Oklahoma State Department of Health affirmative action plan

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OKLAHOMA STATE DEPARTMENT OF HEALTH
AFFIRMATIVE ACTION PLAN
FY 2010
Plan Year: 2011
The Oklahoma State Department of Health, in regard to employment or any other program, service, or activity
offered through this state agency, makes no prohibitive distinctions on the basis of genetic information, race,
color, religion, sex, age, political beliefs, national origin, disability, or veteran's status.
This publication, printed by the Oklahoma State Department of Health, is authorized by Terry L. Cline, Ph.D.,
Commissioner of Health. One hundred and fifty copies were printed at a cost of $274.50. Copies have been
deposited with the Publications Clearinghouse of the Oklahoma Department of Libraries.
An AAlEO Employer
Oscar B. Jackson, Jr., Administrator
Secretary of Human Resources and Administration
Brad Henry
Governor
STATE OF OKLAHOMA
OFFICE OF PERSONNEL MANAGEMENT
"Working for Oklahoma"
October 8, 2010
Terry L. Cline, Ph.D.
Commissioner of Health and State Health Officer
Oklahoma State Department of Health
1000 Northeast 10th Street
Oklahoma City, Oklahoma 73117-1299
Dear Dr. Cline:
Based on the review and recommendation of the OPM Office of Equal Opportunity and
Workforce Diversity (EOWD) and the Affirmative Action Review Council, I have approved your
agency's FY-2011 Affirmative Action Plan. This action is taken in accordance with the
provisions of Title 74 O.S., Section 840-2.1 and Merit Rule 530:10-3-36.
As an agency under the Merit System of Personnel Administration, I hope that you will continue
to take advantage of the resources offered by our agency to assist you in achieving your stated
goals and objectives. In particular, I hope that you will consult with Brenda C. Thornton,
Director of EOWD, on technical issues relating to the implementation and administration of your
plan. Ms. Thornton can be reached at (405) 521-3082 or brenda.thornton@opm.ok.gov. You
may also wish to seek the assistance of Herman Johnson, Targeted Minority Recruitment
Coordinator, in identifying individual applicants or new recruitment sources for targeted groups.
Mr. Johnson can be reached at (405) 522-0663 or herman.johnson@opm.ok.gov.
I commend you and your staff on the development of your FY-2011 Affirmative Action Plan. I
also wish you success in accomplishing your equal employment opportunity and affirmative
action goals and objectives. Please let me know if I may be of further assistance.
Oscar. son, A-CP
Administrator and Cabinet Secretary
of Human Resources and Administration
cc: R. Charles Smith
"We serve the people of Oklahoma by delivering reliable and innovative
human rellOurce services to our partner agencies to achieve their missions. »
2101 NORTH LINCOLN BOULEVARD· OKLAHOMA CITY, OK 73105-4904 • (405) 521·2177 • FAX (405) 524-6942 • """,.opm.ok.cov
TABLE OF CONTENTS
SECTION
I. Policy Statement. 2
II. Policy Against Sexual (Unlawful) Harassment .5
III. Responsibility for Affirmative Action and
Equal Employment Opportunity ~ ; 11
IV. Dissemination of Affirmative Action Plans .l5
V. Recruitment Program - Including Disabled and
"Older" Applicants 17
VI. Training and Upward Mobility 20
VIT. Evaluation of Preceding Year's AAlEEO Efforts 22
VIII. Identification and Analysis of Problem Areas:
Corrective Action 25
IX. Internal Audit and Reporting 27
X. Three-Year Evaluation of Previous EEO Efforts .30
XI. Job Group Analysis 32
XII. Availability Analysis 50
XIII. Utilization Analysis and Annual Placement Goals 59
XIV. Present Staffing Report 61
XV. Personnel Transactions Report 63
XVI. Review of Job Groups Where Goals Were not Attained 65
XVII. Appendix 67
XVIII. Organizational Chart 68
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POLICY STATEMENT
POLICY STATEMENT
It is the policy of the Oklahoma State Department of Health to provide equal employment without
regard to genetic information, race, color, religion, sex, age, political affiliations or beliefs, national
origin, disability, or veteran's status, and to base all employment decisions to further equal employment
opportunity upon this principle. To this end, the Oklahoma State Department of Health will not make
any prohibitive distinctions regarding any employee or applicant based on genetic information, race,
color, religion, sex, age, political affiliations or beliefs, national origin, disability, or veteran's status,
and will take affirmative action to ensure that applicants are employed and employees are treated
equally, without regard to these characteristics.
Also, it is the policy of the Oklahoma State Department of Health that no person, on the basis of genetic
information, race, color, religion, sex, age, political affiliations or beliefs, national origin, disability, or
veteran's status, be excluded from participation in, be denied the benefits of, or be otherwise subjected
to any prohibited discrimination under any program, service, or activity of the Oklahoma State
Department of Health.
As Commissioner of the Oklahoma State Department of Health, I affirm that the above policy reflects
the attitude of the Department toward the principle of equal employment opportunity, affirmative action,
and equal access to Department programs, services, and activities. My personal commitment to this
policy is steadfast and complete. I personally accept overall responsibility for equal employment
opportunity, affirmative action, and equal access to programs, services, and activities within the
Oklahoma State Department of Health.
It is the obligation of the Commissioner, the Chief Operating Officer, each Deputy Commissioner,
Service Chief, Division Director, supervisor, and every employee to conduct himself or herself in
conformity to the principle of equal employment opportunity at all times.
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Date
All employment activities such as, but not limited to, hiring, promoting, demoting, transferring,
recruiting, advertising, layoffs, discharges, compensation, and selection for training shall be conducted
without regard to prohibitive distinctions based on genetic information, race, color, religion, sex, age,
political affiliations or beliefs, national origin, disability, or veteran's status.
In furtherance of the objective of equal employment opportunity and as the Commissioner of the Health
Department, I do hereby delegate the responsibility for implementing the Department's Affirmative
Action Program in conformity to the principle of equal employment opportunity to R. Charles Smith, the
Department's Civil Rights Administrator. I also designate Mr. Smith as the agency's Affirmative
Action! Equal Opportunity Officer, Section 504 Coordinator; and ADA Coordinator for employment
related matters. Mr. Smith will call to my attention any instances of failure by any employee to conform
to the principle of equal employment opportunity and / or failure to demonstrate good faith efforts in
implementing the Department's Affirmative Action Plan and goals. Also, Mr. Smith will assist in the
recruitment of qualified individuals for employment opportunities.
Any employee or applicant for employment who believes he or she has not been afforded treatment in
conformity to the principle of equal employment opportunity and affirmative action and / or this policy,
or any client who believes he or she has not been afforded equal access to a program, service, or activity
in accordance with this policy is urged to contact Mr. Smith, Civil Rights Administrator, located in the
Office of Human Resource Management (HR), and may be contacted by phone at 405-271-5155.
Terry L. Cline, Ph.D.
Commissioner, Department of Health
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POLICY AGAINST SEXUAL I UNLAWFUL HARASSMENT
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TITLE:
RESPONsmLE
SERVICE:
APPROVED:
OBJECTIVE:
POLICY:
OKLAHOMA STATE DEPARTMENT OF HEALTH
AD~STRATIVEPROCEDURES~AL
Policy Against Unlawful Harassment Number: 1-2
Re-issued: July 2010
Revises: 1-2, May 2002
Civil Rights Administrator
<~~l/)b.
Terry Cline, Ph.D.. I
Commissioner of Health
To clearly define sexual harassment, to establish an effective anti-harassment
policy and complaint procedure, and to publicize and provide
notice of the Department's intolerance of any form of unlawful harassment
of its employees to the Department's employees, vendors, customers and
clients. A copy of this policy shall be distributed and explained to all
employees.
Federal and state law prohibit discrimination and harassment on the basis
of sex (whether or not of a sexual nature), race, color, religion, national
origin, age, or disability. Because the Oklahoma State Department of
Health ("Department'-') is committed to maintaining a work environment
free of unlawful discrimination and harassment, in which all individuals
are treated with respect and dignity, the Department will not tolerate any
form of unlawful harassment of any of its employees, including, but not
limited to, harassment on the basis of gender (whether or not of a sexual
nature), race, color, religion, national origin, age, or disability. In addition,
the Department will not tolerate retaliation against any OSDH employee
who engages in protected activity related to unlawful discrimination or
harassment.
DEFINITION OF SEXUAL HARASSMENT
Sexual Harassment consists of unwelcome sexual advances, requests for
sexual favors, and other verbal, visual, and physical conduct of a sexual
nature whenever:
1. Submission to the conduct is made explicitly or implicitly a term
or condition of an individual's employment; or
2. Submission to or rejection of the conduct by an individual is used
as the basis for an employment decision affecting such individual;
or
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3. Such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating,
hostile or offensive working environment.
EXAMPLES OF PROHIBITED CONDU~T
Because unlawful harassment is very fact specific, it can occur as a result
of almost an infinite variety of conduct. Some examples include, but are
not limited to:
1. Unwelcome physical contact with sexual overtones, such as
touching, pinching, patting, grabbing, repeatedly "brushing"
against someone, or impeding the movement of another person.
2. Unwelcome, inappropriate, or repeated sexual advances, flirtations,
or propositions.
3. Offensive visual contact such as staring, leering, gestures or
displaying objects, pictures, cartoons, posters, calendars, graffiti,
or other material that is obscene, pornographic, or otherwise
derogatory toward individuals, whether men, women, minorities,
the elderly, the disabled or foreigners.
4. Verbal conduct such as epithets or derogatory comments about
individuals, whether men, women, minorities, the elderly, the
disabled, or foreigners; racial slurs; sexual invitations, or sexual
jokes.
5. Derogatory or otherwise inappropriate, suggestive, or obscene
written comments in notes, letters, invitations, or e-mail regarding
individuals, whether men, women, minorities, the elderly, the
disabled or foreigners.
6. Graphic verbal commentary about an individual's body or body
parts, sexual prowess or sexual deficiencies, or other derogatory or
otherwise inappropriate or suggestive comments about another
person's national origin, race, color, gender, age, disability, or
religion.
7. Exchanging or offering to exchange any kind of employment
benefit in exchange for a sexual favor.
8. Withdrawing or threatening the withdrawal of any kind of
employment benefit for refusing to grant a sexual favor, e.g.,
suggesting that an individual will receive a poor PMP or be denied
a raise unless [s]he goes out on a date with a supervisor.
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WHO MAY REPORT UNLAWFUL HARASSMENT
Complaints of unlawful harassment may be submitted by classified,
unclassified, or temporary employees, and individuals who are not OSDH
employees.
INVESTIGATIONS
The Department will promptly, thoroughly, and impartially investigate all
complaints of unlawful harassment pursuant to OSDH Policy No. 6-28
("Special Grievances of Discrimination and Complaint Procedure").
During the pendency of the investigation, the Department will take
immediate intermediate preventative and corrective measures as are
appropriate under the circumstances.
Confidentiality will be maintained throughout the investigation to the
extent possible under the circumstances. The Civil Rights Administrator
will keep the complainant informed as to the status of the investigation
and, upon the conclusion of the investigation, will communicate his
findings in writing to the Commissioner of Health. The Civil Rights
Administrator will also provide the Commissioner of Health with any
additional requested information. The Commissioner of Health shall make
the final determination and, upon the conclusion of the investigation, issue
a written response to the complainant, the accused, and the Civil Rights
Administrator.
SANCTIONSIDISCIPLINE
If the investigation report indicates that unlawful harassment has occurred,
the Department will take immediate and appropriate corrective action,
including discipline, that is designed to stop the harassment, correct its
effects on the complainant, and ensure that it does not recur.
PROTECTION AGAINST RETALIATION
The Department will not in any way retaliate against an individual who in
good faith makes a complaint of unlawful harassment, opposes unlawful
harassment, or participates in any official proceeding regarding (or in an
investigation related to) unlawful harassment.
8
Retaliation for engaging in protected activity regarding unlawful
harassment is a serious violation of federal and state law and this policy.
Retaliation in violation of this policy should be reported in the same
manner as unlawful harassment is reported. Any OSDH employee found
to have retaliated against anyone in violation of this policy will be subject
to disciplinary action, up to and including discharge.
'\
PROCEDURE:
APPLICABILITY OF POLICY
The prohibition against unlawful harassment applies to everyone in the
workplace-supervisors, coworkers, and non-employees.
The Department will not tolerate, condone, or allow unlawful harassment
in the workplace by anyone, regardless of who the offender may be or his
or her relationship with the Department.
COMWLAINTPROCEDURE
If you believe you have been, or are being, subjected to unlawful
harassment, you should report it at once to the OSDH Civil Rights
Administrator..Mr. R. Charles Smith, Oklahoma State Department of
Health, Office of Human Resources, 1000 N.E. 10th Street, Oklahoma
City, OK 73117-1299. Mr. Smith may be contacted by calling (405) 271-
5155 or 4171, or by writing: Mr. R. Charles Smith, Civil Rights
Administrator, Oklahoma State Department of Health, 1000 N.E. 10th
Street, Oklahoma City, OK 73117-1299.
If for any reason you are unwilling or unable to report the alleged
unlawful harassment to the OSDH Civil Rights Administrator, you may
report it to any OSDH Supervisor, regardless of whether the supervisor
is in your chain of command.
DIRECTIVE TO SUPERVISORS TO REPORT UNLAWFUL
HARASSMENT
Any OSDH supervisor who receives a complaint of unlawful harassment,
either formally or informally, or who otherwise becomes aware of alleged
unlawful harassment shall take immediate intermediate corrective action
appropriate under the circumstances. In addition, the supervisor shall
promptly refer the matter to the OSDH Civil Rights Administrator
for investigation.
The supervisor's duty to report allegations of unlawful harassment of
which [s]he is aware is mandatory. In other words, this policy requires a
supervisor to report the alleged unlawful harassment, even if the
complainant asks the supervisor not to report the alleged unlawful
harassment.
Any supervisor who refuses or fails to promptly report allegations of
unlawful harassment (of which he or she is aware) to the Civil Rights
Administrator shall be subject to disciplinary action.
9
PROTECTION AGAINST FALSE COMPLAINTS
The Department takes allegations of unlawful harassment seriously.
Because the Department is committed to providing an equal opportunity
workplace to all employees that is free of unlawful discrimination and
harassment, the Department will take serious measures, including, but not
limited to, disciplinary action up to and including the discharge of any
OSDH employee found to be guilty of unlawful harassment.
Conversely, false complaints of unlawful harassment not brought in good
faith have the potential to unnecessarily subject the wrongly accused to
serious adverse consequences in terms of reputation and career
opportunities. Accordingly, if the investigation of unlawful harassment
indicates 'by clear and convincing evidence that the complaint is frivolous
and that an OSDH employee complainant did not bring the complaint in
good faith, i.e., that [s]he alleged unlawful harassment for malicious
purposes, the OSDH employee complainant will be subject to disciplinary
action up to and including discharge.
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RESPONSIBILITY FOR AFFIRMATIVE ACTION
AND
EQUAL EMPLOYMENT OPPORTUNITY
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RESPONSIBILITY FOR AFFIRMATIVE ACTION
AND
EQUAL EMPLOYMENT OPPORTUNITY
COMMISSIONER
As the Appointing Authority, it is the responsibility of the Commissioner of Health to exercise overall
responsibility for equal employment opportunity and affirmative action within the Oklahoma State
Department of Health.
CIVIL RIGHTS ADMINISTRATOR
The Civil Rights Administrator has the duly delegated responsibility to monitor implementation of the
statewide Affirmative Action Plan and to review the affirmative action performance of the Department's
programs and service areas. The Civil Rights Administrator shall recommend to the Commissioner any
steps necessary to ensure progress toward affirmative action goals, and to assure compliance with the
Affirmative Action Plan.
The Civil Rights Administrator shall:
1. Recommend to the Commissioner the goals and objectives of the Affirmative Action Program in
regard to employment.
2. Monitor implementation of the Affirmative Action Program.
3. Identify the job classifications where minorities are underrepresented and recommend measures
to remedy.
4. Assist in recruiting individuals for underrepresented job classifications, as well as all job
classifications, and assist agency supervisors in hiring individuals in accordance with OSDH
goals and the Affirmative Action / Equal Employment Opportunity Policy Statement.
5. Work with other agencies' Civil Rights Administrators and EEO I AA personnel to promote
equal employment opportunity.
6. Serve as staff to the agency Affirmative Action Committee (in the event said committee is
reestablished).
7. Receive and investigate employment applicant allegations of prohibited discrimination, and
receive and investigate allegations of illegal denial of access to Department programs, services or
activities, and prepare, as directed by the Commissioner, the agency response to said allegations.
8. Serve as liaison on behalf of the Commissioner of Health and prepare necessary responses
between the Department and compliance agencies on matters of equal employment opportunity
and affirmative action compliance.
9. Serve as liaison between the Department and minority organizations and community action
groups concerned with employment opportunities for minorities, women, and the disabled.
10. Identify problem areas related to equal employment opportunity and affirmative action progress.
11. Assist management at all levels in resolving equal employment and affirmative action concerns.
12. Assist the Office of Human Resource Management in the design and implementation of audit
and reporting systems that will:
a. Measure effectiveness ofthe Department's programs,
b. Indicate the need for remedial action, and
c. Determine the degree to which the Department's goals and objectives have been attained.
13. Develop Affirmative Action I Equal Employment Opportunity awareness training opportunities
for supervisors as necessary.
14. Keep management informed of the latest developments in EEOlAA.
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CHIEF OPERATING OFFICER (COO) &
DEPUTY COMMISSIONERS
The COO and the Deputy Commissioners will also play a major role in the implementation of all
affirmative action activities. Under the guidance of the Commissioner, the COO and the Deputies will
provide leadership for their specific areas of responsibility and assist the Directors and Service Chiefs in
achieving affirmative action goals and equal employment opportunity in their respective areas.
MANAGERS AND SUPERVISORS
All Administrators, Service Chiefs, Directors, and Line Managers, are responsible for assisting in
identifying underrepresentation of ethnic minorities and females in their respective areas and assisting in
establishing goals and objectives for their respective areas.
ALL AGENCY EMPLOYEES
All Department of Health employees are to apply all laws, rules, regulations, policies, and procedures
fairly and impartially toward all persons without any prohibited distinctions based on genetic
information, race, color, sex, age, national origin, disability, religion, or political affiliations or beliefs.
All employees are to treat one another and the public with an attitude of respect, courtesy, and
cooperation.
Also, all employees shall become familiar with the Department's Affirmative Action Plan and
demonstrate good faith efforts by doing their individual part in making the Department's equal
employment opportunity and affirmative action endeavors successful.
DISSEMINATION OF AFFIRMATIVE ACTION PLANS
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DISSEMINATION OF PLANS
A. Internal Dissemination
The Affirmative Action Plan for the Oklahoma State Department of Health will be disseminated
internally with a cover memo from the Commissioner explaining the Plan's purpose, and
instructions to recipients to make their respective employees aware of the Plan, its location, and
its availability to them at all times. The Plan and the accompanying memo from the
Commissioner will be disseminated as follows:
1. The Commissioner, the Chief Operating Officer, and each Deputy Commissioner
will receive a copy.
2. Each Administrator of county health departments; each county health department;
each child guidance service center; and each central office Service Chief will
receive a copy.
3. A copy will be sent to programs and agencies such as Tulsa City-County Health
Department and the Sooner Start Office in Tulsa where Department employees
are stationed.
B. External Dissemination
The Oklahoma State Department of Health Affirmative Action Plan will be disseminated
externally through the Department's Office of Communications to the State Publications
Clearinghouse of the Oklahoma Department of Libraries. Additionally, copies will be reserved
by the Civil Rights Administrator for distribution to federal and state agencies upon valid
requests.
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RECRUITMENT PROGRAM ...
INCLUDING DISABLED AND "OLDER" APPLICANTS
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RECRUITMENT PROGRAM
It is the policy of the OSDH to search for the most qualified candidates. Though the Civil Rights
Administrator will assist in the recruitment of minorities and females to achieve Department goals and
objectives; the Commissioner, the COO, Deputy Commissioners, Service Chiefs, Division Directors,
and County Health Administrators must take an active part in recruitment to assist in obtaining
Department goals in their respective areas of responsibility. The Department's Office of Human
Resource Management must be utilized to ensure that recruitment, interviewing, appointments, salary
increases, promotions, and transfers are conducted in accordance with the specified procedures
contained in the OSDH Policies and Procedures Manual and in accordance with the Office of Personnel
Management's personnel administration rules. Also, the Department's Office of Human Resource
Management shall conduct recruitment activities in accordance with the Department's Affirmative
Action Plan.
The purpose of the affirmative action recruitment program is to actively seek qualified ethnic minority,
female, "older" (age 40 and over) and disabled applicants for prospective employment. The objective of
this program is to increase the number of ethnic minority, female, "older," and disabled applicants on
the Merit System job lists for hiring opportunities with the Department as well as utilizing other
approved / authorized methods of hiring. Qualified men also will be recruited for those positions
typically identified with women, e.g., nurses.
The Department recognizes the importance of universities and colleges as good recruitment resources
and will continue to utilize these resources. Community involvement and participation are also vital
components of a successful recruitment program. Agencies such as the Urban League and the Office of
Disability Concerns, community organizations, fraternities / sororities, and religious organizations have
proved to be viable resources in affirmative recruitment efforts for ethnic minorities, women, and
the disabled and these resources will continue to be utilized.
It is the OSDH policy that no applicant be selected for employment on the basis of disability, ethnic
background, or sex unless it is done in complete conformity with existing laws and / or regulations.
Equal employment opportunities will continue to be provided for men and women in occupational
categories that have traditionally been identified with one sex. In selecting among candidates "equally"
qualified for a particular position, first consideration shall be given to current employees inside the
Department as well as in accordance with AA I EEO policy and established goals where
underrepresentation exists. Qualified applicants outside the Department may be considered and selected,
also.
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TRAINING AND UPWARD MOBILITY
TRAINING AND UPWARD MOBILITY
The purpose of this activity is to provide equal opportunity for all employees to enhance their skills and
abilities. This activity ensures that equal consideration for advancement is not limited, thereby
promoting equal employment opportunity for ethnic minorities, women, older, and disabled persons.
The responsibility for such an effort is vested in the hands of the agency managers and supervisors.
The Office of Human Resource Management's Training, Education, and Development (TED) service is
- an excellent resource for training opportunities.
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EVALUATION OF PRECEDING YEAR'S AAlEEO EFFORTS
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EVALUATION OF PRECEDING YEAR'S AA/EEO EFFORTS
/
The Department of Health affirms it will continue its efforts to eliminate all underrepresentation of
protected class members in the agency work force. The Department will continue to rely on its own
recruitment efforts, the Office of Personnel Management's (OPM) various services and programs, and
referrals.
In the event a manifest imbalance is determined in a particular job classification for any protected class
member according to the Fair Employment Practice Act (FEP A), and as long as FEPA is a viable and
lawful option, the Department will comply with OPM's procedure for declaring the imbalance and the
intent to use FEPA.
The Department established the following goals to be implemented by June 30, 2010, in the following
job categories/groups for ethnic minorities. For Officials/Administrators, a hiring goal of one American
Indian, one Hispanic, and two total minorities was established. Our good faith efforts did allow us to
hire one American Indian for a total of one minority, but we were not able to hire a Hispanic for two
total minorities.
For Professionals, a hiring goal of eight total minorities was established. The Department is proud to
report that our good faith efforts allowed us to hire eight African Americans, one Asian, six American
Indians and four Hispanics for a total of nineteen total minorities. A total of seventy-nine new hires
occurred in this job category resulting in twenty-four percent (24%) minority new hires.
For Technicians, a hiring goal of one African American and one total minority was established. The
Department is pleased to report that not only did we meet our goal, but we exceeded our goal by hiring
one African American and one American Indian for a total of two minority new hires.
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For Paraprofessionals, the Department established a hiring goal of one Asian. Ten new hires occurred in
this job category, but we did not meet our goal. However, our good faith efforts resulted in the hiring of
one black, one Hispanic, and two American Indians for a total of four minority new hires (40%).
The Department of Health's total new hires (105) for all occupations during our previous reporting
period, FY 2009, resulted in the hiring of 16% (17) ethnic minorities, and ethnic minorities represented
10% of all promotions. These percentages were noticeably lower than the past several years, and the
Department was determined to once again reflect percentages and numbers more consistent with our
good faith record. Therefore, we increased our recruitment efforts and encouraged our ethnic minorities
to apply for internal promotional opportunities. As a result of our good faith efforts, the Department is
pleased to report that the Department's total new hires (133) for all occupations during the current
reporting period, FY 2010, resulted in the hiring of 24% (32) ethnic minorities; and ethnic minorities
represented 17% of all promotions. According to the 2000 U.S. Census EEO Civilian Labor Force
(CLF) Data for Oklahoma, there is an availability of 22.9% ethnic minorities for all occupations. The
Department's 24% ethnic minority new hires for all occupations exceeded the availability. Also, females
represented 81% of all new hires and 89% of all promotions.
The Department experienced a significant number of separations this reporting period due to budget
shortfalls resulting in the Voluntary Out Buy Out (VOBO) retirement of 62 eligible employees, and a
reduced program service VOBO of 40 eligible employees (102 total VOBO separations).
The Department of Health will continue to practice good faith to achieve all hiring goals and to promote
equal opportunity and affirmative action throughout all its programs, services, and activities. The
Department will continue to actively recruit applicants of diverse cultures and backgrounds to reflect the
Department's value in attaining and maintaining a diverse work force.
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IDENTIFICATION AND ANALYSIS OF PROBLEM AREAS:
CORRECTIVE ACTION
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IDENTIFICATION AND ANALYSIS OF PROBLEM AREAS:
CORRECTIVE ACTION
The Department previously identified underrepresentation of some ethnic minority groups and total
minorities in the Professionals-Health Care job group, and in the Professionals-All Other job group,
and established measures to correct the underrepresentation. The Department is pleased to report that for
this reporting period there is no minority underrepresentation in the Professionals EEO job category.
The Department desires to maintain a work force that, according to the U.S. Census EEO Civilian Labor
Force (CLF) Data for Oklahoma, accurately reflects the availability of ethnic minorities for the
Professionals-Health Care job family and for the Professionals-All Other job family. The Department
has identified ethnic minority underrepresentation . in the Professionals EEO job category in the past, and
the Department has corrected the underrepresentation only to see it reoccur. Therefore, for FY 2011 the
agency will continue its good faith efforts to maintain a representative work force for each minority
group and total minorities in the Professionals EEO job category.
The Civil Rights Administrator will communicate the good faith endeavor to maintain a representative
work force of ethnic minorities in the Professionals EEO job category to the Commissioner of Health
and the Department's Senior Leadership.
This good faith endeavor can only be maintained through the collaborative efforts of the Civil Rights
Administrator, the Director of Personnel Services, the Chief of Human Resource Management, the
Commissioner, the Chief Operating Officer, the Deputy Commissioners, the local county administrators,
and all central office service chiefs and directors.
INTERNAL AUDIT AND REPORTING
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INTERNAL AUDIT AND REPORTING
MONITOR AND CONTROL
The Commissioner has delegated monitoring of the OSDH Affirmative Action Program to the Civil
Rights Administrator. A primary tool used for identification of problem areas is the personnel
transactions report. The Civil Rights Administrator will assimilate and review the data not less than
quarterly to identify potential problem areas. The Civil Rights Administrator will inform the
Commissioner of Health of the affirmative action activities and progress as necessary or upon request by
the Commissioner. If a problem area is identified, the Civil Rights Administrator will make
recommendations for the Commissioner's consideration to correct the problem(s).
The Civil Rights Administrator or the Chief of Human Resource Management (or designee) will meet,
upon request, with any program or service preparing to begin the process of hiring a new employee to
advise on appropriate policies, procedures, EEO, and affirmative action goals. Each step of the hiring
process may be monitored by the Civil Rights Administrator and/or the Office of Human Resource
Management.
The Commissioner and/or the Office of Human Resource Management will be advised by the Civil
Rights Administrator of discrepancies in the hiring or promoting process or procedure that may require
changes or corrections in order to comply with EEO/ AA.
RECORDS KEEPING PROCEDURE
The Civil Rights Administrator has delegated responsibility for coordination of all records pertaining to
affirmative action. The Civil Rights Administrator maintains the official documents for the Department
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related to AA IEEO administration, which may include the job group analysis, the personnel transactions
report, the availability analysis, goals and timetables, and other relevant data related to the Department's
AA I EEO Program. The Office of Human Resource Management maintains internal records for all
personnel actions and records including an interview report form for each individual who has been
interviewed for a particular position, a record of each hiring list requested from the Office of Personnel
Management, and a record of each hire, promotion, demotion, transfer, and separation.
PROGRAM REPORTING
Internal Reporting
The Civil Rights Administrator IS responsible for monitoring the administration of the ANEEO
program. The objectives are:
1. To monitor new hires, transfers, promotions, and separations.
2. To guide the services and divisions toward the achievement of hiring goals.
3. To review personnel actions with management as appropriate.
4. To regularly update the Commissioner on the progress ofthe AA program administration.
5. To make recommendations to the Commissioner for program improvements.
MONITORING PERSONNEL ACTIONS
While all personnel actions are administered by the Office of Human Resource Management, the Civil
Rights Administrator will monitor personnel actions as necessary in order to measure progress toward
meeting hiring goals for the Department as well as monitoring promotions, separations, and demotions.
29
30
THREE-YEAR EVALUATION OF PREVIOUS EEO EFFORTS
Evaluation of Previous EEO Efforts
(NEW HIRES)
Agency Name and Code: Oklahoma State Department of Health - 340 As Of: June 30,2010
Total
New Total
Hires White Black Hlsp ASIPI AI/AN Min Male Female
Summary
1. New Hires FY 2008 Number 184 137 16 7 9 15 47 38 146
2. New Hires FY 2009 Number 105 88 5 3 4 5 17 21 84
3. New Hires FY 2010 Number 133 101 12 5 2 13 32 25 108
Total Number for Three Year Period 422 326 33 15 15 33 96 84 338
Total Percent for Three Year Period Percent 100% 77% 8% 4% 4% 8% 23% 20% 80%
Total Percent for Current Year % 76% 9% 4% 2% 10% 24% 19% 81%
OK
OK
OK
OK
NEW HIRES FOR CURRENT REPORTING YEAR ONLY
~: ~: ~: ~: ~~~~~~~~~~1~~~H ~ni~ ·.·..·......·.·.··M.l~.<..·..··::·: :::::~: ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ 1 ~i)~~~~~~~.··············::::..<...<·•••·•.•·F~~:~~~~~U:~:~~~.~~~~~::::::::::::;:::::::
Total
New Total Total Total
EEO Categories Hires White Black Hisp AS/PI AI/AN Male White Black Hlsp AS/PI AI/AN Fem Min
OffIciaUAdministrator 7 2 0 0 0 1 3 4 0 0 0 0 4 1
Professionals 79 9 3 1 1 2 16 51 5 3 0 4 63 19
Technicians 6 0 0 0 0 0 0 4 1 0 0 1 6 2
ProtectiveServices 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Paraprofessionals 10 1 0 0 0 0 1 5 1 1 0 2 .9 4
Administrative Support 29 3 0 0 0 0 3 20 2 0 1 3 26 6
Skilled Craft 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Service Maintenance 2 2 0 0 0 0 2 0 0 0 0 0 0 0
TOTALS 133 17 3 1 1 3 25 84 9 4 1 10 108 32
OPM·AAJEEO·1
(0610712010)
31
32
JOB GROUP ANALYSIS
JOB G R 0 U PAN A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 __ ~A~S~0~F~'~JU~N~E~__ ~3~0~,2010
EEO CATEGORY: 1. OFFICIALS/ADMINISTRATORS JOB GROUPS: HEALTH ADMINISTRATORS
I SALARY MALE I FEMALE I
I OR TOTAL TOTAL I I I AMERI TOTAll I AMERI TOTAll
I PAY BAND JOB FAMILY TITLE EMPLS MALE WHITE BLACK I HISP ASIAN IND FEMALE IWHITE BLACK HISP ASIAN I IND I MINS I
I I I I I I
I 1942441COHHISSIONER OF HEALTH 1 1 1 01 0 0 0 01 0 0 0 01 01 01
IlOW 96705IDEPUTY COMMISSIONER 3 3 3 01 0 0 0 01 0 0 0 01 01 01
IHIGH 147735 I I I I I I
I I I I I I
I TOTAL FOR JOB GROUp (NUMBER)' 41 4 4 01 0 0 0 01 0 0 01 01 01 01
I I I I I I I I
I TOTAL FOR JOB GROUp (PERCENTl : 100.01 .0 ·0 ·01 ·0 ·0 .0 .01 .0 .0 .01 .01 .01 .01
33
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE' OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY 1. OFFICIALS/ADMINISTRATORS JOB GROUPS: SERVICE CHIEFS/PIREC.
I SALARY MALE I FEMALE I
I OR TOTAL TOTALI I I AMERI TOTAL I I AMERI TOTAL
I PAY BAND JOB FAMILY TITLE EMPLS MALE IWHITE IBLACK HISP ASIAN I IND IFEMALE WHITE I BLACK HISP ASIAN I INP I MINS
I I I I I I
I 95000 ADMINISTRATOR OF INFORMATION 1 01 01 0 0 0 01 1 1 0 0 01 01 0
I 69000 CHIEF ADMINISTRATIVE LAW JUDG 1 11 11 0 0 0 01 0 0 0 0 01 01 0
I 105000 CHIEF OF DENTAL SERVICES 1 01 01 0 0 0 01 1 1 0 0 0 01 0
I 71610 CHIEF OF PROCUREMENT 1 11 1 0 0 0 01 0 0 0 0 0 01 0
I 71652 CHIEF. LONG TERM CARE COMPLAI 1 01 0 0 0 0 01 1 1 0 0 0 0 0
I 71505 CHIEF. MEDICAL FACILITIES 1 1 1 0 0 0 01 0 0 0 0 0 Q 0
I 73612 CHIEF. NURSING SERVICE 1 0 0 0 0 0 01 1 1 0 0 0 0 0
I 71866 DIRECTOR OF INTERNAL AUDIT (C 1 1 1 0 0 Q 01 0 0 0 0 0 0 0
I 57864 DIRECTOR OF QUALITY ASSURANCE 1 1 1 0 0 0 0 0 0 0 0 0 0 0
I 0985 DIRECTOR OFFICE OF ACCOUNTIBI 1 1 1 0 01 0 0 0 0 0 0 0 0 0
I 58008 DIRECTOR. OFFICE OF MINORITY 11 0 0 01 01 0 0 11 0 1 Q 0 0 1
I 46629 MDS-OASIS pROGRAM MANAGER 1 1 1 01 01 0 0 01 Q 0 P Q 0 Q
ILOW 28620 REGIONAL HEALTH CONSULTANT 72 22 19 11 11 Q 1 50 46 2 0 1 1 7
IHIGH 80955 I
N CLINICAL LABoRATORY ADHINISTR 2 1 1 0 01 0 0 1 1 0 01 0 0 0
0 ADM INISTRATI VE pGMS OFFICER 1 0 0 0 0 0 01 1 1 0 0 0 0 0
0 CIVIL RIGHTS ADMINISTRATOR 1 1 0 1 0 0 01 0 0 0 0 0 0 1
0 IHUHAN RESOURCES pROGRAMS MANA I 3 2 2 0 0 0 01 1 01 1 0 P 0 1
0 IINFORMATION SYSTEMS MANAGER 4 3 3 0 0 0 0 1 11 0 0 0 0 0
0 IPRoGRAMS MANAGER 7 1 1 0 0 0 P 6 6 0 0 0 0 0
P INURSING MANAGER 12 0 0 0 0 0 0 12 9 2 0 0 1 3
P IPROGRAMS MANAGER 6 2 2 0 0 0 0 4 4 0 0 0 0 0
Q IHUMAN RESOURCES pROGRAMS PIRE 1 0 0 0 0 0 0 1 1 0 0 0 p 0
TOTAL FOR JOB GROUp (NUMBER)' 1211 39 35 2 0 82 73 6 0 2 13
I
TOTAL FOR JOB GROUp (PERCENT) : 100.01 32.2 28.9 1.7 .8 ·0 .8 67·8 60.3 5.0 .0 8 1.7 10.7
34
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE· OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF· JUNE 30 2010
EEO CATEGORY 2. PROFESSIONALS JOB GROUPS: HEALTH CARE
I SALARY , MALE I FEMALE I
I OR TOTAL TOTALI AMERI TOTALI I I I I AMER TOTAL I
I PAY BANP JOB FAMILY TITLE EMPLS MALE IWHITE BLACK HISP ASIAN INP IFEMALE WHITE IBLACK I HISPIASIAN INP MINS I
I I I I I I I
I 0 'ADVANCED NURSE PRACTITIONER 1 01 0 0 0 0 01 1 11 0' 01 0 0 01
ILOW 38506 ADVANCED PRACTICE REGISTERED 4 11 0 0 1 0 01 3 31 0 01 0 0 11
IHIGH 63004 I I I I
ILOW 47613 COMMUNICABLE DISEASE NURSE, B 3 11 1 0 0 0 0 2 21 0 01 0 0 01
IHIGH 52154 I , I
ILOW 47249 EPIDEMIOLOGIST / BIOTERRORISM 2 01 0 0 0 0 0 2 2 0 0 0 0 01
IHIGH 58217 I I
ILOW 45600 OCCUPATIONAL THERAPIST II 2 01 01 0 0 01 0 2 2 0 0 0 0 0
IHIGH 45600 I ,
ILOW 50400 OCCUPATIONAL THERAPIST III 7 01 0 0 0 0 0 7 7 0 0 0 0 0
IHIGH 52402 I I
I 53400 OCCUPATIONAL THERAPIST IV 1 01 0 0 O! 0 0 1 1 0' 0 0 0 0
ILOW 57600 OCCUPATIONAL THERAPIST SUPERV 3 01 0 0 01 0 0 3 2 0 0 1 0 1
HIGH 57600 I I I I
LOW 45600 PHYSICAL THERAPIST II 21 01 0 0 01 0 0 21 2 0 0 0 0 0
HIGH 45600 I I I , I I
LOW 50400 PHYSICAL THERAPIST III 9.1 01 0 0 01 0 0 91 81 0 0 0
HIGH 52236 I I I I I
LOW 57600 PHYSICAL THERAPIST V 31 01 0 01 01 01 0 31 3 0 0 0 0 0
HIGH 57600 I ! , I I I
LOW 44390 REGIONAL VISION SPECIALIST 21 0 0 01 01 0 0 21 2 0 0 0 0 0
HIGH 44400 I I I I
I CHILP PEVELOPMENT SPECIALIST 21 0 0 01 01 0 0 21 1 0 01 0 1 1
I PENTAL CARE HYGIENIST 11 0 0 01 01 0 0 11 1 0 01 0 0 0
I PISEASE INTERVENTION SPECIALI 51 0 0 01 01 0 0 51 4 1 01 0 0 1
J CLINICAL SOCIAL WORKER 11 0 0 01 01 0 0 11 1 0 01 0 0 0
J EPIPEMIOLOGIST 41 2 1 11 01 0 0 21 2 0 01 0 0 1
35
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE' OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY 2. PROFESSIONALS JOB GROUpS' HEALTH CARE
SALARY MALE FEMALE
OR TOTAL TOTAL I AMER TOTALI AMER TOTAL
PAY BAND JOB FAMILY TITLE EMPLS MALE WHITE BLACK HISPIASIAN IND FEMALEIWHITE BLACK HISP ASIAN IND MINS
I I
J IREGISTERED NURSE 6 0 0 0 01 0 0 61 4 1 1 0 0 2
K ICHILD DEVELOPMENT SPECIALIST 18 1 1 0 01 0 0 171 15 1 0 0 1 2
K ICLINICAL SOCIAL WORKER 3 0 0 0 01 0 0 31 1 0 1 0 1 2
K IDISEASE INTERVENTI ON SPECIALI 3 1 0 1 01 0 0 21 2 0 0 0 0 1
K INUTRITION THERAPIST 9 1 1 0 01 0 0 81 7 Q 0 0 1 1
K IREGISTERED NURSE 192 2 2 0 01 0 0 1901 158 5 7 2 18 32
K ISPEECH-LANGUAGE PATHOLOGIST 17 1 1 01 01 0 0 161 15 0 0 0 1 I 1
L ICHILD DEVELOPMENT SPECIALIST 14 0 0 01 0 0 0 141 10 1 Q 0 3 4
L ICLINICAL SOCIAL WORKER 3 1 1 01 0 0 0 21 0 1 0 0 1 2
L !DISEASE INTERVENTI ON SPECIALI 1 0 0 0 0 0 0 1 1 0 0 0 0 0
L !EPIDEMIOLOGIST 4 2 0 2 0 0 0 2 2 0 0 0 0 2
L INUTRITION THERAPIST 15 0 0 0 0 0 0 15 13 2 0 0 0 2
L IREGISTERED NURSE 1 0 0 0 0 0 0 1 1 0 0 0 0 0
L IsPEECH-LANGUAGE PATHOLOGIST 19 2 2 0 0 0 0 17 14 0 0 0 3 3
M ICLINICAL SOCIAL WORKER 2 0 0 0 0 01 0 2 1 1 0 0 0 1
M INURSING MANAGER 5 0 0 0 0 01 0 5 4 1 0 0 0 1
M INUTRITION THERAPIST 81 0 0 0 0 01 0 8 8 0 0 0 0 0
M IPSYCHOLOGICAL CLINICIAN 81 2 2 0 0 01 01 6 4 2 0 0 0 2
M IREGISTERED NURSE 901 31 2 0 0 01 11 87 73 1 4 0 9 IS
M ISPEECH-LANGUAGE PATHOLOGIST 51 21 1 1 0 01 01 3 3 0 0 01 0 1
N IADVANCE PRACTICE NURSE 201 01 P 0 0 01 01 20 191 0 P 01 11 1
N IEPIDEMIOLOGIST 51 31 3 0 0 01 01 2 11 0 0 1I 01 1
36
JOB G R 0 U PAN A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 _--,A,...S,----""O-C.'LE•J.~.UF_•I~~o-3I".'."I'N0~2010
EEO CATEGORY - 2. PROFESSIONALS JOB GROUPS: HEALTH CARE
SALARY MALE FEMALE I
OR TOTAL TOTAL AMER TOTAL I I AMER TOTAL I
PAY BAND JOB FAMILY TITLE EMPLS MALE WHITE BLACK HISP ASIAN IND FEMALE WHITE BLACKI HISPIASIAN INP MINS I
I I I
N INURSING MANAGER 13 0 0 0 0 0 a 13 11 01 01 1 21
N IPSYCHOLOGICAL CLINICIAN 12 2 2 a 0 0 0 10 8 11 01 a 21
I I I
TOTAL FOR JOB GROUp (NUMBER)- 525 27 20 5 0 498 419 181 131 5 43 861
I I I
TOTAL FOR JOB GROUp (PERCENT) . 100.0 5.1 3.8 1.0 2 0 2 94.9 79 8 3.41 2.51 1.0 8.2 16.41
37
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT : AGENCY WIDE
AGENCY NAME AND COPE' OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY 2. PROFESSIONALS JOB GROUPS: ALL OTHER
SALARY MALE I FEMALE )
OR TOTAL TOTAL ) AMER) TOTAL) ) AMER TOTAL)
PAY BANP JOB FAMILY TITLE EMPLS MALE WHITE BLACK) HISP ASIAN IND )FEMALE) WHITE BLACK HISP ASIAN INP MINS )
) ) ) )
I LEARNING MANAGEMENT SYSTEMS A 1 1 1 0) 0 0 01 0) 0 0 0 0 0 0)
CS I CLINICAL HEALTH FACILITY SURV 1 0 0 0) 0 0 0 1 ) 1 0 0 0 0 0
43800 APMINISTRATIVE OFFICER 1 0 0 0) 0 0 0 1 ) 1 0 0 0 0 0
LOW 43000 APPLICATIONS SPECIALIST 15 10 7 I) 0 2 0 5 1 0 0 4 0 7
HIGH 54000 )
72240 ARCHITECT 1 1 1 0) 0 0 0 0 0 0 0 0 0 0
LOW 44390 AUDIOLOGY CONSULTANT 2 0 0 0) 0 0 0 2 2 0 0 0 0 0
HIGH 44391 ) I
50400 BUPGET ANALYST SUPERVISOR 1 1 0 0) 0 1 0 0 0 0 0 0 0 1
LOW 45000 BUSINESS ANALYST IV 2) 0 0 0) 0 0 0 2 2 0 0 0 0 0
HIGH 59000 I
117000 CHIEF OPERATING OFFICER 1 0 0 0 0 0 0 1 i 0 0 0 0 0
LOW 54000 IDATABASE/NETWORK ADMINISTRATO 2 2 2 0 0 0 0 0 0 0 0 0 0 0
HIGH 590001
555671 EMERGENCY MANAGEMENT SpC / B 1 1 1 0 0 0 a I 0 01 0 0 0 0 0
526051EMERGENCY PERATIONS CNT MANAG 1 1 1 0 0 0 0 0 0 a 0 0 0 0)
967051ENVIRONMENTAL HEALTH CONSULTA 1 1 1 0 0 0 0 0 0 0 0 0 0 0)
LOW 355071ENVIRONMENTAL HLTH CONSULTANT 2 2 2 0 0 0 0 0 0 0 0 0 0 0)
HIGH 469351 ) I
LOW 473971 EXECUTIVE ADMINISTRATIVE ASSI 3 11 0 0 0) a 2 2 0 0 0 0 01
HIGH 484431 ) I I
LOW 379851 EXECUTIVE ASSISTANT 6 01 0 0 0) 01 0 6 5 0 0 a 11
HIGH 548301 I I I I
65000lEXECUTIVE ASSISTANT / SENIOR 01 a I 0 01 0) 0 0 0 0 0 01
60000lEXECUTIVE COORp. STRATEGIC NA 0) 01 0 01 01 0 0 0 0 0 01
36e55IGRAPHIC ARTIST/BIOTERRORISH G 0) 01 0 01 01 0 0 0 0 0 01
38
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT : AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY . 2. PROFESSIONALS JOB GROUPS: ALL OTHER
SALARY I MALE FEMALE I
OR TOTALI TOTALI I AMER TOTAL I I I I AMER TOTALI
PAY BAND JOB FAMILY TITLE EMPLSI MALE IWHITE IBLACK HISP ASIAN IND FEMALE IWH ITE BLACKI HISP IASIAN I IND MINS I
I I I I I I
511351 HEALTH ALERT NETWORK COORDINA 11 0 01 0 0 0 0 1 1 01 0 01 0 01
LOW 262841 HEALTH FACILITIES CONSULTANT 531 25 221 1 0 0 2 28 19 51 1 11 2 121
HIGH 736121 I I I I
51600lHEALTH SYST~MS VOLUNT~~R ~X~C 1 0 01 0 0 0 0 1 1 01 0 01 0 01
72000 INFORMATION SYSTEMS DIRECTOR 1 1 1 0 0 0 01 0 0 01 0 01 0 01
LOW 44 INFORMATION SYSTEMS MANAGER 4 4 3 0 0 1 01 0 0 01 0 01 0 11
HIGH 64000 I I I I
36000 INTE:RNAL AUDITOR I 1 1 0 0 0 01 0 0 01 0 01 0 01
LOW 43800 INTERNAL AUDITOR II 2 2 1 0 0 01 0 0 01 0 0 0 11
HIGH 43800 I I I
59486 INTERNAL AUDITOR III 1 1 1 0 01 0 01 0 0 0 0 p 0 01
LOW 43000 INVESTIGATOR 2 2 2 0 0 0 01 0 01 0 0 0 01 01
HIGH 45000 I I I I
54369 LABoRAToRY BIOTERRORISM COORD 1 1 1 0 0 0 01 0 0 0 0 0 01 01
50340 LABORATORY IMMUNOLOGy SECTION 1 0 0 0 0 PI 01 1 1 0 0 0 01 PI
I 54369 LABoRAToRY INFoRMATI ON COORDI 1 1 01 0 1 01 01 0 0 0 0 0 01 11
ILOW 27946 MCH CONSULTANT 67 15 111 0 2 1 11 52 41 4 1 5 11 151
IHIGH 87075 I I I I I
ILOW 100008 MEDICAL CONSULTANT 2 1 01 0 0 0 0 0 0 0 01
IHIGH 142485 I I I
I 142485 MEDICAL CONSULTANT / BIOT~RRO 1 11 1 01 0 0 0 0 0 0 0 0 0 01
I 60629 MICROBIOLOGIST/BIOTERRORISM G 1 11 1 01 0 0 0 0 0 0 0 0 0 01
I 43200 MOLECULAR BIOLOGIST 1 01 0 01 0 0 0 1 0 0 0 0 1 11
ILOW 46300 NETWORK ADMINISTRATOR 2 21 1 01 0 0 1 0 0 0 0 0 0 11
IHIGH 51500 I I I
ILOW 46000 NETWORK ADMINISTRATOR SUPPORT 4 41 4 01 0 0 0 0 0 0 0 0 0 01
IHIGH 55755 I I I
39
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT : AGENCY WIDE
AGENCY NAME AND CODE' OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY 2. PROFESSIONALS JOB GROUPS: ALL OTHER
I SALARY I MALE I FEMALE I
I OR TOTALI TOTAL I I I AMER TOTAL I I AMERI TOTALI
I PAY BAND JOB FAMILY TITLE EMPLSI MALE IWHITE IBLACK HISP ASIANI IND FEMALE WHITEIBLACK HISP ASIANI IND I MINS I
I I I I I I I I
I 4400610MMUNICATIONS OFFICER/BIOTER. 11 11 11 0 0 01 0 0 0 0 0 01 01 01
ILOW 511261PHARMACY CONSULTANT 21 11 11 0 0 01 0 1 1 0 0 01 01 01
IHIGH 807661 I I I I I I I
I 44400lPREPAREDNESS GRANTS MANAGER 11 01 01 0 0 01 0 1 1 0 0 01 01 01
ILOW 24250 IPREVENTIVE MEDICAL CONSULTANT 861 231 171 4 1 11 0 63 47 4 1 61 51 221
IHIGH 1424851 I I I I I I I
ILOW 204761PROGRAM GRANT CONSULTANT 291 5 41 0 0 11 0 24 13 4 2 2 31 12
IHIGH 582171 I I I I
I 60000lPROJECT MANAGER 11 1 01 11 0 0 0 0 0 0 0 0 0 1
ILOW 448351REGIONAL EMERGENCY RESPONCE P 41 2 2 0 0 0 0 2 2 0 0 0 0 0
IHIGH 562871 I
ILOW 51700 ISECURITY ADMINISTRATOR 21 2 2 0 0 0 0 0 0 0 0 0 0 0
HIGH 540001 I
62400lSENIOR BIOSTATISTICIAN 1 1 1 0 0 0 0 0 0 0 01 0 0 0
108000 SENIOR POLICY ANALYST 1 1 1 0 0 0 0 0 O! 0 0 0 0 0
LOW 67971 SENIOR REGIONAL HLTH CONS 4 2 2 0 0 0 0 21 21 0 0 01 0 0
HIGH 73677 I I
48000 STAFF ATTORNEY I 1 0 0 0 0 O! 0 11 0 0 0 0 0
LOW 65201 STAFF ATTORNEY III 3 11 11 0 0 01 0 21 1 0 0 0 1
HIGH 93555 I I I I
(jOOOO STATISTICAL RESEARCH ANALYST 1 01 01 0 0 01 0 11 1 0 0 0 0 0
57864 SUPERVISOR OF INTERNAL AUDITS 1 11 11 0 0 01 0 01 0 0 0 0 0 0
LOW 45000 SYSTEMS ADMINISTATOR 2 01 01 0 0 01 0 21 2 0 0 0 0 0
HIGH 50000 I I I I I I
LOW 26500 TOBACCO PREVENTION COORDINATO 111 01 01 01 01 01 0 111 10 0 0 0
HIGH 39000 I I I I I I I
48500lTRAINING COORDINATOR 11 01 01 01 01 01 0 11 0 0 0 0 0
40
J 0 B G R 0 U P A N A L Y S 1 S WORKING UNIT: AGENCY WIPE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF: JUNE 30 2010
EEO CATEGORY . 2. PROFESSIONALS JOB GROUPS: ALL OTHER
SALARY I MALE FEMALE
OR TOTAL I TOTALI I I AMER TOTALI I I AMERI TOTAL
PAY BANP JOB FAMILY TITLE EMPLSI MALE I WHITE I BLACK HISPIASIAN INP FEMALEIWHITE BLACK HISP I ASIAN I INP I MINS
I I I
40541 TRAUMA REG APV COU COOR/BIO G 11 1 01 0 1 0 0 0 0 0 0 0 01 1
1 ACCOUNTANT 71 0 01 0 0 0 0 7 6 0 0 1 0 1
I HEALTH FACILITY SURVEYOR 11 0 01 0 0 0 0 1 1 0 0 0 0 0
I OCCUPATIONAL LICENSURE SPECL 11 1 11 0 0 0 0 0 0 0 Q 0 0 0
I PUBLIC HEALTH SPECIALIST 71 2 21 0 0 Q 0 5 5 0 0 0 0 0
1 PUBLIC INFORMATION OFFICER 21 0 01 0 0 0 0 2 1 0 0 0 1 1
1 SOCIAL SERVICES SPECIALIST 1 I 01 01 0 0 0 0 1 1 0 0 0 0 0
J ACCOUNTANT 51 21 11 0 0 1 0 3 2 0 0 1 0 2
J APMINISTRATIVE pGMS OFFICER 351 01 01 0 0 0 0 351 31 2 1 01 1 4
J CLINICAL LABORATORY SCIENTIST 6 11 11 0 0 0 0 51 5 0 0 0 0 0
J HEALTH FACILITY SURVEYOR 3 21 21 Q 0 Q 0 11 1 0 0 0 Q I 0
J HUMAN RESOURCES MANAGEMENT SP 3 0 01 01 0 0 0 3 2 1 0 0 01 1
J PUBLIC HEALTH SPECIALIST 10 7 6 Q 0 0 1 3 1 0 1 0 11 3
J PUBLIC INFORMATION OFFICER 2 0 0 0 0 01 0 2 2 0 0 0 01 0
J TRAING SPECIALIST 2 1 1 0 0 01 01 1 0 1 0 0 01 1
K BUPGET ANALYST 3 3 2 1 0 01 01 0 0 0 0 0 01 1
K IBUSINESS MANAGER 1 0 0 0 0 01 01 1 1 I 0 0 01 01 Q
K 1CLINICAL HEALTH FACILITY SURV 1 0 0 0 0 01 01 1 11 0 0 Q I 01 0
K I CLINICAL LABORATORY SCIENTIST 9 4 3 0 0 11 01 5 41 01 1 01 01 2
K IEMERGENCY MEPICAL SERVICES AP 1 1 0 0 0 01 11 0 01 01 0 01 01 1
K I HEALTH EPUCATOR 11 1 0 0 1 01 01 10 91 01 1 01 01 2
K IHEALTH FACILITY SURVEYOR 9 5 5 0 0 01 01 4 11 21 1 01 01 3
41
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT : AGENCY WIDE
AGENCY NAME AND CODE- OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF- JUNE 30 2010
EEO CATEGORY - 2_ PROFESSIONALS JOB GROUpS- ALL OTHER
SALARY I MALE FEMALE
OR TOTALI TOTALI I I AMER TOTAL I I I AMER TOTAL
pAY BAND JOB FAMILY TITLE EMPLSI MALE IWHITEIBLACKI HISP ASIAN IND FEMALE WHITE IBLACK HISP ASIANI IND MINS
I I I I I
K HEALTH PLANNING SPECIALIST 31 01 01 01 0 0 0 3 2 1 0 01 0 1
K HUMAN RESoURCES MANAGEMENT SP 11 0 0 01 0 0 0 1 0 0 1 01 0 1
K INFORMATI ON SYSTEMS SERVICES 21 2 2 01 0 0 0 0 0 0 0 01 0 0
K OCCUPATIONAL LICENSURE SPECL 11 1 1 01 0 0 0 0 0 0 0 01 0 0
K PUBLIC HEALTH SPECIALIST 351 31 26 01 0 0 51 4 3 0 0 1 ( 0 6
K PUBLIC INFORMATION oFFICER 11 1 1 0 0 0 0 0 0 0 0 0 0 0
L ACCOUNTANT 21 2 1 0 0 1 0 0 0 0 0 0 01 1
L ADMINISTRATIVE pGMS OFFICER 221 1 0 0 1 0 0 21 20 1 0 0 01 2
L BUDGET ANALYST 2 1 0 0 0 0 1 1 0 1 0 0 01 2
L CLINICAL HEALTH FACILITY SURV 70 4 3 0 0 0 1 66 61 2 0 0 3 6
L CLINICAL LABoRATORY SCIENTIST 7 2 1 1 0 0 0 5 5 0 0 0 0 1
L EMERGENCY MEDICAL SERVICES AD 3 2 2 0 0 0 0 1 1 0 0 0 0 0
L IHEALTH EDUCATOR 13 1 0 1 0 0 0 12 9 1 0 0 2 4
L HEALTH FACILITY SURvEYoR 2 0 0 0 0 0 0 2 2 0 0 0 0 0
L INFoRMATION SYSTEMS SERVICES 2 1 1 0 0 0 0 1 1 0 01 0 0 0
L PUBLIC HEALTH SPECIALIST 6 51 4 0 0 0 1 1 1 01 0 0 0 1
L RECORDS MANAGEMENT SPECIALIST 3 01 0 0 0 01 0 3 3 01 0 0 0 01
M ADMINISTRATIvE pGMS OFFICER 11 01 0 0 0 01 0 11 10 01 0 0 1 1 I
M CLINICAL HEALTH FACILITY SUR V 13 01 0 0 0 01 0 13 12 11 0 0 0 11
M CLINICAL LABORATORY SCIENTIST 2 01 0 0 0 01 0 2 1 01 0 1 0 1 I
M IEMERGENCY MEDICAL SERVICES AD 11 1 I 1 0 0 01 0 0 0 01 0 0 0 01
M (HEALTH EDUCATOR 21 01 0 0 0 01 0 2 2 01 0 0 0 01
42
JOB G R 0 U PAN A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF: JUNE 30 2010
EEO CATEGORY 2. PROFESSIONALS JOB GROUPS: ALL OTHER
SALARY MALE FEMALE
OR TOTAL TOTALI I I AMER TOTAL I AMERI TOTAL
PAY BAND JOB FAMILY TITLE EMPLS MALE 1WHITE BLACK HISPIASIANI IND FEMALEIWHITE BLACK HISP ASIAN IND I MINS
I 1 I
M IHUMAN RESOURCES pROGRAMS MANA 1 0 0 0 01 0 0 1 1 0 0 0 01 0
M IpROGRAMS MANAGER 6 3 2 1 01 0 0 3 2 1 0 0 01 2
N IHUMAN RESOURCES pROGRAMS MANA 1 1 1 0 0 0 0 0 0 0 0 0 01 0
N IPROGRAMS MANAGER 14 1 1 0 0 0 0 13 13 0 0 0 01 0
N IPUBLIC HEALTH SPECIALIST 5 5 5 0 0 0 0 0 0 0 0 0 01 0
I
TOTAL FOR JOB GROUp (NUMBER)' 6951 220 177 12 7 10 14 475 387 32 12 22 221 131
I I I
TOTAL FOR JOB GROUp (PERCENT) : 100.01 31.7 25 5 1.71 1.0 1.4 2·0 68 31 55.7 4.6 1 7 3 2 3.21 18.8
43
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME ANP COPE' OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF· JUNE 30 2010
EEO CATEGORY . 3. TECHNICIANS
SALARY I MALE FEMALE I
OR TOTALI TOTALI I AMER TOTALI I AHERI TOTALI
PAY BANP JOB FAMILY TITLE EMPLSI MALE IWHITE BLACK HISP IASIAN INP FEMALEIWHITEIBLACK HISP ASIAN INP I HINS I
I I I I I I I
C ILABORATORY TECHNICIAN 21 01 0 0 01 0 0 21 21 0 0 0 01 01
42804 INFORMATI ON SYSTEMS COORPINAT 11 11 0 0 01 0 1 01 01 0 0 0 01 11
LOW 36000 INFORMATION SYSTEHS TECHNICIA 101 61 6 0 0 0 0 41 31 0 0 0 11 11
HIGH 42000 I I I I I I
28500 IS OPERATIONS SPECIALIST 1 1 0 0 1 0 0 01 01 0 0 0 0 11
33957 LABORATORY CHEMICAL TECHNICIA 1 0 0 0 0 0 0 11 11 0 0 0 0 01
44000 TECHNICAL SUPPORT ANALYST III 1 0 0 0 0 0 0 11 11 0 0 0 0 01
56000 TECHNOLOGY MANAGER 1 0 0 0 0 0 0 1 11 0 0 0 0 01
G NUTRITION ASSISTANT 15 0 0 0 0 0 0 15 121 0 21 0 1 31
H ENVIRONMENTAL TECHNICIAN 5 3 3 0 0 0 01 2 21 0 01 0 0 01
H INFORMATION SYSTEMS OPERATION 1 1 1 0 0 0 01 Q Q I 01 01 Q 0 Q I
H LICENSEP PRACTICAL NURSE 21 0 0 0 Q Q 01 21 151 31 11 0 2 61
I INFORMATION SYSTEMS OPERATIoN 1 Q Q Q Q Q 01 1 11 01 01 0 0 01
I LICENSED PRACTICAL NURSE 1 0 0 0 0 0 01 1 11 01 01 01 0 01
K INFORMATION SYSTEMS APPLICATI 3 2 1 0 0 0 1 I 1 01 11 01 01 0 21
L IS NETWORK SYSTEMS MANAGEMENT 1 1 1 Q Q Q 01 Q 01 Q I 01 01 01 01
M INFORMATION SYSTEMS APPLICATI 1 0 0 0 0 0 01 1 11 01 01 01 01 01
I I I I I I I I
TOTAL FOR JOB GROUP (NUMBER): 66 15 12 0 01 21 511 401 41 31 01 41 141
I I I I I I I I I
TOTAL FOR JOB GROUp (PERCENTl : 100.0 22.7 18.2 .0 1.5 .01 3.01 77.31 60 61 6.11 4.51 .01 6.11 21.21
44
JOB G R 0 U PAN A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 __ ~A~S~O~F~'~J~U~Nu_E_~ ~3~0L-2010
EEO CATEGORY: 4. PROTECTIVE SERVICES
SALARY MALE FEMALE I
OR TOTAL TOTAL I I AHER TOTALI AHER TOTAL I
PAY BAND JOB FAMILY TITLE EMPLS MALE WHITE BLACK HISPIASIANI IND FEMALE IWHITE BLACK HISP ASIAN IND MINS I
I I I I
J IJAIL INSPCTN / INVESTI GATI 0N 0 0 0 01 01 0 11 0 0 0 0 01
I I I I
TOTAL FOR JOB GROUp (NUMBER): 0 0 0 01 01 0 11 0 0 0 0 01
I I I I
TOTAL FOR JOB GROUp (PERCENT) . 100.0 ,0 .0 .0 .01 .01 .0 .01 .0 ,0 ·0 .0 .0 .01
45
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIPE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF: JUNE 30 2010
EEO CATEGORY . 5. PARA-PROFESSIONALS
SALARY MALE I FEMALE
OR TOTAL TOTAL I I I AMER TOTALI I AMERI TOTAL
PAY BAND JOB FAMILY TITLE EMPLS MALE WHITE BLACKI HISPIASIANI IND FEMAL E IWH ITE BLACK HISP ASIAN IND I MINS
I I I I
D PATIENT CARE ASSISTANT 57 0 0 01 01 0 0 571 18 2 34 1 21 39
35000 INTERPRETER 1 1 0 01 1 I 0 0 01 0 0 0 0 01 1
43092 LEGAL ASSISANT 1 0 0 01 01 0 0 11 1 0 0 0 01 0
LOW 47112 PARALEGAL 2 0 0 01 01 0 0 21 2 0 0 0 01 0
HIGH 47112 I I I I
44982 VITAL RECORDS SPECIALIST 11 0 0 01 01 0 0 1I 1 0 0 0 01 0
F DENTAL CARE ASSISTANT 1 I 0 0 01 01 0 0 1 1 0 0 0 01 0
F PATIENT CARE ASSISTANT 61 0 0 0 01 0 0 6 3 2 0 0 11 3
G DENTAL CARE ASSISTANT 51 0 0 0 01 0 0 5 3 0 0 0 2 2
G HUMAN RESOURCES ASSISSANT 1 1 1 0 01 0 0 0 0 0 0 0 0 0
H ADMINISTRATIVE ASSISTANT 74 4 3 1 0 0 0 70 53 10 1 0 6 18
H CONTRACTING AND ACQUISITIONS 5 1 1 0 0 0 0 4 2 2 0 0 0 2
H STATISTICAL RESEARCH SPECIALI 1 0 0 0 0 0 0 1 1 0 0 0 0 0
I IADMINISTRATIVE ASSISTANT 68 6 4 2 0 0 0 62 50 31 21 0 7 14
I ICONTRACTING AND ACQUISITIONS 5 1 1 0 0 0 0 4 21 11 01 01 1 2
I I I I I
TOTAL FOR JOB GROUp (NUMBER)' 228 14 10 3 01 0 2141 1371 201 371 11 191 81
I I I I I I I
TOTAL FOR JOB GROUp (PERCENT) : 100 0 6.11 4.41 1.3 .4 01 .0 93.91 60 11 8.81 16.21 41 8.31 35.5
46
J 0 B G R 0 U P A N A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 AS OF' JUNE 30 2010
EEO CATEGORY 6. OFFICE/CLERICAL
I SALARY MALE I FEMALE I
I OR TOTAL TOTALI I I AMERI TOTAL I I I AMER TOTALI
I PAY BAND JOB FAMILY TITLE EMPLS MALE IWHITEIBLACK HISP ASIANI INP IFEMALE WHITE IBLACK I HISPIASIAN INP MINS I
I I I I I I I I I
I P APMINISTRATIVE TECHNICAN 11 01 0 0 0 01 01 11 51 01 51 1 0 61
I P CUSTOMER SERVICE REPRESENTATI 1 01 0 0 0 01 01 1 11 01 01 0 0 01
I E APMINISTRATIVE TECHNICAN 62 21 1 0 0 0 11 60 421 5 71 1 5 191
I E CUSTOMER SERVICE REPRESENTATI 3 21 2 0 0 0 01 1 01 1 01 0 0 11
I E MATERIEL MANAGEMENT SPECIALIS 3 11 0 1 0 0 01 2 01 1 01 0 1 31
I 19677 BRFSS INTERVIEWER 1 0 0 0 0 0 0 1 01 0 1 I 0 0 11
ILOW 21861 BRFSS SENIOR INTERVIEWER 2 0 0 0 0 0 0 2 01 2 01 0 0 21
IHIGH 21861 I I 1
I 32780 BRFSS SURVEILLANCE SUPERVISOR 1 0 0 0 0 0 0 1 0 1 0 0 0 11
ILOW 23672 ELIGI B ILITY ANALYST 7 0 0 0 0 0 0 7 5 0 0 0 2 21
IHIGH 23672 I
I F ACCOUNTING TECHNICIAN 5 3 2 1 0 0 0 2 2 0 0 0 0 11
I F APMINISTRATIVE TECHNICAN 178 7 5 2 0 0 0 171 132 11 6 1 21 411
I F ELIGIBILITY ANALYST 1 0 01 0 01 0 0 11 1 0 0 0 0 01
I F MATERIEL MANAGEMENT SPECIALIS 31 3 3 0 0 0 0 0 0 0 0 0 0 01
I G ACCOUNTING TECHNICIAN 6 3 2 0 0 1 0 3 3 0 0 0 0 1 I
I G APMINISTRATIVE TECHNICAN 15 1 1 0 0 0 0 14 14 0 0 0 0 01
I H ACCOUNTING TECHNICIAN 2 2 2 0 0 0 0 Q 0 0 0 0 0 01
I H MATERIEL MANAGEMENT OFFICER 1 0 0 0 0 0 0 1 1 0 0 0 0 01
I I SECRETARY 1 0 0 0 0 0 0 1 1 01 0 0 0 01
I L APMINISTRATIVE TECHNICAN 1 0 0 0 0 0 0 1 1 01 0 0 0 01
I I I
I TOTAL FOR JOB GROUp (NUMBER): 304 24 18 4 0 1 280 208 211 19 3 29 781
I I I
I TOTAL FOR JOB GROUp (PERCEND' 100.01 7.9 5.9 1.3 ,0 ,3 .3 92,1 68,4 6 91 6,3 1.0 9.5 25,71
47
JOB G R 0 U PAN A L Y S I S WORKING UNIT: AGENCY WIDE
AGENCY NAME AND CODE: OKLAHOMA STATE HEALTH DEPARTMENT 340 __ ~A~S~OLF~:~J~U~NuE~ 3~0~2010
EEO CATEGORY' 8. SERVICE/MAINTENANCE
SALARY I MALE FEMALE I
OR TOTAL I TOTALI I AHER TOTAL I I AMER TOTALI
PAY BAND JOB FAMILY TITLE EMPLSI MALE IWHITE IBLACK HISP ASIAN INP FEMALE WHITE BLACK HISP ASIANI INP MINS I
I I I I I
B IHOUSEKEEpING/CUSTODIAL WORKER 131 51 21 3 0 0 0 8 2 5 0 01 1 91
F ICONSTRUCTION / MAINTENCE TECH 51 51 41 1 0 P P 0 0 0 P 01 0 11
I I I I I
TOTAL FOR JOB GROUp (NUMBER)' 181 101 61 4 0 P 0 8 2 5 P 01 101
I I I I I
TOTAL FOR JQB GRQUP (PERCENT) . 100.01 55.61 33.31 22.2 .0 .0 .0 44.4 11 27.8 .0 .01 5.6 55.61
48
JOB G R 0 U PAN A L Y S I S
EEO CATEGORY - AGENCY TOTALS
AGENCY NAME AND CODE- OKLAHOMA STATE HEALTH DEPARTMENT 340
WORKING UNIT: AGENCY WIDE
AS OF: JUNE 30 2010
I FEMALE I
AMERI TOTAL I I I I I AMERI TOTALI
INn IFEMALEIWHITEIBLACKI HISP IASIAN I INn I MINS I
I I I I I I I I
191 16091 12671 1061 841 321 1201 4131
1. 0 II 82.01I 64 61I 5.41I 4.31I 1.61I 6.11I 21. 11I
SALARY
OR
PAY BANn JOB FAMILY
MALE
TITLE
TOTAL I
EMPLSI
TOTALI I I
MALE IWHITEIBLACKI
I I
HISPIASIANI
TOTAL FOR AGENCY
I
(NUMBER): 19621
TOTAL FOR AGENCY
I
(PERCENT) : 100.01
I I I
3531 2821 30 I
I I I
18.01 14.41 1.51
I I
111 111
I I
.61 .61
49
50
AVAIL ABILITY ANALYSIS
Availability Analysis
Agency Name and Code: Oklahoma State Department of Health - 340
EEO Category: Official/Administrator Job Group:
June 30, 2010
(date)
Final Availability
Raw Availabili %
1.00
Factors Fem
Total
Black Hisp As/PI AI/AN Min
Wei hted Availabili *
Weight Total
Fem Factor Black Hisp As/PI AI/AN Min
Source of Statistics
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
US 2000 Census
Data provided by
3.60 2.30 1.00 4.90 15.10 37.60 1.00 3.60 2.30 1.00 4.90 15.10 37.60 OPM. The agency
uses only state-wide
availability
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Total 3.60 2.30
3.6% 2.3%
OPM·AAlEEO-4 (06/07/2010) * (Raw Availability %X Weight Factor = Weighted Availability)
51
1.00 4.90 15.10 37.60
1.0% 4.9% 15.1% 37.6%
Availability Analysis
Agency Name and Code: Oklahoma State Department of Health - 340
EEO Category: Professionals Job Group:
Raw Availabili % Wei hted Availabili *
Total Weight Total Source of Statistics
Black Hisp AS/PI AI/AN Min Fern Factor Black Hisp As/PI AI/AN Min Fern
4.70 2.00 2.20 5.10 17.20 55.60 1.00 4.70 2.00 2.20 5.10 17.20 55.60
US 2000 Census
EEO Data State-wide
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
June 30, 2010.
(date)
Total 1.00 4.70 2.00 2.20 5.10 17.20 55.60
Final Availability 4.7% 2.0%
* (Raw Availability % X Weight Factor = Weighted Availability) OPM-AA/EEO-4 (06/07/2010)
52
2.2% 5.1% 17.2% 55.6%
Availability Analysis
Agency Name and Code: Oklahoma State Department of Health - 340
EEO Category: Technicians Job Group:
June 30,2010
(date)
Final Availability
Raw Availabili %
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
promotable, transferable, and
2. trainable within the agency's
organization.
3. Other relevant factors
7.10 2.20 1.30 7.60 21.90
Wei hted Availabili *
Fern
Weight Total
Fern Factor Black Hisp AS/PI AllAN Min
59.70 1.00 7.10 2.20 1.30 7.60 21.90
Source of Statistics
59 70 US 2000 Census
. EEO Data State-wide
Total
Total
Black Hisp As/PI AI/AN Min
1.00 7.10 2.20
7.1% 2.2%
* (Raw Availability %X Weight Factor = Weighted Availability) OPM-AAlEE0-4 (06/07/2010)
53
1.30
1.3%
7.60 21.90 59.70
7.6% 21.9% 59.7%
Availability Analysis
Agency Name and Code: Oklahoma State Department of Health - 340
EEO Category: Protective Services Job Group:
Raw Availabili % Wei hted Availabili *
Total Weight Total Source of Statistics
Black Hisp As/PI AI/AN Min Fern Factor Black Hisp AS/PI AI/AN Min Fern
6.30 2.20 0.50 8.40 21.60 16.70 1.00 6.30 2.20 0.50 8.40 21.60 16.70
US 2000 Census
EEO Data State-wide
Final Availability
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
June 30. 2010
(date)
Total 1.00 6.30 2.20 0.50
6.3% 2.2% 0.5%
* (Raw Availability %X Weight Factor = Weighted Availability) OPM-AAlEEO-4 (06/07/2010)
54
8.40 21.60 16.70
8.4% 21.6% 16.7%
Availability Analysis
AgencyNameand Code: Oklahoma State Department of Health - 340
EEOCategory: Paraprofessionals Job Group:
June 30, 2010
(date)
Final Availability
Raw Availabili %
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Percentage of minorities or females
promotable, transferable, and
2. trainable within the agency's
organization.
3. Other relevant factors
7.10 2.20
Wei hted Availabili •
Weight Total
Fem Factor Black Hisp AS/PI AllAN Min
1.30 7.60 21.90 59.70 1.00 7.10 2.20 1.30 7.60 21.90
Source of Statistics
Fem
o US 2000 Census
59.7 EEO Data State-wide
Total
Total
Black Hisp As/PI AllAN Min
1.00 7.10 2.20
7.1% 2.2%
* (Raw Availability %X Weight Factor = Weighted Availability) OPM-AAlEEO-4 (06/07/2010)
55
1.30
1.3%
7.60 21.90 59.70
7.6% 21.9% 59.7%
Availability Analysis
AgencyNameand Code: Oklahoma State Department of Health - 340
EEOCategory: Administrative Support Job Group:
Raw Availabili % Wei hted Availabili *
Total Weight Total Source of Statistics
Black Hisp AS/PI AllAN Min Fern Factor Black Hisp As/PI AllAN Min Fern
7.10 2.90 0.90 6.30 21.20 70.10 1.00 7.10 2.90 0.90 6.30 21.20 70.10
US 2000 Census
EEO Data State-wide
Final Availability
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
promotable, transferable, and
2. trainable within the agency's
organization.
3. Other relevant factors
June 30, 2010
(date)
Total 1.00 7,10 2,90 0,90 6,30 21.20 70,10
7,1% 2,9%
* (Raw Availability %X Weight Factor = Weighted Availability) OPM·AAlEEO-4 (06/07/2010)
56
0,9% 6,3% 21,2% 70,1%
Availability Analysis
AgencyNameand Code: Oklahoma State Department of Health - 340
EEOCategory: Skilled Craft Workers Job Group:
June 30, 2010
(date)
Final Availability
Raw Availabili %
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Wei hted Availabili *
Weight Total
Fern Factor Black Hisp AS/PI AI/AN Min
3.80 5.60 0.70 7.50 21.90 6.50 1.00 3.80 5.60 0.70 7.50 21.90
Total
Black His As/PI AI/AN Min
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Source of Statistics
Fern
6 50 US 2000 Census
. EEO Data State-wide
Total 1.00 3.80 5.60
3.8% 5.6%
* (Raw Availability %X Weight Factor = Weighted Availability) OPM-AAlEEO-4 (06/07/2010)
57
0.70
0.7%
7.50 21.90
7.5% 21.9%
Availability Analysis
Agency Name and Code: Oklahoma State Department of Health - 340
EEO Category: Service Maintenance Job Group:
Raw Availabili % Wei hted Availabili *
Total Weight Total Source of Statistics
Black Hisp AS/PI AI/AN Min Fern Factor Black Hisp As/PI AllAN Min Fern
8.90 7.80 1.70 8.50 31.10 41.50 1.00 8.90 7.80 1.70 8.50 31.10 41.50
US 2000 Census
EEO Data State-wide
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
June 30, 2010
(date)
Total
Final Availability
* (Raw Availability %X Weight Factor = Weighted Availability) OPM-AA/EEO-4 (06/07/2010)
1.00 8.90 7.80 1.70 8.50 31.10 41.50
58
8.9% 7.8% 1.7% 8.5% 31.1% 41.5%
UTILIZATION ANALYSIS
&
ANNUAL PLACEMENT GOALS
59
Utilization Analysis· and Annual Placement Goals
Agency Name and Code: Oklahoma State Department of Health - 340 June 30, 2010
Date
Utilization"
Job Incumbents Black His anlc Asian/Pacific Islander Amelican Indianl A.N. Total Mlnonltes Female
Group Total %In Under % In Under 'loIn Under %In Under %In Under 0/0 in Under
Total Black Hi.c. AS/PI AI/AN Fern. Min % Avail Cat Util Goal % Avail Cat Util Goal % Avail Cat Util Goal % Ava" Cat Utll Goal % Avail Cat Util Goal % Avail Cat Util Goal
Official I
Administrator 125 8 1 1 3 82 13 3.6% 6.4% N a 2.3% 0.8% Y 2.3% 1.0% 0.8% N a 4.9% 2.4% Y 4.9% 15.1% 10.4% Y 15.1% 37.6% 65.6% N a
Professionals
1220 67 33 37 80 973 217 4.7% 5.5% N a 2.0% 2.7% N a 2.2% 3.0% N a 5.1% 6.6% N 0 17.2% 17.8% N 0 55.6% 79.8% N a
Technicians
66 4 4 0 6 51 14 7.1% 6.1% N 0 2.2% 6.1% N 0 1.3% 0.0% N 0 7.6% 9.1% N 0 21.9% 21.2% N 0 59.7% 77.3% N 0
Protective
Services 1 0 0 0 0 1 0 6.3% 0.0% N 0 2.2% 0.0% N 0 0.5% 0.0% N 0 8.4% 0.0% N 0 21.6% 0.0% N a 18.7% 100.0% N 0
Paraprofessionals
228 23 38 1 19 214 81 7.1% 10.1% N 0 2.2% 16.7% N 0 1.3% 0.4% Y 1.3% 7.8% 8.3% N 0 21.9% 35.5% N a 59.7% 93.9% N 0
Administrative
Support 304 25 19 4 30 280 78 7.1% 8.2% N 0 2.9% 8.3% N 0 0.9% 1.3% N a 6.3% 9.9% N 0 21.2% 25.7% N 0 70.1% 92.1% N a
Skilled Craft
Workers 0 0 0 0 0 0 0 3.8% IDIV/OI ##### #DIV/OI 5.6% #DIVIOI ##### #DIV/OI 0.7% #DIVIOI ##### #DIV/O! 7.5% #DIVlO! ##### IDiV/O! 21.9% IDIV/OJ ##### #DIVIO! 6.5% #DIV/OI ##### #DIV/OI
Service
Maintenance 18 9 0 0 1 8 10 8.9% 50.0% N 0 7.8% 0.0% Y 7.8% 1.7% 0.0% N 0 8.5% 5.6% N 0 31.1% 55.6% N 0 41.5% 44.4% N 0
OPM-AAlEEO-S
(06107/2010) * Significance Test: Whole Person
60
PRESENT STAFFING
61
PRESENT STAFFING
Agency Name and Code: Oklahoma State Department of Health - 340 EEO Coordinator: R. Charles Smith As of: June 30, 2010
"'fu1H~~~~~ .'. • .. AWE. ;..;....~- IU.j!:~,"~ di,'L:,- ...... ' .
TOTEMP WHITE BLACK HISP AS/PI AI/AN
TOT
Job Categories MALE WHITE BLACK HISP AS/PI AI/AN TOTFEM TOTMIN
Officiall Admin 125 39 2 1 0 1 43 73 6 0 1 2 82 13
% Represented 31.2 1.6 0.8 0.0 0.8 34.4 58.4 4.8 0.0 0.8 1.6 65.6 10.4
%ClF 53.9 1.8 1.3 0.7 2.7 62.4 31.0 1.8 1.0 0.3 2.2 37.6 15.1
Professionals 1220 197 17 8 10 15 247 806 50 25 27 65 973 217
% Represented 16.1 1.4 0.7 0.8 1.2 20.2 66.1 4.1 2.0 2.2 5.3 79.8 17.8
%CLF 37.3 1.8 0.9 1.3 1.8 44.4 45.5 2.9 1.1 0.9 3.3 55.6 17.2
Technicians 66 12 0 1 0 2 15 40 4 3 0 4 51 14
% Represented 18.2 0.0 1.5 0.0 3.0 22.7 60.6 6.1 4.5 0.0 6.1 77.3 21.2
%CLF 32.4 2.2 1.2 0.6 2.5 40.3 45.7 4.9 1.0 0.7 5.1 59.7 21.9
Protective Services 1 0 0 0 0 0 0 1 0 0 0 0 1 0
% Represented 0.0 0.0 0.0 0.0 0.0 0.0 100.0 0.0 0.0 0.0 0.0 100.0 0.0
%CLF 66.2 4.5 1.7 0.3 7.1 83.3 12.2 1.8 0.5 0.2 1.3 16.7 21.6
Paraprofessionals 228 10 3 1 0 0 14 137 20 37 1 19 214 81
% Represented 4.4 1.3 0.4 0.0 0.0 6.1 60.1 8.8 16.2 0.4 8.3 93.9 35.5
% ClF 32.4 2.2 1.2 0.6 2.5 40.3 45.7 4.9 1.0 0.7 5.1 59.7 21.9
Admin Support 304 18 4 0 1 1 24 208 21 19 3 29 280 78
% Represented 5.9 1.3 0.0 0.3 0.3 7.9 68.4 6.9 6.3 1.0 9.5 92.1 25.7
% ClF 23.5 2.1 0.9 0.3 1.7 29.9 55.3 5.0 2.0 0.6 4.6 70.1 21.2
Skilled Craft Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/OI #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol
%CLF 73.3 3.4 5.3 0.5 7.0 93.5 4.8 0.4 0.3 0.2 0.5 6.5 21.9
Service Maintenance 18 6 4 0 0 0 10 2 5 0 0 1 8 10
% Represented 33.3 22.2 0.0 0.0 0.0 55.6 11.1 27.8 0.0 0.0 5.6 44.4 55.6
%CLF 40.5 4.8 5.2 0.8 4.8 58.5 28.4 4.1 2.6 0.9 3.7 41.5 31.1
TOTALS 1962 282 30 11 11 19 353 1267 106 84 32 120 1609 413
% Represented 14.4 1.5 0.6 0.6 1.0 18.0 64.6 5.4 4.3 1.6 6.1 82.0 21.0
%CLF 41.7 3.0 2.8 0.7 3.5 53.8 35.4 3.4 1.7 0.6 3.3 46.2 22.9
OPM-AAlEE0-6
(06/07/2010)
62
PERSONNEL TRANSACTIONS REPORT
63
Personnel Transactions Report
Agency Name and Code: Oklahoma State Department of Health - 340 Date: _---=:J..::.un:...;.;e~30.:....!.,..O..::2~:.._..:;.0...:..1
Minorit
Summary Total Total
White Black Hiso AS/PI AI/AN Min Male Female
# 2108 1689 138 95 47 139 419 375 1733
1. Employees at Beginning of Period (7-01-09) g % 80% 7% 5% 2% 7% 20% 18% 82%
# 1962 1549 136 95 43 139 413 353 1609 2. Employees at End of Period (6-30-10) % I!!!!!:!:-, 79% 7% 5% 2% 7% 21% 18% 82%
3. Net Increase (decrease) -146 -140 -2 0 -4 0 -6 -22 -124
4. Personnel Transaction: i!·i·::!I!::i:::i: i :H·H::j ':::::.::.:.:.'.:!': .:::: > :.:
Actual 133 101 12 5 2 13 32 25 108
(A) New Hires
Goal i~i as 1 1 1 1 11
(8) Promotions Actual 47 39 4 0 0 4 8 5 42
Goal Ii mi.':.:.:.:. i:.::· > . :...:...:...:.::: ..·:i.· ••i.:i.:. I". ....:.:.:.
(C) Demotions 2 2 0 0 0 0 0 1 1
(D) Separations 279 241 14 5 6 13 38 47 232
OPM·AAlEEO·8 (06/07/2010)
64
REVIEW OF JOB GROUPS WHERE GOALS WERE NOT ATTAINED
65
66
REVIEW OF JOB GROUPS WHERE GOALS WERE NOT ATTAINED
For Officials/Administrators a hiring goal of one (1) American Indian, one (1) Hispanic, and two (2) total
minorities was established. The Department made only seven (7) new hires into this job group and we were able
to hire one (1) American Indian for a total of one (1) ethnic minority. We shall continue our good faith efforts to
achieve the appropriate representation of Hispanics, American Indians, and total ethnic minorities in this EEO
job category based upon CLF availability.
For Paraprofessionals a hiring goal of one (1) Asian was established. We did not meet our goal; however, our
good faith efforts resulted in the hiring of one (1) African American, one (1) Hispanic, and two (2) American
Indians for a total of four (4) ethnic minorities (40%). We shall continue our good faith efforts to achieve the
appropriate representation of Asians in this EEO job category based upon CLF availability.
APPENDIX
67
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ORGANIZATIONAL CHART
urnce OT
Accountability BOARD OF HEALTH
Systems
Dan Durocher
Internal Audit Unit
Uoyd Smith
..... _- ... COMMISSIONER Terry Cline, Ph.D.
Board of Health
Secretary
Sandie Sherrill
Exec. Asst.lSr.
Advisor General Counsel
Janice Hiner Pat Cantrell, Acting
State & Federal Office of Adm.
Policy Hearings
Mark Newman Gary Payne
t;IVII Klgms
I--- Administrator
Charles Smith
Protective HeaHh Community & Family Prevention & Chief Operating
Services HeaHh Svs. Preparedness Svs. Officer
Henry Hartsell Steve Ronck Lynn Mitchell Julie Cox-Kain
Long Term Care County District Maternal & Child State t:mergency t'rep. & urnce OTt;Om Performance
Svs f- Administration HeaHhSvs Epidemiologist Response Leslea Bennett- Management
Dorya Huser Suzanna Dooley Kristy Bradley Scott Sproat Webb Joyce Marshall
Health Resources Tobacco Use cemer Torneann Information
Development Svs I- Nursing Svs WlC Svs Acute Disease Svs Prevention Svs Statistics Technology
James Joslin Diana Pistole Terry Bryce Lauri Smithee Doug Matheny Kelly Baker Patsy Leisering
Medical FacUities xecorc t:valuauon Family Support & Chronic Disease Public Health urnce OTHuman Chief Financial Svs I- & Support Resources Mike Ewald Prevention Svs Svs Laboratory Svs Lisa Dennison, Officer
TomWelin Annette Jacobi Darrell Eberly Garry McKee Actlna Ray Hankins
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Consumer Health Community Injury prevention Bldg Man. & ~ Accounting Svs I Svs - Development Svs Child Guidance Svs HIVISTD Svs Svs Internal Svs Grace Brown
Vernon Bolz Neil Hann Debra Anderson Jan Fox Pam Archer Tamela Gibson
~ Budget & Funding I a I & Eval Svs Screening & Federal Funds Dennis Johnson
Nancy Atkinson - DeJnatanlaHWeaInHfrheSevs JoShnooCnoerrpSotalornt go ImmDuonnizaBtiloonseSvs Special Svs Development
Ken Cadaret Yvonne Myers y Procurement Greg Morley I
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