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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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signature
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signature
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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
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/SOCIAL SCIENCES PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/EDUCATION PROGRAM COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
LECTURER/EMS PROGRAM DIRECTOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
LECTURER/ENVIRONMENTAL TECHNICIAN PROGRAM COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/E-LEARN ADMINISTRATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/HEALTH INFORMATION MANAGEMENT PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/REMOTE TECHNOLOGIES PROGRAM COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/PROGRAM COORDINATOR INFORMATION TECHNOLOGY AND
DATABASE MANAGEME
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
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
0
0
INSTRUCTOR/ENERGY COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/ASSOCIATE DEAN CULINARY ACADEMY
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/MECHATRONICS FACULTY & SOLAR PROGRAM COORDINATOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
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/PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/DIRECTOR OF ELECTRIC UTILITY & SAFETY TRAINING
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/ASSOCIATE DEAN OF ADVANCE MANUFACTURING
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
52
2
0
24
26
26
26
0
0
0
0
0
2
0
0
Instructors/Lecturers
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Adjunct Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
2
0
Adjunct Lecturer
153
10
0
81
84
69
62
0
0
0
0
0
3
0
5
0
0
5
0
153
10
0
81
84
69
62
0
0
0
0
0
3
0
2
Adjunct Faculty
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
PART-TIME PROGRAM MANAGER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ADMISSION COUNSELOR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
EDUCATION COUNSELOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
E-LEARNING HELP DESK ASSOCIATE
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
STUDENT DEVELOPMENT SPECIALIST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
STUDENT DEVELOPMENT COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
TESTING COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
OFFICE ADMINISTRATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
A/R SUPERVISOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
FINANCIAL AID COUNSELOR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
FINANCIAL AID COUNSELOR - SR
1
1
0
0
1
0
0
0
0
0
0
0
0
1
0
0
0
0
PROCUREMENT & PURCHASING CARD MANAGER
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
STAFFACCOUNTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INSTRUCTOR/PROGRAM COORDINATOR/FOUNDATION ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
INFORMATION TECHNOLOGY CONSULTANT
2
0
0
1
1
1
1
0
0
0
0
0
0
0
0
0
0
0
VETERAN EDUCATION COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ACCOUNTANT
1
1
0
0
0
1
0
0
0
0
0
0
0
0
1
0
0
0
HUMAN RESOURCES REPRESENTATIVE
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
CAREER SERVICES OUTREACH & PLACEMENT SPECIALIST
1
1
0
0
1
0
0
0
0
0
0
0
0
1
0
0
0
0
TALENT ACQUISITION & DEVELOMENT COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROGRAM COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
LECTURER/INTERNSHIP PLACEMENT & ALUMNI OUTREACH COORDINATOR
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
BUSINESS OPERATIONS ANALYST
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ACCOUNTANT SR
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
Professional Non-Faculty
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
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
0
0
PROGRAM COORDINATOR - SENIOR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
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
0
0
MANAGER OF ACCOUNTING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
APPLICATION SYSTEM ANALYST PROGRAMMER SR
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
DIRECTOR OF CUSTOMIZED TRAINING
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
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
0
1
0
34
3
0
27
29
5
4
0
0
0
0
0
0
2
0
Professional Non-Faculty
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Clerical and Secretarial
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
PART-TIME CASHIER
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
ACCOUNTING ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ADMINISTRATIVE ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
FINANCIAL AID ASSISTANT II
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
0
0
RECORDS ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
RECEIVING/INVENTORY CONTROL ASSISTANT
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
ADMINISTRATIVE SECRETARY
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
ADMINISTRATIVE SECRETARY SR
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
PROGRAM ASSISTANT II
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
RECORDS ASSISTANT II
2
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
0
PROGRAM ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PROJECT 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
Clerical and Secretarial
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
0
16
1
0
14
15
1
1
0
0
0
0
0
1
0
0
Clerical and Secretarial
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Technical and Paraprofessional
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
PURCHASING ASSISTANT I
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
PART-TIME PROGRAM ASSISTANT
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
A/R ACCOUNTING CLERK III
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
HUMAN RESOURCES ASSISTANT III
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
GRAPHIC DESIGNER
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
MANAGER A/P
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
6
0
0
6
6
0
0
0
0
0
0
0
0
0
0
Technical and Paraprofessional
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Skilled Crafts
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
LAB ASSISTANT II
2
1
1
0
0
2
1
0
0
0
0
0
0
0
0
0
0
0
INFORMATION TECHNOLOGY ASSISTANT
2
0
0
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
PART-TIME LAB ASSISTANT
2
0
0
0
0
2
2
0
0
0
0
0
0
0
0
0
0
0
0
6
1
1
0
0
6
5
0
0
0
0
0
0
0
0
Skilled Crafts
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Service/Maintenance
Native
Hawaiian
White
Asian
Black
Indian
Minority
Total
Male
Female
Hispanic
Two or
More
Title
0
0
PART-TIME CAMPUS SERVICE WORKER
1
1
0
0
1
0
0
0
0
0
0
0
1
0
0
0
0
0
PART-TIME SECURITY GUARD
3
1
0
0
0
3
2
0
0
0
0
0
0
0
1
0
0
0
CAMPUS SERVICE WORKER
6
5
0
1
5
1
0
0
0
0
0
2
1
1
1
0
0
0
SECURITY GUARD
8
0
0
3
3
5
5
0
0
0
0
0
0
0
0
0
0
0
CAMPUS MAINTENANCE SPECIALIST
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
MANAGER PHYSICAL PLANT 1
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
0
DIRECTOR OF PUBLIC SAFTEY
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
0
0
2
0
21
7
0
4
9
12
10
0
0
0
0
2
2
1
0
Service/Maintenance
Summary of
Blue Ridge Community & Technical College
Job Group Analysis
Plan Date: 05/01/2020
Summary
8
0
331
27
2
187
202
129
117
0
0
0
0
2
10
3
2
0
Total
Native
Hawaiian
White
Asian
Black
Indian
Minority
Male
Female
Hispanic
Two or
More
Title
Availability Analysis
Contractors and covered Federal subcontractors, after aggregating individual jobs into job
groups, are then required to determine the availability of women and minorities for those
job groups. 41 C.F.R. § 60-2.14. “Availability” is a percentage estimate of the women
and minorities who have the skills required to perform the jobs within the job groups. To
determine the availability percentages, contractors are required to consider two factors:
1) factors reflecting the availability outside the contractor’s workforce (such as people in
the immediate labor area or reasonable recruitment area); and, 2) factors affecting the
availability inside the contractor’s own workforce (such as people who are qualified and
available by transfer, promotion, or training). Contractors typically rely on the most
current U.S. Census data to develop their external availability factors, and on their own
workforce numbers to develop their internal availability factors. Both external and
internal factors must be considered, but contractors may “weight” each of the two factors
according to each factor’s relevance to the job group in question. Such weighting is
included in the following availability statistics for each job group.
After a contractor has formulated job groups and determined the minority and female
availability percentages for each job group, it must then compare the actual utilization of
minorities and women in each job group with their estimated availability, and identify
those job groups where the percentage of women and/or minorities employed is less than
would reasonably be expected given their availability. 41 C.F.R. § 60-2.15.
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
14
57
95
60
15
9
85
5
4
0
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
15
61
Final Availability (%)
100
Job Group Size: 13
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
1
8
5
0110 Computer and information systems managers
1
69
3
0120 Financial managers
1
74
0
0136 Human resources managers
3
69
6
0230 Education administrators
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
1
36
13
0110 Computer and information systems managers
1
77
4
0120 Financial managers
1
60
11
0136 Human resources managers
3
63
6
0230 Education administrators
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
1
49
20
0110 Computer and information systems managers
1
64
6
0120 Financial managers
1
46
14
0136 Human resources managers
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
Factor 1: External Availability
3
66
20
0230 Education administrators
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
1
14
21
0110 Computer and information systems managers
1
83
13
0120 Financial managers
1
100
0
0136 Human resources managers
3
54
2
0230 Education administrators
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
1
56
32
0110 Computer and information systems managers
1
69
0
0120 Financial managers
1
35
14
0136 Human resources managers
3
67
20
0230 Education administrators
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
15
60
95
57
14
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Professional Non-Faculty
9
85
3
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Executive/Administrative/Managerial
0
4
5
85
9
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Faculty
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
0
0
0
0
0
7
65
100
65
7
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
7
65
Final Availability (%)
100
Job Group Size: 30
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Faculty
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Faculty
10
80
1
Instructors/Lecturers
4
50
1
7
65
100
65
7
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Instructors/Lecturers
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
16
64
98
65
16
6
68
2
1
0
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
16
65
Final Availability (%)
100
Job Group Size: 52
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Instructors/Lecturers
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
4
69
6
0230 Education administrators
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
4
63
6
0230 Education administrators
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
4
66
20
0230 Education administrators
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
4
54
2
0230 Education administrators
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
4
67
20
0230 Education administrators
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Instructors/Lecturers
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
16
65
98
64
16
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Professional Non-Faculty
9
85
1
Instructors/Lecturers
4
50
1
0
1
2
68
6
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Adjunct Faculty
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
0
0
98
0
0
9
85
2
2
0
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
0
2
Final Availability (%)
100
Job Group Size: 153
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Adjunct Faculty
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
No census data available within this area.
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
No census data available within this area.
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
No census data available within this area.
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
No census data available within this area.
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
No census data available within this area.
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Adjunct Faculty
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
0
0
98
0
0
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Professional Non-Faculty
9
85
1
0
2
2
85
9
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
8
48
85
56
10
5
92
15
14
1
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
9
62
Final Availability (%)
100
Job Group Size: 34
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
1
100
0
0100 Administrative services managers
1
0
0
0300 Architectural and engineering managers
1
48
0
0530 Purchasing agents, except wholesale, retail, and farm produc
1
75
0
0630 Human resources workers
3
85
20
0650 Training and development specialists
1
15
6
0710 Management analysts
1
38
0
0735 Market research analysts and marketing specialists
1
36
0
0740 Business operations specialists, all other
4
67
2
0800 Accountants and auditors
1
29
0
1010 Computer programmers
2
34
14
1050 Computer support specialists
1
29
0
1107 Computer occupations, all other
8
61
3
2000 Counselors
1
68
7
5000 First-line supervisors of office and administrative support
1
97
4
5700 Secretaries and administrative assistants
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 1: External Availability
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
1
39
0
0100 Administrative services managers
1
0
0
0300 Architectural and engineering managers
1
75
0
0530 Purchasing agents, except wholesale, retail, and farm produc
1
78
0
0630 Human resources workers
3
86
14
0650 Training and development specialists
1
48
10
0710 Management analysts
1
83
0
0735 Market research analysts and marketing specialists
1
35
0
0740 Business operations specialists, all other
4
46
26
0800 Accountants and auditors
1
33
21
1010 Computer programmers
2
44
0
1050 Computer support specialists
1
30
0
1107 Computer occupations, all other
8
79
5
2000 Counselors
4
100
0
2550 Other education, training, and library workers
1
71
29
5000 First-line supervisors of office and administrative support
1
100
7
5700 Secretaries and administrative assistants
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 1: External Availability
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
1
0
0
0100 Administrative services managers
1
0
0
0300 Architectural and engineering managers
1
63
10
0530 Purchasing agents, except wholesale, retail, and farm produc
1
68
4
0630 Human resources workers
3
68
0
0650 Training and development specialists
1
35
18
0710 Management analysts
1
74
17
0735 Market research analysts and marketing specialists
1
71
27
0740 Business operations specialists, all other
4
59
11
0800 Accountants and auditors
1
19
14
1010 Computer programmers
2
40
18
1050 Computer support specialists
1
29
22
1107 Computer occupations, all other
8
71
8
2000 Counselors
4
67
8
2550 Other education, training, and library workers
1
62
3
5000 First-line supervisors of office and administrative support
1
98
7
5700 Secretaries and administrative assistants
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 1: External Availability
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
1
0
0
0100 Administrative services managers
1
71
0
0530 Purchasing agents, except wholesale, retail, and farm produc
1
13
0
0630 Human resources workers
3
33
0
0650 Training and development specialists
1
61
20
0710 Management analysts
1
100
0
0735 Market research analysts and marketing specialists
1
71
0
0740 Business operations specialists, all other
4
64
7
0800 Accountants and auditors
1
29
0
1010 Computer programmers
2
0
15
1050 Computer support specialists
1
28
0
1107 Computer occupations, all other
8
84
47
2000 Counselors
4
60
0
2550 Other education, training, and library workers
1
63
5
5000 First-line supervisors of office and administrative support
1
100
8
5700 Secretaries and administrative assistants
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 1: External Availability
1
0
0
0100 Administrative services managers
1
63
0
0530 Purchasing agents, except wholesale, retail, and farm produc
1
60
9
0630 Human resources workers
3
71
0
0650 Training and development specialists
1
31
0
0710 Management analysts
1
83
33
0735 Market research analysts and marketing specialists
1
50
0
0740 Business operations specialists, all other
4
53
7
0800 Accountants and auditors
1
23
13
1010 Computer programmers
2
41
17
1050 Computer support specialists
1
39
7
1107 Computer occupations, all other
8
61
11
2000 Counselors
4
50
13
2550 Other education, training, and library workers
1
64
4
5000 First-line supervisors of office and administrative support
1
97
6
5700 Secretaries and administrative assistants
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
10
56
85
48
8
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Professional Non-Faculty
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Clerical and Secretarial
6
94
2
Technical and Paraprofessional
0
100
6
Professional Non-Faculty
9
85
7
1
14
15
92
5
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Clerical and Secretarial
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
6
77
85
91
7
6
94
15
14
1
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
7
91
Final Availability (%)
100
Job Group Size: 16
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Clerical and Secretarial
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
2
85
10
4720 Cashiers
1
88
2
5120 Bookkeeping, accounting, and auditing clerks
1
63
11
5350 Correspondence clerks and order clerks
3
100
0
5420 Information and record clerks, all other
6
97
4
5700 Secretaries and administrative assistants
3
65
20
5940 Miscellaneous office and administrative support workers, inc
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
2
71
14
4720 Cashiers
1
87
11
5120 Bookkeeping, accounting, and auditing clerks
1
36
0
5350 Correspondence clerks and order clerks
3
100
0
5420 Information and record clerks, all other
6
100
7
5700 Secretaries and administrative assistants
3
68
12
5940 Miscellaneous office and administrative support workers, inc
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Clerical and Secretarial
Factor 1: External Availability
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
2
77
20
4720 Cashiers
1
92
13
5120 Bookkeeping, accounting, and auditing clerks
1
61
8
5350 Correspondence clerks and order clerks
3
100
0
5420 Information and record clerks, all other
6
98
7
5700 Secretaries and administrative assistants
3
72
21
5940 Miscellaneous office and administrative support workers, inc
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
2
89
27
4720 Cashiers
1
81
0
5120 Bookkeeping, accounting, and auditing clerks
1
31
0
5350 Correspondence clerks and order clerks
3
100
0
5420 Information and record clerks, all other
6
100
8
5700 Secretaries and administrative assistants
3
40
12
5940 Miscellaneous office and administrative support workers, inc
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
2
86
16
4720 Cashiers
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Clerical and Secretarial
Factor 1: External Availability
1
93
11
5120 Bookkeeping, accounting, and auditing clerks
1
85
0
5350 Correspondence clerks and order clerks
3
100
0
5420 Information and record clerks, all other
6
97
6
5700 Secretaries and administrative assistants
3
87
9
5940 Miscellaneous office and administrative support workers, inc
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
7
91
85
77
6
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Clerical and Secretarial
6
94
1
1
14
15
94
6
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Technical and Paraprofessional
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
19
52
95
55
20
0
100
5
5
0
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
19
57
Final Availability (%)
100
Job Group Size: 6
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Technical and Paraprofessional
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
1
26
2
0430 Miscellaneous managers, including funeral service managers a
1
72
0
2630 Designers
1
88
2
5120 Bookkeeping, accounting, and auditing clerks
1
0
0
5150 Procurement clerks
1
100
0
5360 Human resources assistants, except payroll and timekeeping
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
1
38
5
0430 Miscellaneous managers, including funeral service managers a
1
100
0
2550 Other education, training, and library workers
1
67
0
2630 Designers
1
87
11
5120 Bookkeeping, accounting, and auditing clerks
1
86
0
5150 Procurement clerks
1
25
0
5360 Human resources assistants, except payroll and timekeeping
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Technical and Paraprofessional
Factor 1: External Availability
1
36
8
0430 Miscellaneous managers, including funeral service managers a
1
67
8
2550 Other education, training, and library workers
1
41
11
2630 Designers
1
92
13
5120 Bookkeeping, accounting, and auditing clerks
1
86
0
5150 Procurement clerks
1
29
71
5360 Human resources assistants, except payroll and timekeeping
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
1
24
15
0430 Miscellaneous managers, including funeral service managers a
1
60
0
2550 Other education, training, and library workers
1
82
0
2630 Designers
1
81
0
5120 Bookkeeping, accounting, and auditing clerks
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
1
24
6
0430 Miscellaneous managers, including funeral service managers a
1
50
13
2550 Other education, training, and library workers
1
67
22
2630 Designers
1
93
11
5120 Bookkeeping, accounting, and auditing clerks
1
29
71
5360 Human resources assistants, except payroll and timekeeping
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Technical and Paraprofessional
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
20
55
95
52
19
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Technical and Paraprofessional
0
100
1
0
5
5
100
0
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Skilled Crafts
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
8
48
80
60
10
8
65
20
13
2
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
9
61
Final Availability (%)
100
Job Group Size: 6
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Skilled Crafts
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
2
34
14
1050 Computer support specialists
3
24
0
1965 Miscellaneous life, physical, and social science technicians
1
78
0
3300 Clinical laboratory technologists and technicians
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
2
44
0
1050 Computer support specialists
3
56
0
1965 Miscellaneous life, physical, and social science technicians
1
50
0
3300 Clinical laboratory technologists and technicians
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
2
40
18
1050 Computer support specialists
3
61
0
1965 Miscellaneous life, physical, and social science technicians
1
76
11
3300 Clinical laboratory technologists and technicians
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Skilled Crafts
Factor 1: External Availability
2
0
15
1050 Computer support specialists
3
67
33
1965 Miscellaneous life, physical, and social science technicians
1
75
0
3300 Clinical laboratory technologists and technicians
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
2
41
17
1050 Computer support specialists
3
80
0
1965 Miscellaneous life, physical, and social science technicians
1
67
15
3300 Clinical laboratory technologists and technicians
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
10
60
80
48
8
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Technical and Paraprofessional
0
100
1
Clerical and Secretarial
6
94
1
Skilled Crafts
17
0
1
2
13
20
65
8
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Service/Maintenance
Factor
Description
Raw Statistics
Minority
Female
Weight
Female
Minority
Weighted Factor
Source of Statistics
2010 Census EEO Special File for
appropriate Occupational Titles. See
supporting documents.
1
The percentage of minorities or
women with requisite skills in the
RRA. The RRA is defined as the
geographical area from which the
contractor usually seeks or
reasonably could seek workers to
fill the positions in question.
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
Reason for Weighting
7
17
85
20
8
33
43
15
6
5
Reasonable recruiting practices
and business necessity.
Consideration given to past
practices and current demands.
The percentage of minorities or
women among those promotable,
transferable, and trainable within
the contractor's organization.
Trainable refers to those
employees that, with reasonably
provided training, become
qualified during the AAP year.
2
Incumbent work force for those Job
Groups that constitute "feeders" to
this Job Group.
12
23
Final Availability (%)
100
Job Group Size: 21
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Service/Maintenance
Factor 1: External Availability
External Availability from the RRA
Census Areas for RRA
Value
Census Codes used for RRA
Franklin
7
Minority
Female
Value
Raw Statistics (%)
1
13
0
3730 First-line supervisors of protective service workers, all ot
11
16
13
3930 Security guards and gaming surveillance officers
7
33
1
4220 Janitors and building cleaners
1
0
0
7000 First-line supervisors of mechanics, installers, and repaire
1
25
0
7610 Helpers--installation, maintenance, and repair workers
Census Codes used for RRA
Winchester VA-WV
8
Minority
Female
Value
Raw Statistics (%)
1
0
0
3730 First-line supervisors of protective service workers, all ot
11
12
18
3930 Security guards and gaming surveillance officers
7
40
14
4220 Janitors and building cleaners
1
0
0
7000 First-line supervisors of mechanics, installers, and repaire
Census Codes used for RRA
Hagerstown-Martinsburg MD-WV
19
Minority
Female
Value
Raw Statistics (%)
1
35
14
3730 First-line supervisors of protective service workers, all ot
11
8
20
3930 Security guards and gaming surveillance officers
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Service/Maintenance
Factor 1: External Availability
7
30
9
4220 Janitors and building cleaners
1
0
0
7000 First-line supervisors of mechanics, installers, and repaire
1
29
0
7610 Helpers--installation, maintenance, and repair workers
Census Codes used for RRA
Jefferson
35
Minority
Female
Value
Raw Statistics (%)
1
0
0
3730 First-line supervisors of protective service workers, all ot
11
26
15
3930 Security guards and gaming surveillance officers
7
12
26
4220 Janitors and building cleaners
1
0
31
7000 First-line supervisors of mechanics, installers, and repaire
Census Codes used for RRA
Berkeley+Morgan
165
Minority
Female
Value
Raw Statistics (%)
1
56
0
3730 First-line supervisors of protective service workers, all ot
11
9
8
3930 Security guards and gaming surveillance officers
7
25
2
4220 Janitors and building cleaners
1
0
0
7000 First-line supervisors of mechanics, installers, and repaire
1
100
0
7610 Helpers--installation, maintenance, and repair workers
Minority
Female
Value
Raw Statistics (%)
Minority
Female
Weighted Factor (%)
Final Statistics for External Availability
8
20
85
17
7
RRA = Reasonable Recruitment Area
Blue Ridge Community & Technical College
Availability Analysis
Plan Date: 05/01/2020
Service/Maintenance
Factor 2: Internal Availability
Source Description
Minority
Female
Value
Raw Statistics (%)
Service/Maintenance
33
43
1
5
6
15
43
33
Final Statistics for Internal Availability
Weighted Factor (%)
Female
Minority
Raw Statistics (%)
Value
Female
Minority
RRA = Reasonable Recruitment Area
Placement Goals
Contractors and subcontractors must compare the percentage of minorities and women in
each job group with the availability for those job groups as calculated in this AAP. 41
C.F.R. § 60-2.13 to 60.2.15. When the percentage of minorities or women in a job group
is less than would be reasonably expected given their availability, contractors are
required to establish placement goals, which also serve as reasonably attainable
objectives to measure progress toward achieving equal employment opportunity. 41
C.F.R. § 60-2.16.
Contractors may use a number of methods to determine whether their actual employment
percentage of minorities and/or females is lower than would reasonably be expected,
including the need to set a placement goal when: 1) there is “any difference” between the
availability percentage and the employment percentage; 2) actual employment is less than
80 percent of calculated availability (which is the expected representation); or, 3) the
difference between the actual and expected employment is statistically significant. Any
reasonable method, as long as it is uniformly applied, is acceptable to the OFCCP.
Placement goals are established as a percentage equal to the calculated availability and
serve as objectives or targets reasonably attainable by means of applying every good faith
effort to make all aspects of the entire affirmative action program work. 41 C.F.R. § 60-
2.16. Although a contractor is required to make good faith efforts to meet its goals,
the goals are not allowed under law to be quotas (with the exception of a few
circumstances, such as when there is a court order to remedy prior unlawful
discrimination.)
Blue Ridge Community & Technical College
Placement Goals
Plan Date: 05/01/2020
Minority
Female
Annual Goal (%)
Minority
Female
Placement Goals*
Needed
Minority
Female
Availability (%)
Employment (%)
Group
Size
Job Group
Female
Minority
Executive/Administrative/Managerial
13
0
69
15
61
No
No
1
1
Faculty
30
10
80
7
65
No
No
1
1
Instructors/Lecturers
52
4
50
16
65
Yes
Yes
16
65
1
2
Adjunct Faculty
153
7
55
0
2
No
No
1
1
Professional Non-Faculty
34
9
85
9
62
No
No
1
1
Clerical and Secretarial
16
6
94
7
91
No
No
1
1
Technical and Paraprofessional
6
0
100
19
57
No
No
1
1
Skilled Crafts
6
17
0
9
61
No
Yes
61
1
1
Service/Maintenance
21
33
43
12
23
No
No
1
1
1 - Binomial Distribution
2 - Two Standard Deviations
*The establishment of a "Placement Goal" does not amount to an admission of impermissible conduct. It is neither a finding of lawful discrimination nor a finding of a lack of a
good faith affirmative action efforts. Nor does the establishment of a Placement Goal permit unlawful discrimination. Rather the establishment of a "Placement Goal" is a
technical targeting term used exclusively by affirmative action planners who seek to apply good faith efforts to increase in the future the percentage employment of minorities
and women in the workforce.
Progress Toward Goals Report
Contractors and subcontractors must maintain its current affirmative action plan (AAP)
and documentation of good faith efforts, and must preserve its AAP and documentation
of good faith efforts for the immediately preceding AAP year. 41 C.F.R. § 60-1.12 (b).
One of the key components to the effective implementation of an AAP is the
acknowledgement of progress toward the goals established in the utilization analysis of
the preceding year. As such, this is one of the items requested by OFCCP during a routine
compliance evaluation.
To compare progress toward goals, the contractor must measure the employment activity
that has occurred during the plan year. The variable here is opportunities which are
defined by OFCCP as total placements (hires plus promotions) into the job group.
Blue Ridge Community & Technical College
Progress Toward Goals Report
Actual Placement
Minority
Female
%
%
Goal Met?
Minority
Female
Job Group
Prior Year Goals (%)
Female
Minority
Number of Opportunities (#)
Female
Minority
Total
Prior Year - 2019
Female
Minority
Total
Date Range: May 1, 2019 through April 30, 2020
Executive/Administrative/Managerial
22
N/A
1
0
1
100
N
N/A
0
8
0
12
Faculty
N/A
N/A
18
5
31
58
N/A
N/A
16
36
2
55
Instructors/Lecturers
18
57
5
1
7
71
N
Y
14
8
1
19
Adjunct Faculty
23
N/A
0
0
0
--
N
N/A
--
152
16
272
Professional Non-Faculty
N/A
N/A
6
1
6
100
N/A
N/A
17
26
4
31
Clerical and Secretarial
N/A
N/A
6
1
6
100
N/A
N/A
17
14
1
15
Technical and Paraprofessional
14
N/A
0
0
1
0
N
N/A
0
7
0
8
Skilled Crafts
N/A
63
0
0
0
--
N/A
N
--
1
1
5
Service/Maintenance
N/A
N/A
1
2
12
8
N/A
N/A
17
9
6
22
In the case where goals were not met, it was due to a limited number of openigns and a lack of qualified applicants. The College will continue to monitor
its activity and apply good faith measures designed to alleviate these goals.
Disparity Analysis
Contractors and subcontractors are required to include personnel activity (applicant flow,
hires, terminations, promotions, and any other personnel actions) to determine whether
there are selection disparities. 41 C.F.R. § 60-2.17 (b) (2).
The Disparity Analysis is a tool to measure the statistical relationship between two
selected groups. The following report identifies whether the rates of those hired,
promoted, or terminated are similar without regard to race or gender.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Executive/Administrative/Managerial
Total
Unknowns
0
No
0.46
4.17%
0.00%
24
1
5
29
1
Male vs Female
0
No
0.22
4.55%
0.00%
22
1
1
23
1
Black vs White
Hawaiian vs White
1
24
2
1
22
0.00%
4.55%
0.31
No
0
Hispanic vs White
1
22
0 *
1
22
N/A
4.55%
N/A
No
1
Asian vs White
0
0
22
0 *
1
22
N/A
4.55%
N/A
No
Am. Indian vs White
No
1
22
0 *
1
22
N/A
4.55%
N/A
0
No
N/A
4.55%
N/A
22
1
0 *
22
0
1
Two or More vs White
2
6
6
6
6
6
6
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Faculty
Total
Unknowns
11
No
1.24
19.61%
11.96%
51
10
92
143
21
Female vs Male
0
No
0.79
17.65%
0.00%
17
3
3
20
3
Hispanic vs Black
Two or More vs Black
3
18
1 *
3
17
0.00%
17.65%
0.46
No
0
Asian vs Black
4
19
2 *
3
17
50.00%
17.65%
-1.06
No
3
Am. Indian vs Black
0
0
17
0 *
3
17
N/A
17.65%
N/A
No
Hawaiian vs Black
No
3
17
0 *
3
17
N/A
17.65%
N/A
1
No
0.23
17.65%
15.45%
17
3
110
127
17
20
White vs Black
6
16
16
16
16
16
16
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Instructors/Lecturers
Total
Unknowns
2
No
0.79
28.57%
14.29%
7
2
14
21
4
Male vs Female
0
No
1.15
50.00%
0.00%
2
1
2
4
1
Black vs Asian
Two or More vs Asian
1
2
0 *
1
2
N/A
50.00%
N/A
No
0
Hispanic vs Asian
1
2
0 *
1
2
N/A
50.00%
N/A
No
1
Am. Indian vs Asian
0
0
2
0 *
1
2
N/A
50.00%
N/A
No
Hawaiian vs Asian
No
1
2
0 *
1
2
N/A
50.00%
N/A
0
No
0.94
50.00%
20.00%
2
1
15
17
3
4
White vs Asian
0
2
2
2
2
2
2
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Professional Non-Faculty
Total
Unknowns
0
No
1.80
4.96%
0.00%
121
6
63
184
6
Male vs Female
0
No
0.56
5.00%
0.00%
20
1
6
26
1
Hispanic vs Black
Two or More vs Black
1
21
1 *
1
20
0.00%
5.00%
0.23
No
0
Asian vs Black
1
21
1 *
1
20
0.00%
5.00%
0.23
No
1
Am. Indian vs Black
0
0
20
0 *
1
20
N/A
5.00%
N/A
No
Hawaiian vs Black
No
1
20
0 *
1
20
N/A
5.00%
N/A
0
No
0.33
5.00%
3.52%
20
1
142
162
5
6
White vs Black
4
18
18
18
18
18
18
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Clerical and Secretarial
Total
Unknowns
0
No
0.81
3.54%
0.00%
113
4
18
131
4
Male vs Female
0
No
0.40
14.29%
0.00%
7
1
1 *
8
1
Hispanic vs Black
Two or More vs Black
1
7
0 *
1
7
N/A
14.29%
N/A
No
0
Asian vs Black
1
7
0 *
1
7
N/A
14.29%
N/A
No
1
Am. Indian vs Black
0
0
7
0 *
1
7
N/A
14.29%
N/A
No
Hawaiian vs Black
No
1
8
1 *
1
7
0.00%
14.29%
0.40
0
No
1.69
14.29%
2.59%
7
1
116
123
3
4
White vs Black
0
6
6
6
6
6
6
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Technical and Paraprofessional
Total
Unknowns
0
No
0.63
2.56%
0.00%
39
1
15
54
1
Female vs Male
0
No
0.16
2.38%
0.00%
42
1
1
43
1
Black vs White
Hawaiian vs White
1
44
2
1
42
0.00%
2.38%
0.22
No
0
Hispanic vs White
1
45
3
1
42
0.00%
2.38%
0.27
No
1
Asian vs White
0
0
42
0 *
1
42
N/A
2.38%
N/A
No
Am. Indian vs White
No
1
42
0 *
1
42
N/A
2.38%
N/A
0
No
N/A
2.38%
N/A
42
1
0 *
42
0
1
Two or More vs White
1
7
7
7
7
7
7
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Hires
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Hires
Total
Apps
Total
Hires
Favored
Hires
Non-
Favored
Apps
Non-Favored
Selection
Rate (%)
Favored
Apps
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Service/Maintenance
Total
Unknowns
1
No
1.18
18.33%
6.25%
60
11
16
76
12
Female vs Male
1
No
0.52
16.39%
10.00%
61
10
10
71
11
Black vs White
Hawaiian vs White
10
62
1 *
10
61
100.00%
16.39%
-2.17
No
1
Hispanic vs White
10
61
0 *
10
61
N/A
16.39%
N/A
No
11
Asian vs White
0
0
61
0 *
10
61
N/A
16.39%
N/A
No
Am. Indian vs White
No
10
63
2
10
61
0.00%
16.39%
0.62
0
No
N/A
16.39%
N/A
61
10
0 *
61
0
10
Two or More vs White
0
2
2
2
2
2
2
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Promotions
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Proms
Total
Pool
Total
Proms
Favored
Proms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Faculty
0
No
1.29
8.33%
0.00%
36
3
19
55
3
Male vs Female
0
No
0.24
5.66%
0.00%
53
3
1 *
54
3
Black vs White
Hawaiian vs White
3
53
0 *
3
53
N/A
5.66%
N/A
No
0
Hispanic vs White
3
54
1 *
3
53
0.00%
5.66%
0.24
No
3
Asian vs White
0
0
53
0 *
3
53
N/A
5.66%
N/A
No
Am. Indian vs White
No
3
53
0 *
3
53
N/A
5.66%
N/A
0
No
N/A
5.66%
N/A
53
3
0 *
53
0
3
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
Promotions identified from the job group
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Promotions
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Proms
Total
Pool
Total
Proms
Favored
Proms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Instructors/Lecturers
1
Yes
2.00
50.00%
9.09%
8
4
11
19
5
Male vs Female
0
No
0.61
27.78%
0.00%
18
5
1
19
5
Black vs White
Hawaiian vs White
5
18
0 *
5
18
N/A
27.78%
N/A
No
0
Hispanic vs White
5
18
0 *
5
18
N/A
27.78%
N/A
No
5
Asian vs White
0
0
18
0 *
5
18
N/A
27.78%
N/A
No
Am. Indian vs White
No
5
18
0 *
5
18
N/A
27.78%
N/A
0
No
N/A
27.78%
N/A
18
5
0 *
18
0
5
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
Promotions identified from the job group
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Promotions
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Proms
Total
Pool
Total
Proms
Favored
Proms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Professional Non-Faculty
0
No
0.80
11.54%
0.00%
26
3
5
31
3
Male vs Female
0
No
1.15
50.00%
0.00%
2
1
2
4
1
Hispanic vs Black
Two or More vs Black
1
2
0 *
1
2
N/A
50.00%
N/A
No
0
Asian vs Black
1
2
0 *
1
2
N/A
50.00%
N/A
No
1
Am. Indian vs Black
0
0
2
0 *
1
2
N/A
50.00%
N/A
No
Hawaiian vs Black
No
1
2
0 *
1
2
N/A
50.00%
N/A
0
No
1.91
50.00%
7.41%
2
1
27
29
2
3
White vs Black
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
Promotions identified from the job group
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Promotions
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Proms
Total
Pool
Total
Proms
Favored
Proms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Clerical and Secretarial
0
Yes
3.87
100.00%
0.00%
1
1
14
15
1
Female vs Male
0
No
0.28
7.14%
0.00%
14
1
1
15
1
Black vs White
Hawaiian vs White
1
14
0 *
1
14
N/A
7.14%
N/A
No
0
Hispanic vs White
1
14
0 *
1
14
N/A
7.14%
N/A
No
1
Asian vs White
0
0
14
0 *
1
14
N/A
7.14%
N/A
No
Am. Indian vs White
No
1
14
0 *
1
14
N/A
7.14%
N/A
0
No
N/A
7.14%
N/A
14
1
0 *
14
0
1
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
Promotions identified from the job group
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Promotions
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Proms
Total
Pool
Total
Proms
Favored
Proms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Technical and Paraprofessional
2
No
1.38
100.00%
28.57%
1
1
7
8
3
Female vs Male
0
No
N/A
37.50%
N/A
8
3
0 *
8
3
Black vs White
Hawaiian vs White
3
8
0 *
3
8
N/A
37.50%
N/A
No
0
Hispanic vs White
3
8
0 *
3
8
N/A
37.50%
N/A
No
3
Asian vs White
0
0
8
0 *
3
8
N/A
37.50%
N/A
No
Am. Indian vs White
No
3
8
0 *
3
8
N/A
37.50%
N/A
0
No
N/A
37.50%
N/A
8
3
0 *
8
0
3
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
Promotions identified from the job group
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Executive/Administrative/Managerial
1
No
0.74
0.00%
12.50%
4
0
8
12
1
Female vs Male
0
No
N/A
8.33%
N/A
12
1
0 *
12
1
Black vs White
Hawaiian vs White
1
12
0 *
1
12
N/A
8.33%
N/A
No
0
Hispanic vs White
1
12
0 *
1
12
N/A
8.33%
N/A
No
1
Asian vs White
0
0
12
0 *
1
12
N/A
8.33%
N/A
No
Am. Indian vs White
No
1
12
0 *
1
12
N/A
8.33%
N/A
0
No
N/A
8.33%
N/A
12
1
0 *
12
0
1
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Faculty
3
Yes
2.45
0.00%
15.79%
36
0
19
55
3
Male vs Female
0
No
N/A
5.66%
0.00%
53
3
1 *
54
3
Black vs White
Hawaiian vs White
3
53
0 *
3
53
N/A
5.66%
N/A
No
0
Hispanic vs White
3
54
1 *
3
53
0.00%
5.66%
N/A
No
3
Asian vs White
0
0
53
0 *
3
53
N/A
5.66%
N/A
No
Am. Indian vs White
No
3
53
0 *
3
53
N/A
5.66%
N/A
0
No
N/A
5.66%
N/A
53
3
0 *
53
0
3
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Instructors/Lecturers
7
No
1.88
45.45%
87.50%
11
5
8
19
12
Female vs Male
1
No
0.88
55.56%
100.00%
18
10
1
19
11
Black vs White
Hawaiian vs White
10
18
0 *
10
18
N/A
55.56%
N/A
No
1
Hispanic vs White
10
18
0 *
10
18
N/A
55.56%
N/A
No
11
Asian vs White
0
0
18
0 *
10
18
N/A
55.56%
N/A
No
Am. Indian vs White
No
10
18
0 *
10
18
N/A
55.56%
N/A
0
No
N/A
55.56%
N/A
18
10
0 *
18
0
10
Two or More vs White
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Professional Non-Faculty
1
No
1.35
3.85%
20.00%
26
1
5
31
2
Male vs Female
0
No
N/A
0.00%
0.00%
2
0
2
4
0
Black vs Hispanic
Two or More vs Hispanic
0
2
0 *
0
2
N/A
0.00%
N/A
No
0
Asian vs Hispanic
0
2
0 *
0
2
N/A
0.00%
N/A
No
0
Am. Indian vs Hispanic
0
0
2
0 *
0
2
N/A
0.00%
N/A
No
Hawaiian vs Hispanic
No
0
2
0 *
0
2
N/A
0.00%
N/A
0
No
0.40
0.00%
7.41%
2
0
27
29
2
2
White vs Hispanic
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Clerical and Secretarial
2
No
0.41
0.00%
14.29%
1
0
14
15
2
Female vs Male
0
No
N/A
0.00%
N/A
1
0
0 *
1
0
Hispanic vs Black
Two or More vs Black
0
1
0 *
0
1
N/A
0.00%
N/A
No
0
Asian vs Black
0
1
0 *
0
1
N/A
0.00%
N/A
No
0
Am. Indian vs Black
0
0
1
0 *
0
1
N/A
0.00%
N/A
No
Hawaiian vs Black
No
0
1
0 *
0
1
N/A
0.00%
N/A
0
No
0.41
0.00%
14.29%
1
0
14
15
2
2
White vs Black
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Skilled Crafts
1
No
0.56
0.00%
25.00%
1
0
4
5
1
Male vs Female
0
No
N/A
0.00%
N/A
1
0
0 *
1
0
Black vs Hispanic
Two or More vs Hispanic
0
1
0 *
0
1
N/A
0.00%
N/A
No
0
Asian vs Hispanic
0
1
0 *
0
1
N/A
0.00%
N/A
No
0
Am. Indian vs Hispanic
0
0
1
0 *
0
1
N/A
0.00%
N/A
No
Hawaiian vs Hispanic
No
0
1
0 *
0
1
N/A
0.00%
N/A
0
No
0.56
0.00%
25.00%
1
0
4
5
1
1
White vs Hispanic
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
Blue Ridge Community & Technical College
Disparity Analysis - Terminations
Date Range: May 1, 2019 through April 30, 2020
Non-Favored vs Favored
Non-
Favored
Terms
Total
Pool
Total
Terms
Favored
Terms
Non-
Favored
Pool
Non-Favored
Selection
Rate (%)
Favored
Pool
Favored
Selection
Rate (%)
Disparity
Standard
Deviation
Service/Maintenance
7
Yes
2.05
11.11%
53.85%
9
1
13
22
8
Male vs Female
0
No
N/A
0.00%
0.00%
1
0
3
4
0
Black vs Hispanic
Two or More vs Hispanic
0
1
0 *
0
1
N/A
0.00%
N/A
No
0
Asian vs Hispanic
0
3
2
0
1
0.00%
0.00%
N/A
No
0
Am. Indian vs Hispanic
0
0
1
0 *
0
1
N/A
0.00%
N/A
No
Hawaiian vs Hispanic
No
0
1
0 *
0
1
N/A
0.00%
N/A
0
No
0.97
0.00%
50.00%
1
0
16
17
8
8
White vs Hispanic
Standard Deviation will trigger a flag when the result is larger than two standard deviations.
The pool consists of those employees present in the job group on 05/01/2019
* This group does not constitute at least 2% of the total pool.
AffirmativeActionProgramfor
ProtectedVeterans
Blue Ridge Community & Technical College
May 1, 2020 through April 30, 2021
Plan Year
Affirmative Action Program
For Protected Veterans
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
PROTECTED VETERANS
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
13:48:00 -05'00'
Dr. Peter Checkovich
Digitally signed by Dr. Peter
Checkovich
Date: 2020.12.16 15:04:57 -05'00'
Blue Ridge Community & Technical College
AFFIRMATIVE ACTION PROGRAM
FOR PROTECTED VETERANS
May 1, 2020 through April 30, 2021
Plan Year
TABLE OF CONTENTS
INTRODUCTION 1
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT 1
REVIEW OF PERSONNEL PROCESSES 3
PHYSICAL AND MENTAL JOB QUALIFICATIONS 4
REASONABLE ACCOMMODATION 5
ANIT-HARASSMENT PROCEDURES 5
EXTERNAL DISSEMINATION OF POLICY, OUTREACH, AND POSITIVE RECRUITMENT 6
INTERNAL DISSEMINATION OF POLICY 8
AUDIT AND REPORTING SYSTEM 9
RESPONSIBILITY FOR IMPLEMENTATION OF THE PLAN 9
AFFIRMATIVE ACTION TRAINING 13
1
Introduction
Blue Ridge Community & Technical College (Blue Ridge CTC) sets forth this affirmative action
program (“AAP”) for the year from May 1, 2020 through April 30, 2021, reaffirming its commitment to
the spirit and letter of affirmative action law. 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 AAP, Blue Ridge CTC recognizes its duty to ensure equal employment opportunity.
The following statement of policy reinforces that belief.
Equal Employment Opportunity Policy Statement
41 C.F.R. § 60-300.44(a)
In setting forth this plan Blue Ridge CTC reaffirms its belief and commitment in equal employment
opportunity for all employees and applicants for employment in all terms and conditions of employment.
Morgan Gower, as the EEO Administrator, oversees the plan development, modification,
implementation, and reporting requirements and conducts management updates. Blue Ridge CTC’s [top
U.S. executive, such as its CEO or Chief of its U.S. division of a foreign University] supports Blue
Ridge CTC’s AAP.
Blue Ridge CTC provides for an audit and reporting system regarding Blue Ridge CTC’s affirmative
action responsibilities under the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as
amended (“VEVRAA”) regulations, and assigns overall responsibility for the implementation of
affirmative action responsibilities under these regulations.
Blue Ridge CTC recruits, hires, trains and promotes persons in all job titles, and ensures that all
personnel actions are administered without regard to protected veteran status; and ensures that all
employment actions are based only on valid job requirements. Blue Ridge CTC’s employees and
applicants are not subjected to harassment, intimidation, threats, coercion, or discrimination because
they have engaged in or may engage in any of the following activities:
1. filing a complaint with Blue Ridge CTC or with Federal, state, or local agencies
regarding the status covered under this AAP;
2. assisting or participating in any investigation, compliance review, hearing, or any other
activity related to the administration of any Federal, State, or local requiring equal
employment opportunity for protected veterans;
3. opposing any act or practice made unlawful by Section 503 or its implementing
regulation, or any other Federal, State or local law requiring equal opportunity for
protected veterans; or
4. exercising any other right protected by VEVRAA or its implementing regulations.
2
Blue Ridge CTC’s full AAP, absent the data metrics required by 41 CFR § 60-300.44(k), is available for
inspection upon request at the location and during the hours that are posted at Blue Ridge CTC’s
establishment [or during regular working hours] at Blue Ridge CTC’s Human Resources Office.
Definitions. For the purposes of this AAP, the term “Protected Veteran” shall be defined as follows,
according to the VEVRAA regulations:
Active Duty Wartime or Campaign Badge Veteran means a veteran who served on active duty in
the U.S. military, ground, naval, or air service during a war or in a campaign or expedition for
which a campaign badge has been authorized, under the laws administered by the U. S.
Department of Defense.
Armed Forces Service Medal Veteran means any veteran who, while serving on active duty in
the U.S. military, ground, naval, or air service, participated in a United States military operation
to which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Disabled Veteran means:
1. A veteran of the U. S. military, ground, naval, or air service who is entitled to
compensation (or who but for the receipt of military retired pay would be entitled to
compensation) under laws administered by the Secretary of Veterans Affairs, or
2. A person who was discharged or released from active duty because of a service-
connected disability.
Protected Veteran means a veteran who is protected under the non-discrimination and affirmative
action provisions of VEVRAA; specifically, a veteran who may be classified as a “disabled
veteran,” “recently-separated veteran,” “active duty wartime or campaign badge veteran,” and/or
an “Armed Forces Service Medal Veteran” as defined by this AAP and VEVRAA.
Recently-Separated Veteran means any veteran during the three-year period beginning on the
date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval,
or air service.
Pre-JVA veterans are those who would be protected by 41 C.F.R. Part 250 if it were not
rescinded, but would not be protected under 41 C.F.R. Part 300.
3
Review of Personnel Processes
41 C.F.R. § 300.44(b)
1. Blue Ridge CTC ensures its personnel processes provide for careful, thorough, and
systematic consideration of the job qualifications of applicants and employees who are
known protected veterans for job vacancies filled either by hiring or promotion, and for
all training opportunities offered or available.
2. Blue Ridge CTC also ensures that when a protected veteran is considered for
employment opportunities, Blue Ridge CTC relies only on that portion of the individual’s
military record, including his or her discharge papers, relevant to the requirements of the
opportunity in issue.
3. Blue Ridge CTC ensures that its personnel processes do not stereotype protected veterans
in a manner which limits their access to all jobs for which they are qualified.
4. Blue Ridge CTC periodically reviews such processes and makes any necessary
modifications to ensure that these obligations are carried out. A description of the review
and any necessary modifications to personnel processes or development of new processes
is included in this AAP.
5. Blue Ridge CTC designs procedures that facilitate a review of the implementation of this
requirement by Blue Ridge CTC and the Government. The procedures Blue Ridge CTC
uses are as follows:
a. the application or personnel form of each known applicant who is a protected
veteran is annotated to identify each vacancy for which the applicant was considered,
and the form will be quickly retrievable for review by the Department of Labor and
Blue Ridge CTC’s personnel officials for use in investigations and internal
compliance activities.
b. The personnel or application records of each known protected veteran includes (i)
the identification of each promotion for which the protected veteran was considered,
and (ii) the identification of each training program for which the protected veteran
was considered.
c. In each case where an employee or applicant who is a protected veteran is rejected
for employment, promotion, or training, Blue Ridge CTC prepares a statement of
the reason as well as a description of the accommodations considered (for a rejected
disabled veteran). The statement of the reason for rejection (if the reason is
medically related), and the description of the accommodations considered, is treated
as confidential medical records in accordance with § 60-300.23(d). These materials
are available to the applicant or employee concerned upon request.
d. Where applicants or employees are selected for hire, promotion, or training and
Blue Ridge CTC undertakes any accommodation which makes it possible for it to
place a disabled veteran on the job, Blue Ridge CTC makes a record containing a
4
description of the accommodation. The record is treated as a confidential medical
record in accordance with § 60-300.23(d).
Physical and Mental Job Qualifications
41 C.F.R. § 300.23 and 44(c)
1. Blue Ridge CTC adheres to a schedule for the periodic review of all physical and mental
job qualification standards to ensure that, to the extent qualification standards tend to
screen out qualified disabled veterans, they are job-related for the position and are
consistent with job necessity.
2. Whenever Blue Ridge CTC applies physical or mental qualification standards in the
selection of applicants of employees for employment or other change in employment
status such as promotion, demotion or training, to the extent that qualification standards
tend to screen out qualified disabled veterans, the standards shall be related to the specific
job or jobs for which the individual is being considered and consistent with business
necessity. Blue Ridge CTC reviews its job descriptions and qualifications to ensure they
accurately reflect job duties and responsibilities. The schedule is as follows annually; as
new job qualifications are established; and/or, when new equipment is installed.
3. No pre-employment physical examinations or questionnaires are used by Blue Ridge
CTC prior to a job offer contingent on such examinations and other requirements.
4. Blue Ridge CTC may use as a defense to a violation of its obligations in Paragraph 2
above that an individual poses a direct threat to the health or safety of the individual or
others in the workplace.
5. When Blue Ridge CTC conducts a medical examination or inquiry of a protected veteran
it will do so according to the terms and conditions of the VEVRAA and Section 503
regulations, and the results of such an examination or inquiry are kept confidential
according to federal regulations, which includes the following exceptions:
a. Supervisors and managers may be informed regarding restrictions on the work or
duties of the applicant or employee and necessary accommodations;
b. First aid and safety personnel may be informed, when appropriate, if the disability
might require emergency treatment; and,
c. Government officials engaged in enforcing the laws administered by the OFCCP
regarding individuals with disabilities or protected veterans, or enforcing The
Americans with Disabilities Act (“ADA”) and The Americans with Disabilities
Act Amendment Act of 2008 (“ADAAA”), shall be provided relevant information
on request.
5
Reasonable Accommodation
41 C.F.R. § 41 C.F.R. §60-300.44(d)
1. It is Blue Ridge CTC's policy as a matter of nondiscrimination to make reasonable
accommodation to the known physical and mental limitations of all otherwise qualified
disabled veterans unless it can demonstrate that the accommodation would impose an
undue hardship on Blue Ridge CTC's business, in accordance with the terms and
conditions of Section 503 regulations. Undue hardship will be determined by its
definition under applicable regulations under Section 503 including, but not limited to the
following: Undue hardship means, with respect to the provision of an accommodation,
significant difficulty or expense incurred by the contractor, when considered in light of
the factors set forth in 41 CFR § 741.2 (aa)(2), such as the overall financial resources of
the facility and the impact of the accommodation upon the operation of the facility (this is
not an all-inclusive list).
2. As a matter of affirmative action, if an employee who is known to be a disabled veteran is
having significant difficulty performing his or her job and it is reasonable to conclude
that the performance problem may be related to the known disability, Blue Ridge CTC
confidentially notifies the employee of the performance problem and inquires whether the
problem is related to the employee’s disability.
3. If the employee responds affirmatively, Blue Ridge CTC confidentially inquires whether
the employee is in need of a reasonable accommodation.
Anti-Harassment Procedures
41 C.F.R. § 60-300.44(e)
Blue Ridge CTC has developed and implemented procedures to ensure its employees are not harassed
because of their status as a protected veteran.
6
External Dissemination of Policy, Outreach, and Positive Recruitment
41 C.F.R. § 300.44(f)
1. Blue Ridge CTC sends written notification of its policy related to affirmative action
efforts to all subcontractors, including subcontracting vendors and suppliers, requesting
appropriate action on their part.
2. Blue Ridge CTC undertakes appropriate outreach and positive recruitment activities such
as some of those listed below that are reasonably designed to effectively recruit protected
veterans. It is not contemplated that Blue Ridge CTC will necessarily undertake all the
activities listed below or that its activities will be limited to the items listed below. The
scope of Blue Ridge CTC’s efforts shall depend upon all circumstances, including Blue
Ridge CTC’s size and resources and the extent to which existing employment practices
are adequate.
a. Enlisting the assistance and support of the following persons and organizations in
recruiting, and developing on-the-job training opportunities for veterans, in order
to fulfill its commitment to provide meaningful employment opportunities for
such veterans:
i. The Local Veterans’ Employment Representative in the local employment
service office (i.e. the One-Stop) nearest Blue Ridge CTC’s establishment;
ii. The Department of Veterans Affairs Regional Office nearest Blue Ridge
CTC’s establishment;
iii. The veterans' counselors and coordinators (“Vet-Reps”) on college campuses;
iv. The service officers of the national veterans' groups active in the area of Blue
Ridge CTC’s establishment;
v. Local veterans' groups and veterans' service centers near Blue Ridge CTC’s
establishment;
vi. The Department of Defense Transition Assistance Program (TAP), or any
subsequent program that, in whole or in part, might replace TAP; and
vii. Any organization listed in the Employer Resources section of the National
Resource Directory (http://www.nationalresourcedirectory.gov/), or any future
service that replaces or complements it.
b. Blue Ridge CTC also considers taking the actions listed below, as appropriate, to
fulfill its commitment to provide meaningful employment opportunities to
protected veterans:
i. Formal briefing sessions should be held, preferably on Blue Ridge CTC’s
premises, with representatives from recruiting sources.
7
ii. Blue Ridge CTC’s facility tours, clear and concise explanations of current and
future job openings, position descriptions, worker specifications, explanations
of the institution’s selection process, and recruiting literature are an integral
part of the briefing. At any such briefing sessions, the Blue Ridge CTC official
in charge of its affirmative action program is in attendance when possible.
Formal arrangements should be made for referral of applicants, follow up with
sources, and feedback on disposition of applicants.
iii. Blue Ridge CTC’s recruitment efforts at all educational institutions incorporate
special efforts to reach students who are protected veterans.
iv. An effort is made to participate in work-study programs with Department of
Veterans Affairs rehabilitation facilities which specialize in training or
educating disabled veterans.
v. Protected veterans are made available for participation in career days, youth
motivation programs, and related activities in their communities.
vi. Blue Ridge CTC takes any other positive steps it deems necessary to attract
qualified protected veterans not currently in the work force who have requisite
skills and can be recruited through affirmative action measures. These persons
may be located through the local chapters of organizations of and for any of the
classifications of protected veterans.
vii. Blue Ridge CTC, in making hiring decisions, considers applicants who are
known protected veterans for all available positions for which they may be
qualified when the position(s) applied for is unavailable.
viii. Blue Ridge CTC considers listing its job openings with the National Resource
Directory's Veterans Job Bank, or any future service that replaces or
complements it.
3. Assessment of external outreach and recruitment efforts. Blue Ridge CTC, on an
annual basis, reviews the outreach and recruitment efforts it has taken over the previous
twelve months to evaluate their effectiveness in identifying and recruiting qualified
protected veterans. Blue Ridge CTC documents each evaluation, including at a minimum
the criteria it used to evaluate the effectiveness of each effort and Blue Ridge CTC’s
conclusion as to whether each effort was effective. Among these criteria shall be the data
collected pursuant to 41 C.F.R. § 60-300.44(k) for the current year and the two most
recent previous years. If Blue Ridge CTC concludes the totality of its efforts were not
effective in identifying and recruiting qualified protected veterans, it shall identify and
implement alternative efforts listed in paragraphs (f)(1) or (f)(2) of this section in order to
fulfill its obligations.
4. Recordkeeping obligation. Blue Ridge CTC documents all activities it undertakes to
comply with the obligations of this section, and retain these documents for a period of
three (3) years.
8
Internal Dissemination of Policy
C.F.R. § 60-300.44(g)
1. Blue Ridge CTC recognizes that a strong outreach program will be ineffective without
adequate internal support from supervisory and management personnel and other
employees.
2. Blue Ridge CTC implements and disseminates this policy internally as follows:
a. includes it in Blue Ridge CTC’ s policy manual or otherwise make the policy
available to employees; and
b. if Blue Ridge CTC is party to a collective bargaining agreement, it notifies union
officials and/or employee representatives to inform them of Blue Ridge CTC's
policy, and request their cooperation.
3. Further, in order to assure greater employee cooperation and participation in Blue Ridge
CTC’s efforts, Blue Ridge CTC has developed the internal procedures listed in this
section of the AAP for communication of its obligation to engage in affirmative action
efforts to employ and advance in employment qualified protected veterans. It is not
contemplated that Blue Ridge CTC’s activities will be limited to those listed. These
procedures shall be designed to foster understanding, acceptance and support among Blue
Ridge CTC’s executive, management, supervisory and other employees and to encourage
such persons to take the necessary actions to aid Blue Ridge CTC in meeting this
obligation. Blue Ridge CTC additionally considers implementing and disseminating this
policy internally as follows:
a. Informing all employees and prospective employees of its commitment to engage
in affirmative action to increase employment opportunities for protected veterans;
b. Publicizing it in Blue Ridge CTC’s newspaper, magazine, annual report and other
media;
c. Conducting special meetings with executive, management, and supervisory
personnel to explain the intent of the policy and individual responsibility for
effective implementation, making clear the chief executive officer's support for
the affirmative action policy;
d. Discussing the policy thoroughly in both employee orientation and management
training programs; and
e. When employees are featured in employee handbooks or similar publications for
employees, including disabled veterans.
9
Audit and Reporting System
C.F.R. § 60-300.44(h)
1. Blue Ridge CTC has designed and implemented an audit and reporting system that:
a. Measures the effectiveness of Blue Ridge CTC’s AAP;
b. Indicates any need for remedial action;
c. Determines the degree to which Blue Ridge CTC’s objectives have been attained;
d. Determines whether known protected veterans have had the opportunity to
participate in all of Blue Ridge CTC ‘s sponsored educational, training,
recreational and social activities;
e. Measures Blue Ridge CTC 's compliance with the AAP's specific obligations; and
f. Documents the actions taken to comply with the obligations of paragraphs (i)
through (v) above, and retain these documents as employment records for three
years subject to the recordkeeping requirements of § 60-300.80.
2. Where the affirmative action program is found to be deficient, Blue Ridge CTC
undertakes necessary action to bring the program into compliance.
Responsibility for Implementation of the Plan
1. Identification and Responsibilities of EEO/AA Administrator
41 C.F.R. § 60-250.44(i); 41 C.F.R. § 60-300.44(i)
In furtherance of Blue Ridge CTC’s commitment to Affirmative Action and Equal Employment
Opportunity, overall responsibility for implementing Blue Ridge CTC's AAP rests with its
EEO/AA Administrator, whose identity should appear on all internal and external
communications regarding Blue Ridge CTC’s AAP. The EEO/AA Administrator shall be given
top management support and staff to manage the implementation of this program as it pertains to
all applicable laws, orders and regulations, including VEVRAA. Specifically, Morgan Gower or
the designated representative's duties include:
a. Ensures that Blue Ridge CTC lists its job openings in accordance with the requirements
of 41 C.F.R. § 300.5.
b. Ensuring Blue Ridge CTC posts in conspicuous places, available to employees and
applicants for employment, notices in a form to be prescribed by the OFCCP Director
provided by or through the contracting officer. Such notices shall state the rights of
applicants and employees as well as Blue Ridge CTC’s obligation under the law to take
10
affirmative action to employ and advance in employment qualified employees and
applicants who are protected veterans.
c. Ensuring Blue Ridge CTC’s applicants or employees who are disabled veterans are
provided the notice in a form that is accessible and understandable to the individual
applicant or employee (e.g., providing Braille or large print versions of the notice, or
posting a copy of the notice at a lower height for easy viewing by a person using a
wheelchair) when an applicant or employee requests the poster in an alternative format,
or when Blue Ridge CTC knows that an applicant or employee is unable to read the
poster because of a disability. Blue Ridge CTC may also provide the poster to an
applicant or employee who is a disabled veteran in other alternate means, such as on disc
or in audio recording, as long as the format provided enables the individual who is a
disabled veteran to access the contents of a poster.
d. Ensuring that, with respect to employees, if any, who do not work at a physical location
of Blue Ridge CTC, Blue Ridge CTC satisfies its posting obligations by posting such
notices in an electronic format, provided that Blue Ridge CTC provides computers, or
access to computers, that can access the electronic posting to such employees, or Blue
Ridge CTC has actual knowledge that such employees otherwise are able to access the
electronically posted notices.
e. Ensuring electronic notices for employees are posted in a conspicuous location and
format on Blue Ridge CTC’s intranet or sent by electronic mail to employees. An
electronic posting is used by Blue Ridge CTC to notify job applicants of their rights if
Blue Ridge CTC utilizes an electronic application process. Such electronic applicant
notice are conspicuously stored with, or as part of, the electronic application.
f. Ensuring that to the extent this requirement is applicable to Blue Ridge CTC, Blue Ridge
CTC notifies labor organizations of its EEO policy as required by 41 C.F.R. § 60-
300.44(g).
g. Ensuring Blue Ridge CTC includes the provisions of this clause in every subcontract or
purchase order in excess of $100,000, unless exempted by the rules, regulations, or orders
of the Secretary of Labor pursuant to VEVRAA, so that such provisions will be binding
upon each subcontractor or vendor, under the terms and conditions of 41 CFR 60-
741.5(a).
h. Ensuring that all solicitations or advertisements for employees placed by or on behalf of
Blue Ridge CTC, state that all qualified applicants will receive consideration for
employment without regard to their protected veteran status.
i. Developing, maintaining and, where appropriate, modifying Blue Ridge CTC's AAP for
protected veterans, policy statements, personnel policies, internal and external
communication techniques including discussions with managers, supervisors and
employees to ensure Blue Ridge CTC’s policies are followed, and monitoring the
effectiveness of these actions.
j. Advising supervisors that they are responsible to prevent harassment of employees due to
their status as a protected veteran.
11
k. Identifying problem areas with line management in the implementation of the program,
and helping management develop solutions to any identifiable problem area.
l. Designing, implementing and overseeing an audit and reporting system to monitor the
progress of the University and the AAP’s effectiveness, including auditing the contents of
Blue Ridge CTC’s electronic and hard copy bulletin boards on a regular basis to ensure
that compliance information that is posted is up to date.
m. Serving as liaison between Blue Ridge CTC and governmental enforcement agencies,
community groups, vocational rehabilitation organizations, and organizations for
protected veterans.
n. Evaluating the effectiveness of Blue Ridge CTC's plan on a regular basis, and reporting
to management.
o. Monitoring policies and procedures including the selection, evaluation, promotion and
training process with regard to the various terms and conditions of employment to
attempt to ensure compliance with affirmative action obligations.
p. Assisting in ensuring that Blue Ridge CTC has processes and procedures: a) to ensure
career counseling for employees who are protected veterans, when requested and
appropriate; and, b) to review personnel actions, policies, procedures, and employee and
applicants’ qualifications to ensure protected veterans are treated in accordance with anti-
discrimination laws when hiring, promotion, transfer, and termination actions occur.
q. Keeping management up to date on the latest developments in the areas of EEO and
affirmative action.
r. Assisting in the investigation, handling and disposition of employee discrimination and
harassment complaints.
s. Conducting periodic reviews of offices to ensure compliance in the areas of proper
display of posters and notices, and opportunity for participation in University-sponsored
recreational, educational and social activities.
t. Overseeing and ensuring that the below self-identification procedures are conducted as
set forth in the VEVRAA regulations, using the language and manner prescribed by the
OFCCP Director and published on the OFCCP Web site, as follows:
i. Pre-offer self-identification invitation procedures for Blue Ridge
CTC’s job applicants as set forth in 41 C.F.R. § 60-300.42 (a); and
ii. Post-offer identification procedures for Blue Ridge CTC’s job
applicants as set forth in 41 C.F.R. § 60-300.42 (a).
Further, Blue Ridge CTC does not compel or coerce an individual to self-identify
as a protected veteran. Blue Ridge CTC keeps all information on self-
identification confidential, and maintains it in a data analysis file (rather than in
the medical files of individual employees) as set forth in 41 C.F.R. § 60-
741.23(d). Blue Ridge CTC only uses the self-identification information may be
used only in accordance with the VEVRAA regulations.
12
u. Ensuring that Blue Ridge CTC complies with its obligations under 41 C.F.R. § 60-
300.45, which requires that Blue Ridge CTC establish benchmarks, the purpose of which
is to create a quantifiable method by which Blue Ridge CTC can measure its progress
toward achieving equal employment opportunity for protected veterans. The benchmarks
will be set on an annual basis by using one of two mechanisms described in this AAP,
and will be documented also as set forth in this AAP.
v. If an applicant identifies himself or herself as a disabled veteran in the post-offer self-
identification detailed in Paragraph 20 above, Blue Ridge CTC inquires of the applicant
whether an accommodation is necessary, and, if so, engages with the applicant regarding
reasonable accommodation. Blue Ridge CTC may make such inquiries to the extent they
are consistent with the Americans with Disabilities Act. Blue Ridge CTC maintains a
separate file in accordance with Section 60-300.23(d) on persons who have self-identified
as disabled veterans.
2. Management Responsibilities
41 C.F.R. § 60-300.44(i)
Line and upper management are advised of their responsibilities for Blue Ridge CTC’s AAP
regarding protected veterans within his or her area of responsibility, including but not limited to
their obligations to:
a. Review Blue Ridge CTC’s AAP for protected veterans with subordinate managers and
supervisors to ensure they are aware of the policy, understand their obligation to comply
with it in all personnel actions and understand the need for support at all levels.
b. Assist in the auditing of plan progress, identification of problem areas, formulation of
solutions, establishment of departmental goals and objectives, and development of
training programs, when appropriate.
c. Review the qualifications of applicants and employees in their area of responsibility to
ensure protected veterans are treated in a nondiscriminatory manner when hire,
promotion, transfer, and termination actions occur; and
d. Review employees’ performance to ensure that illegal discrimination regarding protected
veterans does not occur.
e. Make available career counseling to employees who are protected veterans, when so
requested, and as appropriate.
f. Review position descriptions to see that they adequately reflect the job to be performed.
g. Audit training programs, hiring, and promotion patterns.
h. Assist subordinates and upper management in the prevention of harassment.
13
i. Show support for this AAP.
Affirmative Action Training
41 C.F.R. § 60-300.44(j)
Blue Ridge CTC provides training to all personnel involved in the recruitment, screening, selection,
promotion, disciplinary and other related processes to ensure that its AAP commitments are
implemented.
ASSESSMENT OF EXTERNAL OUTREACH AND RECRUITMENT EFFORTS
Assessment: Blue Ridge CTC evaluated the effectiveness of outreach and recruitment efforts for qualified
veterans during its prior AAP year. During that period, of the applicants who chose to complete the self-
identification form, 7.37% self-identified as a protected veteran. As a result, Blue Ridge CTC will continue to
review and analyze its existing outreach efforts and commit to continue to identify viable partners throughout
the year.
DATA COLLECTION ANALYSIS 41 C.F.R. § 60-300.44(k)
Blue Ridge CTC documents the following computations or comparisons pertaining to applicants and hires on an
annual basis and maintains them for a period of three (3) years:
1. The number of applicants who self-identified as protected veterans pursuant to § 60-300.42(a), or
who are otherwise known as protected veterans;
2. The total number of job openings and total number of jobs filled;
3. The total number of applicants for all jobs;
4. The number of protected veteran applicants hired; and
5. The total number of applicants hired.
See Protected Veterans Three Year Data Collection
Blue Ridge Community & Technical College
Protected Veterans Three Year Data Collection
Required Data
May 1, 2017 through
April 30, 2018
May 1, 2019 through April
30, 2020
May 1, 2018 through
April 30, 2019
Number of applicants who self-identify as protected veterans pre-offer
107
59
48
64
59
71
Total number of job openings
Total number of applicants for all jobs
1097
571
651
64
59
71
Total number of jobs filled
Total number of protected veteran applicants hired
1
4
2
49
40
48
Total number of applicants hired
BENCHMARKS FOR HIRING 41 C.F.R. § 60-300.45
Benchmark: The purpose of establishing benchmarks is to create a quantifiable method by which Blue Ridge
CTC can measure its progress toward achieving equal employment opportunity for protected veterans.
The benchmark is not a rigid and inflexible quota which must be met, nor is it considered either a ceiling or a
floor for the employment of particular groups. Quotas are expressly forbidden.
Hiring benchmarks are set by Blue Ridge CTC on an annual basis. Blue Ridge CTC documents the hiring
benchmark it has established each year. Blue Ridge CTC retains these records for a period of three (3) years.
The current benchmark for protected veterans for this location is set at 5.7%, which matches the national
protected veteran benchmark.
Protected Veteran Hiring Ratio
Total Hires
49
Total Protected Veteran Hires
2
Percentage of Protected
Veterans Hires
4.1%
This location will continue to implement additional recruitment efforts to attract qualified
applicants, including protected veterans, for all job openings.
AffirmativeActionProgramfor
IndividualswithDisabilities
Blue Ridge Community & Technical College
May 1, 2020 through April 30, 2021
Plan Year
Affirmative Action Program
for
Individuals with Disabilities
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
INDIVIDUALS WITH DISABILITIES
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
13:48:47 -05'00'
Dr. Peter Checkovich
Digitally signed by Dr. Peter Checkovich
Date: 2020.12.16 15:05:40 -05'00'
Blue Ridge Community & Technical College
AFFIRMATIVE ACTION PROGRAM
FOR
INDIVIDUALS WITH DISABILITIES
May 1, 2020 through April 30, 2021
Plan Year
TABLE OF CONTENTS
INTRODUCTION 1
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT 1
REVIEW OF PERSONNEL PROCESSES 2
REVIEW OF PHYSICAL AND MENTAL JOB QUALIFICATIONS 3
REASONABLE ACCOMMODATION TO PHYSICAL AND MENTAL LIMITATIONS 4
ANTI-HARASSMENT PROCEDURES 4
EXTERNAL DISSEMINATION OF POLICY, OUTREACH, AND POSITIVE RECRUITMENT 4
INTERNAL DISSEMINATION OF POLICY 7
AUDIT AND REPORTING SYSTEM 8
RESPONSIBILITY FOR IMPLEMENTATION OF THE PLAN 8
AFFIRMATIVE ACTION TRAINING 12
1
Introduction
Blue Ridge Community & Technical College (Blue Ridge CTC) sets forth this Affirmative Action
Program (“AAP”) for the year from May 1, 2020 through April 30, 2021, reaffirming its commitment to
the spirit and letter of affirmative action law. Through the implementation of this plan Blue Ridge CTC
continues its efforts to comply with Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and
its implementing regulations, as amended, 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
for, and to prevent discrimination against, individuals with disabilities. The following statement of
policy reinforces that belief.
Equal Employment Opportunity Policy Statement 41 C.F.R. § 60-741.44(a)
In setting forth this plan Blue Ridge CTC reaffirms its belief and commitment in equal employment
opportunity for all employees and applicants for employment in all terms and conditions of employment.
Morgan Gower, as the EEO Administrator, oversees the plan development, modification,
implementation, and reporting requirements and conducts management updates. Blue Ridge CTC’s [top
U.S. executive, such as its CEO or Chief of its U.S. division of a foreign company] supports Blue Ridge
CTC’s AAP.
Blue Ridge CTC provides for an audit and reporting system regarding Blue Ridge CTC’s affirmative
action responsibilities under Section 503 regulations, and assigns overall responsibility for the
implementation of affirmative action responsibilities under these regulations.
Blue Ridge CTC recruits, hires, trains and promotes persons in all job titles, and ensures that all
personnel actions are administered without regard to disability; and ensures that all employment actions
are based only on valid job requirements. Blue Ridge CTC’s employees and applicants are not
subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in
or may engage in any of the following activities:
1. filing a complaint with Blue Ridge CTC or with Federal, state, or local agencies regarding
the status covered under this AAP;
2. assisting or participating in any investigation, compliance review, hearing, or any other
activity related to the administration of any Federal, State, or local requiring equal
employment opportunity for individuals with disabilities;
3. opposing any act or practice made unlawful by Section 503 or its implementing regulation,
or any other Federal, State or local law requiring equal opportunity for individuals with
disabilities; or
4. exercising any other right protected by section 503 or its implementing regulations in this
part.
2
Blue Ridge CTC’s full AAP, absent the data metrics required by 41 CFR § 60-741.44(k), shall be
available for inspection upon request at the location and during the hours that are posted at Blue Ridge
CTC’s establishment [or during regular working hours] at Blue Ridge CTC’s Human Resources Office.
Review of Personnel Processes 41 C.F.R. § 741.44(b)
1. Blue Ridge CTC ensures its personnel processes provide for careful, thorough,
and systematic consideration of the job qualifications of applicants and employees
with known disabilities for job vacancies filled either by hiring or promotion, and
for all training opportunities offered or available.
2. Blue Ridge CTC also ensures its personnel processes do not stereotype
individuals with disabilities in a manner which limits their access to jobs for
which they are qualified.
3. Blue Ridge CTC also ensures its applicants and employees with disabilities have
equal access to its personnel processes, including those implemented through
information and communications technologies.
4. Blue Ridge CTC provides necessary reasonable accommodation to ensure
applicants and employees with disabilities receive equal opportunity in the
operation of personnel processes. Blue Ridge CTC periodically reviews such
processes and makes any necessary modifications to ensure that these obligations
are carried out. Blue Ridge CTC designs procedures that facilitate a review of the
implementation of this requirement by Blue Ridge CTC and the Government. A
description of the review and any necessary modifications to personnel processes
or development of new processes are included in this AAP, and are as follows:
a. The application or personnel form of each known applicant who is an
individual with a disability is annotated to identify each vacancy for which
the applicant was considered, and the form is quickly retrievable for review
by the Department of Labor and Blue Ridge CTC’s personnel officials for
use in investigations and internal compliance activities.
b. The personnel or application record of each known individual with a
disability includes: (i) the identification of each promotion for which the
individual with a disability was considered, and (ii) the identification of
each training program for which the individual with a disability was
considered.
c. In each case where an employee or applicant who is an individual with a
disability is rejected for employment, promotion, or training, Blue Ridge
CTC prepares a statement of the reason as well as a description of the
accommodations considered. The statement of the reason for rejection (if the
reason is medically related), and the description of the accommodations
considered, are treated as confidential medical records in accordance with
41 C.F.R. § 60-741.23(d). These materials are available to the applicant or
employee concerned upon request.
3
d. Where applicants or employees are selected for hire, promotion, or training
and Blue Ridge CTC undertakes any accommodation which makes it
possible for him or her to place an individual with a disability on the job,
Blue Ridge CTC makes a record containing a description of the
accommodation. The record is treated as a confidential medical record in
accordance with § 60-741.23(d).
Review of Physical and Mental Job Qualifications 41 C.F.R. § 60-741.44(c)
1. Blue Ridge CTC has the following schedule for its review of physical and mental
job qualification standards to ensure that, to the extent qualification standards tend
to screen out qualified people with disabilities, such qualifications are job-related
for the position in question and consistent with business necessity, and adheres to
this schedule. The schedule is as follows annually; as new job qualifications are
established; and/or, when new equipment is installed.
2. Whenever Blue Ridge CTC applies physical or mental qualification standards in
the selection of applicants or employees for employment or other changes in
employment status such as promotion, demotion or training, to the extent that
qualification standards tend to screen out qualified individuals on the basis of
disability, the standards are related to the specific job or jobs for which the
individual is being considered and consistent with business necessity.
3. Blue Ridge CTC may use as a defense to a violation of its obligations in
Paragraph 2 above that an individual poses a direct threat to the health or safety of
the individual or others in the workplace.
4. No pre-employment physical examinations or questionnaires are used by Blue
Ridge CTC prior to a job offer contingent on such examinations and other
requirements.
5. When Blue Ridge CTC conducts a medical examination or inquiry of a person
with a disability, it will do so according to the terms and conditions of the Federal
Regulations implementing Section 503, and the results of such an examination or
inquiry are kept confidential according to Federal regulations, which includes the
following exceptions:
a. Supervisors and managers may be informed regarding restrictions on the
work or duties of the applicant or employee and necessary
accommodations;
b. First aid and safety personnel may be informed, when appropriate, if the
disability might require emergency treatment; and,
c. Government officials engaged in enforcing the laws administered by the
OFCCP regarding individuals with disabilities, or enforcing The
Americans with Disabilities Act (“the ADA”) and The Americans with
Disabilities Act Amendment Act of 2008 (“the ADAAA”), shall be
provided relevant information on request.
4
Reasonable Accommodation to Physical and Mental Limitations 41 C.F.R. § 60-
741.44(d)
1. It is Blue Ridge CTC's policy, as a matter of nondiscrimination, to make
reasonable accommodation to the known physical and mental limitations of all
otherwise qualified individuals with a disability, unless Blue Ridge CTC can
demonstrate that the accommodation would impose an undue hardship on Blue
Ridge CTC's business. Undue hardship will be determined by its definition under
applicable regulations under Section 503 including, but not limited to the
following: Undue hardship means, with respect to the provision of an
accommodation, significant difficulty or expense incurred by the contractor, when
considered in light of the factors set forth in 41 CFR § 741.2 (aa)(2), such as the
overall financial resources of the facility and the impact of the accommodation
upon the operation of the facility (this is not an all-inclusive list).
2. As a matter of affirmative action, if an employee with a known disability is
having significant difficulty performing his or her job and it is reasonable to
conclude that the performance problem may be related to the known disability,
Blue Ridge CTC shall confidentially notify the employee of the performance
problem and inquire whether the problem is related to the employee's disability.
If the employee responds affirmatively, Blue Ridge CTC shall confidentially
inquire whether the employee is in need of a reasonable accommodation.
Anti-Harassment Procedures 41 C.F.R. § 60-741.44(e)
Blue Ridge CTC has developed and implemented procedures to ensure that its employees are not
harassed on the basis of disability.
External Dissemination of Policy, Outreach, and Positive Recruitment 41 C.F.R. §
60-741.44(f)
1. Blue Ridge CTC undertakes appropriate outreach and positive recruitment
activities that are reasonably designed to effectively recruit qualified individuals
with disabilities. It is not contemplated that Blue Ridge CTC will necessarily
undertake all the activities listed in Paragraph (f)(2) of this section or that its
activities will be limited to those listed. The scope of Blue Ridge CTC’s efforts
shall depend upon all the circumstances, including the contractor's size and
resources and the extent to which existing employment practices are adequate.
2. Examples of outreach and recruitment activities. Below are examples of outreach
and positive recruitment activities referred to in Paragraph 1 of this section
conducted by Blue Ridge CTC, including: [list the activities conducted by Blue
Ridge CTC]
a. Enlisting the assistance and support of the following persons and
organizations in recruiting, and developing on-the-job training
opportunities for individuals with disabilities, in order to fulfill its
5
commitment to provide equal employment opportunity for such
individuals:
i. the State Vocational Rehabilitation Service Agency
(“SVRA”), State mental health agency, or State developmental
disability agency in the area of the contractor's establishment;
ii. the Employment One-Stop Career Center (One-Stop) or
American Job Center nearest the contractor's establishment;
iii. the Department of Veterans Affairs Regional Office nearest
Blue Ridge CTC’s establishment (www.va.gov);
iv. entities funded by the Department of Labor that provide
recruitment or training services for individuals with
disabilities, such as the services currently provided through
the Employer Assistance and Resource Network (EARN)
(www.earnworks.com);
v. local Employment Network (“EN”) organizations (other than
Blue Ridge CTC, if Blue Ridge CTC is an EN) listed in the
Social Security Administration's Ticket to Work Employment
Network Directory (www.yourtickettowork.com/endir);
vi. local disability groups, organizations, or Centers for
Independent Living (CIL) near the contractor's establishment;
vii. placement or career offices of educational institutions that
specialize in the placement of individuals with disabilities;
and
viii. private recruitment sources, such as professional organizations
or employment placement services that specialize in the
placement of individuals with disabilities.
b. In addition, Blue Ridge CTC has considered taking the actions listed
below to fulfill its commitment to provide equal employment
opportunities to individuals with disabilities. It is not contemplated
that Blue Ridge CTC will necessarily undertake all of the activities
listed below.
i. Formal briefing sessions held, preferably on Blue Ridge
CTC’s premises, with representatives from recruiting sources.
Blue Ridge CTC’s facility tours, clear and concise
explanations of current and future job openings, position
descriptions, worker specifications, explanations of Blue
Ridge CTC’s selection process, and recruiting literature are an
integral part of any such briefing. At any such briefing
sessions, Blue Ridge CTC’s official in charge of Blue Ridge
6
CTC’s AAP should be in attendance when possible. Formal
arrangements are made for referral of applicants, follow up
with sources, and feedback on disposition of applicants, from
any such briefings.
ii. Blue Ridge CTC’s recruitment efforts at all educational
institutions incorporate special efforts to reach students who
are individuals with disabilities.
iii. Blue Ridge CTC makes an effort to participate in work-study
programs for students, trainees, or interns with disabilities in
programs found through outreach, such as to State and local
schools and universities, and through EARN.
iv. Individuals with disabilities may be made available for
participation in Blue Ridge CTC’s career days, youth
motivation programs, and related activities in Blue Ridge
CTC’s communities.
v. Blue Ridge CTC takes any other positive steps it deems
necessary to attract individuals with disabilities not currently
in the work force who have requisite skills and can be
recruited through affirmative action measures. These
individuals may be located through State and local agencies
supported by the U.S. Department of Education's
Rehabilitation Services Administration (RSA)
(http://rsa.ed.gov/), local Ticket-to-Work Employment
Networks, or local chapters of groups or organizations that
provide services for individuals with disabilities.
vi. Blue Ridge CTC, in making hiring decisions, considers
applicants who are known to have disabilities for all available
positions for which they may be qualified when the position(s)
applied for is unavailable.
3. Assessment of external outreach and recruitment efforts. Blue Ridge CTC on an
annual basis, reviews the outreach and recruitment efforts it has taken over the
previous twelve months to evaluate its effectiveness in identifying and recruiting
qualified individuals with disabilities. Blue Ridge CTC documents each
evaluation, including at a minimum the criteria it used to evaluate the
effectiveness of each effort and Blue Ridge CTC’s conclusion as to whether each
effort was effective. Among these criteria shall be the data Blue Ridge CTC
collected pursuant to 41 C.F.R. § 741.44(k) for the current year and the two most
recent previous years. If Blue Ridge CTC concludes the totality of its efforts
were not effective in identifying and recruiting qualified individuals with
disabilities, it identifies and implements alternative efforts listed in Paragraph 3
above in order to fulfill its obligations.
7
4. Blue Ridge CTC sends written notification of its policy relating to its affirmative
action efforts to all subcontractors, including subcontracting vendors and
suppliers, requesting appropriate action on their part.
5. Blue Ridge CTC documents all activities it undertakes to comply with the
obligations of this section, and retains these documents for a period of three (3)
years.
Internal Dissemination of Policy 41 C.F.R. § 60-741.44(g)
1. Blue Ridge CTC recognizes that even a strong outreach program for individuals
with disabilities may be ineffective without adequate internal support from its
supervisors and employees. Therefore, to ensure greater employee cooperation
and participation in Blue Ridge CTC’s efforts regarding its obligation to engage
in affirmative action efforts to employ and advance in employment qualified
individuals with disabilities, Blue Ridge CTC has developed the following
internal procedures. These procedures have been designed to foster
understanding, acceptance and support among Blue Ridge CTC’s executive,
management, supervisory, and other employees to encourage such persons to take
the necessary actions to aid the contractor in meeting this obligation.
2. Blue Ridge CTC implements and disseminates this policy internally as follows:
a. includes the policy in Blue Ridge CTC’s policy manual or otherwise
makes the policy available to employees; and
b. where Blue Ridge CTC is a party to a collective bargaining agreement,
it notifies union officials and/or employee representatives of the
contractor's policy and request their cooperation;
3. Below are some of the other methods Blue Ridge CTC may additionally use to
implement and disseminate this policy internally:
a. informs all employees and prospective employees of Blue Ridge
CTC’s commitment to engage in affirmative action to increase
employment opportunities for individuals with disabilities;
b. periodically schedules special meetings with all employees to discuss
the policy and explain individual employee responsibilities;
c. publicizes the policy in Blue Ridge CTC’s newspaper, magazine,
annual report and other media;
d. conducts special meetings with executive, management, and
supervisory personnel to explain the intent of the policy and individual
responsibility for effective implementation making clear Blue Ridge
CTC’s chief executive officer’s support for the affirmative action
policy;
8
e. discusses the policy thoroughly in both employee orientation and
management training meetings;
f. includes articles on accomplishments of individuals with disabilities in
Blue Ridge CTC’s publications; and
g. when employees are featured in employee handbooks and similar
publications, includes individuals with disabilities.
Audit and Reporting System 41 C.F.R. § 60-741.44(h)
Blue Ridge CTC has designed and has implemented an audit and reporting systems that:
1. Measures the effectiveness of Blue Ridge CTC’s affirmative action program.
2. Indicates any need for remedial action.
3. Determines the degree to which Blue Ridge CTC’s affirmative action objectives
have been attained.
4. Determines whether known individuals with disabilities have had the opportunity
to participate in all University sponsored-educational, training, recreational and
social activities.
5. Measures Blue Ridge CTC’s compliance with the AAP’s specific obligations.
6. Documents the actions taken to comply with the obligations of Paragraphs (1)
through (5) of this section, and retain these documents as employment records for
a period of three years from the date of making of the record.
7. Where Blue Ridge CTC, upon its review, finds its AAP to be deficient and need
further progress, Blue Ridge CTC undertakes necessary action to bring the
program into compliance.
Responsibility for Implementation of the Plan 41 C.F.R. § 60-741.44(i)
1. Identification and Responsibilities of the EEO/AA Administrator. 41 C.F.R. § 60-741.44(i)
In furtherance of Blue Ridge CTC’s commitment to Affirmative Action and Equal Employment
Opportunity, overall responsibility for implementing Blue Ridge CTC's AAP rests with its
EEO/AA Administrator, whose identity appears on all internal and external communications
regarding Blue Ridge CTC’s AAP. The EEO/AA Administrator has been given the necessary
senior management support and staff to manage the implementation of this AAP. Specifically,
Morgan Gower or the designated representative's duties include the following, all of which are
administered in accordance with the Section 503 regulations:
a. Ensuring Blue Ridge CTC posts in conspicuous places, available to employees and
applicants for employment, notices in a form to be prescribed by the OFCCP Director
provided by or through the contracting officer. Such notices shall state the rights of
applicants and employees as well as Blue Ridge CTC’s obligation under the law to take
9
affirmative action to employ and advance in employment qualified employees and
applicants with disabilities.
b. Ensuring Blue Ridge CTC’s applicants or employees with disabilities are provided the
notice in a form that is accessible and understandable to the individual applicant or
employee (e.g., providing Braille or large print versions of the notice, or posting a copy
of the notice at a lower height for easy viewing by a person using a wheelchair) when an
applicant or employee requests the poster in an alternative format, or when Blue Ridge
CTC knows that an applicant or employee is unable to read the poster because of a
disability. Blue Ridge CTC may also provide the poster to an applicant or employee with
a disability in other alternate means, such as on disc or in audio recording, as long as the
format provided enables the individual with a disability to access the contents of a poster.
c. Ensuring that, with respect to employees, if any, who do not work at a physical location
of Blue Ridge CTC, Blue Ridge CTC satisfies its posting obligations by posting such
notices in an electronic format, provided that Blue Ridge CTC provides computers, or
access to computers, that can access the electronic posting to such employees, or Blue
Ridge CTC has actual knowledge that such employees otherwise are able to access the
electronically posted notices.
d. Ensuring electronic notices for employees are posted in a conspicuous location and
format on Blue Ridge CTC’s intranet or sent by electronic mail to employees. An
electronic posting is used by Blue Ridge CTC to notify job applicants of their rights if
Blue Ridge CTC utilizes an electronic application process. Such electronic applicant
notice are conspicuously stored with, or as part of, the electronic application.
e. Ensuring that to the extent this requirement is applicable to Blue Ridge CTC, Blue Ridge
CTC notifies labor organizations of its EEO policy as required by 41 C.F.R. § 60-
300.44(g).
f. Ensuring Blue Ridge CTC includes the provisions of this clause in every subcontract or
purchase order in excess of $10,000 under the terms and conditions of 41 CFR 60-
741.5(a).
g. Ensuring that all solicitations or advertisements for employees placed by or on behalf of
Blue Ridge CTC, state that all qualified applicants will receive consideration for
employment and will not be discriminated against on the basis of disability.
h. Developing, maintaining and, where appropriate, modifying Blue Ridge CTC's AAP for
individuals with disabilities, policy statements, personnel policies, internal and external
communication techniques including discussions with managers, supervisors and
employees to ensure Blue Ridge CTC’s policies are followed, and monitoring the
effectiveness of these actions.
i. Advising supervisors that they are responsible for preventing harassment of employees
due to their status as individuals with disabilities.
j. Ensuring affirmative action training is conducted in accordance with 41 C.F.R. § 60-
300.44(g).
10
k. Identifying problem areas with line management in the implementation of the program,
and helping management develop solutions to any identifiable problem area.
l. Designing, implementing and overseeing an audit and reporting system to monitor the
progress of Blue Ridge CTC and the AAP’s effectiveness, including auditing the
contents of Blue Ridge CTC’s electronic and hard copy bulletin boards on a regular basis
to ensure that compliance information that is posted is up to date and accessible to
applicants and employees with disabilities.
m. Serving as liaison between Blue Ridge CTC and governmental enforcement agencies,
community groups, vocational rehabilitation organizations, and organizations for
individuals with disabilities.
n. Evaluating the effectiveness of Blue Ridge CTC's plan on a regular basis, as described in
this AAP, and reporting to management.
o. Monitoring policies and procedures including the selection, evaluation, promotion and
training process with regard to the various terms and conditions of employment to
attempt to ensure compliance with affirmative action obligations.
p. Overseeing Blue Ridge CTC’s processes and procedures: a) to ensure that career
counseling for employees with known disabilities, when requested and appropriate; and,
b) to review personnel actions, policies, procedures, and employee and applicants’
qualifications to ensure individuals with disabilities are treated in accordance with anti-
discrimination laws when hiring, promotion, transfer, and termination actions occur.
q. Keeping management up to date on the latest developments in the areas of EEO and
affirmative action.
r. Assisting in the investigation, handling and disposition of employee discrimination and
harassment complaints.
s. Conducting periodic reviews of offices to ensure compliance in the areas of proper
display of posters and notices, and opportunity for participation in University-sponsored
recreational, educational and social activities.
t. Overseeing and ensuring that the below self-identification procedures are conducted as
set forth in the Section 503 regulations, using the language and manner prescribed by the
OFCCP Director and published on the OFCCP Web site, as follows:
i. Pre-offer self-identification invitation procedures for Blue Ridge CTC’s
job applicants as set forth in 41 C.F.R. § 60-741.42 (a);
ii. Post-offer identification procedures for Blue Ridge CTC’s job applicants
as set forth in 41 C.F.R. § 60-741.42 (a); and
iii. Self-identification invitation procedures for Blue Ridge CTC’s employees
as set forth in 41 C.F.R. § 60-741.42 (a).
Ensuring that Blue Ridge CTC does not compel or coerce an individual to self-
identify as an individual with a disability, and that Blue Ridge CTC keeps all
11
information on self-identification confidential, and maintains it in a data analysis
file (rather than in the medical files of individual employees) as set forth in 41
C.F.R. § 60-741.23(d). Blue Ridge CTC only uses the self-identification
information may be used only in accordance with the Section 503 regulations.
u. Ensuring that Blue Ridge CTC annually evaluates its utilization of individuals with
disabilities in each job group, or in its entire workforce in accordance with 41 C.F.R. §
60-741.45, including the following:
i. Ensuring that when the percentage of individuals with disabilities in one or
more job groups, or in Blue Ridge CTC’s entire workforce, as applicable, is
less than the utilization goal established in the Section 503 regulations,
Blue Ridge CTC takes steps to determine whether and where impediments
to equal employment opportunity exist. When making this determination,
Blue Ridge CTC assesses its personnel processes, the effectiveness of its
outreach and recruitment efforts, the results of its affirmative action
program audit, and any other areas that might affect the success of its AAP.
ii. Ensuring that Blue Ridge CTC develops and executes action-oriented
programs designed to correct any identified problem areas. These action-
oriented programs may include the modification of personnel processes to
ensure equal employment opportunity for individuals with disabilities,
alternative or additional outreach and recruitment efforts from among those
listed in 41 CFR § 60-741.44 (f)(1) and (f)(2), and/or other actions
designed to correct the identified problem areas and attain the established
goal.
2. Management Responsibilities 41 C.F.R. § 60-741.44(i)
Line and upper management are advised of their responsibilities for Blue Ridge CTC’s AAP
regarding individuals with disabilities within his or her area of responsibility, including but not
limited to their obligations to:
a. Review Blue Ridge CTC’s AAP for individuals with disabilities with subordinate
managers and supervisors to ensure they are aware of the policy, understand their
obligation to comply with it in all personnel actions and understand the need for
support at all levels.
b. Assist in the auditing of plan progress, identification of problem areas,
formulation of solutions, establishment of departmental goals and objectives, and
development of training programs, when appropriate.
c. Review the qualifications of applicants and employees in their area of
responsibility to ensure qualified individuals with disabilities are treated in a
nondiscriminatory manner when hire, promotion, transfer, and termination actions
occur.
d. Review employees’ performance to ensure that illegal discrimination regarding
individuals with disabilities does not occur.
12
e. Make available career counseling to employees with known disabilities, when so
requested, and as appropriate.
f. Review position descriptions to see that they adequately reflect the job to be
performed.
g. Audit training programs, hiring, and promotion patterns.
h. Assist employees and other members of management in the prevention of
harassment.
i. If an employee with a known disability is having significant difficulty performing
his or her job and it is reasonable to conclude that the performance problem may
be related to the known disability, confidentially notify the employee of the
performance problem and inquire whether the problem is related to the
employee's disability. If the employee responds affirmatively, Blue Ridge CTC
shall confidentially inquire whether the employee is in need of a reasonable
accommodation.
j. Show support for Blue Ridge CTC’s AAP.
Affirmative Action Training 41 C.F.R. § 60-741.44(j)
Blue Ridge CTC provides training and guidance to all personnel who are involved in the recruitment,
screening, selection, promotion, disciplinary and other related processes to ensure that its AAP
commitments are implemented.
ASSESSMENT OF EXTERNAL OUTREACH AND RECRUITMENT EFFORTS
Assessment: Blue Ridge CTC evaluated the effectiveness of outreach and recruitment efforts for qualified
individuals with disabilities during its prior AAP year. During that period, of the applicants who chose to
complete the self-identification form, 8.29% self-identified as an individual with disability. As a result, Blue
Ridge CTC will continue to review and analyze its existing outreach efforts and commit to continue to identify
viable partners throughout the year.
DATA COLLECTION ANALYSIS 41 C.F.R. § 60-741.44(k)
Blue Ridge CTC documents the following computations or comparisons pertaining to applicants and hires on an
annual basis and maintains them for a period of three years:
1. The number of applicants who self-identified as individuals with disabilities pursuant to §
60-741.42(a), or who are otherwise known to be individuals with disabilities;
2. The total number of job openings and total number of jobs filled;
3. The total number of applicants for all jobs;
4. The number of applicants with disabilities hired; and
5. The total number of applicants hired.
See Individuals with Disabilities Three Year Data Collection
Blue Ridge Community & Technical College
Individuals with Disabilities Three Year Data Collection
Required Data
May 1, 2017 through
April 30, 2018
May 1, 2019 through April
30, 2020
May 1, 2018 through
April 30, 2019
Number of applicants who self-identify as individuals with disabilities pre-offer
84
56
54
64
59
71
Total number of job openings
Total number of applicants for all jobs
1097
571
651
64
59
71
Total number of jobs filled
Total number of applicants with disabilities hired
1
3
2
49
40
48
Total number of applicants hired
UTILIZATION ANALYSIS 41 C.F.R. § 60-741.45
41 CFR § 60-741.45 Utilization goals. The utilization goal is not a rigid and inflexible quota which must be
met, nor is it considered either a ceiling or a floor for the employment of particular groups. These goals are not
quotas.
Goal: OFCCP has currently established a utilization goal of 7 percent for employment of qualified individuals
with disabilities for each job group in Blue Ridge CTC’s workforce.
Purpose. The purpose of the utilization goal is to establish a benchmark against which Blue Ridge CTC
measures the representation of individuals with disabilities within each job group in its workforce. The
utilization goal serves as an equal employment opportunity objective that should be attainable by complying
with all aspects of the affirmative action requirements of the applicable Section 503 regulations.
Blue Ridge Community & Technical College
Utilization Analysis (Individuals with Disabilities)
Plan Date: 05/01/2020
7% Goal
Met?
IWD
Employment
Group
Size
Job Group
%
Count
Problem Areas (if any) and Action - Oriented Programs
(where utilization goal not met)
Executive/Administrative/Managerial
13
0
0
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Faculty
30
1
3
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Instructors/Lecturers
52
1
2
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Adjunct Faculty
153
0
0
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Professional Non-Faculty
34
1
3
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Clerical and Secretarial
16
0
0
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Technical and Paraprofessional
6
2
33
Yes
Skilled Crafts
6
0
0
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
Service/Maintenance
21
1
5
No
Will review outreach and recruitment effort and adjust
accordingly to attract more qualified applicants.
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Completed 4 February 2021

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