Equal employment opportunity/affirmative action plan

              C 5800.3 A256 2009/10 c.1
Dissemination of Plan and Policy
Internal Dissemination: In order to assure that each employee of the Oklahoma State
Board of Cosmetology is aware and informed about the Affirmative Action/Equal
Employment Opportunity Plan, a complete copy of this plan will be available to each
employee upon request.
A copy of the Appointing Authority's AAlEEO policy will be included in the employee
policy book and posted on the agency bulletin board for public viewing.
External Dissemination: External dissemination of the Oklahoma State Board of
Cosmetology Affirmative ActionlEqual Employment Opportunity Policy will be sent to
anyone upon request.
Affirmative Action for the Disabled and Older Persons: It has been and shall remain
the policy of the Oklahoma State Board of Cosmetology that there shall be no
discrimination based either on physical/mental handicap or age in any personnel action
including layoff, recall or adverse personnel action as long as the work does not render
the employee unable to do the work for which he or she is employed.
Training and Recruitment: The previous fiscal years have remained average with
personnel actions. However, a training session for all employees on the subject of
Affirmative Action will be conducted.
The only training the Oklahoma State Board of Cosmetology conducts are on-the-job
with the exception of AAlEEO seminars. Additionally employees are encouraged to up-grade
themselves by participating in the offerings of the Human Resources Division of
the Office of Personnel Management and education they may obtain on their own. Such
On-the-job training programs are conducted without regard to race, sex, color, religion,
political affiliation, national origin, or physical handicap. Rather, they are conducted
with a view to helping employees become better able to perform with a view to potential
promotion.
Evaluation of Previous Efforts/Identification and Analysis of Problem Areas:
We started out the year with 10 employees. We had one American Indian, and seven
female.
Because we are a small agency we have had only three opportunities to hire this year.
This included two white females and one black female in the professional category.
The Agency finished out this reporting period with a total of twelve employees: the
outcome being 10% American Indian and 70% being female.
We had one separation classified as a termination of 1 black female in the Professional
category.
The agency has made significant progress toward accomplishing its Affirmative Action
Goals during the past fiscal year and will continue to do so when the opportunity arises.
All recruitments are sent to the Tulsa World, Daily Oklahoman, and minority community
newspapers and media such as the Black Chronicle. The Agency will also send
recruitment notices to the Director of EOWD.
In the event that a vacancy does occur we will do all that we possibly can to ensure that
minorities are included in the recruiting and the interview process.
The recruitment of employees is mostly in the Cosmetology InspectorlExaminer
category. The requirements for that position are to be a Master Instructor in
Cosmetology.
The Oklahoma State Board of Cosmetology will start promoting the Master Instructor
course to all Minatory based schools for a better chance at hiring in the future. This can
be done through the current inspectors we have and all student appreciation days.
State of Oklahoma
Oklahoma State Board of Cosmetology Policy Statement
On
Equal Employment Opportunity/Affirmative Action
Support from top management is the first step in creating a strong affirmative
action/equal employment opportunity program. Written policy statements evidence this
by the appointing authority declaring and affirming an active commitment to the
Principles of equal employment opportunity/affirmative action and a policy against
sexual harassment. -
Consistent with federal and state laws and guidelines established for equal employment
opportunity and affirmative action, I would like to affirm my continuing policy to provide
equal employment and advancement opportunity in all job classifications of this agency
without regard to political or religious opinion or affiliation, race, creed, gender, age,
color, national origin, or disability, so long as the disability does not render the person
unable to do the work for which employed.
The principles of equal employment opportunity apply to all employment practices and
personnel actions throughout the agency, including recruiting, hiring, promotions,
demotions, separations, training, transfers, layoffs (RIP), recall, compensation benefits,
and all other terms and conditions of employment. I want to remind each employee that
all personnel actions as well as all decisions relating to employment practices are to be
made in accordance with the spirit of equal employment opportunity for all.
We have developed an affirmative action plan to help us achieve our goal of equal
employment opportunity for all. Candis Ross, located at 2401 NW 23rd, Suite 84
Oklahoma City, Oklahoma telephone number 405-521-2441, has been delegated the
responsibility of implementing the plan, including monitoring and evaluating our
progress and reporting the results to me.
In addition, Candis Ross, is assigned to serve as the Affirmative Action/Equal
Employment Opportunity Officer for this agency. She is available-to any employee
having questions or needing assistance in regards to affirmative action or equal
employment opportunity in this agency.
My personal commitment to this policy is complete. I accept overall responsibility for
equal employment opportunity and affirmative action within this agency. I expect each
and every employee to perform their duties and responsibilities in a manner that will
demonstrate this agency's firm commitment in this most ~portant 2rea~ ,7
J /'
:/-
Date
State of Oklahoma
Oklahoma State Board of Cosmetology
Policy Against
Sexual Harassment
It is the policy ofthe Board of Cosmetology not to discriminate in any of its employment
practices on the basis of political or religious opinion or affiliation, race, creed, gender,
age, color, national origin or disability, so long as the disability does rigt render the
employee unable to do the work for which employed. Any form of unlawful'
discrimination to which this policy applies is a very serious matter and will not be
tolerated.
Sexual harassment is a form of unlawful discrimination based on sex. It includes, but is
not limited to unwelcome sexual advances, requests for sexual favors, or other verbal or
physical conduct of a sexual nature when submission to such conduct is explicitly or
implicitly a requirement of the individual's employment, or used as a basis for any
employment decision concerning that individual, or when such conduct has the purpose
or effect of unreasonably interfering with the individual's work performance or creating
an intimidating, hostile or offensive work environment. Such behavior is prohibited by
the Civil Rights Act of 1964, by the regulatory guidelines of the Equal Employment
Opportunity Comniission, by applicable state laws, the State Merit Rules of Employment,
and by this policy. In some circumstances it may also violate other laws (for example,
criminal assault).
Sexual harassment will not be condoned or tolerated in the Board of Cosmetology. Any
supervisory employee, employee with authority for personnel matters or other agent or
officer of this agency who knows or should have known that any employee is being
subjected to sexual harassment musttake immediate corrective action or report the facts
to the Affirmative Action Officer who is also the Administrative Assistant to the Director
or to the Executive Director.
Appropriate disciplinary actions will be taken against any employee who causes, engages
in, encourages, condones or otherwise permits unlawful sexual harassment and against
any supervisory or other responsible employee who fails to take corrective action as
provided above. Such conduct may be grounds for termination of employment with this
agency.
Any employee who believes that he or she has been the victim of unlawful sexual
harassment may complain of sex discrimination in accordance with the agency's
grievance procedure.
It is the responsibility of all employees in this agency, supervisory and non-supervisory,
to adhere to this policy and to use all reasonable efforts to further its goals and spirit. "!', '1
Oklahoma State Board of Cosmetology
Affirmative Action Responsibility
It is the responsibility of the appointing authority to exercise overall responsiblllty
for equal employment opportunity and affirmative action within each agency,
EEO/ AA Officer
This person may also be called the Civil Rights/EEO Coordinator, Affirmative
Action Officer or other title appropriate to the needs of the agency. Depending on the
size and structure of the organization, the duties of this individual may be the person's
sole responsibility. Regardless, the person should be at a staff position with sufficient
authority to ensure program implementation. Also, the person should be supervised by
and report directly to the appointing authority on all matters relating to the EEO/ AA
program. In addition, the person should be knowledgeable of federal and state civil rights
and equal opportunity legislation and regulations, of current social and economic
conditions and interrelationships of majority and minority groups, of grievance
investigations and interviewing techniques, and report writing.
Some general areas of responsibility appropriate for EEO/AA Officers include:
A. Developing affirmative action programs, plans, policy statements, and internal
communications.
B. Assisting in the identification of problem areas and effecting solutions to
problems._
C. Designing and implementing audit and reporting systems to:
1. Measure the effectiveness of the agency's program.
2. Indicate remedial action needed to correct deficiencies.
3. Determine the degree to which the agency's goals and objectives
have been attained.
D. Serving as liaison between the agency and the various state and federal
compliance agencies.
E. Serving as the agency's outreach and referral resource for minority organizations,
women's organizations, organizations for disabled persons, and older persons, and
community action groups concerned with employment opportunities for
minorities, women, disabled persons, and older persons.
F. Investigating cases and drafting recommendations for resolution of discrimination
complaints.
G. Keeping the agency's various organization levels informed of developments in the
EEO area.
H. Inspecting the agency's various worksites to ensure the EEO information is being
disseminated and prominently displayed when appropriate.
I. Monitoring the agency's personnel practices to ensure no discriminatory practices
exist.
Additional information on the qualifications and responsibilities of the EEO/ AA
Officer are covered in Section 840-2.3 of Title 74 of the Oklahoma Statutes and the
Office of Personnel Management Job Family Descriptors for the Civil Rights
Administrator series. -
Line Mangers/Supervisors
Managers and supervisors should understand their roles in the EEO/AA program.
The responsibilities of department heads, supervisors, personnel officers, and other
key staff members should be spelled out in the written AAP. They also may be
communicated by other means, such as in the performance evaluation process and/or
periodically covered in the training or informational meetings. Some suggested
responsibilities for managers and supervisors include:
A. Assisting in the identification of problem areas and establishment of
unit goals and objectives.
B. Monitoring training programs and hiring and promotion patters to
eliminate any impediments to goal attainment.
C. Conducting career counseling with employees, with special attention
given to minorities, women, disabled and older workers to ensure they
have full access to opportunities for career progression, i.e., transfers,
promotions, training, etc.
D. Active involvement with organizations which work with or on the
behalf of minorities, women, disabled persons, and older persons, as
well as community based agencies and leaders.
E. Scheduling regular meetings and training sessions with supervisory
staff and/or employees to keep them abreast of policy changes and
program objectives.
F. Regular communication with staff to emphasize the agency's EEO
policies, including the policy against harassment of employees.
The appointing authority exercises overall responsibility for equal employment
opportunity and affirmative action within each agency. He or she may, however, employ
or designate a person to assist in the implementation and monitoring of the program.
Employees
In addition, every employee of the agency should know that they too have a
responsibility to see that the EEO/AA program is faithfully executed. For example, it is
desirable that the AAP contain a reminder to all employees of their responsibility to:
A. Apply all laws, rules, regulations, policies, and procedures fairly and
impartially toward all persons, without regard to race, color, sex, age, national
origin, disability, religion, or political opinion, or affiliation.
B. Exhibit an attitude of respect, courtesy, and cooperation toward fellow
employees and the public.
C. Aid supervisors and mangers in carrying out their responsibilities with regard
to the EEO/AA program.
D. Be familiar with the affirmative action plan and make a good faitheffort to
complete their assigned responsibilities as identified in the plan.
Personnel Transactions Report
Agency Name and Code: Oklahoma State Board of Cosmetology -190
-,,'
Date: June 30,2010
Minorit
Summary Total Total
White Black His AS/PI AllAN Min Male Female
# 10 9 1 1 3 7 OK
1. Employees at Beginning of Period (7-01-09)
% 90% 0% 0% 0% 10% 10% 30% 70%
# 11 0 0 0 1 3 9 OK
2. Employees at End of Period (6-30-10)
% 92% 0% 0% 0% 8% 8% 25% 75%
3. Net Increase (decrease) OK
4. Personnel Transaction:
Actual OK
(A) New Hires
Goal
(B) Promotions
Actual
Goal
(C) Demotions 0 0 OK
(D) Separations 1 1 1 1 OK
OK OK OK OK OK OK "'OK OK OK ; '..'f~:
OPM·AAlEEO·8 (0610712010)
PRESENT STAFFING
Agency Name and Code: Oklahoma Stale Board of Cosmetology -190 EEO Coordinator: As of: June 30, 2010
l~ll*;~l~~~il~l~t:l m;~;mml@~l~;j~~lll~~l~jl~@~~
TOTEMP HISP AS/PI AI/AN
TOT
Job Categories WHITE BLACK WHITE BLACK HISP AS/PI AI/AN TOTFEM TOTMIN
MALE
Official! Admin 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 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 6 0 0 0 0 0 0 6 0 0 0 0 6 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 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 5 2 0 0 0 1 3 2 0 0 0 0 2 1
% Represented 40.0 0.0 0.0 0.0 ·20.0 60.0 40.0 0.0 0.0 0.0 0.0 40.0 20.0
%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 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O!
%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 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O! #DIV/O!
%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 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/O! #DIV/O! #DIV/O! #DIV/Ol #DIV/Ol #DIV/O! #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/O! #DIV/O!
%CLF 23.5 2.1 0.9 0.3 1.7 29.9 55.3 5.0 2.0 0.6 4.6 ?D.1 21.2
Skilled Craft Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/O! #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/Ol #DIV/O! #DIV/Ol #DIV/O! #DIV/O! #DIV/O! #DIV/O!
%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 0 0 0 0 0 0 0 0 0 0 ·.0 0 0 0
% Represented #DIV/O! #DIV/O! #DIV/Ol #DIV/O! #DIV/Ol #DIV/O! #DIV/Ol #DIV/Ol #DIV/O!
..
#DIViO! #DIV/O! #DIV/O! #DIV/O!
%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 12 2 0 0 0 1 3 9 0 0 0 0 9 1
% Represented 16.7 0.0 0.0 0.0 8.3 25.0 75.0 0.0 0.0 0.0 0.0 75.0 8.3
%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-AA1EEO-6
(06/07/2010)
Utilization Analysis* and Annual Placement Goals
Agency Name and Code: Oklahoma State Board of Cosmetology -190 June 30. 2010
Date
Utilization"
Job Incumbents Black His arlic AsianIPacific Istander American IndianlA.N. Total Minoriites Female
Group Total %in Under %10 Under %10 Under %in Under %In Under %in Under
Total Black Hisn, AS/PI AllAN Fern. Min % Avail Cat Util Goal % Avail Cat Uti! Goal % Avail Cat Util Goal % Avai/ Cat Ulil Goal % Avail Cat Util Goal % Avail Cat Util Goal
Official!
Administrator 1 0 0 0 0 1 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 100.0% N 0
Professionals
6 0 0 0 0 6 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 100.0% N 0
Technicians
5 0 0 0 1 2 1 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 20.0% N 0 0.0% 20.0% N 0 0.0% 40.0% N 0
Protective
Services 0 0 0 0 0 0 0 0.0% #DN/O! ##### #DIV/O! 0.0% #DIV/O! ##### #DIVlO! 0.0% #DIV/o! ##### #DIV/O! 0.0% #DIV/o! ##### #DIV/o! 0.0% #DIV/O! ##### #DIV/o! 0.0% #DIVlO! ##### #DIV/O!
Paraprofessionals
0 #DIV/o! #DIV/0 0 0 0 0 0 0.0% #DN/O! ##### #DN/O! 0.0% #DIV/O! ##### #DNIO! 0.0% ##### O! 0.0% #DIV/O! ##### #DIV/O! 0.0% #DNIO! ##### #DIV/O! 0.0% #DIV/O! ##### #DIV/O!
Administrative
Support 0 0 0 0 0 0 0 0.0% #DIV/o! ##### #DIV/O! 0.0% #DNIO! ##### #DIV/o1 0.0% #DIV/O! ##### #DlV/OI 0.0% #DIV/O! ##### #DIV/O! 0.0% #DIVlO! ##### #DIV/o! 0.0% #DIV/O! ##### #DIV/O!
Skilled Craft
Workers 0 0 0 0 0 o 0 0.0% #DN/O!, #####. #DNIO! 0.0% #DNIO! ##### #DIV/o! 0.0% #DIV/o1 ##### #DNIO! 0.0% #DIV/o1 ##### #DIV/o! 0.0% #DIVlO! ##### #DIV/o! 0.0% #DIVlO! ##### #DIV/O!
Service
Maintenance 0 0 0 0 0 0 0 0.0% #DN/O! #####. #DIV/O! 0.0% #DN/O! ##### #DIV/o1 0.0% #DIV/O! ##### #DIV/o! 0.0% #DIV/O! ##### #DIV/o! 0.0% #DIV/o! ##### #DIV/o! 0.0% #DIVlO! ##### #DIV/o!
OPM·AAlEEO·5
(06/07/2010)
-'"
• Significance Test: 80% Method
Utilization Analysis* and Annual Placement Goals
Agency Name and Code: Oklahoma State Board of Cosmetology -190 June 30, 2010
Date
Utilization"
Job Incumbents Black His anle AsianIPacific Islander American Indian/A.N. Total Minoriites Female
Group Total 'loin Under 'loin Under 0/0 In Under 'loin Under 0-' in Under %in Under
Total Black Hiso. AS/PI AllAN Fem. Min % Avail Cat Util Goal % Avail Cat Utll Goal % Avai/ Cat Utll Goal % Avail Cat Util Goal % Avail Cat Util Goal % Avail Cat Util Goal
Official I
Administrator 1 0 0 0 0 1 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 100.0% N 0
Professionals
6 0 0 0 0 6 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 100.0% N 0
Technicians
5 0 0 0 1 2 1 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 0.0% N 0 0.0% 20.0% N 0 0.0% 20.0% N 0 0.0% 40.0% N 0
Protective
Services 0 0 0 0 0 0 0 0.0% #DIVlO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIV/O! 0.0% #DIV/O! ##### #DIVIO! 0.0% #DIV/O! ##### #DIVIO! 0.0% #DIV/O' ##### #DIVIO'
Paraprofessionals
0 0 0 0 0 0 0 0.0% #DIVlO! ##### #DIV/O! 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIVIO.! ##### #DIVlO' 0.0% #DIV/O! ##### #DIVIO! 0.0-/. #DIV/O! ##### #DIV/O! 0.0% #DIV/O' ##### #DIVlO'
Administrative
Support 0 0 0 0 0 0 0 0.0% #DIVlO! ##### #DIV/O! 0.0% #DIV/O! ##### #DIV/O' 0.0% #DIVIO! ##### #DIVlO! 0.0% #DIV/O! ##### #DIVlO! 0.0% #DIV/O! ##### #DIVlO! 0.0% #DIV/O! ##### #DIV/O!
Skilled Craft
Workers 0 0 0 0 0 0 0 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIV/O! 0.0% #DIVlO! ##### #DIVlO! 0.0% #DIVIO! ##### #DIVlO! 0.0% #DIV/O! ##### #DIV/O!
Service
Maintenance 0 0 0 0 0 0 0 0.0% #DIVlO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIVIO! ##### #DIVIO! 0.0% #DIV/O! ##### #DIVIO! 0.0% #DIV/O! ##### #DIVlO! 0.0% #DIV/O' ##### #DIV/O'
OPM-AAlEEO·5
(06/07/2010) " Significance Test: Whole Person
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma State Board of Cosmetology ·190
EEO Category: Official/Administrator
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp. AS/PI AVAN Total Female White Black Hisp. AS/PI AI/AN Total Min.
55,000 Official/Administrator 1 0 1 1 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
.. 0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 ., 0
":';'(1: "
0 0 0 I 0
,
0 0 0 a
0 0 0 a
Total for Job Group (number): 1 0 0 0 0 0 0 1 1 0 0 0 0 0
Total for Job Group (percent): 0% 0% 0% 0% 0% 0% 100% 100% 0% 0% 0% 0% 0%
OPM-AAlEEO-3 (06107/2010)
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma State Board of Cosmetology -190
EEO Category: Professionals ------------------------------------------~------
Date: As of June 30, 2010
Job Group: ------------~-----------------
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black Hisp. AS/PI AUAN Total Female White Black Hisp. AS/PI AI/AN Total Min.
41,935 Professionals 1 0 1 1 0
39,254 Professionals 1 0 1 1 0
28,940 Professionals 1 0 1 1 0
26,129 Professionals 3 0 3 3 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0
" .f;,":' 0
t- "
~ 0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 6 0 0 0 0 0 0 6 6 0 0 0 0 0
Total for Job Group (percent): 0% 0% 0% 0% 0% 0% 100% 100% 0% 0% 0% 0% 0%
OPM-AAlEEO-3 (06/07/2010)
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma State Board of Cosmetology -190
EEO Category: Technicians --------------------------------------------------
Date: As of June 30, 2010
Job Group: ------------~-----------------
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black Hisp. AS/PI AUAN Total Female White Black Hisp. AS/PI AUAN Total Min.
33,612 Technicians 1 0 1 1 0
28,172 Technicians 1 1 1 0 1
26,992 Technicians 1 0 1 1 0
24,586 Technicians 1 1 1 0 0
23,271 Technicians 1 1 1 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0
-,
0
0 0 0 0
0 0 0 0
;,:.(::,
0 0 0 ., 0
, .,
0 0 0 0
0 0 0 0
Total for Job Group (number): 5 3 2 0 0 0 1 2 2 0 0 0 0 1
Total for Job Group (percent): 60% 40% 0% 0% 0% 20% 40% 40% 0% 0% 0% 0% 20%
OPM-AAlEEO-3 (06107/2010)
Evaluation of Previous EEO Efforts
(NEW HIRES)
Total
New Total
Hires White Black Hisp AS/PI AI/AN Min Male Female
Summary
1. New Hires FY 2008 Number 1 1 0 1
2. New Hires FY 2009 Number 1 1 0 1
3. New Hires FY 2010 Number 3 2 1 0 0 0 1 0 3
Total Number for Three Year Period 5 4 1 0 0 0 1 0 5 I
Total Percent for Three Year Period Percent 100% 80% 20% 0% 0% 0% 20% 0% 100%
Total Percent for Current Year % 67% 33% 0% 0% 0% 33% 0% 100%
OK
OK
OK
Agency Name and Code: Oklahoma State Board of Cosmetology -190 As Of: June 30,2010
OK
NEW HIRES FOR CURRENT REPORTING YEAR ONLY
Total
New Total Total Total
EEOCategories Hires White Black Hisp AS/PI AI/AN Male White Black Hisp AS/PI AI/AN Fem Min
Official/Administrator 0 0 0 0
Professionals 3 0 2 1 3 1
Technicians 0 0 0 0
Protective Services
0 0 ," 0 0
.;.'1,'
Paraprofessionals 0 0 " " 0 0
Administrative support "
0 0 0 0
Skilled Craft 0 0 0 0
Service Maintenance
0 0 0 0
TOTALS 3 0 0 0 0 0 0 2 1 0 0 0 3 1
OPM-AA1EEO-1
(06/07/2010)