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Identify Affirmative Action Placement Goals

Learn about placement goals and their role in job recruitment.

Based on federal requirements, UCSD annually:

  • Reviews its staff workforce composition
  • Identifies underutilization by comparing the workforce composition with the availability of women and people of color with requisite skills in the job market
  • Establishes placement goals to increase the representation of women and people of color in underutilized areas.

Placement goals

  • Serve as reasonably attainable objectives for applying good faith efforts to make all aspects of the affirmative action program work
  • Represent a benchmark for evaluating university affirmative action progress
  • Provide guidance for an employer to focus outreach and other efforts in job areas where women and people of color are underutilized
  • Do not require the hiring of a person who is less qualified
  • Do not require an employer to hire a specified number of persons, which is expressly forbidden

To determine if a job title has a placement goal, use the Lookup Underutilization Info tool.

If you are hiring for a job title with a placement goal, work in partnership with Talent Acquisition to develop a recruitment plan to ensure a diverse applicant pool.

For more information, contact Talent Acquisition & Data Analytics, (858) 534-6333.
Notice: The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) and local implementing procedures or applicable collective bargaining agreement for full text of referenced information.