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1.6 EVALUATION OF PRECEDING YEARS' AA/EEO EFFORTS An analysis of the AA/EEO activities of the J.D. McCarty Center for Chidlren with Developmental Disabilities for FY-2012 indicates that the total number of minorities was seventy-seven (77). Last year we hired 20 minorities, which is 37% of our new hires in the last year that were minority. The agency has put forth good faith efforts during the last years to prevent underutilization in problem areas. To obtain our goals we focus on recruiting via different venues and resources. Those resources may vary depending on the positions available. We open all positions for promotion from within the agency as required by Oklahoma Merit Rules for Employment. We are required in some cases to hire from the State of Oklahoma certificates. We also post many of our opportunities at various state and private universities, the Oklahoma Hospital Association, other job specific professional associations, web sites and magazines, and job boards where minorities are more likely to see our recruitment announcemnts. We sometimes recruit in professional newsletters, bulletins and newspapers with statewide and nationwide circulation. We attend job fairs at area colleges when appropriate in order to attract new applicants. We have always taken practicum students from various schools. This year we have increased the colleges that we contract with to bring in nursing students. Allowing students to do rotations at our facility helps to enhance knowledge of our facility and what we offer as employment opportunities. We do not meet the total percentage available for Officials/Administrators. This group did not have any turnover in the last year, however one of the promotions done this year was in this category and was an American Indian. Our greatest challenge this year is the increasing turnover in direct care staff. Even though we continue to hire many various minorities in this job title, we need to be able to retain high-quality staff when we find them. This year we took on the challenge of obtaining a market adjustment in the salaries of these individuals, which will hopefully slow down loosing good staff to other local employers. We have also researched and began using a pre-employment test, which will give us a better understanding of the individual before we make a hiring decision and better guidance on how to supervise each of the staff after they are hired and trained. In our goals for the upcoming year us to increase training to these individuals as well as begin a mentoring program. This will give the employees a more immediate person to go to for day to day guidance. Again, we continue to strive not only to be the center of excellence in service to our patients, but an employer of choice in our community. We continue to have leadership meetings monthly. This allows the department heads to receive training to assist them in being better managers, which in time will hopefully be reflected in the staff that work under their supervision.
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