AffirmativeActionProgramfor
Minorities
andWomen
Blue Ridge Community & Technical College
May 1, 2020 through April 30, 2021
Plan Year
Affirmative Action Plan
for
Minorities and Women
This Affirmative Action Plan contains confidential, trade secret, commercial, and private information of Blue
Ridge CTC which is protected from disclosure by the Office of Federal Contract Compliance Programs
pursuant to the Trade Secrets Act, 18 U.S.C. § 1905. The release of this information could cause substantial
harm to Blue Ridge CTC or its employees within the meaning of the Freedom of Information Act ("FOIA"), 5
U.S.C. §§ 552 (b)(3), (4), (6) and (7) and the Trade Secrets Act. FOIA protects information in this document
from mandatory disclosure to FOIA requestors. See, e.g., Chrysler v. Brown, 441 U.S. 281 (1979).
Furthermore, release of any trade secret, confidential statistical or commercial information would be arbitrary
and capricious in violation of the Administrative Procedure Act. See, e.g., CNA Financial Corp. v. Donovan,
830 F.2d 1132, 1144 (D.C. Cir.), cert. denied, 485 U.S. 977 (1988).
CONFIDENTIAL, TRADE SECRET, and PRIVATE MATERIAL
Blue Ridge Community & Technical College
AFFIRMATIVE ACTION PLAN
FOR
MINORITIES AND WOMEN
May 1, 2020 through April 30, 2021
PLAN YEAR
AAP Approved by: ___________________________________________________________
Dr. Peter Checkovich
President
AAP Prepared and Approved by: _____________________________________________
Morgan Gower
EEO Administrator
Morgan
Gower
Digitally signed by
Morgan Gower
Date: 2020.12.15
13:47:24 -05'00'
Dr. Peter Checkovich
Digitally signed by Dr. Peter Checkovich
Date: 2020.12.16 15:03:19 -05'00'
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Blue Ridge Community & Technical College
AFFIRMATIVE ACTION PLAN
FOR
MINORITIES AND WOMEN
May 1, 2020 through April 30, 2021
Plan Year
TABLE OF CONTENTS
INTRODUCTION 1
REAFFIRMING COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY 1
INTERNAL DISSEMINATION OF EEO POLICY 2
EXTERNAL DISSEMINATION OF EEO POLICY 2
ESTABLISHMENT OF RESPONSIBILITY FOR IMPLEMENTATION OF THE PLAN 4
IDENTIFICATION OF AREAS FOR DISCUSSION 6
NARRATIVE DISCUSSION OF GOALS 7
DEVELOPMENT & EXECUTION OF ACTION-ORIENTED PROGRAMS 8
INTERNAL AUDIT AND REPORTING SYSTEM 10
GUIDELINES FOR PREVENTION OF SEX DISCRIMINATION 11
1
Introduction
Blue Ridge Community & Technical College has prepared this Affirmative Action Plan (AAP) for the period of
May 1, 2020 through April 30, 2021, reaffirming its commitment to the spirit and letter of affirmative action
law, including those administered by the U. S. Department of Labor’s Office of Federal Contract Compliance
Programs (OFCCP). Through the implementation of this plan Blue Ridge CTC continues its efforts to comply
with appropriate government regulations and to make the best possible use of personnel while contributing to
the betterment of society and the community.
In developing this plan Blue Ridge CTC recognizes its duty to ensure equal employment opportunity. The
following statement of policy reinforces that belief.
Reaffirming Commitment to Equal Employment Opportunity
In setting forth this plan Blue Ridge CTC reaffirms its belief in equal employment opportunity for all
employees and applicants for employment in all terms and conditions of employment.
Dr. Peter Checkovich, President of Blue Ridge CTC, designated Morgan Gower as the Equal Employment
Opportunity Administrator (EEO Administrator). Morgan Gower oversees the plan development, modification,
implementation, and reporting requirements and conducts management updates. The EEO Administrator also
analyzes Blue Ridge CTC's selection process in order to further the principles of equal employment
opportunity.
As part of Blue Ridge CTC's commitment to this overall process, it will seek to ensure affirmative action to
provide equality of opportunity in all aspects of employment, and that all personnel activities, such as the
recruitment, selection, training, compensation, benefits, discipline, promotion, transfer, layoff and termination
processes remain free of illegal discrimination and harassment based age, ethnicity, disability status, national
origin, race, color, religion, gender, sexual or gender orientation, marital status, genetics, and veteran status.
Regular review by Blue Ridge CTC, as described in this AAP, helps to ensure compliance with this policy
Internal Dissemination of EEO Policy
41 C.F.R. § 60-1.42
Blue Ridge CTC posts copies of the equal employment opportunity notices that comply with 41 C.F.R. § 60-
1.42(a) in conspicuous places (including, where applicable, electronic websites) available to employees and
applicants for employment. The following exemplify the methods and locations Blue Ridge CTC may use in its
ongoing efforts to ensure continuing dissemination of its policy and plan, although Blue Ridge CTC may not
always use each or any of the below methods, and it may use other methods not listed below:
1. Internal employee manuals contain the policy statement.
2. The policy statement is posted on bulletin boards accessible to employees.
3. Blue Ridge CTC references the policy and progress in its annual report, newspaper, magazine
and other publications.
4. Orientation meetings for new employees and in-house employment-related training include
references to Blue Ridge CTC's policy.
5. Blue Ridge CTC publications, if any, including those with photographs, generally feature
individuals of diverse age, ethnicity, disability status, national origin, race, color, religion,
gender, sexual or gender orientation, marital status, genetics, and veteran status where feasible.
6. Pertinent portions of Blue Ridge CTC’s Affirmative Action Plan are available during regular
business hours for inspection by employees and applicants for employment.
External Dissemination of EEO Policy
41 C.F.R. § 60-1.41; 41 C.F.R. § 60-1.5
1. In solicitations or advertisements for employees placed by or on its behalf, Blue Ridge CTC
complies with at least one of the following methods regarding the dissemination of its equal
employment opportunity clause:
a. Blue Ridge CTC states expressly in the solicitations or advertising that all qualified
applicants will receive consideration for employment without regard to age, ethnicity,
disability status, national origin, race, color, religion, gender, sexual or gender
orientation, marital status, genetics, or veteran status unless prohibited by law. 41 C.F.R.§
1.41(a).
b. Blue Ridge CTC uses display or other advertising that includes an appropriate insignia
prescribed by the Deputy Assistant Secretary, subject to the provisions of 18 U.S.C. §
701. 41 C.F.R.§ 1.41(b).
c. Blue Ridge CTC uses a single advertisement, and the advertisement is grouped with other
advertisements under a caption which clearly states that all employers in the group assure
all qualified applicants equal consideration for employment without regard to age,
ethnicity, disability status, national origin, race, color, religion, gender, sexual or gender
orientation, marital status, genetics, or veteran status unless prohibited by law. 41
C.F.R.§ 1.41(c).
d. Blue Ridge CTC uses a single advertisement in which appears in clearly-distinguishable
type the phrase “an equal employment opportunity employer.” 41 C.F.R.§ 1.41(d). When
pictures are included in these media, where feasible, efforts will be made to include
pictures of individuals of diverse age, ethnicity, disability status, national origin, race,
color, religion, gender, sexual or gender orientation, marital status, genetics, or veteran
status.
2. The following exemplify the methods and locations Blue Ridge CTC may use in its ongoing
efforts to ensure continuing dissemination of its policy and plan, although Blue Ridge CTC may
not always use all of the below methods, and it may use other methods not listed below:
a. Blue Ridge CTC notifies subcontractors, suppliers and vendors of the policy about both
its obligations to equal employment opportunity and about Blue Ridge CTC’s plan.
b. Blue Ridge CTC advises recruitment sources, minority and female organizations,
community agencies, leaders, secondary schools and colleges annually in writing of its
commitment to this policy and plan. Blue Ridge CTC informs these sources that job
applicants will be treated fairly without regard to their age, ethnicity, disability status,
national origin, race, color, religion, gender, sexual or gender orientation, marital status,
genetics, or veteran status.
c. Blue Ridge CTC communicates with the state employment security office in writing
regarding the policy.
d. Blue Ridge CTC advises prospective employees of the existence of the AAP and makes
pertinent portions of it available upon request, during regular business hours.
3. In addition, Blue Ridge CTC incorporates by reference the equal employment opportunity and
affirmative action clauses into each of its covered Government contracts and subcontracts,
including Government bills of lading, transportation requests, contracts for deposit of
Government funds, and contracts for issuing and paying U.S. savings bonds and notes and such
other contracts and subcontracts as required by law, purchase orders, lease agreements,
Government contracts, and other covered contracts (and modifications thereof if not included in
the original contract) in accordance with 41. C.F.R. § 60-1.4 (a) (c) (unless exempted under 41
C.F.R. § 60-1.5).
Establishment of Responsibility for Implementation of the Plan
41 C.F.R. § 60-2.17(a)
A. Identification and Responsibilities of EEO/AA Administrator
Overall responsibility for Blue Ridge CTC's plan rests with the EEO Administrator, Morgan Gower.
Morgan Gower ensures that the plan complies with all applicable laws, orders and regulations, including
but not limited to, Executive Orders 11246, 13496, and their progeny. Specifically, Morgan Gower or
the designated representative's duties include:
1. Developing, maintaining and, where appropriate, modifying Blue Ridge CTC's plan to ensure
compliance with the EEO/AA law.
2. Developing, and where appropriate, modifying procedures for effectively communicating the
plan and its elements both internally and externally.
3. Advising management on EEO/AA progress, reporting potential EEO/AA problem areas, and
assisting management in finding equitable solutions, where feasible, to any identifiable EEO/AA
problem areas.
4. Evaluating the effectiveness of Blue Ridge CTC's plan on a regular basis, and reporting to
management.
5. Designing, implementing, and overseeing audit and reporting systems that periodically measure
the effectiveness of the total affirmative action program. 41 C.F.R. § 2.17 (d)(1)-(4), identifying
need for remedial action, and determining the degree to which objectives have been achieved.
6. Acting as the representative and liaison with any government agencies regarding this plan.
7. Monitoring the policies and procedures with regard to terms and conditions of employment to
attempt to ensure compliance with affirmative action obligations.
8. Auditing the content of Blue Ridge CTC’s bulletin board, and electronic policies, as appropriate,
to ensure compliance information is posted and up to date.
9. Keeping management up to date on the latest developments in the areas of EEO and affirmative
action.
10. Serving as a liaison between Blue Ridge CTC and organizations, such as minority organizations
and women's organizations.
11. Assisting in the investigation, handling and disposition of employee harassment and
discrimination complaints.
12. Discussing EEO/AA policies with all personnel, including management, to ensure that Blue
Ridge CTC's policies and the need for their support are understood at all levels.
13. Reviewing Blue Ridge CTC's AAP for qualified women and minorities with all managers and
supervisors to ensure the policy is understood and followed in all personnel actions.
14. Conducting periodic reviews of offices to ensure compliance in the areas of proper display of
posters and notices, comparable facilities for both sexes, and opportunity for participation in
college-sponsored recreational, educational and social activities.
15. Auditing training programs, hiring, and promotion patterns.
B. Management Responsibilities
Line and upper management share responsibility for the plan, including but not limited to the following:
1. Assisting in auditing plan progress, including identifying problem areas, formulating solutions,
establishing appropriate goals, and developing necessary training programs.
2. Reviewing the qualifications of applicants and employees to ensure qualified individuals are
treated in a nondiscriminatory manner in hiring, promotion, transfers, and termination actions.
3. Making available career counseling, when appropriate.
4. Reviewing the job performance of each employee to assess whether personnel actions are
justified based on the employee and his or her duties.
5. Reviewing position descriptions of the jobs in the manager’s area or department to see that they
adequately reflect the job to be performed.
6. Assisting subordinates and upper management in the prevention of harassment.
Identification of Areas for Discussion
41 C.F.R. § 60-2.17(b)
Blue Ridge CTC's commitment to fully implement this policy and plan include periodic reviews of mission
critical workforce factors in a number of ways, including performing an in-depth analysis of its total
employment process to determine whether and where impediments to equal employment opportunity exist.
These analyses include:
1. The workforce by organizational unit and job group of minority or female utilization and
distribution;
2. Personnel activity to determine whether there are selection disparities;
3. Compensation systems to determine if there are gender-, race-, or ethnicity-based disparities;
4. Selection, recruitment, referral, and other personnel procedures to determine whether they result
in employment or placement disparities of minorities or women; and,
5. Any other areas that might impact the success of the affirmative action program. 41 C.F.R. §
2.17 (b)(1)-(5), including, for example, Blue Ridge CTC’s review of:
a. The workforce composition by race and sex to compare it to the availability of these
groups;
b. Blue Ridge CTC's applicant flow compared to the availability for the protected groups;
c. A comparison of hires to applicants pertaining to minorities and women;
d. Compensation system(s) to determine whether there are gender-, race-, or ethnicity-based
disparities;
e. Selection forms, such as applications for employment, to ensure they comply with federal
and state employment laws;
f. Processes to ensure there are no artificially-created barriers or restrictive seniority
provisions; and,
g. Training opportunities to ensure they are available to minorities and women without
restrictions based on age, ethnicity, disability status, national origin, race, color, religion,
gender, sexual or gender orientation, marital status, genetics, or veteran status.
Identification of problem areas are discussed in next section titled Narrative Discussion of Goals.
Narrative Discussion of Goals
The Blue Ridge Community & Technical College plan has 331 employees, including 27 minorities and 202
females. The following goals exist for minorities and/or women:
• Executive/Administrative/Managerial - This group consists of 13 employees, of whom none are minorities and
9 are females. There is no need to set a placement goal at this time for minorities or females.
• Faculty - This group consists of 30 employees, of whom 3 are minorities and 24 are females. There is no need
to set a placement goal at this time for minorities or females.
• Instructors/Lecturers - This group consists of 52 employees, of whom 2 are minorities and 26 are females.
There is a goal of 16% for minorities and a goal of 65% for females.
• Adjunct Faculty - This group consists of 153 employees, of whom 10 are minorities and 84 are females.
There is no need to set a placement goal at this time for minorities or females.
• Professional Non-Faculty - This group consists of 34 employees, of whom 3 are minorities and 29 are females.
There is no need to set a placement goal at this time for minorities or females.
• Clerical and Secretarial - This group consists of 16 employees, of whom 1 is a minority and 15 are females.
There is no need to set a placement goal at this time for minorities or females.
• Technical and Paraprofessional - This group consists of 6 employees, of whom none are minorities and 6 are
females. There is no need to set a placement goal at this time for minorities or females.
• Skilled Crafts - This group consists of 6 employees, of whom 1 is a minority and none are females. There is
no need to set a placement goal at this time for minorities, but there is a goal of 61% for females.
• Service/Maintenance - This group consists of 21 employees, of whom 7 are minorities and 9 are females.
There is no need to set a placement goal at this time for minorities or females.
Blue Ridge CTC will use alternate recruitment sources when necessary to attract more qualified external
applicants. In those instances where statistical adverse impact is indicated, Blue Ridge CTC will take action as
outlined in the Action-Oriented Programs Section to monitor and eliminate any problem areas, as well as other
similar actions.
Development & Execution of Action-Oriented Programs
41 C.F.R. § 60-2.17(c)
Blue Ridge CTC has instituted action-oriented programs designed to eliminate any problem areas, should they
exist, in accordance with § 60-2.17(b), and to help achieve specific affirmative action goals. Blue Ridge CTC
also makes a good-faith effort to remove identified barriers, expand employment opportunities, and produce
measurable results. These programs may include items such as:
1. Conducting periodic reviews of job descriptions attempting to ensure they accurately reflect job-
related duties and responsibilities.
2. Annually reviewing job qualifications by department and job title for job-relatedness, and using
job performance criteria.
3. Making job descriptions and qualifications available to recruiting sources and to all members of
management involved in the recruiting, screening, selection, and promotion processes.
4. Making good-faith efforts to select the most qualified candidates regardless of age, ethnicity,
disability status, national origin, race, color, religion, gender, sexual or gender orientation,
marital status, genetics, or veteran status. Blue Ridge CTC recognizes the duty, should the need
arise, to make good faith efforts to remedy any statistically significant underutilization of
minorities and women. Accordingly, Blue Ridge CTC commits to evaluating the total selection
process to ensure freedom from bias based on age, ethnicity, disability status, national origin,
race, color, religion, gender, sexual or gender orientation, marital status, genetics, and veteran
status through:
a. Reviewing the job applications and other pre-employment forms to ensure information
requested is job-related;
b. Evaluating selection methods that may have a disparate impact to ensure that they are
job-related and consistent with business necessity;
c. Providing assistance, such as training and guidance on proper interviewing techniques
and EEO training, to employees, management, and supervisory staff, including, but not
limited to, those who are involved in the recruitment, selection, discipline and other
related processes, so that personnel actions remain neutral to age, ethnicity, disability
status, national origin, race, color, religion, gender, sexual or gender orientation, marital
status, genetics, and veteran status; and
d. Reviewing selection techniques and employment standards.
5. Blue Ridge CTC employs appropriate methods to attempt to improve recruitment and increase
the flow of qualified minorities and women applicants in its recruiting process, including a
number of the following actions:
a. Including the phrase, “Equal Opportunity/Affirmative Action Employer” in printed
employment advertisements;
b. Placing help-wanted advertisements, when appropriate, in local minority news media and
women’s interest media;
c. Disseminating information on job opportunities to organizations representing minorities,
women, and employment development agencies when job opportunities occur;
d. Encouraging all employees to refer qualified applicants;
e. Actively recruiting in secondary schools, junior colleges, colleges and universities with
predominantly minority or female enrollments where underutilization exists in such
areas, and
f. Requesting employment agencies to refer qualified minorities and women.
g. Blue Ridge CTC considers using special employment programs designed to deal with
underutilization. Business conditions and other feasibility matters remain the key factor
in any decision to develop/implement such programs.
h. Whenever feasible and appropriate, Blue Ridge CTC participates in job fairs, career days,
youth-motivation programs and other programs that foster exposure for qualified
minorities and women.
i. Blue Ridge CTC encourages minorities and women to participate in college-sponsored
activities and programs.
j. Blue Ridge CTC utilizes various community organizations and schools as referral
sources.
6. Blue Ridge CTC reviews promotion criteria and procedures so that job qualifications form the
basis for the promotional decisions without regard to age, ethnicity, disability status, national
origin, race, color, religion, gender, sexual or gender orientation, marital status, genetics, or
veteran status. Blue Ridge CTC monitors promotion rates for minorities and women and, when
necessary, may employ one or more of the following procedures:
a. Maintaining an inventory of current minority and women employees to determine special
job-related talents, skills and experience.
b. Providing job training, job-related courses or certificate programs.
c. Reviewing work specifications and job qualifications to ensure job-relatedness.
d. Reviewing promotion decisions for possible impact on women or minorities.
e. Conducting career counseling, where appropriate, during performance evaluations.
f. Informing employees about educational programs and other opportunities available to
improve their employment prospects.
g. Reviewing seniority practices for possible impact on women and minorities.
h. Reviewing college-sponsored social and recreational activities to ensure non-
discriminatory participation and availability.
i. Ensuring that all employees are given equal employment for promotion. This is achieved
by:
1. Generally posting or otherwise announcing most promotional opportunities.
2. Offering counseling to assist employees in identifying promotional opportunities,
training and educational programs to enhance promotions and opportunities for
job rotation or transfer; and
3. Evaluating job requirements for promotion.
Internal Audit and Reporting System
41 C.F.R. § 60-2.17(d)
1. Morgan Gower, Blue Ridge CTC's EEO/AA Administrator, maintains an internal audit system to
attempt to oversee Blue Ridge CTC's Affirmative Action Plan and assess progress. The EEO
Administrator is responsible for ensuring that the formal AAP documents are developed and
prepared and for the effective AAP implementation; however, responsibility is likewise vested
with each department manager and supervisor, depending upon the specific responsibility. The
audit system is designed and implemented to measure the effectiveness of the total affirmative
action program [41 C.F.R. § 2.17 (d)(1)-(4)], including:
a. Monitoring records of all personnel activity, including: referrals, placements, transfers,
promotions, terminations, and compensation, at all levels, to ensure the
nondiscriminatory policy is carried out,
b. Requiring internal reporting on a scheduled basis as to the degree to which equal
employment opportunity and organizational objectives are attained,
c. Reviewing reports at all levels of management; and
d. Advising top management of the program’s effectiveness and submitting
recommendations to improve unsatisfactory performance. 41 C.F.R. § 2.17 (d)(1)-(4).
2. Blue Ridge CTC reviews various employment decisions, such as job referrals, hiring decisions,
transfers, promotions, and terminations. Blue Ridge CTC maintains summary data where
necessary and feasible, and conducts regular reviews at least annually.
3. There is no "de facto" (in practice without being officially established) segregation. Further,
Blue Ridge CTC ensures that facilities, as broadly defined in 41 C.F.R. § 60-1.8, provided for
employees are provided in such a manner that segregation on the basis of age, ethnicity,
disability status, national origin, race, color, religion, gender, sexual or gender orientation,
marital status, genetics, or veteran status cannot result, provided that separate or single-user
restrooms and necessary dressing or sleeping areas shall be provided to ensure privacy between
the sexes.
4. Blue Ridge CTC complies with required records retention provisions set forth in 41 C.F.R.§60-
1.12 and elsewhere in the applicable OFCCP regulations, and maintains a) employment
applications (generally for two years); b) summary data of applicant flow by identifying, at least,
total applicants, total minority applicants, and total female applicants, where necessary and
feasible, and conducts regular reviews at least annually; c) applicant flow showing the name,
race, sex, date of application, job title, interview status, and the action taken for all individuals
applying for job opportunities, and the relevant applicant/hire decisions; d) summary data of
external job offers and hires, promotions, resignations, terminations, and layoffs by job group
and by sex and minority group identification; e) and records pertaining to its compensation
system.
5. Provide needed reports to managers and supervisors regarding the results of the audit as well as
Blue Ridge CTC's overall progress in the area of EEO/AA. Any recommended actions should be
made as well. Reports shall be made to senior management on at least an annual basis.
Guidelines for Prevention of Sex Discrimination
41 C.F.R. § 60-20.1 et seq.
Blue Ridge CTC supports the promotion and ensuring of equal employment opportunity of its employees and
applicants without regard to sex, and endorses and complies with the following policy statements.
1. Blue Ridge CTC employment advertisements do not express a sex preference nor does Blue
Ridge CTC place advertisements in columns designated "males" or "females", unless sex is a
bona fide occupation obligation. 41 C.F.R. §60-20.2(a).
2. Employees of both sexes at Blue Ridge CTC shall have an equal opportunity to any available job
that he or she is qualified to perform, unless sex is a bona fide occupation obligation. 41 C.F.R.
§60-20.2.
3. Blue Ridge CTC maintains gender-neutral personnel policies that expressly indicate that there
shall be no gender discrimination against employees. The terms and conditions of any written
collective bargaining agreements shall not be inconsistent with these guidelines. 41 C.F.R. §60-
20.3(a).
4. Blue Ridge CTC makes no distinction based upon sex in employment opportunities, wages,
hours, or other conditions of employment. 41 C.F.R §60-20.3(c).
5. Blue Ridge CTC will not make any distinction between married and unmarried persons of one
sex that is not made between married and unmarried persons of the opposite sex, or deny
employment to women with young children unless it has the same exclusionary policies for men,
or terminate the employment of an employee of one sex in a job classification upon reaching a
certain age unless the same rule is applicable to members of the opposite sex. 41 C.F.R. §
60.20.3(d).
6. Blue Ridge CTC has policies and practices to ensure appropriate physical facilities to both sexes.
41 C.F.R. § 60-20.3(e).
7. Blue Ridge CTC will not deny a female employee the right to any job she is qualified to perform
in reliance on a State “protective” law regarding, for example, prohibiting women from
performing work such as a bartender, or for working at jobs requiring more than a certain
number of hours or lifting above a certain weight. 41 C.F.R. § 60-20.3(f).
8. Blue Ridge CTC endorses and complies with the 1978 Pregnancy Discrimination Act, as it
amended Title VII of the Civil Rights Act of 1964. Blue Ridge CTC applies any leave of
absence policy uniformly, regardless of sex. 41 C.F.R. § 60-20.3(g).
9. Blue Ridge CTC must not specify any differences for male and female employees on the basis of
sex in either mandatory or optional retirement age. 41 C.F.R. § 60-20.3(h).
10. Blue Ridge CTC's seniority lines and lists must not be based on sex. 41 C.F.R. § 60-20.4.
11. Blue Ridge CTC's wage schedules are not related to or based on the sex of an employee. 41
C.F.R. § 60-20.5(a). Further, Blue Ridge CTC does not discriminatorily restrict one sex to
certain job classifications, and instead must take steps to make jobs available to all qualified
employees in all classifications without regard to sex. 41 C.F.R. § 60-20.5(b).
12. When appropriate, Blue Ridge CTC makes affirmative efforts to increase the number and
percentage of women in the workforce, including, but not limited to the following:
a. Blue Ridge CTC recruits women and encourages existing women employees to apply for
positions historically labeled by society as "traditionally male".
b. Blue Ridge CTC guarantees equal, gender-neutral access to training and tuition
reimbursement programs, including management training, and other types of workplace
training programs.
c. Blue Ridge CTC informs management of its affirmative action responsibilities. 41 C.F.R
§ 60-20.6.
Policy with Respect to Religion/National Origin
41 C.F.R. § 60-50.1 et seq.
Pursuant to the guidelines prohibiting discrimination on the basis of religion or national origin, 41 C.F.R. § 60-
50.1, et seq., Blue Ridge CTC hereby reaffirms that it does not discriminate against employees, or applicants for
employment, because of religion or national origin. Blue Ridge CTC takes affirmative action to seek to ensure
that employees or applicants for employment are treated without regard to their religion or national origin in all
aspects of the terms and conditions of employment, such as upgrading, demotion, transfer, recruitment,
recruitment advertising, layoff, termination, rates of pay (or other forms of compensation), and selection for
training.
Blue Ridge CTC has reviewed its employment practices and determined that its employees, including those who
belong to religious or ethnic groups, have received fair consideration for job opportunities. Based upon its
review, and depending upon the circumstances, Blue Ridge CTC will undertake appropriate actions, which may
include one or more of the following activities:
1. Issuing a policy directive to employees reaffirming the Blue Ridge CTC’s obligation to provide
equal employment opportunity without regard to religion or national origin. This policy will be
communicated in such a manner as to foster understanding, acceptance, and support among
executives, managers, supervisors, and other employees, and to encourage such persons to take
the necessary action to aid Blue Ridge CTC in meeting its obligations.
2. Developing internal procedures to seek to ensure that Blue Ridge CTC’s obligation to provide equal
employment opportunity, without regard to religion or national origin, is being fully
implemented. Specifically, employment activities are reviewed by the EEO Administrator.
3. Informing management annually of its commitment to equal employment opportunity, without
regard to religion or national origin.
4. Enlisting the assistance and support of recruitment sources for this commitment.
Blue Ridge CTC acknowledges its responsibility to make reasonable accommodations for the religious
observances and practices of its existing or prospective employees under the terms of Title VII of the Civil
Rights Act of 1964. An accommodation for religious purposes will be denied should Blue Ridge CTC
determine that it would have to suffer undue hardship. During this accommodation evaluation, the following
factors will continue to be considered by Blue Ridge CTC:
1. Business necessity;
2. Financial costs and expenses; and
3. Resulting personnel problems.
Organizational Profile
Contractors and subcontractors are required to include in their AAPs an organizational
profile of their workforce using either a “workforce analysis” or “organizational display”
that provides detailed data reflecting staffing patterns within the establishment. 41 C.F.R.
§ 60-2.11. An organizational profile shows the staffing pattern within a contractor’s
establishment. This profile assists an employer in identifying where, in the workforce of
its site which is the subject of this AAP, women or minorities are underrepresented or
concentrated. A workforce analysis is used in this AAP, which lists each job title from
the lowest paid to the highest paid within each department or similar organizational unit.
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
AH
EEO
9
0
Adjunct Lecturer
21
2
0
12
12
7
0
0
0
0
0
0
0
0
2
0
2
Summary of
AH
2
0
21
2
0
12
12
9
7
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
Allied Health
EEO
0
0
ADMINISTRATIVE ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
INSTRUCTOR/MEDICAL EXTERNSHIP COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
LECTURER
2
0
0
1
1
1
0
0
0
0
0
0
0
0
0
0
2
1
0
LECTURER/EMS CLINICAL COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
LECTURER/HEALTH INFORMATION MANAGEMENT EXTERNSHIP
COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR
2
0
0
1
1
1
0
0
0
0
0
0
0
0
0
0
2
0
0
LECTURER/EMS PROGRAM DIRECTOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
2
0
ASSISTANT PROFESSOR
2
1
1
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/HEALTH INFORMATION MANAGEMENT PROGRAM
COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
ASSOCIATE PROFESSOR/CHAIR ALLIED HEALTH SCIENCES DIVISION
PROGRAM
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
Allied Health
EEO
0
0
PROFESSOR/PHYSICAL THERAPY ASSISTANT PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
PROFESSOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
Summary of
Allied Health
0
0
16
1
1
8
8
8
7
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
ENRL
EEO
0
0
GRAPHIC DESIGNER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
FINANCIAL AID ASSISTANT II
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
4
0
0
RECORDS ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
ADMINISTRATIVE SECRETARY
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
PROGRAM ASSISTANT II
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
RECORDS ASSISTANT II
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
4
0
0
PROGRAM ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
ADMISSION COUNSELOR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
3
0
0
EDUCATION COUNSELOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
STUDENT DEVELOPMENT SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
STUDENT DEVELOPMENT COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
ENRL
EEO
0
0
TESTING COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
OFFICE ADMINISTRATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
FINANCIAL AID COUNSELOR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
3
0
0
FINANCIAL AID COUNSELOR - SR
1
1
0
0
1
0
0
0
0
0
0
0
0
1
0
0
3
0
0
VETERAN EDUCATION COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
ASSOCIATE PROFESSOR/COORDINATOR OF MARKETING/DIRECTOR OF
STUDENT SERVICES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
STUDENT RECORDS ASSISTANT
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
2
0
0
DIRECTOR OF FINANCIAL AID
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
PROFESSOR/REGISTRAR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
ASSOCIATE DEAN/STUDENTS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
ASSISTANT PROFESSOR/VICE PRESIDENT OF ENROLLMENT
MANAGEMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
ENRL
EEO
Summary of
ENRL
0
0
25
3
0
22
25
0
0
0
0
0
0
0
2
1
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
ENROL
EEO
0
0
CAREER SERVICES OUTREACH & PLACEMENT SPECIALIST
1
1
0
0
1
0
0
0
0
0
0
0
0
1
0
0
3
Summary of
ENROL
0
0
1
1
0
0
1
0
0
0
0
0
0
0
0
1
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
FACILITIES
EEO
0
0
PART-TIME CAMPUS SERVICE WORKER
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
7
1
0
CAMPUS SERVICE WORKER
5
4
0
1
4
0
0
0
0
0
0
1
1
1
1
0
7
0
0
SECURITY GUARD
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
7
1
0
PART-TIME SECURITY GUARD
1
1
0
0
0
0
0
0
0
0
0
0
0
0
1
0
7
1
0
CAMPUS MAINTENANCE SPECIALIST
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
7
1
0
MANAGER PHYSICAL PLANT 1
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
7
Summary of
FACILITIES
2
0
10
6
0
2
6
4
2
0
0
0
0
1
2
1
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
FINANCE
EEO
0
0
PURCHASING ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
A/R ACCOUNTING CLERK III
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
MANAGER A/P
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
PART-TIME CASHIER
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
4
0
0
ACCOUNTING ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
1
0
RECEIVING/INVENTORY CONTROL ASSISTANT
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
4
0
0
A/R SUPERVISOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
1
0
PROCUREMENT & PURCHASING CARD MANAGER
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
3
0
0
STAFFACCOUNTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
1
0
ACCOUNTANT
1
1
0
0
0
0
0
0
0
0
0
0
0
0
1
0
3
0
0
ACCOUNTANT SR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
FINANCE
EEO
0
0
MANAGER OF ACCOUNTING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
COMPTROLLER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
Summary of
FINANCE
1
0
14
1
0
11
11
3
2
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
HR
EEO
0
0
HUMAN RESOURCES ASSISTANT III
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
ADMINISTRATIVE SECRETARY SR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
HUMAN RESOURCES REPRESENTATIVE
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
TALENT ACQUISITION & DEVELOMENT COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
DIRECTOR OF HUMAN RESOURCES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
Summary of
HR
0
0
5
0
0
5
5
0
0
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
IT
EEO
2
0
INFORMATION TECHNOLOGY ASSISTANT
2
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
6
1
0
INFORMATION TECHNOLOGY CONSULTANT
2
0
0
1
1
1
0
0
0
0
0
0
0
0
0
0
3
1
0
APPLICATION SYSTEM ANALYST PROGRAMMER SR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
3
1
0
VICE PRESIDENT OF INFORMATION TECHNOLOGY
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
Summary of
IT
0
0
6
0
0
1
1
5
5
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
NURS
EEO
0
0
ADMINISTRATIVE SECRETARY SR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
1
0
Adjunct Lecturer
10
1
0
8
9
1
0
0
0
0
0
0
1
0
0
0
2
0
0
ASSISTANT PROFESSOR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
2
0
0
LECTURER
3
1
0
2
3
0
0
0
0
0
0
0
1
0
0
0
2
0
0
ASSISTANT PROFESSOR/DIRECTOR OF NURSING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
Summary of
NURS
0
0
17
2
0
14
16
1
1
0
0
0
0
0
2
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
PRESIDENTS OFFICE
EEO
0
0
EXECUTIVE ASSISTANT TO THE PRESIDENT/BTG WIB COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
1
0
PROGRAM COORDINATOR - SENIOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
3
1
0
PRESIDENT
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
Summary of
PRESIDENTS OFFICE
0
0
3
0
0
1
1
2
2
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
PS&UT
EEO
0
0
E-LEARNING HELP DESK ASSOCIATE
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
1
0
LECTURER
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR
2
0
0
1
1
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/LEGAL STUDIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
LECTURER/CRIMINAL JUSTICE PROGRAM COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/HUMAN SERVICES PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/SOCIAL SCIENCES PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/EDUCATION PROGRAM COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/INSTRUCTIONAL TECHNOLOGIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/ACADIC PROGRAM SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/E-LEARN ADMINISTRATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
PS&UT
EEO
0
0
ASSISTANT PROFESSOR/COMPUTER APPLICATIONS COORDINATOR
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
2
0
0
ASSISTANT PROFESSOR/DEVELOPMENTAL ENGLISH
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
ASSISTANT PROFESSOR/PROGRAM COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR /ASSOCIATE DEAN
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR/Director OF PRIOR LEARNING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
ASSISTANT PROFESSOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR/ASSOCIATE DEAN OF HUMANITIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/ASSOCIATE DEAN OF INFORMATION
TECHNOLOGY & MATH
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR/CONTENT SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR/DEAN OF PSUT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
PS&UT
EEO
0
0
PROFESSOR/LIBERAL ARTS COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
PROFESSOR/ CHIEF FINANCIAL AND ADMINISTRATIVE
OFFICER/VICE PRESIDENT OF PSU
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
Summary of
PS&UT
0
0
25
1
0
17
18
7
7
0
0
0
0
0
1
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
PSUT
EEO
25
0
Adjunct Lecturer
63
3
0
37
38
23
0
0
0
0
0
0
1
0
1
1
2
Summary of
PSUT
1
0
63
3
0
37
38
25
23
0
0
0
0
0
1
0
1
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
SECURITY
EEO
4
0
SECURITY GUARD
6
0
0
2
2
4
0
0
0
0
0
0
0
0
0
0
7
1
0
DIRECTOR OF PUBLIC SAFTEY
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
7
Summary of
SECURITY
0
0
7
0
0
2
2
5
5
0
0
0
0
0
0
0
0
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
WORK
EEO
2
0
PART-TIME SECURITY GUARD
2
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
7
1
0
SECURITY GUARD
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
7
0
0
CAMPUS SERVICE WORKER
1
1
0
0
1
0
0
0
0
0
0
1
0
0
0
0
7
2
0
LAB ASSISTANT II
2
1
1
0
0
1
0
0
0
0
0
0
0
0
0
0
6
2
0
PART-TIME LAB ASSISTANT
2
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
6
0
0
PART-TIME PROGRAM ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
5
0
0
PROGRAM ASSISTANT II
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
PROJECT COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
4
0
0
PART-TIME PROGRAM MANAGER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
INSTRUCTOR/PROGRAM COORDINATOR/FOUNDATION ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
LECTURER/INTERNSHIP PLACEMENT & ALUMNI OUTREACH
COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
WORK
EEO
0
0
BUSINESS OPERATIONS ANALYST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
DIRECTOR OF CUSTOMIZED TRAINING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
0
0
FOUNDATION DIRECTOR/ASSISTANT DIRECTOR WORKFORCE &
ENGINEERING TECHNOLOGIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
3
34
0
Adjunct Lecturer
59
4
0
24
25
31
0
0
0
0
0
0
1
0
2
1
2
0
0
INSTRUCTOR/WORKFORCE PROGRAMS INSTRUCTIONAL SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/INSTRUCTIONAL SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/ SERVERY SHIFT SUPERVISOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
LECTURER/INSTRUCTIONAL SPECIALIST
2
0
0
1
1
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/MATH SKILLS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
6
0
LECTURER
9
0
0
3
3
6
0
0
0
0
0
0
0
0
0
0
2
0
0
LECTURER/EARLY CHILDHOOD PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
WORK
EEO
1
0
LECTURER/ENVIRONMENTAL TECHNICIAN PROGRAM COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
2
0
INSTRUCTOR
7
0
0
5
5
2
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/REMOTE TECHNOLOGIES PROGRAM COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/PROGRAM COORDINATOR INFORMATION TECHNOLOGY AND
DATABASE MANAGEME
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
LECTURER/DIRECTOR OF ACCELERATED STUDY IN ASSOCIATE
PROGRAMS
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
2
1
0
INSTRUCTOR/ENERGY COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/AGRIBUSINESS PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/ASSOCIATE DEAN CULINARY ACADEMY
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSISTANT PROFESSOR/CHAIR MATH DEPARTMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
WORK
EEO
1
0
INSTRUCTOR/MECHATRONICS FACULTY & SOLAR PROGRAM
COORDINATOR
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
INSTRUCTOR/PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/DIRECTOR OF ELECTRIC UTILITY & SAFETY TRAINING
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
1
0
INSTRUCTOR/ASSOCIATE DEAN OF ADVANCE MANUFACTURING
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
2
0
0
ASSOCIATE PROFESSOR/ASSOCIATE DEAN CAREER ADVANCEMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
2
0
0
LECTURER/CYBERSECURITY PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
1
0
INSTRUCTOR/MECHATRONICS LAB ASSISTANT/FACILITIES
SPECIALIST
1
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
0
0
INSTRUCTOR/DIRECTOR OF OPERATIONS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
PROFESSOR/VICE PRESIDENT ENGINEERING-WORKFORCE
DEVELOPMENT/TECHNOLOGIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
1
Summary of
WORK
2
0
118
7
1
55
58
60
56
0
0
0
0
1
2
0
1
0
Plan Date: 05/01/2020
Workforce Analysis
Blue Ridge Community & Technical College
10
8
0
331
27
2
187
202
129
117
0
0
0
0
2
3
Title
2
0
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Summary
Job Group Analysis
Contractors and subcontractors are required to include in their AAPs a “job group
analysis” by combining jobs at the establishment with similar content, wage rates, and
opportunities to form job groups. 41 C.F.R. § 60-2.12. The job group analysis is a
contractor’s first comparison of the representation of minorities and women in its
workforce with the estimated availability of minorities and women to be employed. The
job group is created by first sorting the various jobs at the establishment into job groups,
which is a collection of jobs in an organization with similar job content (field of work
and/or skill level), similar promotional opportunities, and similar compensation. The job
groups then are developed to fit the unique characteristics of each organizational unit,
taking into account the size, type, and complexity of the work performed. Contractors,
after combining the job titles for the job group analysis, must then separately provide the
percentage of minorities and the percentage of women they employ in each job group.
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
LECTURER/CYBERSECURITY PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/MECHATRONICS LAB ASSISTANT/FACILITIES SPECIALIST
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
DIRECTOR OF FINANCIAL AID
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
DIRECTOR OF HUMAN RESOURCES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR/REGISTRAR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/DIRECTOR OF OPERATIONS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
COMPTROLLER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE DEAN/STUDENTS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
VICE PRESIDENT OF INFORMATION TECHNOLOGY
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/VICE PRESIDENT OF ENROLLMENT MANAGEMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR/ CHIEF FINANCIAL AND ADMINISTRATIVE OFFICER/VICE
PRESIDENT OF PSU
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR/VICE PRESIDENT ENGINEERING-WORKFORCE
DEVELOPMENT/TECHNOLOGIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
PRESIDENT
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
13
0
0
9
9
4
4
0
0
0
0
0
0
0
0
Executive/Administrative/Managerial
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
STUDENT RECORDS ASSISTANT
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
0
0
ASSISTANT PROFESSOR/LEGAL STUDIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/MATH SKILLS
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/INSTRUCTIONAL TECHNOLOGIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/ACADIC PROGRAM SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/COMPUTER APPLICATIONS COORDINATOR
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
0
0
ASSISTANT PROFESSOR/PROGRAM COORDINATOR
2
0
0
1
1
1
1
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/DEVELOPMENTAL ENGLISH
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR
6
1
1
3
3
3
2
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/AGRIBUSINESS PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR /ASSOCIATE DEAN
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/CHAIR MATH DEPARTMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
ASSOCIATE PROFESSOR/Director OF PRIOR LEARNING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR/ASSOCIATE DEAN OF HUMANITIES
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/ASSOCIATE DEAN OF INFORMATION TECHNOLOGY &
MATH
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSISTANT PROFESSOR/DIRECTOR OF NURSING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR/CHAIR ALLIED HEALTH SCIENCES DIVISION
PROGRAM
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR/CONTENT SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR/ASSOCIATE DEAN CAREER ADVANCEMENT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR/DEAN OF PSUT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ASSOCIATE PROFESSOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR/PHYSICAL THERAPY ASSISTANT PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
PROFESSOR/LIBERAL ARTS COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
0
30
3
1
22
24
6
5
0
0
0
0
0
2
0
0
Faculty
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Instructors/Lecturers
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
INSTRUCTOR/WORKFORCE PROGRAMS INSTRUCTIONAL SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/MEDICAL EXTERNSHIP COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/INSTRUCTIONAL SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
LECTURER/EMS CLINICAL COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/ SERVERY SHIFT SUPERVISOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
LECTURER/HEALTH INFORMATION MANAGEMENT EXTERNSHIP COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
LECTURER/INSTRUCTIONAL SPECIALIST
2
0
0
1
1
1
1
0
0
0
0
0
0
0
0
0
0
0
LECTURER
15
1
0
6
7
8
8
0
0
0
0
0
1
0
0
0
0
0
LECTURER/CRIMINAL JUSTICE PROGRAM COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/HUMAN SERVICES PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
LECTURER/EARLY CHILDHOOD PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR
11
0
0
7
7
4
4
0
0
0
0
0
0
0
0
0