Hiring/promotion goals and timetables (Repealed)

(a) For each instance of underutilization identified in the utilization analysis, separate hiring or promotion goals, as appropriate, shall be set to increase the representation of protected class members in the agency work force. Ordinarily, a hiring goal shall be set for job titles filled through original appointment, and a promotion goal shall be set for job titles filled through promotional appointment. The objective of such goals shall be to attain parity with the availability base for such persons in the relevant labor market area. Goals to reach parity (see Form 40A, Line E) shall be established within timetables designated as long term or short term. (b) The short term hiring/promotion goal shall be obtained by consideration of the following factors: (1) the number of actual vacancies within the occupational category or job title; (2) the number of projected vacancies, derived from employee turnover rates; (3) the number of anticipated hires/promotions; (4) the number of actual hires/promotions; (5) the extent of underutilization; and (6) the probable success of program goals in enhancing the availability of protected class members for employment. Short term hiring goals shall be placed on Form 40A, Line M, and short term promotion goals, including upward mobility goals, shall be placed on Form 40A, Line U. (c) The long term hiring goal shall be obtained by subtracting the short term hiring goals (see Form 40A, Line M) and the short term promotion goals, including upward mobility goals (see Form 40A, Line U), from the parity figure (see Form 40A, Line E) and placed on Form 40A, Line N. (d) Goals so set shall be meaningful, measurable and reasonably attainable. Goals shall be rounded up or down to the closer whole number. Ordinarily, a short term goal for each race/sex group shall not be less than one-fifth (1/5) of parity or the long term goal less than parity (see Form 40A, Line E). (e) Where a vacancy in a job title may be filled through either hire or promotion, as provided in Section 5-228 or elsewhere in the Connecticut General Statutes, the agency shall compare the representation of an underutilized race/sex group in the job title(s) from which a promotion could be made to the availability base for the same group in the relevant labor market area. If the representation of an underutilized race/sex group in the job title(s) from which the promotion could be made exceeds the availability base, a promotion goal shall be set. If the availability base exceeds the representation rate in the lower job title(s), a hiring goal shall be set. Where two or more race/sex groups are underutilized and the availability base of one group exceeds the representation rate in the lower job title(s), but the representation rate for another group exceeds the availability base, the agency shall set a hiring or promotion goal, as the case may be, for the race/sex group most underutilized. (f) Where the underutilization of race/sex groups, considered individually, does not rise to the level to require a hiring/promotion goal, but where the underutilization of race/sex groups, considered collectively, is sufficient to require that a goal be set, a hiring or promotional goal, as determined in the manner set forth in subsection (e) herein, shall be set for the race/sex group most underutilized in the occupational category, position classification or job title under consideration or for the race/sex group with the highest availability base, as the agency elects. (g) To complete the balance of Form 40A: (1) enter on Line G the short term hiring goals, if any, from the previous filing (see Form 40A, Line M from prior plan); (2) enter on Line H the long term hiring goals, if any, from the previous filing (see Form 40A, Line N from prior plan); (3) enter on Lines I and J the number of hires, if any, made during the current reporting period, allocated as follows: (A) where no short term or long term goal was established in the previous plan for race/sex group, place all hires, if any, for that group on Line I; (B) where both short term and long term goals were established in the previous plan for a race/sex group, place those hires, if any, sufficient to exhaust the short term goal for that group on Line I and apply the remainder, if any, to the long term goal on Line J; (C) where a short term goal but no long term goal was established in the previous plan for a race/sex group, place all hires, if any, for that group on Line I; and/or (D) where a long term but no short term goal was established in the previous plan for a race/sex group, place all hires, if any, for that group on Line J. (4) divide Line I by Line G for each race/sex group, multiply by 100% and enter the resulting figure on Line K; (5) divide Line J by Line H for each race/sex group, multiply by 100% and enter the resulting figure on Line L; (6) enter on Line O the short term promotion goals, including upward mobility goals, if any, from the previous filing (see Form 40A, Line U from prior plan); (7) enter on Line P the upward mobility goal, if any, from the previous filing (see Form 40A, Line V from prior plan); (8) enter on Line Q the number of promotions, including upward mobility promotions, if any; (9) enter on Line R the number of upward mobility promotions, if any; (10) divide Line Q by Line O for each race/sex group, multiply by 100% and enter the resulting figure on Line S; and (11) divide Line R by Line P for each race/sex group, multiply by 100% and enter the resulting figure on Line T. (h) The commission reserves the right to determine the appropriateness and sufficiency of goals and timetables set by an agency, as part of its review under Sections 46a-68-51 through 46a-68-65.