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EEO Utilization Report

Organization Information
Name: Administrative Office Of PA Courts

City: Harrisburg

State: PA

Zip: 17106-1260

Type: State Court

Fri 10-09-2020 17:14:44 EDT

               

 

 

 

               

   

The Unified Judicial System of Pennsylvania recruits, employs, and promotes the most qualified applicants without regard

to their political affiliation, race, color, age, national origin, sex, sexual orientation, gender identity or expression, religion,

disability, or other non-merit facts or considerations. Reasonable accommodations will be provided to applicants with

disabilities as may be necessary to ensure that all applicants are given a fair and equal opportunity to compete for all

employment positions. Applicants who need accommodation for an interview should request so in advance. UJS hiring

and employment policies and procedures are intended to conform to all applicable state and federal laws governing fair

and nondiscriminatory hiring and employment practices and are subject to change as necessary to remain in compliance

with such laws.

Following File has been uploaded:EEO Policy.pdf

Step 1: Introductory Information

olicy Statement:

  P

USDOJ, Office of Justice Programs, EEO Utilization Report page 2 of 

81. To encourage White Females to apply for vacancies in the Professional and Technician categories, and to

encourage Black / African-American Females to apply for vacancies in the Professional category.

a.  Because White and Black / African-American Females are underutilized in the Professional category, and White
Females are underutilized in the Technician category, it is our goal to increase representation by evaluating our
recruitment practices to ensure that White and Black / African-American Females receive equal opportunity to secure
employment in these job categories.
 

2. To encourage White Males to apply for vacancies in the Administrative Support category.

a.  Because White Males are underutilized in the Administrative Support category, it is our goal to increase
representation by evaluating our recruitment and selection practices to ensure that White Males receive equal
opportunity to secure employment in this job category.
 

3. The Administrative Office of PA Courts is focusing on increasing the understanding and importance of

Diversity and Inclusion within our workforce.

a.  This includes a recent series of emails to all staff on this topic, as well as continued communications in the future
to enhance awareness and promote acceptance.
 

4. The Human Resources Department will evaluate possible reasons for underutilization, particularly in the

affected job categories to ensure no unnecessary barriers exist that would deny the identified groups equal

employment opportunity with the AOPC.

a.  The evaluation will include: reviewing job requirements for each vacancy, including educational and skill
requirements; reviewing advertising practices; reviewing applicant demographical data for all vacancies; reviewing
the selection process; and evaluating promotion rates and practices. HR will then determine an appropriate plan for
implementation which may include modifying relevant practices to ensure equal access to employment.
 
b.  It is important to note that currently there are only four (4) vacant positions in the Professionals, Technicians, or
Administrative Support categories for which we are actively recruiting qualified applicants. Since this represents less
than 1% of the AOPC position complement, a true and significant analysis becomes more difficult due to the small
sample size.
 
c.  Information derived from exit interviews will be used to support efforts to improve retention, particularly among the
identified underutilized categories, and to ensure that no gender or sex discrimination has occurred.
 

tep 6: Internal Dissemination

In accordance with the AOPCs Equal Employment Opportunity Plan dated 2016, the AOPC pledged to take the necessary

steps to ensure that the EEOP would be disseminated internally.  Those steps were implemented to include the following,

and AOPC will continue to distribute the policy in the same manner:

o(cid:9)New employees will continue to be given a copy of the Unified Judicial Systems Policy on Non-Discrimination and Equal

Employment Opportunity and informed as to the location of the Equal Employment Opportunity Plan.

o(cid:9)The Non-Discrimination and EEO policies are and will continue to be included in the Personnel Policies of the UJS,

o(cid:9)The AOPC will continue to post the EEO policies and portions of the EEOP on employee bulletin boards in AOPC

o(cid:9)All employees will continue to be sent an annual reminder of the Non-Discrimination and EEO policies.

which are distributed to all new employees.

offices, as well as our intranet.

tep 7: External Dissemination

  S

 

  

  

  

  

 

 

 

 

 

  S

  S

Step 4b: Narrative of Interpretation
See Attachment

Following File has been uploaded:EEOP Short Form 2020 Attachments.doc

tep 5: Objectives and Steps

USDOJ, Office of Justice Programs, EEO Utilization Report page 3 of 

8In accordance with the AOPCs Equal Employment Opportunity Plan dated 2016, the AOPC pledged to take the necessary

steps to ensure that the EEOP would be disseminated externally.  Those steps were implemented to include the following,

and AOPC will continue to distribute the policy in the same manner:

o(cid:9)The Equal Employment Opportunity Plan will continue to be placed on the Unified Judicial Systems (UJS) website.

o(cid:9)The Equal Opportunity Employer statement will continue to be placed on all job postings, announcements, and

o(cid:9)AOPC will continue to require its contractors and vendors to comply with the equal employment opportunity laws and

applications.

guidelines in their employment practices.
 

USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 

8Utilization Analysis Chart
Relevant Labor Market:  Pennsylvania

White

Hispanic
or Latino

Black or
African

American
Indian or

Asian

Other

White

Hispanic
or Latino

Black or
African

American
Indian or

Asian

Male

Female

American

Alaska

Native

American

Alaska

Native

Native
Hawaiian

Two or
More

or Other

Races

Pacific

Islander

Native
Hawaiian

Two or
More

or Other

Races

Other

Pacific

Islander

 Workforce #/%

5/42%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

6/50%

0/0%

0/0%

0/0%

0/0%

0/0%

1/8%

0/0%

 CLS #/%

365,105/5

8,570/1% 16,745/2

215/0% 10,745/2

20/0% 1,750/0% 640/0% 232,140/3

6,215/1% 22,015/3

240/0% 6,140/1% 25/0% 1,670/0% 565/0%

4%

%

-2%

5%

15%

%

-3%

-13%

-1%

-0%

-0%

-0%

-0%

-1%

-0%

-1%

-0%

8%

-0%

 Workforce #/%

121/60% 1/0%

2/1%

0/0%

4/2%

0/0%

1/0%

0/0%

63/31%

3/1%

2/1%

0/0%

5/2%

0/0%

1/0%

0/0%

 CLS #/%

405,765/3

10,440/1

25,215/2

555/0% 29,635/3

115/0% 2,220/0% 1,530/0% 527,855/4

13,665/1

43,785/4

470/0% 23,130/2

110/0% 3,230/0% 1,990/0%

7%

22%

%

-0%

%

-1%

-0%

-0%

0%

-0%

-17%

-0%

-0%

0%

-0%

8%

%

0%

%

-3%

%

0%

 Workforce #/%

19/58%

0/0%

3/9%

0/0%

0/0%

0/0%

0/0%

0/0%

10/30%

0/0%

0/0%

0/0%

0/0%

0/0%

1/3%

0/0%

 CLS #/%

65,295/35

1,680/1% 5,210/3% 95/0% 3,830/2% 20/0% 455/0% 255/0% 90,060/48

2,565/1% 11,585/6

200/0% 4,015/2% 0/0%

710/0% 210/0%

-1%

6%

-0%

-2%

-0%

-0%

-0%

-18%

-1%

-0%

-2%

0%

3%

-0%

%

-6%

%

-2%

%

-1%

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

64,625/67

2,525/3% 12,295/13

50/0% 725/1% 10/0% 620/1% 110/0% 9,315/10

900/1% 5,590/6% 45/0% 120/0% 35/0% 128/0% 50/0%

0/

%

Job Categories

Officials/Administrators

 Utilization #/%

Professionals

 Utilization #/%

Technicians

%

23%

0/

%

0/

%

 Utilization #/%

Protective Services:

Sworn

 Workforce #/%

 CLS #/%

 Utilization #/%

Protective Services: Non-

sworn

 Workforce #/%

 Utilization #/%

Administrative Support

 Civilian Labor Force #/%

4,510/36

200/2% 435/3% 15/0%

10/0%

0/0%

35/0%

15/0% 6,255/49

150/1% 960/8% 20/0%

30/0%

0/0%

45/0%

0/0%

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

%

0/

%

0/

%

 Workforce #/%

5/10%

0/0%

2/4%

1/2%

0/0%

0/0%

0/0%

0/0%

37/71%

3/6%

2/4%

0/0%

0/0%

0/0%

2/4%

0/0%

USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 

8Male

Female

White

Hispanic

Black or

American

Asian

Native

Two or

Other

White

Hispanic

Black or

American

Asian

Native

Two or

Other

Job Categories

or Latino

African

Indian or

American

Alaska

Native

Hawaiian

More

or Other

Races

Pacific
Islander

or Latino

African

Indian or

American

Alaska

Native

Hawaiian

More

or Other

Races

Pacific
Islander

 CLS #/%

449,620/2

17,970/1

42,365/3

465/0% 12,555/1

0/0% 3,160/0% 1,530/0% 846,465/5

33,335/2

93,965/6

1,000/0% 16,945/1

125/0% 6,525/0% 2,615/0%

9%

-20%

%

-1%

%

1%

%

-1%

5%

16%

%

4%

%

-2%

%

-1%

2%

0%

-0%

-0%

-0%

-0%

3%

-0%

429,225/8

16,710/3

21,300/4

380/0% 4,375/1% 130/0% 2,045/0% 850/0% 21,540/4

1,325/0% 2,035/0% 20/0% 1,075/0% 0/0%

179/0% 50/0%

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

 Utilization #/%

Skilled Craft

 Workforce #/%

 CLS #/%

 Utilization #/%

Service/Maintenance

 Workforce #/%

 CLS #/%

 Utilization #/%

0/

6%

0/

5%

0/

%

0/

%

0/

%

0/

%

0/

%

3%

732,190/4

71,915/4

89,965/6

1,230/0% 20,840/1

360/0% 6,940/0% 2,585/0% 541,895/3

44,605/3

78,330/5

650/0% 19,155/1

205/0% 5,100/0% 2,325/0%

0/

0/

0/

0/

0/

0/

0/

0/

0/

0/

%

0/

%

0/

%

0/

%

USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 

8Significant Underutilization Chart

White

Hispanic

Black or

American

Asian

Native

Two or

Other

White

Hispanic

Black or

American

Asian

Native

Two or

Other

Job Categories

or Latino

African
American

Indian or
Alaska

Hawaiian
or Other

More
Races

or Latino

African
American

Indian or
Alaska

Hawaiian
or Other

More
Races

Male

Female

Native

Pacific

Islander

Native

Pacific

Islander

Professionals

Technicians

Administrative Support

4

4

4

4

USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 

8 understand the regulatory obligation under 28 C.F.R. ~ 42.301-.308 to collect and maintain

extensive employment data by race, national origin, and sex, even though our organization may not

use all of this data in completing the EEO Utilization Report.

 have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported

workforce data and our organization's employment policies.

ertified As Final By: Denise Parise                              Director of Human Resources                10-09-2020

____________________________________________________________     ________________________________

[signature]                                                                   [title]                                       [date]

      I

  I

      C

USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 

8

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Sourced from www.pacourts.us (2023-03)
Page(s): 8
Fields(s): 2
Average fields per page: 0
Reading Level: Grade 15
LIST Grouping(s): BE-04-02-00-00, WO-00-00-00-00, WO-02-00-00-00, BE-04-00-00-00.

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encourage_apply_vacancies was 1__to_encourage_white_females_to_apply_for_vacancies_in_the_professional_and_technician_categories__and_to (0.61 conf)
identified_discrimination_occurred was identified_underutilized_categories__and_to_ensure_that_no_gender_or_sex_discrimination_has_occurred (0.40 conf)

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