AFFIRMATIVE ACTION PLAN

Transcription

1 AFFIRMATIVE ACTION PLAN 2011

2 Oscar B. Jackson, Jr., Administrator Secretary of Human Resources and Administration Brad Henry Governor STATE OF OKLAHOMA OFFICE OF PERSONNEL MANAGEMENT 'Working for Oklahoma" November 24,2010 Howard H. Hendrick Director and Secretary of Human Services Department of Human Services 2400 N. Lincoln Boulevard Oklahoma City, OK Dear Secretary Hendrick: 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 and Merit Rule 530: 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) 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) 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 B. Jackson, Jr., A-CP Administrator and Cabinet Secretary of Human Resources and Administration cc: William Drapala "We serve the people of Oklahoma by delivering reliable and innovative human resource services to our partner agencies to achieve their missions." 2101 NORTH LINCOLN BOULEVARD OKLAHOMA CITY, OK ~ (405) FAX (405)

3 1

4 2

5 3

6 RESPONSIBILITY FOR AA/EEO IMPLEMENTAION Responsibility of the Appointing Authority The appointing authority, Howard H. Hendrick, exercises overall responsibility for equal employment opportunity and affirmative action within the Oklahoma Department of Human Services. Director Hendrick has designated William T. Drapala as the Civil Rights Administrator and, as such, he serves as the EEO/AA Officer. Mr. Drapala reports directly to the appointing authority on all matters relating to the EEO/AA program and has the authority to ensure program implementation. As a lawyer, certified discrimination investigator, and former agency grievance manager he is knowledgeable of federal and state civil rights and equal opportunity legislation and regulations, current social and economic conditions and interrelationships of majority and minority groups, grievance investigations, interviewing techniques, and report writing. Responsibilities of the EEO/AA Officer include: Developing affirmative action programs, plans, policy statements, and internal communications. Assisting in the identification of problem areas and effecting solutions. Designing and implementing audit and reporting systems to: o Measure the effectiveness of the agency s program. o o Indicate remedial action needed to correct deficiencies. Determine the degree to which the agency s goals and objectives have been attained. Serving as liaison between the agency and various state and federal compliance agencies. Serving as the agency s outreach and referral resource for minority organizations, women s organizations, organizations for disabled and older persons, and community action groups concerned with employment opportunities for minorities, women, disabled and older persons. Investigating cases and drafting recommendations for resolution of discrimination complaints. Keeping the agency s various organizational levels informed of developments in the EEO area. Inspecting the agency s various worksites to ensure that EEO information is being disseminated and prominently displayed when appropriate. Monitoring the agency s personnel practices to ensure no discriminatory practices exist. Responsibilities of Line Managers/Supervisors: Assisting in the identification of problem areas and establishment of unit goals and objectives. Monitoring training programs and hiring and promotion patterns to eliminate any impediments to goal attainment. Conducting career counseling with employees, with special attention given to minorities, women, disabled persons, and older workers to ensure they have full 4

7 access to opportunities for career progression (i.e. transfers, promotions, training, etc.) Active involvement with organizations that work with or on behalf of minorities, women, disabled and older persons, as well as community-based agencies and leaders. Scheduling regular meetings and training sessions with supervisory staff and/or employees to keep them abreast of policy changes and program objectives. Regular communication with staff to emphasize the agency s EEO policies, including the policy against harassment of employees. Responsibilities of Employees: Applying all laws, rules, regulations, policies and procedures fairly and impartially toward all persons, without regard to race, color, sex, age, national origin, disability or religion. Exhibiting an attitude of respect, courtesy and cooperation toward fellow employees and the public. Aiding supervisors and managers in carrying out their responsibilities with regard to the EEO/AA program. Being familiar with the affirmative action plan and making a good faith effort to complete their assigned responsibilities as identified in the plan. 5

8 DISSEMINATION OF PLAN AND POLICY The Department of Human Services will disseminate information regarding its Equal Opportunity Policy Statement and Affirmative Action Plan in the following ways: Internal Dissemination The plan shall be considered as official Agency Policy. Publicize the plan in INSIDE OKDHS, annual reports and the InfoNet. Notify each employee of the OKDHS Affirmative Action Plan through the State Office Memo or similar type mechanism. Discuss the policy and Affirmative Action Program in employee orientations and management/supervisory training programs. Publish articles concerning equal opportunity and affirmative action, progress reports, promotions of females, ethnic minorities and disabled employees in Agency publications. Post the EEO Policy Statement on all office bulletin boards. External Dissemination Inform all recruiting sources of the Agency s policy and encourage these sources to actively recruit and refer protected group members for all positions. Make copies of plan available to interested groups or individuals. Post the plan on the OKDHS Internet website for public access. 6

9 AFFIRMATIVE ACTION FOR DISABLED PERSONS AND OLDER PERSONS Policy Statement It is the policy of the Agency to encourage the employment, training, promotion, and retention of individuals who are mentally or physically challenged or over age forty. The Agency monitors all employment areas including benefits to maintain compliance with Section 504 of the Rehabilitation Act, the Americans with Disabilities Act, as amended and the Age Discrimination in Employment Act. OKDHS disseminates annually to all locations a State Office Memo regarding the Americans with Disabilities Act. This memo is also included on the following pages. Program Plan for Fiscal Year 2011 In coordination with the Oklahoma Office of Personnel Management, the OKDHS Human Resources Management Division will assist in the recruitment of qualified individuals who have disabilities, placing emphasis on utilizing the optional hiring practice set out in title 74, section A. As part of the Agency s recruitment efforts, announcements will be mailed to organizations for the disabled and physically challenged so they will be aware of the Agency s job vacancies. Additionally the Agency will attempt in all instances to provide a reasonable accommodation to an employee who has a disability and may require an accommodation to assist in performing the essential functions of the assigned duties. The Agency will take all reasonable and necessary measures to remove any and all physical barriers from the work environment. The Agency has developed and implemented an internal policy for review of a local office s decision on an employee, applicant or client request for a reasonable accommodation. 7

10 8

11 9

12 TRAINING AND RECRUITMENT Training The Department of Human Services believes that a well trained and informed staff is crucial to fulfilling the mission and goals of the agency. The Agency provides training to all staff in a nondiscriminatory manner. The Human Resources Management Division (HRMD) is responsible for providing training and employee development activities to all employees. The Human Resources Management Division in partnership with the University of Oklahoma delivers training to staff using computer based instruction, satellite video technology, as well as the traditional classroom methods. The Division also sponsors specialized academies for new and tenured staff in the classifications of social services specialists, child welfare specialists, social service supervisors, county directors and clerical support supervisors and staff. HRMD utilizes numerous classroom settings throughout the state and maintains eight computer labs all of which are accessible to staff in compliance with ADA. Recruitment The Department of Human Services is aware that in order to provide quality services to our customers a well qualified staff is critical at all levels of employment. In order to meet our employment needs the Agency will make every effort to recruit qualified employees from all recruitment sources. In an effort to promote diversity in the workplace and enhance OKDHS recruitment efforts in minority communities the OKDHS Office for Civil Rights sponsored three cultural heritage celebrations in the Oklahoma City area: Black Heritage in February, Hispanic Heritage in October and Native American Heritage in November. The events are held in locations that are meaningful to the minority community and are produced in cooperation with other state agencies and local community groups. The OKDHS Office for Civil Rights also helped to sponsor Black Heritage and Native American Heritage celebrations in several local county offices across the state including offices in Tulsa, Muskogee, Lawton and Anadarko. The events involve local community organizations and receive coverage in local newspapers thereby providing potential job applicants with an understanding of the appreciation OKDHS has for its diverse workforce. In conjunction with the Human Resources Management Division the Office for Civil Rights had a booth at the Greater Oklahoma City Hispanic Chamber of Commerce s Viva Expo in July of The event targets members of the Hispanic community and interested persons were able to talk to an HRMD representative about career possibilities in OKDHS and the application process. 10

13 EVALUATION OF PRECEDING YEARS AA/EEO EFFORTS HIRING During fiscal year 2010 OKDHS hired 547 full time employees through various sources including HB 1340 into the classified and unclassified services. The overall goal was established to hire 19 minorities and 27 females. OKDHS hired 132 minorities and 429 females, thereby exceeding the overall hiring goal. OKDHS hired 118 males which represents approximately 22% of all hires. OKDHS was able to achieve full utilization of Hispanics in the skilled craft workers job category during the past year and continues to be fully utilized for Blacks in all job categories. PROMOTIONS During fiscal year 2010 there were 740 promotions. The number of promotions for females was 576 or 78% and the number of promotions for total minorities was 211 or 29%. Females represented 77% of the OKDHS employee population at the end of the fiscal year and total minorities represented 25% of the OKDHS employee population. Females and minorities in OKDHS are promoted at a rate that is consistent with their percentage of the workforce. The number of promotions for males was 164 or 22%. Males make up 23% of the OKDHS workforce. RECRUITMENT In spite of modest gains in some categories OKDHS still is underutilized in 14 of the 48 AA categories based on the whole person significance test. Of particular concern, considering the American Indian population in the state, is the underutilization of American Indians/Alaskan Natives in four categories. Another area of concern is the continued underutilization of females in the traditionally male-dominated categories of technicians, protective services and skilled craft workers. Efforts to recruit minorities and women have shown some success and will be continued. ELIMINATION OF DISCRIMINATION From July 1, 2009 through June 30, 2010 no employee grievances were filed alleging discrimination based on race, color, national origin or sex in regards to promotion, demotion and termination. In the same fiscal year one (1) complaint was filed with the Office for Civil Rights alleging discrimination based on race, color, national origin or sex in regards to promotion, demotion, termination or hiring. The complaint was not substantiated by an investigation conducted by a state certified discrimination complaint investigator and no corrective action was required. 11

14 REASONABLE ACCOMMODATION REQUESTS During the previous fiscal year 44 requests for reasonable accommodation were made under the ADAAA. Of the total 22 were handled at the local office level and 22 were resolved through the OKDHS Office for Civil Rights. DIVERSITY AND CIVIL RIGHTS TRAINING In an effort to promote diversity in the workplace and enhance OKDHS presence in the minority communities the OKDHS Office for Civil Rights sponsored three cultural heritage celebrations in the Oklahoma City area: Black Heritage in February, Hispanic Heritage in October and Native American Heritage in November. The events are held in locations that are meaningful to the minority community and are produced in cooperation with other state agencies and local community groups. The OKDHS Office for Civil Rights also helped to sponsor Black Heritage and Native American Heritage celebrations in several local county offices across the state including offices in Tulsa, Muskogee, Lawton and Anadarko. The Office for Civil Rights had a booth at the Greater Oklahoma City Hispanic Chamber of Commerce s Viva Expo in July of Because of federal requirements under the Supplemental Nutrition Assistance Program (formerly known as the Food Stamp Program) most employees in the local county offices are required to receive civil rights training annually. The training is provided through a combination of live classroom training, video, and computer-based training. The OKDHS Office for Civil Rights conducts annual audits to ensure that the training requirement is met. REVIEW OF PREVIOUSLY IDENTIFIED PROBLEM AREAS BY EEO JOB CATEGORY AND OF LAST YEAR S HIRING GOALS Official/Administrator: A goal was set to hire 1 Hispanic, 7 AI/AN and 7 Minority. Only 1 Minority was hired and the goal was not met although 7 women were hired out of the total of 10 new hires. Professionals: A goal was set to hire 52 Hispanic and 86 AS/PI. Only 15 Hispanics and 12 AS/PI were hired and the goal was not met although out of 463 new hires only 67 were White males. Technicians: A goal was set to hire 4 AI/AN and 22 Females. The goal was not met as 0 AI/AN and only 4 Females were hired, although out of 8 new hires only 1 was a White male. 12

15 Protective Services: A goal was set to hire 1 Female and the goal was not met as the only two new hires were both White males. Paraprofessionals: A goal was set to hire 22 AI/AN but only 1 AI/AN was hired, although out of 24 new hires only 6 were white males. Administrative Support: There were no hiring goals for this job category. Skilled Craft: A goal was set to hire 2 Hispanic, 6 Minority and 4 Female. The goal was not met as all 5 new hires were White males. Service Maintenance: A goal was set to hire 3 Hispanic, 4 AI/AN and 6 Minority. The goal was not met as the only new hire was a Minority. However, as the total number of employees in this category dropped by 29 full utilization of Hispanics was achieved, even though no Hispanics were hired during the year. 13

16 Evaluation of Previous EEO Efforts (NEW HIRES) Agency Name and Code: OKDHS As Of: June 30, 2010 Summary New Hires White Black Hisp AS/PI AI/AN Min Male Female 1. New Hires FY 2008 Number OK 2. New Hires FY 2009 Number OK 3. New Hires FY 2010 Number OK Number for Three Year Period OK Percent for Three Year Period Percent 100% 71% 16% 3% 2% 8% 29% 23% 77% Percent for Current Year % 76% 10% 3% 3% 7% 24% 22% 78% NEW HIRES FOR CURRENT REPORTING YEAR ONLY EEO Categories New Hires White Black Hisp AS/PI AI/AN Male Female Male White Black Hisp AS/PI AI/AN Official/Administrator Professionals Technicians Fem Min Protective Services Paraprofessionals Administrative Support Skilled Craft Service Maintenance TOTALS OPM-AA/EEO-1 (06/07/2010) 14

17 IDENTIFICATION AND ANALYSIS OF PROBLEM AREAS; CORRECTIVE ACTION Problem statement for Fiscal Year 2011 Areas of underutilization continue to exist in the workforce of OKDHS. Official/Administrator This category was underutilized for American Indian, Hispanic and total minority. A hiring goal of 4.6 %, 2.3 %, and 14.6 % respectively has been set for these minority groups. Professional Underutilization was identified in Hispanic and Asian. A hiring goal 2.6 % and 2.6 % respectively has been set for these minority groups. Technician Underutilization was identified for American Indian and Female. A hiring goal of 9.5 % and 58.4 % respectively has been set for these minority groups. Protective Services Underutilization was identified for Female. A hiring goal of 14.6 % has been set for this group. Paraprofessional Underutilization was identified for American Indian. A hiring goal of 7 % has been set for this minority group. Skilled Craft Workers Underutilization was identified for Female, and total minority. A hiring goal of 5.8 % and 19% respectively has been set for these minority groups. Service/Maintenance Underutilization was identified for Hispanic, American Indian and total minority. A hiring goal of 8.5 %, 8.2 %, and 31.9 % respectively has been set for these minority groups. Corrective Action OKDHS will continue maximum efforts to increase the number of minorities in the applicant supply pool through increased recruitment and Heritage Celebrations in an attempt to increase the number of American Indians, Hispanics and Asians in the OKDHS workforce. In addition, OKDHS will focus on recruitment through local job fairs and minority community newspapers. 15

18 OKDHS will make every effort to ensure minorities and females are included in our recruitment and interview process when a vacancy occurs. When county offices and other OKDHS facilities have identified underutilization, a requirement to request and work a FEPA certificate for new hires is a part of the selection process. Responsibility Chief Officers, Division Administrators, Area Directors and all other selecting officials. Target Date Ongoing 16

19 INTERNAL AUDIT AND REPORTING An important element is effectively implementing an Affirmative Action Plan is an adequate internal audit and reporting system. Through this system, progress can be monitored and management kept continuously informed. For this purpose, OKDHS has established an internal audit and reporting system which: Measures the effectiveness of the Affirmative Action Program. Indicates the need for remedial action. Determines the degree to which goals and objectives have been attained. The components of the system are: Monitoring Personnel Actions: Records are monitored on applicant flow, placement, training, promotions, demotions and terminations to ensure that the OKDHS Affirmative Action Program is implemented. Grievances and discrimination complaints regarding personnel actions are reviewed to ensure compliance with applicable EEO laws. Reports: Based upon the monitoring of personnel actions and the review of grievances and discrimination complaints reports are issued to the Appointing Authority or upper level management so that remedial or corrective action can be taken. 17

20 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Official / Administrator Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $71, DIVISION PROGRAMS DIRECTOR $82, FINANCE SYSTEMS DIRECTOR DEPARTMENTAL SERVICES $66, ADMINISTRATOR $48, $50, COUNTY DIRECTOR I $52, COUNTY DIRECTOR II $57, $60, COUNTY DIRECTOR III $63, $63, COUNTY DIRECTOR IV $64, $68, IS MANAGER III $63, AGENCY HOTLINE DIRECTOR $51, $53, ASSISTANT AREA DIRECTOR $63, $64, HR MANAGER III $66, PROJECTS & PERFORMANCE OFFICER-FINANCE $121, CHIEF OPERATING OFFICER $109, GENERAL COUNSEL $72, RESOURCE CENTER DIRECTOR $85, DIRECTOR OF PHARMACY SERV $80, DIRECTOR OF PSYCHOLOGICAL SERV,DDS

21 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Official / Administrator Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN $86, $86, Female White Black Hisp. AS/PI AI/AN Min DIRECTOR OF FAMILY SUPPORT SERVICES DIRECTOR OF OFFICE SUPPORT SERVICES $86, DIRECTOR OF AGING SERVICES DIRECTOR OF CHILD CARE $86, SERVICES DIRECTOR OF CHILD SUPPORT $92, ENFORCEMENT DIRECTOR OF DEVEL DISABILITIES $92, SRVCS $65, FINANCE COMPTROLLER III $61, CHILD SUPPORT ENFORCEMENT $64, ATTORNEY V $153, $154, DIRECTOR OF MEDICAL SERVICES $74, EXECUTIVE DIRECTOR $162, DIRECTOR OF HUMAN SERV $86, $56, $68, DIRECTOR OF DATA SERVICES DIVISION PROGRAMS DIVISION IS ADMINISTRATOR $99, CHIEF ADMINISTRATIVE OFFICER DIRECTOR OF HUMAN RESOURCES $86, MANAGEMENT DIRECTOR, FAITH-BASED & COMM $59, INITIATIVES $121, CHIEF COORDINATING OFFICER

22 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Official / Administrator Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $99, CHIEF INFORMATION OFFICER $51, CONSTRUCTION INSPECTOR $98, DIRECTOR OF FIELD OPERATIONS $64, INTERNAL AUDIT DIRECTOR OKDHS INFORMATION SECURITY $74, OFFICER INSPECTOR GENERAL, AUDIT AND $74, REVIEW INSPECTOR GENERAL, $74, INVESTIGATIONS FIRST ASSISTANT GENERAL $94, COUNSEL CHIEF ADMINISTRATIVE LAW $75, JUDGE GENERAL COUNSEL SECTION $85, CHIEF $49, $60, PROGRAMS ASSISTANT ADMINISTRATOR $47, $69, PROGRAMS SUPERVISOR ASST DIRECTOR, CHILD SUPP ENF $70, DIV CHILD SUPPORT ENFORCEMENT $67, ATTORNEY VI DIRECTOR, ENTERPRISE PROGRAM $74, MGMT OFFICE $99, CHIEF FINANCIAL OFFICER (DHS) $74, $78, AREA DIRECTOR

23 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Official / Administrator Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $74, DIRECTOR OF COMMUNICATIONS $64, $68, B31C IS Manager III $46, D30C Business Manager III $48, D33A Financial Manager/Comptroller I $58, $59, D33B Financial Manager/Comptroller II $44, $58, H10A Programs Manager I $36, $52, H10B Programs Manager II $49, $57, H10C Programs Manager III $53, H10D Programs Manager IV $42, H15B County Director II $57, Y13C Nursing Manager III $50, Z27B Institutional/Community Prog Admin II $56, Z27C Institutional/Community Prog Admin III for Job Group (number): for Job Group (percent): 31% 27% 2% 1% 1% 1% 69% 60% 5% 1% 0% 3% 13% OPM-AA/EEO-3 (06/07/2010) 21

24 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN $43, $40, Female White Black Hisp. AS/PI AI/AN Min COMPTROLLER/OPERATIONS DIRECTOR PLANNING AND GRANTS MANAGEMENT DIRECTOR $74, IS DIRECTOR $43, $50, IS PLANNING SPECIALIST III $36, IS SERVICES COORDINATOR III $56, NURSING PROGRAMS ASST ADMINISTRATOR $75, ASSISTANT GENERAL COUNSEL VI $72, $76, FINANCE ADMINISTRATOR $29, $42, PROJECT MANAGER $45, $48, ASSISTANT COUNTY DIRECTOR $71, PUBLIC GUARDIAN $42, IS APPLICATIONS SPECIALIST III $37, WAREHOUSE SUPERINTENDENT $50, $64, IS PLANNING SPECIALIST IV $50, $61, IS APPLICATIONS SPECIALIST IV $45, HR MANAGER I

25 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN $55, Female White Black Hisp. AS/PI AI/AN Min ADMINISTRATIVE HEARING OFFICER II $58, LEGAL SERVICES DEVELOPER $34, CHILD WELFARE SPECIALIST III $71, ASSISTANT GENERAL COUNSEL V $63, ADMINISTRATIVE LAW JUDGE III $107, DIRECTOR OF DENTAL SERV $84, CHIEF PHARMACIST $75, $75, PHARMACIST II $135, PHYSICIAN II CHILD SUPPORT ENFORCEMENT $40, ATTORNEY I CHILD SUPPORT ENFORCEMENT $44, ATTORNEY II $41, CHILD WELFARE SPECIALIST IV $59, NURSE PRACTITIONER II $74, CIVIL RIGHTS ADMINISTRATOR $86, COORD/LEGISLATIVE RELATIONS & SPEC PROJ $75, FINANCE MANAGER $47, ADMINISTRATIVE OFFICER III

26 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN $48, $48, $56, Female White Black Hisp. AS/PI AI/AN Min CHILD SUPPORT ENFORCEMENT ATTORNEY III CHILD SUPPORT ENFORCEMENT ATTORNEY IV $64, ADMINISTRATOR OF REAL ESTATE $49, ASSISTANT RESOURCE CENTER DIRECTOR $44, COMMUNICATIONS MANAGER I $36, TRAINING SPECIALIST $35, $39, ADMINISTRATIVE OFFICER I $39, $43, ADMINISTRATIVE OFFICER II $48, MECHANICAL SYSTEMS ADVISOR ASSISTANT AGENCY HOTLINE $47, DIRECTOR ASSISTANT CONSTRUCTION $60, SUPERINTENDENT $54, FACILITIES INFORMATION SYSTEMS MANAGER $48, SENIOR RESEARCHER $42, IS PLANNING SPECIALIST II $63, ARCHITECT $68, CONSTRUCTION SUPERINTENDENT & CONSULTANT $71, CHIEF ARCHITECT

27 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $53, CHIEF CONSTRUCTION INSPECTOR $30, PUBLIC EDUCATION COORDINATOR $59, COORDINATOR OF INFORMATION AND REFERRAL $59, COORDINATOR OF VOLUNTEERISM $31, $32, CHILD WELFARE SPECIALIST II $54, RESEARCH MANAGER $57, $59, INTERNAL AUDIT MANAGER $48, $50, FINANCIAL ANALYST II $47, $47, BUSINESS PROCESS ANALYST $47, HR PROGRAMS FIELD $49, COORDINATOR $85, LITIGATION SPECIALIST $39, PROGRAMS FIELD $45, REPRESENTATIVE $53, $63, PROGRAMS ADMINISTRATOR $63, $77, PROGRAMS COORDINATOR $62, $70, NURSING SERVICES SUPERVISOR $58, $58, BUSINESS PROCESS REENGINEER $86, ADVOCATE GENERAL

28 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN $60, Female White Black Hisp. AS/PI AI/AN Min HOME & COMMUNITY BASED SUPPORT MGR $35, ACCOUNTANT II $53, BUDGET ANALYST III $53, COMPTROLLER I $49, ASSISTANT PAYROLL MANAGER $66, PAYROLL MANAGER (DHS) $36, INTERNAL AUDITOR I $44, INTERNAL AUDITOR II $36, $48, INTERNAL AUDITOR III $38, $39, BUDGET ANALYST I $44, FINANCIAL ANALYST $45, BUDGET ANALYST II $30, $35, PERSONNEL OFFICER $59, COMPTROLLER II $50, SENIOR PROJECT MANAGER $30, $36, A20B Ins Subrogation/Reimbursement Spec II A20C Ins Subrogation/Reimbursement Spec III

29 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $44, B31A IS Manager I $47, $47, B40A IS Planning Specialist I $38, $43, B40B IS Planning Specialist II $43, $60, B40C IS Planning Specialist III $48, $71, B40D IS Planning Specialist IV $56, $60, B52D IS Data Management Analyst IV $32, $45, B55B IS Services Coordinator II $36, $48, B55C IS Services Coordinator III $40, $44, B55D IS Services Coordinator IV $48, C10B Civil Rights Administrator II $29, C31A HR Management Specialist I $33, $35, C31B HR Management Specialist II $37, $39, C31C HR Management Specialist III $40, $45, C31D HR Management Specialist IV $45, $45, C32A HR Programs Manager I $47, $48, C32B HR Programs Manager II $33, $39, C41B Training Specialist II

30 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $38, C42B Video Production Specialist II $31, D14A Accountant I $35, $36, D14B Accountant II $39, $40, D14C Accountant III $43, D14D Accountant IV $40, D20B Budget Analyst II $37, D30A Business Manager I $35, $37, E12A Administrative Programs Officer I $39, $47, E12B Administrative Programs Officer II $43, $46, E12C Administrative Programs Officer III $33, E44B Public Information Officer II $42, $44, E45B Public Information Manager II $32, $33, F14B Contracting and Acquisitions Agent II $35, $37, F14C Contracting and Acquisitions Agent III $38, $41, F14D Contracting and Acquisitions Agent IV $30, $36, F21B Materiel Management Officer II $39, $57, H11A Programs Field Representative I

31 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $26, H20A Social Services Specialist I $14, $39, H20B Social Services Specialist II $30, $40, H20C Social Services Specialist III $37, $41, H20D Social Services Specialist IV $27, H21A Case Manager I $30, $43, H21B Case Manager II $33, $40, H21C Case Manager III $39, $44, H21D Case Manager IV $34, $42, H22B Social Services Inspector II $37, $46, H22C Social Services Inspector III $47, H22D Social Services Inspector IV $26, $28, H23A Child Welfare Specialist I $18, $40, H23B Child Welfare Specialist II $34, $41, H23C Child Welfare Specialist III $41, $44, H23D Child Welfare Specialist IV $26, H24A Child Care Licensing Specialist I $28, $41, H24B Child Care Licensing Specialist II

32 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $30, $39, H24C Child Care Licensing Specialist III $37, $41, H24D Child Care Licensing Specialist IV $27, $28, H26A Adult Protective Services Specialist I $30, $40, H26B Adult Protective Services Specialist II $33, $39, H26C Adult Protective Services Specialist III $39, $42, H26D Adult Protective Services Specialist IV $26, H30A Child Support Specialist I $16, $34, H30B Child Support Specialist II $30, $37, H30C Child Support Specialist III $37, $41, H30D Child Support Specialist IV $39, $40, J31C Safety Consultant III $48, X22B Speech-Language Pathologist II $75, X22C Speech-Language Pathologist III $54, X22D Speech-Language Pathologist IV $32, X30B Music Therapist II $35, X30C Music Therapist III $40, X31B Psychological Clinician II

33 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $44, X31D Psychological Clinician IV $72, $72, X33C Occupational Therapist III $84, X33D Occupational Therapist IV $75, X34C Physical Therapist III $27, X35B Recreational Activities Specialist II $32, $32, X36B Recreation Therapist II $35, $42, X36D Recreation Therapist IV $42, X39A Director of Patient Activity Programs I $45, Y12C Registered Nurse III $49, Y13A Nursing Manager I $49, Y13B Nursing Manager II $44, $56, Y15B Health Care Management Nurse II $50, Y15C Health Care Management Nurse III $36, Z21B Food Service Manager II $45, $48, Z25D Nutrition Therapist IV $40, $44, Z26B Institutional Program Coordinator II $45, Z26C Institutional Program Coordinator III

34 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Professionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $28, $31, Z50A Volunteer Services Specialist I $33, Z50B Volunteer Services Specialist II for Job Group (number): for Job Group (percent): 21% 16% 2% 0% 1% 2% 79% 59% 11% 2% 1% 7% 25% OPM-AA/EEO-3 (06/07/2010) 32

35 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Technicians Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $46, TECHNICAL WRITER $50, IS OPERATING SYSTEM SPECIALIST $55, IV $43, $50, COMM INSTALLATION/REPAIR SPEC III TELECOMMUNICATIONS SYS DESIGN SUPV $40, SENIOR CAD OPERATOR COMM INSTALLATION/REPAIR $28, APPRENTICE COMM INSTALLATION/REPAIR SPEC $30, I $34, COMM INSTALLATION/REPAIR SPEC $38, II $45, COMM INSTALLATION/REPAIR SUPV ARCHITECTURAL DRAFTING $47, SPECIALIST $26, $30, B10C IS Operations Specialist III $34, B10E IS Operations Specialist V $30, B21A IS Network Management Specialist I $35, $40, B21C IS Network Management Specialist III $37, $40, B21D IS Network Management Specialist IV $34, B30A IS Operating System Specialist I $38, $42, B30B IS Operating System Specialist II

36 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Technicians Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $43, $58, B30C IS Operating System Specialist III $48, $60, B30D IS Operating System Specialist IV $32, $34, B51A IS Applications Specialist I $39, $49, B51B IS Applications Specialist II $45, $51, B51C IS Applications Specialist III $50, $60, B51D IS Applications Specialist IV $45, $56, B52C IS Data Management Analyst III $24, $26, E36B Optical Imaging Specialist II $27, $28, E36C Optical Imaging Specialist III $31, $34, E43B Graphic Artist II $31, F41C Construction/Maint Technician III $25, $25, X25B Pharmacy Technician II $22, $30, Y11B Licensed Practical Nurse II $32, $34, Y11C Licensed Practical Nurse III for Job Group (number): for Job Group (percent): 57% 45% 4% 1% 5% 2% 43% 30% 6% 2% 2% 3% 25% OPM-AA/EEO-3 (06/07/2010) 34

37 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Protective Services Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $39, G25B DHS Investigative Agent II $44, $44, G25C DHS Investigative Agent III $49, G25D DHS Investigative Agent IV $56, G25E DHS Investigative Agent V $23, J41A Fire Prevention & Security Officer I for Job Group (number): for Job Group (percent): 90% 71% 6% 0% 0% 13% 10% 6% 0% 3% 0% 0% 23% OPM-AA/EEO-3 (06/07/2010) 35

38 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Paraprofessionals Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $36, LEGAL ASSISTANT II $40, LEGAL ASSISTANT III $49, $50, FIELD SUPERVISOR $25, $28, C30A HR Assistant I $26, X11B Therapeutic/Medical Aide II $19, $26, Z12A Direct Care Specialist I $12, $28, Z12B Direct Care Specialist II $25, $31, Z12C Direct Care Specialist III $26, $33, Z12D Direct Care Specialist IV $29, $36, Z12E Direct Care Specialist V $23, $28, Z18A Independent Living Instructor I $26, $30, Z18B Independent Living Instructor II $32, Z18C Independent Living Instructor III $40, Z18D Independent Living Instructor IV for Job Group (number): for Job Group (percent): 27% 18% 6% 1% 1% 1% 73% 47% 20% 2% 2% 2% 34% OPM-AA/EEO-3 (06/07/2010) 36

39 JOB GROUP ANALYSIS Agency Name and Code OKDHS Date: As of June 30, 2010 EEO Category: Administrative Support Job Group: Male Female Salary or Pay Band Job Family Title Emp. Male White Black Hisp. AS/PI AI/AN Female White Black Hisp. AS/PI AI/AN Min. $26, SECRETARY II $28, ADMINISTRATIVE ASSISTANT I $53, SECRETARY TO COMMISSION AND DIRECTOR $23, TYPIST CLERK III $35, LEGAL SECRETARY III RECORDS MANAGEMENT $45, ADMINISTRATOR $23, $37, STATE WORK INCENTIVE PROGRAM (SWIP) $39, PUBLIC INFORMATION SPECIALIST $30, $35, ADMINISTRATIVE ASSISTANT II $47, SERVICE CENTER MANAGER ADMINISTRATIVE SECRETARY TO $54, THE DIRECTOR $41, $42, ASSISTANT TO THE CHIEF OFFICER $49, MEDICAID LONG-TERM CARE ELIG ANALYST $26, D50A Accounting Technician I $24, $28, D50B Accounting Technician II $27, $31, D50C Accounting Technician III $22, $25, E13B Customer Service Representative II