Diversity Initiatives
Operations Division
The Operations Division continues its efforts to diversity not only the administrative arm of the division but all departments within. We have ensured that the necessary supervisory skills and senior level management training have occurred to allow sensitivity in both the hiring and employee management process. Our efforts to ensure due diligence in the Affirmative Action/EEO program include the following:
- Reviewing diversity statistics with department managers to ensure that the division meets or exceeds the baseline of 42% diversification for the fiscal year ending 2003
- Supporting promotions from within have allowed the hiring of the first female superintendent in the Physical Plant and the first African American foreman.
- New Employee Orientation continues to stress the importance of Equal Employment Opportunity. EEO laws are explained and discussed.
- Classes covering EEO/AA to educate or reemphasize the subject to supervisors and management are offered to employees on a continuing basis.
- One of the standing Physical Plant Goals and Objectives is to increase the female/minority populations within the underutilized areas. These are mainly in the crafts/trades areas and upper management position. This is tracked on a monthly basis to analyze how the efforts from the advertisements are working.
- Internal Survey: In alternating years, all Physical Plant employees are surveyed and one of the topics addressed is Diversity. Approximately the first week in September, the results are analyzed to determine whether additional training or special emphasis is needed in the Physical Plant. As soon as the results are received and analyzed, each subject is addressed.
- Employees are encouraged to seek out and attend classes for further education. Information is always kept on file for all employees regarding educational opportunities, including information on GED classes and testing.
The Physical Plant Department has Implemented or continued the following activities in an effort to better administer the University's Affirmative Action/Equal Employment Opportunities within their department.
- The Physical Plant's New Employee Orientation, held the first Monday of each new pay period, continues to stress the importance of Equal Employment Opportunity. EEO laws are explained and discussed.
- In order to develop a workforce representative of the Lubbock area, efforts continue in posting advertisements in the local minority publications as well as the Lubbock Avalanche-Journal.
- Increasing the female/minority populations within the underutilized areas of the Physical Plant continues to be part of the standing goals and objectives. These are mainly in the crafts/trades and utilities areas as well as upper management positions, and are tracked on a monthly basis to analyze how the efforts from the advertisements are working. Building Maintenance and Construction continues with its commitment to look for qualified women to fill vacant trades and crafts positions, which have traditionally been filled with men. The Utilities section continues its concerted effort to hire females into a male-dominated field and train them through the PQS program. Management efforts to help meet these goals was realized in January 2007 when two females were chosen to fill historically male-filled management positions-a new first for the Physical Plant.
- The Physical Plant continues its effort to train the newer members of the workforce (crafts and technical) through the Apprentice Program. The Supervisor's Course is designed to help first-line supervisors develop their skills by providing training in diversity, sexual harassment, performance management, interviewing, etc. Individuals who stay on track through this comprehensive supervisory program usually complete it in approximately two (2) years. The Physical Plant Adult Education classes meet for two-hour sessions twice a week in the basement auditorium. Region 17 Adult Education provides the instructor and an assistant in order to give as much one-on-one instruction to each student as possible. These classes are now open to the community-at-large where previously only University employees were invited to participate. Instruction is provided to students who need to acquire a GED or learn English as a second language. Any Physical Plant employee who wants to purse a degree in higher education is encouraged to do so.
- All employees in the Physical Plant Utilities second are encouraged to advance through the Personnel Qualifications System (PQS) program based on their demonstrated performance and understanding. The program offers training from Operator Trainee through upper management positions as they come available.
- Classes covering EEO/AA to educate or reemphasize the subject to supervisors and management are offered to employees on a continuing basis, and employees are encouraged to take advantage of the training offered through the Quality Service and Professional Development office.
- Job Shadow participant for area high school students to give them a small insight into what is involved in being an engineer, electrician, accountant, architect, etc.
University Parking Services is an equal opportunity employer and firmly believes in the principles of affirmative action. We make every effort to ensure our workforce reflects the diverse elements of the Lubbock demographics. Our efforts include:
- Constant consultation with Texas Tech's EEO and Affirmative Action offices. All positions are screened by the university prior to advertising and hiring. Additionally, managerial positions are advertised in the local media and in trade publications in an effort to attract a more diverse pool of applicants.
- Each year during in-house organizational training we stress the principles of Affirmative Action and provide employees a forum for feedback and input.
- Employees are encouraged and allowed to advance through the PDQs in place within the department. Training is individually tailored to the needs of the employee.
- Management at University Parking Services, at all levels, exercises an honest open door policy and all employees are encouraged to discuss their perceptions of the Affirmative Action Plan directly with management.