Ph.D. Program In Mathematics10228 Ph.D. Program In Physics60004 Photonics Initiative60159 Photonics Nano‐Optics Fac60160 RF and Mm‐Wave Facility60002 Structural Biology Initiative60174 Surface Science Facility


Number of Faculty



Number Underutilized 3

Underutilized (Y = Yes) Y

Hispanic/ Latino

2

Black/African Am.

2


Pac. Isl.

5

Total Minority

9

Female

9


APP E3‐8


Philosophy (Graduate Center)Faculty reported in this category are assigned to the following department(s):

65071 MA Prgm In Liberal Studies10221 MA/Ph.D. Prgm in Philosophy


Number of Faculty





Hispanic/ Latino

0

Black/African Am.

1


Pac. Isl.

0

Total Minority

1

Female

2


APP E3‐9


Psychology (Graduate Center)Faculty reported in this category are assigned to the following department(s):

60009 Ctr, Adv/Study Ed ‐ CASE10093 Ph.D. Program In Educ Psych10245 Ph.D. Program In Psychology10415 Ph.D. Subprog in Envrtl. Psych10247 Ph.D. Subprog In Socl Persnlty10246 Ph.D. Subprogr in Devptl Psych


2

Number of Faculty





Hispanic/ Latino

0

Black/African Am.

1


Pac. Isl.

2

Total Minority

3

Female

8


APP E3‐10


Social Sciences (Graduate Center)Faculty reported in this category are assigned to the following department(s):

65152 Advanced Resrch Collaborative10236 MA/Ph.D. Prgm in Pol Sci10355 Ph.D. Prgm In Criminal Justice10015 Ph.D. Program In Anthropology10088 Ph.D. Program In Economics10283 Ph.D. Program In Sociology


Number of Faculty





Hispanic/ Latino

1

Black/African Am.

4


Pac. Isl.

3

Total Minority

8

Female

12


APP E3‐11


Urban Education (Graduate Center)Faculty reported in this category are assigned to the following department(s):

65152 Advanced Resrch Collaborative10303 Ph.D. Program In Urban Edu


Number of Faculty





Hispanic/ Latino

1

Black/African Am.

1


Pac. Isl.

0

Total Minority

2

Female

4


APP E3‐12

APPENDIX F‐1 ‐ SUMMARY OF PERSONNEL ACTIVITY 2020 ‐ 2021Graduate Center

Appendix F provides tables with detail on personnel activities and faculty tenure actions by ethnicity and gender. This first section (F‐1) provides detail on personnel activity in the categories noted below, evaluated by job group and by EEO Category.

Detail on selected categories/groups with material levels of activity are published here.

Personnel Action Categories

Action Type Description

Advancement Moved to a job title that represents career advancement, whether or not on a published career path. Can be evaluated by sub‐categories (Moved to a Higher Title within Group and Moved to a Higher Job Group).

Joined Group ‐ Hire Employed at the college for the first time, or re‐hired after a break in service; includes employees who previously worked at another CUNY College and those appointed through Civil Service Transfer Rosters.

Joined Group ‐ Internal Move

Joined group from another job group. Can be evaluated by sub‐categories (Joined from a Higher Job Group, Joined from a Lower Job Group (Advancement), Other Change of Group, or Return to Faculty from Other Title).

Left Group ‐ Internal Move

Left group to move to another job group. Can be evaluated by sub‐categories (Move to a Higher Job Group (Advancement), Move to a Lower Job Group, Other Change of Group, or Return to Faculty from Other Title).

Left Group ‐ Separation Left employment at the college. Includes leaving CUNY entirely (for both voluntary and involuntary reasons) or leaving to take a job at another college, including through Civil Service Transfer Rosters.

APP F1

Net

category Changes

Additions # Additions %

External Hires (CU

NY or

College)

Transfers or Prom

otions into this category

Subtractions # Subtractions %

Separation (Left College or Left CU

NY)

Transfers or Prom

otions out of this category

Left for a Higher

category

Left for a Low

er category

Other

ChangeReturned to Faculty

Advance-m

entsO

ther Changes

Total 6

24

24

-

(18)

(17)

(1)

(1)

-

-

-

6

1

Male

(1)10

42%

10

-

(11)

61%(11)

-

-

-

-

-

3

1

Fem

ale 6

13

54%13

-

(7)

39%

(6)

(1)

(1)

-

-

-

3

-

Other/U

nknown

1 1

4%

1

-

-

0%-

-

-

-

-

-

-

-

Total Min

5 9

38%

9

-

(4)

22%(4)

-

-

-

-

-

3

-

Asian 2

4

17%4

-

(2)

11%

(2)

-

-

-

-

-

2

-

Black 3

3

13%3

-

-

0%

-

-

-

-

-

-

1

-

Hispanic -

2

8%2

-

(2)

11%

(2)

-

-

-

-

-

-

-

Other M

inority -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Italian-American 1

1

4%1

-

-

0%

-

-

-

-

-

-

-

-

White (N

ot Ital) (1)

13

54%13

-

(14)

78%

(13)

(1)

(1)

-

-

-

3

1

All White

- 14

58%

14 -

(14)

78%

(13)(1)

(1)

- -

- 3 1

Unknow

n 1

1

4%1

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Detail of Transfers or Promotions out of

Category

CHAN

GES W

ITHIN

CATEG

ORY

(not counted in totals)

This chart summ

arizes moves of em

ployees into and out of an EEO Job Category, w

hich norm

ally includes more than one job group. M

oves between job groups w

ithin a category m

ay appear in the "Internal Advancements" colum

n.

EEO Category Sum

mary

Professional Faculty

Professional Faculty

NET AD

DITIO

NS

Additions by TypeN

ET SUBTRACTIO

NS

Subtractions by Type

Personnel Action Summ

aryPage 1 of 1

(Select Group from

Drop-Down)

Net

Group

Changes Addition #

Additions %

Hire (O

utside CU

NY and O

ther CU

NY College)

Joined G

roup from

another Job G

roup

Previously in a H

igher Job G

roup

Previously in a Low

er Job G

roupO

ther Change

Return to Faculty

Sub. # Sub %

Separation (Left College

or Left CUN

Y)

Left for another Job

Group

Left for a H

igher Job G

roup

Left for a Low

er Job G

roupO

ther Change

Returned to Faculty

Advance-ments

Other

Changes Total

(2)2

1

1

-

1

-

-

(4)

(4)

-

-

-

-

-

3

-

Male

(3)-

0%

-

-

-

-

-

-

(3)

75%(3)

-

-

-

-

-

1

-

Fem

ale 1

2

100%1

1

-

1

-

-

(1)

25%

(1)

-

-

-

-

-

2

-

Other/U

nknown

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Asian -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Black -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Hispanic

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

O

ther Minority

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

White (N

ot Ital) (2)

2

100%1

1

-

1

-

-

(4)

100%

(4)

-

-

-

-

-

3

-

All White

(2)2

100%

1 1

-

1 -

- (4)

100%

(4)-

-

- -

- 3

-

Unknow

n -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

NET SU

BTRACTION

S


Job Group D

etail

ADMIN

1-EXEC

NET AD

DITIO

NS

CHANG

ES WITHIN

JOB

GRO

UP

(not counted in totals)Detail of Transfers or Prom

otions out of Job G

roupSubtractions by Type

This chart summ

arizes moves of em

ployees into and out of a single job group. Any job group could have a net loss or net gain, so additions do not necessarily

equal subtractions.

This provides detail about the kinds of moves

between job groups.


between job groups.

Additions by TypeDetail of Transfers or Prom

otions into Job Group


aryPage 1 of 1

(Select Group from

Drop-Down)

Net

Group

Changes Addition #

Additions %

Hire (O

utside CU

NY and O

ther CU

NY College)

Joined G

roup from

another Job G

roup

Previously in a H

igher Job G

roup

Previously in a Low

er Job G

roupO

ther Change

Return to Faculty

Sub. # Sub %


or Left CUN

Y)


Group

Left for a H

igher Job G

roup

Left for a Low

er Job G

roupO

ther Change

Returned to Faculty

Advance-ments

Other

Changes Total

3 9

6

3

-

3

-

-

(6)

(6)

-

-

-

-

-

3

-

Male

4 5

56%

3

2

-

2

-

-

(1)

17%(1)

-

-

-

-

-

-

-

Fem

ale (1)

4

44%3

1

-

1

-

-

(5)

83%

(5)

-

-

-

-

-

3

-

Other/U

nknown

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

- 2

22%

1

1

-

1

-

-

(2)

33%(2)

-

-

-

-

-

1

-

Asian 1

1

11%-

1

-

1

-

-

-

0%

-

-

-

-

-

-

1

-

Black (1)

1

11%1

-

-

-

-

-

(2)

33%

(2)

-

-

-

-

-

-

-

Hispanic

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

O

ther Minority

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

White (N

ot Ital) 4

7

78%5

2

-

2

-

-

(3)

50%

(3)

-

-

-

-

-

2

-

All White

3 7

78%

5 2

-

2 -

- (4)

67%

(4)-

-

- -

- 2

-

Unknow

n -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

NET SU

BTRACTION

S

Administration 2 (M

anagers)Job G

roup Detail

ADMIN

2

NET AD

DITIO

NS

CHANG

ES WITHIN

JOB

GRO

UP


otions out of Job G


This chart summ

arizes moves of em


equal subtractions.


between job groups.


between job groups.




aryPage 1 of 1

(Select Group from

Drop-Down)

Net

Group

Changes Addition #

Additions %

Hire (O

utside CU

NY and O

ther CU

NY College)

Joined G

roup from

another Job G

roup

Previously in a H

igher Job G

roup

Previously in a Low

er Job G

roupO

ther Change

Return to Faculty

Sub. # Sub %


or Left CUN

Y)


Group

Left for a H

igher Job G

roup

Left for a Low

er Job G

roupO

ther Change

Returned to Faculty

Advance-ments

Other

Changes Total

12 33

33

-

-

-

-

-

(21)

(15)

(6)

(3)

(2)

(1)

-

5

-

Male

9 12

36%

12

-

-

-

-

-

(3)

14%(1)

(2)

(2)

-

-

-

-

-

Fem

ale 3

21

64%21

-

-

-

-

-

(18)

86%

(14)

(4)

(1)

(2)

(1)

-

5

-

Other/U

nknown

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

4 17

52%

17

-

-

-

-

-

(13)

62%(9)

(4)

(1)

(2)

(1)

-

5

-

Asian 7

9

27%9

-

-

-

-

-

(2)

10%

(1)

(1)

(1)

-

-

-

-

-

Black 2

6

18%6

-

-

-

-

-

(4)

19%

(4)

-

-

-

-

-

1

-

Hispanic

(5)2

6%

2

-

-

-

-

-

(7)

33%(4)

(3)

-

(2)

(1)

-

4

-

O

ther Minority

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

White (N

ot Ital) 7

14

42%14

-

-

-

-

-

(7)

33%

(5)

(2)

(2)

-

-

-

-

-

All White

8 16

48%

16 -

-

- -

- (8)

38%

(6)(2)

(2)

- -

- -

-

Unknow

n -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities

(1)-

0%

-

-

-

-

-

-

(1)

5%-

(1)

-

(1)

-

-

1

-

NET SU

BTRACTION

S


Job Group D

etail

ADMIN

3

NET AD

DITIO

NS

CHANG

ES WITHIN

JOB

GRO

UP


otions out of Job G


This chart summ

arizes moves of em


equal subtractions.


between job groups.


between job groups.




aryPage 1 of 1

(Select Group from

Drop-Down)

Net

Group

Changes Addition #

Additions %

Hire (O

utside CU

NY and O

ther CU

NY College)

Joined G

roup from

another Job G

roup

Previously in a H

igher Job G

roup

Previously in a Low

er Job G

roupO

ther Change

Return to Faculty

Sub. # Sub %


or Left CUN

Y)


Group

Left for a H

igher Job G

roup

Left for a Low

er Job G

roupO

ther Change

Returned to Faculty

Advance-ments

Other

Changes Total

2 2

2

-

-

-

-

-

-

-

-

-

-

-

-

-

-

Male

2 2

100%

2

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Fem

ale -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Other/U

nknown

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

1 1

50%

1

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

Asian -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Black 1

1

50%1

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Hispanic

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

O

ther Minority

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

White (N

ot Ital) 1

1

50%1

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

All White

1 1

50%

1 -

-

- -

- -

0%

- -

-

- -

- -

-

Unknow

n -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

-

-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities

- -

0%

-

-

-

-

-

-

-

0%-

-

-

-

-

-

-

-

NET SU

BTRACTION

S

IT Manager

Job Group D

etail

IT-MG

R

NET AD

DITIO

NS

CHANG

ES WITHIN

JOB

GRO

UP


otions out of Job G


This chart summ

arizes moves of em


equal subtractions.


between job groups.


between job groups.




aryPage 1 of 1

Net

category Changes


External Hires (CU

NY or

College)

Transfers or Prom




NY)

Transfers or Prom


Left for a Higher

category

Left for a Low

er category

Other


Advance-m

entsO

ther Changes

Total 1

2

-

2

(1)

(1)

-

-

-

-

-

-

-

Male

- -

0%

-

-

-

0%-

-

-

-

-

-

-

-

Fem

ale 1

2

100%-

2

(1)

100%

(1)

-

-

-

-

-

-

-

Other/U

nknown

- -

0%

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

1 2

100%

-

2

(1)

100%(1)

-

-

-

-

-

-

-

Asian -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Black (1)

-

0%-

-

(1)

100%

(1)

-

-

-

-

-

-

-

Hispanic 2

2

100%-

2

-

0%

-

-

-

-

-

-

-

-

Other M

inority -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Italian-American -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

White (N

ot Ital) -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

All White

- -

0%

- -

-

0%

- -

-

- -

- -

-

Unknow

n -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities 1

1

50%-

1

-

0%

-

-

-

-

-

-

-

-


Category

CHAN

GES W

ITHIN

CATEG

ORY


This chart summ

arizes moves of em


hich norm



ithin a category m


n.

EEO Category Sum

mary

Administrative Support W

orkers

Administrative

Support Workers

NET AD

DITIO

NS

Additions by TypeN

ET SUBTRACTIO

NS



aryPage 1 of 1

Net

category Changes


External Hires (CU

NY or

College)

Transfers or Prom




NY)

Transfers or Prom


Left for a Higher

category

Left for a Low

er category

Other


Advance-m

entsO

ther Changes

Total (1)

3

3

-

(4)

(4)

-

-

-

-

-

-

-

Male

(3)1

33%

1

-

(4)

100%(4)

-

-

-

-

-

-

-

Fem

ale 2

2

67%2

-

-

0%

-

-

-

-

-

-

-

-

Other/U

nknown

- -

0%

-

-

-

0%-

-

-

-

-

-

-

-

Total Min

(1)2

67%

2

-

(3)

75%(3)

-

-

-

-

-

-

-

Asian -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Black (1)

2

67%2

-

(3)

75%

(3)

-

-

-

-

-

-

-

Hispanic -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Other M

inority -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Italian-American -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

White (N

ot Ital) -

1

33%1

-

(1)

25%

(1)

-

-

-

-

-

-

-

All White

- 1

33%

1 -

(1)

25%

(1)-

-

- -

- -

-

Unknow

n -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Veterans -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-

Individuals w

/Disabilities -

-

0%-

-

-

0%

-

-

-

-

-

-

-

-


Category

CHAN

GES W

ITHIN

CATEG

ORY


This chart summ

arizes moves of em


hich norm



ithin a category m


n.

EEO Category Sum

mary

Service Workers and O

thers

Service Workers and

Others

NET AD

DITIO

NS

Additions by TypeN

ET SUBTRACTIO

NS



aryPage 1 of 1

APPENDIX F‐2 ‐ TENURE ACTIONS BY DEPT / JOB GROUP / TITLE (FACULTY / CLT) 2020 ‐ 2021Graduate Center

Appendix F‐2 presents a summary of tenure actions. Tenure is a permanent status awarded on the basis of years of service and/or academic or research achievement.

Faculty in Professorial titles (other than visiting) are eligible for tenure which is awarded based on academic or research achievement and service. College Laboratory Technicians are eligible for tenure based on years of service, and Lecturers are eligible for a Certificate of Continuous Employment (CCE) based on years of service. K‐12 Teachers and Counselors are also eligible for tenure.

Tenure is effective on September 1 of each academic year. Individuals listed here were awarded tenure effective September 1, 2019 (during this past plan year).

The Total Minority category is comprised of Asian/Hawaiian/Other Pacific Islander, Black/African American, Hispanic/Latino, American Indian/Alaska Native and Two or More Races.

APP F2‐1

APPENDIX F‐2 ‐ TENURE ACTIONS BY DEPT / JOB GROUP / TITLE (FACULTY / CLT) 2020 ‐ 2021Graduate Center

LibraryGained Tenure Female WhiteAssc Professor Tenured

MA Prgm In Liberal StudiesGained Tenure Female WhiteAssc Professor Tenured

Ph.D. Program In HistoryHired with Tenure Female Black/African Am.Professor TenuredHired with Tenure Female WhiteProfessor Tenured

Ph.D. Program In SociologyHired with Tenure Male Asian/Nat.Haw./Other Pac. Isl.Assc Professor Tenured

Ph.D. Program In Urban EduHired with Tenure Female Hispanic/LatinoAssc Professor Tenured

PhD Prgm in Latin Amer IberianHired with Tenure Female WhiteProfessor Tenured

Asian Black/AfAm Hispanic/Latino White Oth/UnkTotal Staff:

Female

Male

Ttl Minority

Total

Summary for the College

Oth/Unk

6

1

7

0

0 1 1 4

1 0 0 0

2

1

1 1 1 43

0

0

0

0 0 0 00 0

APP F2‐2

APPENDIX G ‐ SUMMARY OF RECRUITING ACTIVITIES 2020 ‐ 2021Graduate Center

This appendix provides detail on searches performed by job group, ethnicity, and gender. Detail is provided on applicants, interviews, and offers. The scope of this report includes searches which officially concluded by a job offer during the previous plan year (June 1, 2019 through May 31, 2020).

APP G

copy of GC Recruiting revised by AC

Records Applicant Appl% Interview Int% Offer Off% Hire Hire%

TotalTotal 897 895 29 5 5

Gen MaleMale 486 485 54% 15 52% 1 20% 1 20%Gen FemaleFemale 153 152 17% 8 28% 3 60% 3 60%Unk GenOther 251 251 28% 6 21% 1 20% 1 20%

Total Min 378 376 42% 9 31% 2 40% 2 40%

Asian/Hawaiian-Oth Pac IslandAsian 237 235 26% 5 17% 1 20% 1 20%Black/African AmericanBlack 71 71 8% 1 3% 1 20% 1 20%Hispanic/LatinoHispanic/Latino 61 61 7% 2 7% - 0% - 0%Two or More Races Other inc 2 or more 9 9 1% 1 3% - 0% - 0%

AWhiteWhite (Not Ital) 362 362 40% 17 59% 3 60% 3 60%

WhiteAll White 385 385 43% 17 59% 3 60% 3 60%

UnknownUnknown 134 134 15% 3 10% - 0% - 0%

Vet Y Veterans 13 13 1% - 0% - 0% - 0%

Disab Y Indiv. w Disabilities 23 23 3% - 0% - 0% - 0%

Job Group Summary

Faculty-Professorial

Recruiting Summary Page 1 of 1



TotalTotal 16 16 - - -

Gen MaleMale 8 8 50% - 0% - 0% - 0%Gen FemaleFemale 6 6 38% - 0% - 0% - 0%Unk GenOther 2 2 13% - 0% - 0% - 0%

Total Min 6 6 38% - 0% - 0% - 0%

Asian/Hawaiian-Oth Pac IslandAsian 3 3 19% - 0% - 0% - 0%Black/African AmericanBlack 1 1 6% - 0% - 0% - 0%Hispanic/LatinoHispanic/Latino 2 2 13% - 0% - 0% - 0%Two or More Races Other inc 2 or more - - 0% - 0% - 0% - 0%

AWhiteWhite (Not Ital) 6 6 38% - 0% - 0% - 0%

WhiteAll White 6 6 38% - 0% - 0% - 0%

UnknownUnknown 4 4 25% - 0% - 0% - 0%

Vet Y Veterans - - 0% - 0% - 0% - 0%

Disab Y Indiv. w Disabilities - - 0% - 0% - 0% - 0%

Job Group Summary







Total Min 279 216 50% 13 30% 1 13% 1 14%

Asian/Hawaiian-Oth Pac IslandAsian 62 53 12% 5 12% - 0% - 0%Black/African AmericanBlack 130 98 23% 6 14% 1 13% 1 14%Hispanic/LatinoHispanic/Latino 73 55 13% 2 5% - 0% - 0%Two or More Races Other inc 2 or more 14 10 2% - 0% - 0% - 0%


WhiteAll White 229 189 44% 27 63% 6 75% 5 71%

UnknownUnknown 34 26 6% 3 7% 1 13% 1 14%

Vet Y Veterans 7 6 1% 1 2% - 0% - 0%

Disab Y Indiv. w Disabilities 29 27 6% 5 12% - 0% - 0%

Job Group Summary

Administration 2 (Managers)




TotalTotal 1,618 1,412 99 19 19


Total Min 945 813 58% 59 60% 10 53% 10 53%

Asian/Hawaiian-Oth Pac IslandAsian 311 277 20% 18 18% 7 37% 7 37%Black/African AmericanBlack 331 275 19% 22 22% 3 16% 3 16%Hispanic/LatinoHispanic/Latino 262 226 16% 17 17% - 0% - 0%Two or More Races Other inc 2 or more 41 35 2% 2 2% - 0% - 0%


WhiteAll White 595 527 37% 35 35% 6 32% 6 32%

UnknownUnknown 78 72 5% 5 5% 3 16% 3 16%

Vet Y Veterans 18 18 1% - 0% - 0% - 0%


Job Group Summary






Gen MaleMale 363 355 67% 6 50% 1 100% 1 100%Gen FemaleFemale 92 90 17% 2 17% - 0% - 0%Unk GenOther 84 81 15% 4 33% - 0% - 0%

Total Min 392 382 72% 8 67% - 0% - 0%

Asian/Hawaiian-Oth Pac IslandAsian 139 135 26% 4 33% - 0% - 0%Black/African AmericanBlack 129 127 24% 2 17% - 0% - 0%Hispanic/LatinoHispanic/Latino 116 112 21% 2 17% - 0% - 0%Two or More Races Other inc 2 or more 8 8 2% - 0% - 0% - 0%


WhiteAll White 128 125 24% 3 25% 1 100% 1 100%

UnknownUnknown 20 20 4% 1 8% - 0% - 0%

Vet Y Veterans 23 23 4% 1 8% - 0% - 0%


Job Group Summary



APPENDIX H ‐ UTILIZATION OF INDIVIDUALS WITH DISABILITIES 2020 ‐ 2021Graduate Center

Appendix H presents utilization of Individuals with Disabilities ("IWD") by job group. It presents total staff in the job group, number of Individuals with Disabilities, and percentage of Individuals with Disabilities in the job group.

The federal guideline for staffing of Individuals with Disabilities is 7.0% for each job group. While there is a requirement to report staffing, there is no requirement to calculate underutilization or set placement goals.

12Total Individual(s) with Disabilities: 2.1%Percent of total reported employees:

APP H‐1

APPENDIX H ‐ UTILIZATION OF INDIVIDUALS WITH DISABILITIES 2020 ‐ 2021Graduate Center

Category: Executive/Administrative/ManagerialStaff Indiv. with Disabilities RateJob Group

Administration 1 (Executive) 21 0 0.0%Administration 2 (Manager) 97 4 4.1%Facility Manager 3 0 0.0%IT Computer Manager 8 0 0.0%

Category: Professional FacultyStaff Indiv. with Disabilities RateJob Group

Faculty ‐ Professoriate‐Grad 166 1 0.6%Faculty‐Librarian 9 0 0.0%Faculty‐Lecturer 5 0 0.0%

Category: Professional Non‐FacultyStaff Indiv. with Disabilities RateJob Group

Accountant 1 0 0.0%Administration 3 (Professional) 163 5 3.1%IT Computer Professional 43 1 2.3%

Category: Administrative Support WorkersStaff Indiv. with Disabilities RateJob Group

Administrative Assistant 8 0 0.0%Office Assistant 8 1 12.5%Mail Services Worker 7 0 0.0%

Category: TechniciansStaff Indiv. with Disabilities RateJob Group

Administration 4 (College Lab Tech) 4 0 0.0%Broadcast/Media 4 0 0.0%Print Shop 2 0 0.0%

Category: Service Workers and OthersStaff Indiv. with Disabilities RateJob Group

Campus Public Safety Sergeant 2 0 0.0%Campus Peace Officer 5 0 0.0%Campus Security Assistant 15 0 0.0%

APP H‐2

ADDITIONAL DATA ‐ UTILIZATION OF VETERANS 2020 ‐ 2021Graduate Center

There is currently no required review of the utilization of Veterans; instead, the federal requirement is to review the rate of hiring against a standard (set annually).

This report is for informational purposes only and is not included in the AA Plan.

6Total Veterans: 1.1%Percent of Total Reported Employees:

APP X‐1

ADDITIONAL DATA ‐ UTILIZATION OF VETERANS 2020 ‐ 2021Graduate Center

Category: Executive/Administrative/ManagerialStaff Veterans RateJob Group

Administration 1 (Executive) 21 0 0.0%Administration 2 (Manager) 97 1 1.0%Facility Manager 3 0 0.0%IT Computer Manager 8 0 0.0%

Category: Professional FacultyStaff Veterans RateJob Group

Faculty ‐ Professoriate‐Grad 166 1 0.6%Faculty‐Librarian 9 0 0.0%Faculty‐Lecturer 5 0 0.0%

Category: Professional Non‐FacultyStaff Veterans RateJob Group

Accountant 1 0 0.0%Administration 3 (Professional) 163 0 0.0%IT Computer Professional 43 0 0.0%

Category: Administrative Support WorkersStaff Veterans RateJob Group

Administrative Assistant 8 0 0.0%Office Assistant 8 0 0.0%Mail Services Worker 7 2 28.6%

Category: TechniciansStaff Veterans RateJob Group

Administration 4 (College Lab Tech) 4 0 0.0%Broadcast/Media 4 0 0.0%Print Shop 2 0 0.0%

Category: Service Workers and OthersStaff Veterans RateJob Group

Campus Public Safety Sergeant 2 0 0.0%Campus Peace Officer 5 0 0.0%Campus Security Assistant 15 2 13.3%

APP X‐2

the graduate school and university center 2020-2021

Documents