Availability analysis (Repealed)

(a) As a preparatory step in determining whether protected classes are fully and fairly utilized in the work force, each agency shall conduct, at a minimum, an analysis by occupational category to determine the availability base of protected group members for employment. A separate availability analysis shall be conducted for any position classification within an occupational category employing a significant number of persons. Ordinarily, a position classification with twenty-five (25) or more employees within a labor market area will require a separate analysis. A separate analysis may be performed for any job title requiring unique skills, abilities or educational qualifications. The availability analysis shall: (1) examine the job content of each office, position and position classification within an occupational category or, where appropriate, the job content of a position classification; (2) identify a relevant labor market area; and (3) match each office, position and position classification within an occupational category or, where appropriate, a position classification, with the most nearly parallel job title contained in the data source consulted. (b) In calculating availability, the following information and data sources shall be consulted: (1) employment figures; (2) unemployment figures; and (3) the racial and sexual composition of persons in promotable and/or transferrable offices, positions and position classifications. (c) In calculating availability, the following information and data sources may be consulted: (1) population figures; (2) client population figures; (3) figures for educational, technical and training program graduates and participants; and/or (4) any other relevant source. (d) Agencies may elect to conduct availability analyses by age, physical disability, or other protected class status recognized in Chapter 814c of the Connecticut General Statutes. (e) For each occupational category, position classification or job title analyzed, the plan shall provide the name of each source consulted and explain the basis for selection of each source. Additionally, where job titles in the source consulted are not identical to the job titles employed by the agency, the plan shall document the job titles deemed most parallel to office(s), position(s) and position classification(s) within an occupational category or, where appropriate, position classification or job title, and substantiate the manner in which the availability base is calculated. (f) As part of its review under Sections 46a-68-51 through 46a-68-65, the commission reserves the right to determine the appropriateness of an availability base computed by an agency, including the right to accept or reject any information or data source, and to require an availability analysis by position classification or job title.