North Carolina Office of State Human Resources
Annual Report on State Government
Equal Employment Opportunity
Data for calendar year 2013
i
Table of Contents
Executive Summary
• Demographic Snapshot iii
• Workforce Representation iv
• Standard Occupational Classification vi
• New Hires viii
• Compensation ix
• Equal Employment Opportunity Plans xiv
• Appendix xvii
ii
State Human Resources Act (SHRA) Employee Demographic Snap-Shot (12/31/13)
Employees
Number/Percent of Employees
Total # of Employees
86,451
Agencies
64,673 (75%)
Universities
21,778 (25%)
Average Annual Salary
$42,371
Average Age
46
Age
Less than 20
Age 20 – 29
Age 30 – 39
Age 40 - 49
Age 50 – 59
Age 60+
0.04%
9%
20%
30%
30%
11%
Education Levels
Less Than High School
High School +
Associate Degree
Bachelor Degree
Masters Degree or Greater
Unknown
2%
42%
11%
25%
9%
11%
Gender
Male
Female
50%
49%
Race/Ethnicity
White Male
White Female
Black Male
Black Female
Hispanic Male
Hispanic Female
Asian Male
Asian Female
American Indian Male
American Indian Female
Ethnicity Unknown
36%
28%
11%
18%
0.7%
0.7%
0.9%
1.1%
0.9%
0.6%
1.2%
% are rounded iii
Workforce Representation:
The State of North Carolina reported 86,451 full-time, permanent SHRA employees as of December 31, 2013. This represents a decrease of 1,514 (-1.7%) since 2012. For statistical purposes, employees reporting “ethnicity unknown” have been included in the overall total in 2012 and 2013.
Workforce
White Males
White Females
Black Males
Black Females
Other Minority Males
Other Minority Females
Eth.
Unk.
TOTAL
Disabled
Agency
24,735
38.2%
16,666
25.8%
7,860
12.2%
12,356
19.1%
1,528
2.4%
1,122
1.7%
406
0.6%
64,673
1,066
University
6,250
28.7%
7,710
35.4%
2,001
9.2%
3,555
16.3%
646
3.0%
971
4.5%
645
3.0%
21,778
92
TOTAL
30,985
35.8%
24,376
28.2%
9,861
11.4%
15,911
18.4%
2,174
2.5%
2,093
2.4%
1,051
1.2%
86,451
1,158
Previous Total - 2012
31,784
36.1%
25,478
29.0%
10,006
11.4%
15,778
17.9%
2,160
2.4%
2,089
2.4%
670
0.8%
87,965
1,237
Previous Total - 2011
31,851
36.3%
25,482
29.0%
10,192
11.6%
16,128
18.4%
2,089
2.4%
1,993
2.3%
87,735
Previous Total - 2010
33,001
36.3%
26,768
29.4%
10,476
11.5%
16,548
18.2%
2,120
2.3%
2,037
2.2%
90,950
Total State Representation by Demographic Group (2000 and 2013)
36.831.512.116.41.71.535.828.211.418.42.52.40510152025303540White MalesWhite FemalesBlack MalesBlack FemalesOther MinorityMalesOther MinorityFemales20002013
iv
North Carolina State Government cabinet and council of state agencies employed 64,673 employees as of December 31, 2013. This accounted for 75% of the total 86,451 employees. North Carolina State Government universities employed 21,778 employees as of December 31, 2013. This accounted for 25% of the total 86,451 employees.
The employees labeled as ‘other minority males’ and ‘other minority females’ include Hispanic, American Indian and Asian employees. Overall, these employees represented 4.9% of the entire workforce or 4,267 employees (an increase of 18 since 2012). Within the agency workforce, American Indian and Asian employees represented the largest ‘other minority group’, (both 35.4%). Within the university workforce, Asian employees represented the largest ‘other minority group’. Specifically, these groups represented the following:
Other Minority Workforce
Hispanic Males
Hispanic Females
Asian Males
Asian Females
American Indian Males
American
Indian
Females
TOTAL
Agency
427
16.1%
349
13.2%
482
18.2%
455
17.2%
619
23.4%
318
12.0%
2,650
University
217
13.4%
326
20.2%
301
18.6%
459
28.4%
128
7.9%
186
11.5%
1,617
TOTAL
644
15.1%
675
15.8%
783
18.4%
914
21.4%
747
17.5%
504
11.8%
4,267
Previous Total - 2012
627
14.8%
658
15.5%
776
18.3%
906
21.3%
757
17.8%
525
12.4%
4,249
Previous Total - 2011
574
14.1%
607
14.9%
767
18.8%
860
21.0%
748
18.3%
526
12.9%
4,082
Total Representation of Other Minority Groups in Detail (2000 & 2013)
11.811.515.419.425.716.215.115.818.421.417.511.8051015202530Hispanic MalesHispanicFemalesAsian MalesAsian FemalesAmericanIndian MalesAmericanIndian Females20002013 v
The following chart details the change in total workforce representation since 2002. Beginning in 2002 through 2008, the trend line for state employment indicates a basic pattern of increasing numbers of SPA employees in both the agency and university workforces. With the exception of the agency workforce in 2005, all points on the line indicate an increase in employees through 2008.
In 2009 through 2011, the State of North Carolina experienced an economic crisis that resulted in a hiring freeze as well as a reduction-in-force throughout state government. As a result, both the agency and university workforce totals decreased. The impact of the reduction in the number of agency and university employees was a corresponding reduction in the total number of employees. In 2013, the employment figures decreased for both agency and university workforces, causing a corresponding decrease in the overall workforce representation level.
Workforce Representation (2002 - 2013)
19,65720,12520,34621,02921,55021,94222,71922,35822,30421,49821,83521,77863,55764,56565,76465,47567,66768,95170,82369,18568,6466,23766,13064,67383,21484,69086,11086,50488,91790,89493,54291,54390,95087,73587,96586,451010,00020,00030,00040,00050,00060,0007000080,00090,000100,000200220032004200520062007200820092010201120122013Number of SPA EmployeesYearUniversityAgencyTOTAL
Standard Occupational Classification:
The 2010 Standard Occupational Classification (SOC) system is used by Federal and state statistical agencies to classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data. All workers are classified into one of 840 detailed occupations. Data for the State of North Carolina is presented in eight broad groupings. vi
Employees by SOC Category (12/31/13)
Category
White Males
White Females
Black Males
Black Females
Other Minority Males
Other Minority Females
UNK
Total
Percent of Grand
Total
Officials & Admin.
Agency
606
392
67
131
22
12
12
1,242
1.9%
48.8%
31.5%
5.4%
10.5%
1.8%
1.0%
1.0%
University
97
30
21
20
6
4
3
181
0.8%
53.6%
16.6%
11.6%
11.0%
3.3%
2.2%
1.7%
Management Related
Agency
1,490
1,844
398
1,024
73
112
50
4,991
7.7%
29.9%
36.9%
8.0%
20.5%
1.5%
2.2%
1.0%
University
371
938
57
329
16
53
38
1,802
8.3%
20.6%
52.1%
3.2%
18.3%
0.9%
2.9%
2.1%
Professional
Agency
5,847
6,621
1,474
3,144
487
442
83
18,098
28.0%
32.3%
36.6%
8.1%
17.4%
2.7%
2.4%
0.5%
University
1,639
1,311
252
316
155
166
98
3,937
18.1%
41.6%
33.3%
6.4%
8.0%
3.9%
4.2%
2.5%
Technicians
Agency
1632
470
260
202
68
37
15
2,684
4.2%
60.8%
17.5%
9.7%
7.5%
2.5%
1.4%
0.5%
University
520
701
113
176
55
140
33
1,738
8.0%
29.9%
40.3%
6.5%
10.1%
3.2%
8.1%
1.9%
Admin. Support
Agency
690
4,151
336
2,396
41
220
85
7,919
12.2%
8.7%
52.4%
4.2%
30.3%
0.5%
2.8%
1.1%
University
758
3,822
288
1,826
54
305
203
7,256
33.3%
10.4%
52.7%
4.0%
25.2%
0.7%
4.2%
2.8%
Law Enforcement
Agency
7,236
1,354
2,900
2,438
488
182
32
14,630
22.6%
49.5%
9.3%
19.8%
16.6%
3.3%
1.2%
0.2%
University
298
58
124
57
34
7
12
590
2.7%
50.5%
9.8%
21.0%
9.7%
5.8%
1.2%
2.0%
Service
Agency
895
1,583
1,299
2,948
53
99
23
6,900
10.7%
13.0%
22.9%
18.8%
42.7%
0.7%
1.4%
0.3%
University
719
625
741
750
225
270
186
3,516
16.1%
20.4%
17.8%
21.1%
21.3%
6.4%
7.7%
5.3%
Skilled Craft
Agency
6,338
249
1,126
73
296
18
106
8,206
12.7%
77.2%
3.0%
13.7%
0.9%
3.6%
0.2%
1.3%
University
1,846
224
405
77
101
26
72
2,751
12.6%
67.1%
8.1%
14.7%
2.8%
3.7%
0.9%
2.6%
vii
New Hires:
The State of North Carolina hired 6,570 new full-time, permanent SHRA employees during calendar year 2013, a decrease of 980 (-13%) employees from 2012. New hires include BEACON codes Z0 New Hire and ZS New Hire Date Adjusted and university equivalents.
New Hires
White Males
White Females
Black Males
Black Females
Other Minority Males
Other Minority Females
Ethnicity Unknown
TOTAL
Agency
1,366
32.6%
1,036
24.7%
541
12.9%
909
21.7%
109
2.6%
81
1.9%
147
3.5%
4,189
University
583
24.5%
740
31.1%
159
6.7%
338
14.2%
59
2.5%
101
4.2%
401
16.8%
2,381
TOTAL
1,949
29.7%
1,776
27.0%
700
10.7%
1,247
19.0%
168
2.6%
182
2.7%
548
8.3%
6,570
Previous Total - 2012
2,187
29.0%
2,116
28.0%
862
11.4%
1,481
19.6%
222
2.9%
252
3.3%
430
5.7%
7,550
Previous Total - 2011
1,574
31.8%
1,324
26.7%
708
14.3%
1,043
21.0%
162
3.3%
146
2.9%
N/A
4,957
Other Minority New Hires
Hispanic Males
Hispanic Females
Asian Males
Asian Females
American
Indian
Males
American
Indian
Females
TOTAL
Agency
45
23.7%
33
17.4%
20
10.5%
22
11.5%
44
23.2%
26
13.7%
190
University
29
18.1%
44
27.5%
23
14.4%
47
29.4%
7
4.4%
10
6.3%
160
TOTAL
74
21.1%
77
22.0%
43
12.3%
69
19.7%
51
14.6%
36
10.3%
350
Number of New Hires in State Government – 2007 to 2013:
Year
Number of New Hires
Number of Employees
Percent of Employees
2007
9,949
90,894
10.9%
2008
7,133
93,542
7.6%
2009
3,708
91,543
4.1%
2010
6,958
90,950
7.7%
2011
4,957
87,735
5.6%
2012
7,550
87,965
8.6%
2013
6,570
86,451
7.6%
The highest percentage of new hires was in 2007 (10.9%). This percentage reduced through 2009, and has fluctuated between 8.6% (2012) and 5.6% (2011) since that time. viii
Compensation:
This section of the report analyzes salary distributions in 10 categories ranging from salary grades 50-54 through 85 and higher, non-graded and t-graded classifications.
AGENCY:
Overall, employees in salary grade range 60-64 consisted of the highest level of representation, comprising 26.9% of the workforce. Employees in non-graded (mostly Career-Banded) classifications consisted of the second highest percentage of employees representing 26.7% of the agency workforce.
Total Agency Workforce by Salary Grade Range (2010 – 2013)
0510152025302010201120122013
NOTE:
1. T-grades are assigned specific salary grades, with corresponding minimum and maximum ranges. ix
Demographic Analysis: Although employees of all demographic groups were distributed among each salary grade range, black males and black females represented a significant percentage of employees at the lower salary grades. Black male employees had their highest level of representation in salary range 50-54, the lowest salary ranges in the state compensation structure. Black female employees had their highest level of representation in salary grades 55-59, the second lowest in the state compensation structure.
Overall, total minority representation was concentrated in the lowest salary ranges, as minority employees represented 58.8% of salary grades 50-54 and51.2% of salary grades 55-59. Overall female representation was also concentrated in the lower salary ranges. Female employees represented 76.1% of salary grades 55-59 and 59.9% of salary grades 50-54.
Percentage of Representation by Salary Grade (Agency)
Highest Percentage of Representation
2nd Highest Percentage of Representation
3rd Highest Percentage of Representation
White Male
Banded (53.1%)
Grades 85+ (48.6%)
Grades 80-84 (47.6%)
White Female
Grades 75-79 (38.8%)
Grades 70-74 (37.4%)
Grades 55-59 (37.1%)
Black Male
Grades 50-54 (21.6%)
Grades 60-64 (18.9%)
Grades 55-59 (11.5%)
Black Female
Grades 55-59 (37.4%)
Grades 50-54 (32.5)
Grades 60-64 (23.1%)
Asian Male
Medical Grades (9.9%)
Flat Rates (2.1%)
Banded (1.6%)
Asian Female
Medical Grades (5.0%)
Flat Rates (2.1%)
Grades 85+ (1.4%)
Hispanic Male
Grades 50-54 (1.0%)
Grades 65-69 (0.8%)
Grades 60-64 (0.8%)
Hispanic Female
Grades 50-54 (1.4%)
Grades 70-74 (0.7%)
Grades 85+ (0.7%)
American Indian Male
Grades 60-64 (1.4%)
Banded (1.2%)
Grades 65-69 (1.0%)
American Indian Female
Grades 60-64 (0.8%)
Grades 55-59 (0.6%)
Grades 75-79 (0.5%)
Total Minority
Grades 50-54 (58.8%)
Grades 55-59 (51.2%)
Grades 60-64 (46.0%)
Total Female
Grades 55-59 (76.1%)
Grades 50-54 (59.9%)
Grades 70-74 (52.7%) x
Employees by Grade Range and Demographic Group (Agency)
Cal Month/Year
DEC 2013
White Male
White Female
Black Male
Black Female
Ethnicity Unknown
Total
TOT MNRT
TOT FEM
DISB
GR 50-54
178
287
248
373
8
1,149
676
688
33
% Represented
15.492
24.978
21.584
32.463
0.696
100.000
58.834
59.878
2.872
Average Salary
24,562
24,445
24,636
24,727
24,952
24,591
24,653
24,566
25,220
GR 55-59
963
3,154
979
3,185
42
8,526
4,367
6,487
140
% Represented
11.295
36.993
11.483
37.356
0.493
100.000
51.220
76.085
1.642
Average Salary
27,540
29,190
27,030
27,590
27,656
28,119
27,476
28,380
28,727
GR 60-64
6,182
3,122
3,291
4,022
95
17,421
8,022
7,422
301
% Represented
35.486
17.921
18.891
23.087
0.545
100.000
46.048
42.604
1.728
Average Salary
31,266
33,031
30,838
31,266
30,475
31,469
31,022
31,997
31,704
GR 65-69
4,331
2,715
1,112
1,804
72
10,400
3,282
4,675
192
% Represented
41.644
26.106
10.692
17.346
0.692
100.000
31.558
44.952
1.846
Average Salary
42,444
40,101
40,152
39,039
36,361
40,876
39,541
39,629
40,320
GR 70-74
2,197
2,085
344
765
26
5,615
1,307
2,959
86
% Represented
39.127
37.133
6.126
13.624
0.463
100.000
23.277
52.698
1.532
Average Salary
52,488
50,652
50,998
49,284
49,867
51,171
49,818
50,205
52,140
GR 75-79
723
687
98
204
4
1,769
355
917
33
% Represented
40.871
38.836
5.540
11.532
0.226
100.000
20.068
51.837
1.865
Average Salary
67,165
67,604
66,409
66,671
61,566
67,176
66,432
67,350
66,371
GR 80-84
206
162
18
35
6
433
59
199
3
% Represented
47.575
37.413
4.157
8.083
1.386
100.000
13.626
45.958
0.693
Average Salary
86,582
81,886
82,057
83,703
81,592
84,292
83,179
81,899
86,531
GR 85+
143
97
13
28
4
294
50
132
1
% Represented
48.639
32.993
4.422
9.524
1.361
100.000
17.007
44.898
0.340
Average Salary
100,870
95,948
102,232
91,935
103,952
98,121
94,005
94,675
98,000
T-Grade
475
464
111
315
7
1,408
462
793
34
% Represented
33.736
32.955
7.884
22.372
0.497
100.000
32.813
56.321
2.415
Average Salary
56,005
56,269
46,958
44,228
59,555
52,665
45,469
51,348
36,892
Banded
9,184
3,791
1,618
1,593
141
17,283
4,167
5,717
236
% Represented
53.139
21.935
9.362
9.217
0.816
100.000
24.110
33.079
1.366
Average Salary
51,070
56,857
44,317
52,026
45,333
52,145
50,440
55,703
52,315
NOTE: Due to the inclusion of average salary, other minority males and females did not generate statistically significant percentages due to low levels of representation by salary grade. They are included in the total minority analysis. Also, non-statistically significant salary groupings were excluded from the table.
xi
Non-Graded/Banded Classifications: The Career-Banded (non-graded) compensation system in the State of North Carolina collapsed existing classifications into broad classifications that are grouped into Job Families as are the graded classifications. The ten Job Families include:
1) Administrative and Managerial 6) Medical and Health
2) Information Technology 7) Institutional Services
3) Law Enforcement and Public Safety 8) Operations and Skilled Trades
4) Information and Education 9) Engineering and Architecture
5) Human Services 10) Natural Resources and Scientific
Employees Assigned to Banded Classifications (2007 – 2013)
12,91413,89718,45818,55817,55317,63217,28305,00010,00015,00020,0002007200820092010201120122013
Employees by Demographic Group in Non-Graded Classifications 2010 through 2013 (Agency)
5422.39.68.43.61.853.922.19.78.63.71.953.621.79.694.21.953.121.99.49.23.51.90102030405060White MalesWhite FemalesBlack MalesBlack FemalesOther MinorityMalesOther MinorityFemales2010201120122013
xii
UNIVERSITY:
The university system has fully implemented a Career-Banded compensation system. Because of full implementation, the demographic distribution mirrors that of the overall representation figures for the university system.
Competency Levels: In order to provide a more detailed analysis of the salary structure in the university system, the next table provides competency levels by demographic group. Each banded classification is divided into three competency levels (contributing, journey and advanced). Each competency level is associated with a minimum and maximum rate of compensation.
Competency Levels by Demographic Group (University)
White Males
White Females
Black Males
Black Females
Other Minority Males
Other Minority Females
Eth. Uk.
Total
Advanced Level
1,605
1,994
314
663
128
161
99
4,964
Percentage
32.3
40.2
6.3
13.4
2.6
3.2
2.0
Avg. Market Index*
93
95
91
94
93
92
93
93.9
Journey Level
3,294
4,034
909
1,641
272
413
282
10,845
Percentage
30.4
37.2
8.4
15.1
2.5
3.8
2.6
Avg. Market Index
96
97
94
98
94
95
96
96.3
Contributing Level
1,347
1,675
778
1,248
246
396
262
5,952
Percentage
22.6
28.1
13.1
21.0
4.1
6.7
4.4
Avg. Market Index
103
106
101
104
100
100
106
103.8
Total
6,246
7,703
2,001
3,552
646
970
643
21,761
Percentage
28.7
35.4
9.2
16.3
3.0
4.5
3.0
Avg. Market Index
97
98
97
99
96
96
100
97.8
Average Market Index = relationship of pay to the established market rate.
NOTE: Variation in total due to unassigned employees.
Average Market Index: At the advanced competency level, while females had the highest market index, while black males and other minority females had the lowest market index. At the journey competency level, white females and black females had the highest average market index, although all the market indexes were plus/minus 4% from one another. At the contributing competency level, all demographic groups maintained an average market index at 100 or above, with the highest market index awarded to employees described as “ethnicity unknown”.
xiii
Representation by Competency Level: White female employees had the highest level of representation at the advanced, journey and contributing competency levels, and they correspondingly make up the largest percentage of the overall university workforce. When compared to representation levels, white male and white female employees comprised a larger percentage of the advanced and journey competencies levels than their total overall representation levels in the workforce. Comparatively, black male and black female employees had a higher level of representation in the contributing competency level than their total overall representation levels in the workforce.
Competency Level by Demographic Group (University)
32.340.26.313.430.437.28.415.122.628.113.12128.735.49.216.3051015202530354045White MalesWhite FemalesBlack MalesBlack FemalesAdvancedJourneyContributingRepresentation
Equal Employment Opportunity Plans:
EEO PLAN COMPONENTS:
Pursuant to G.S. 126-19, all state agencies and universities are required to submit an Equal Employment Opportunity (EEO) plan to the Office of State Human Resources by March 1st of each year. These plans are to be reviewed for EEO program components which include policy statements, program initiatives as well as a data review. After the plans are reviewed to ensure compliance with established standards, agencies and universities are notified of their approval and a report is submitted to the N.C. State Human Resources Commission detailing the status of all EEO plans. xiv
The EEO plans are required to include the following elements:
• NC Policy Statement
• Agency or University Policy Statement
• Responsibility and Accountability
• Dissemination of EEO Policy and Plan (Internal and External)
• Workforce Analysis including establishment of Employment Objectives
• Program Activities
o Recruitment
o Selection and Hiring
o Job Structuring (Optional)
o Training and Development (Employee and Management)
o Upward Mobility
o Performance Appraisal
o Transfer and/or Separation
o Compensation
o Program Evaluation
o Harassment Prevention
Employment Objective Overview:
Agencies: During the 2014 planning cycle, 29 of 29 (100%) of North Carolina state agencies submitted an EEO Plan for review and approval. Of the 29 state agencies submitting EEO Plans, 24 agencies or 82.6% established employment objectives. The agencies that did not establish employment objectives cited concerns related to the Reduction-in-Force (RIF) and limitations on hiring due to budgetary constraints. Overall, these employment objectives were established in all eight of the occupational categories, although not all agencies established objectives in each of the eight occupational categories. During the 2013 EEO planning cycle, 21 out of 27 agencies or 77.7% were able to fully or partially achieve their employment objectives.
Universities: During the 2014 planning cycle, all 17 institutions within the University of North Carolina (UNC) system, as well as UNC General Administration (100%), submitted an EEO Plan for review and approval. Of the 18 entities submitting EEO Plans, 17 universities and UNC General Administration or 100% established employment objectives. During the 2013 EEO planning cycle, 9 out of 11 or 81.8% of the universities that set goals within the state’s format were able to fully or partially achieve their employment objectives.
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2014 EEO PLAN STATUS:
Agency, University, or Board and Commission
Approved EEO Plan
Agency, University, or
Board and Commission
Approved EEO Plan
Agency, University, or Board and Commission
Approved EEO Plan
Agencies
Agencies, continued
Universities, continued
Administration
Yes
State Human Resources
Yes
UNC-Greensboro
Yes
Administrative Hearings
Yes
State Treasurer
Yes
UNC-Pembroke
Yes
Agriculture & Consumer Service
Yes
Transportation
Yes
UNC-Wilmington
Yes
Commerce
Yes
UNC Health Care
Yes
Western Carolina University
Yes
Community Colleges
Yes
Wildlife Resources Commission
Yes
Winston-Salem State University
Yes
Cultural Resources
Yes
Environment and Natural Resources
Yes
Universities
Boards and Commissions
Health and Human Services
Yes
Appalachian State University
No
Board of Cosmetic Arts
Yes
Insurance
Yes
East Carolina University
Yes
Board of Elections
Yes
Information Technology Services
Yes
Elizabeth City State University
Yes
NC Education Lottery Commission
Yes
Justice
Yes
Fayetteville State University
Yes
Banking Commission
Yes
Labor
Yes
N.C. School of Science & Math
Yes
N.C. Housing Finance Agency
Yes
North Carolina A&T University
Yes
Public Instruction
Yes
North Carolina Central University
Yes
Public Safety
Yes
North Carolina School of Arts
Yes
Revenue
Yes
UNC-Asheville
Yes
Secretary of State
Yes
UNC-Chapel Hill
Yes
State Auditor
Yes
UNC-Charlotte
Yes
State Budget and Management
Yes
North Carolina State University
Yes
State Controller
Yes
UNC-General Administration
Yes
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APPENDIX
Definitions
These definitions have been offered to provide a common understanding of frequently used concepts and terms included in this report.
Administrative Support – Employees in occupations including all clerical-type work such as bookkeepers, collectors (bills and accounts), messengers and office helpers, office machine operators (including computer), and shipping and receiving clerks.
Agencies – Includes Cabinet, Council of State and Boards and Commissions.
American Indian or Alaska Native - All persons having origins in any of the original peoples of North America, and who maintain cultural identification through tribal affiliation or community recognition
Asian or Pacific Islander – All persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands. This are includes, for example, China, India, Japan, Korea, the Philippine Islands, and Samoa.
Black – (Not of Hispanic Origin) – All persons having origins in any of the Black racial groups of Africa.
Employees – Includes full-time employees subject to the State Human Resources Act.
Excludes temporaries, exempt, and intermittent employees.
Ethnicity Unknown – All persons not designating a racial or ethnic group.
Hispanic – All persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.
Law Enforcement – Employees in occupations involving public safety, correction and fire safety such as Highway Patrol troopers, correctional officers, and police.
Management Related – Employees in occupations involving support to internal operational functions such as human resources, budgeting, purchasing and accounting.
Officials and Administrators – Employees in occupations requiring administrative and managerial experience who set broad policies, exercise overall responsibility for execution of these policies, and direct individual department operations.
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Other Minority – Combination of all persons of Hispanic, Asian or Pacific Islander, and American Indian or Alaska Native origins.
Professionals – Employees in occupations requiring either college graduation or experience of such kind and amount as to provide a comparable background in specific areas such as architects, artists, chemists, engineers, lawyers, librarians, mathematicians, natural scientists, registered professional nurses, physical scientists, physicians, social scientists, and teachers.
Service – Employees in occupations such as attendants (hospital and other institutions, professional and personal service, including nurses aides, and orderlies), barbers, cleaners and housekeeper, cooks, counter and fountain workers, and elevator operators.
Skilled Craft – Employees in occupations requiring manual worker of relatively high skill level having a thorough and comprehensive knowledge of the processes involved in their work such as the building trades, hourly paid supervisors and lead operators who are not members of management, mechanics and repairers, skilled machining occupations, compositors and typesetters, electricians, engravers, and painters (construction and maintenance).
Standard Occupational Classification – The 2010 Standard Occupational Classification (SOC) system is used by Federal and state statistical agencies to classify workers into occupational categories for the purpose of collecting, calculating, and disseminating data. All workers are classified into one of 840 detailed occupations according to their occupational definition. To facilitate classification, detailed occupations are combined to form 461 broad occupations, 97 minor groups, and 23 major groups. Data for the State of North Carolina is presented in eight broad groupings.
Technicians – Employees in occupations requiring a combination of basic scientific knowledge and manual skill which can be obtained through 2 years of post-high school education, such as is offered in many technical institutes and junior colleges.
Universities – Includes the 16 university campuses and the NC School of Science and Mathematics
White - (Not of Hispanic origin) - All persons having origins in any of the original peoples of Europe, North Africa, or the Middle East. xviii