Meeting EORR Obligations
Per EP 12, appointing authorities are responsible for ensuring that their respective managers, supervisors, and units meet their EORR obligations by:
- Assessing and adjusting their outreach to underrepresented communities and
- Delivering action-oriented programs designed to foster recruitment and retention of qualified employees.
Faculty and staff responsible for outreach and recruitment activities must review the goals identified in the annual EORR Plan excerpts (see EORR Plan Data for Hiring Managers below) and the Online Position Description & Recruitment System (OPDRS) to assess their outreach, recruitment, and retention and avenues for improvement. WSU Human Resource Services (HRS) provides equitable tools and best practices.
Equitable Outreach
- What do your applicant pools typically look like? Are you only seeing applicants from particular demographic groups?
- Plan programs and initiatives with organizations that serve communities that are currently underrepresented in your area or department (e.g., if you have few veterans in your department, look for organizations that serve veterans)
- Post jobs on platforms that serve underrepresented communities
- Visit HRS’s website for Resources to Broaden Candidate Pools
Equitable Recruitment
- Are all candidates being fairly considered? Are your review standards consistent and linked to the requirements of the position?
- Require search committee members to undergo anti-bias and recruitment trainings
- Visit HRS’s website for a Recruitment Toolkit
Equitable Retention
- Does your department have a lot of employee turnover? Do employees feel like they belong?
- Consider the needs of your employees and deliver programs that make them feel supported at WSU and in your department
- Train, promote, and compensate people without regard to membership in a protected class
- Regularly conduct reviews for pay equity
- Ensure that personnel actions (discipline, transfers, layoffs, etc.) are administered without regard to membership in a protected class
- For more information, see
- HRS’s resources for managers, including employee recognition and learning & development
- BPPM 60.02: Classification and Reclassification
- BPPM 60.12: Administrative Professional Salary Determination and Adjustment
- WSU Faculty Manual
EORR Plan Data for Hiring Managers
The following are excerpts from WSU’s annual EORR Plans, formerly known as AAPs. This information is based on data from the fall of the prior year (e.g., the 2021 goals analysis consists of data from Fall 2020). These documents identify whether WSU may be underutilizing women and minorities*, not meeting the utilization goal set for individuals with disabilities, and not meeting the hiring benchmark for protected veterans.
The documents do not establish quotas and should not be used to make employment decisions. Appointing authorities and hiring managers must use this data to assess their outreach activities and attempt to reach potential applicants from demographic groups they are not currently reaching. The ultimate goal is not to hire anyone from any particular protected class. The ultimate goals are to encourage applications from all who would like to apply, select the most qualified candidates for every position, and foster a community in which people feel like they belong and want to remain.
2021
2021 WSU Faculty Utilization/Goals Analysis Summary
2021 WSU Job Group Utilization/Goals Summary
2022
2022 WSU Faculty Utilization/Goals Analysis Summary
2022 WSU Job Group Utilization/Goals Summary
2023
2023 WSU Faculty Utilization/Goals Analysis Summary
2023 WSU Job Group Utilization/Goals Summary
If you have questions about the goals analyses, please contact CCR or your HRS Consultant. You can also find general employee demographic statistics at Institutional Research.
*Because “minority” is the term used in the federal regulations, CCR uses this terminology in the EORR Plan and the excerpts listed above. However, WSU recognizes that “people of color” is a more inclusive term to describe people from many historically oppressed racial and ethnic groups.