This document outlines Duke Energy's affirmative action plan and goals for underutilized job groups for 2001. It identifies areas of underutilization, such as minorities in officials/managers and technicians positions, and females in officials/managers, professionals, and operatives jobs. The plan sets annual goals to increase representation of protected groups in these areas. It also describes resolutions to identified problems, including continuing to monitor opportunities and focus recruiting efforts on underutilized groups when positions become available. The document provides a step-by-step process for filling open positions that involves identifying requirements, considering internal candidates, interviewing qualified external applicants, making offers, and completing new hire paperwork.

1. 1st in servicesm
AAP
Mervin Galloway
Recruiting & EEO Coordinator
Human Resources

2. Affirmative Action Plan
(Duke Energy Internal Audit Preliminary
Results 2001)
Audit
Dates:
SW
Region 8/12, 8/13
Field
Oper.
Upstream
- 8/13,
8/26
Key Items/Issues

Area of Under Utilization:

Applicant Flow
 Documentary Interviews/Evaluating Candidates (Selection Decision Matrix)
 Interview Notes
 Applicant Date Chart/Sheet

ADA (American Disabilities Act)
 Documentation of Reasonable Accommodation

Family Medical Leave Act (FMLA)
 Knowledge of the FMLA Policy (Purpose & Application)

3. Goals for Underutilized Job Groups
TEPPCO – CRUDE
January 1, 2001 - December 31, 2001
UNDERUTILIZED
JOB GROUP
PROTECTED
GROUP
REPRESENTATION
Minorities
6.67%
14.67%
Females
6.67%
21.35%
Minorities
16.67%
38.55%
Females
8.33%
15.03%
Professionals (21)
Females
11.11%
23.59%
Professionals (22)
Minorities
0.00%
19.64%
Females
0.00%
28.95%
Minorities
0.00%
21.28%
Females
0.00%
10.36%
Office & Clerical (51)
Minorities
11.76%
17.36%
Craftworker (61)
Females
2.73%
13.62%
Operatives (71)
Minorities
8.73%
30.62%
Females
3.17%
22.70%
Officials & Mgrs (11)
Officials & Mgrs (12)
Technicians (31)
01/01/2002
ANNUAL GOAL
PERCENT

4. Resolutions to Problems
Identified
Job Group
11-Officials & Managers
12-Officials & Managers
Action Plan
The goals and action plan discussed above applicable to these job groups apply
to the region having employees in the job group.
21-Professionals
31-Technicians
We expect that internal posting processes will provide opportunities should
openings occur. If we undertake recruitment for external candidates, we will
utilize advertisements in local newspapers as well as place the job in America’s
job bank to seek to obtain a slate of candidates that includes qualified females
and minorities. The Vice President of Human Resources will have responsibility
for implementing this plan and monitoring results.
We will continue to monitor and focus our efforts on opportunities that arise in
this area.
51-Office & Clerical
61-Craftworker
71-Operative

5. 2
1
Identify resource
requriements and
secure approval of VP
level Dept. head.
Job Requirements and parameter are
identified by hiring Mgr. Recognition
AAP Goals for underutilzed job groups
are reviewed w/HR Rep.
If yes, Hd. VP &
HR VP Id payrate
parameters & job
title changes.
STOP
5
3
Dept. Hd. VP and HR
decide if position to be
filled via promotion.
Evaluate intra-departmental
candidates qualified to be
promoted. (refer to "C" under Job
Posting Procedures)
Post Position
external to dept.
(Websites,
Newspapers, Cent.
Bulletin Bd.
If no
promotion,
create R3 and
proceed to #4.
If no candidate is
selected or offer
rejected, options
are to return to #4,
or terminate the
process.
If offer is
accepted, drug
screen & any
required physical
exam is setup.
Hiring Mgr. & Hr. will identify the
employment date.
10
New Hire Orientation will be scheduled
for each new employee.
11
Completion of I-9 documentation must
take place not prior to, but within 3
working days from the employment date.
If no offer is made,
all qualified external
candidates should
be considered.
Proceed to #6
If internal empl.
Selected, HR &
hiring Mgr. make
decision on offer.
Offer is made.
STOP
8
9
4
Reponses are received by HR & routed to hiring Mgr.
Internal Candidates are given 1st consideration. &
thus should be interviewed before reviewing
credentials of external applicants. (Internal
candidiates interviewed should notify their Mgr. of
their iterest in new position after being interviewed.)
If a candidate is
selected, the Dept.
Head VP & HR VP will
review & approve
details of the offer.
The offer is extended.
7
The most qualified candidate is
identifed, and the background
check is initiated. Its is
recommended that Selection
Decision Matrix be used in the
selection process to reduce the
possibility of subjective decision
making.
6
Hiring Mgr. screens external
candidates, and selects most
qualified candidates to be
interviewed.
-Qualified candidates are scheduled
for interviews (Each individual
interviewed MUST complete an
application with enclosed inserts.)
- It is recommended that the Interview
Notes form be used in evaluating
each candidates interviewed. (These
forms should be kept in your
personal records for 1 calendar yr.)