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AA/EEO Programs and Services


  • Alternative Work Patterns (AWP)
  • Reasonable Accommodations
  • Wisconsin Works (W-2) Hiring Initiatives
  • Internship Programs
    • Cooperative Education Program (CEP)
    • Summer Affirmative Action Internship Program (SAAIP)
  • Wisconsin Career Resources
  • State Council on Affirmative Action
  • Monitoring of AA/EEO Programs
  • Underutilization and Expanded Certifications for women, minorities and persons with disabilities

Alternative work patterns (AWP)
The purpose of the AWP program is to assure that state government participates in developing and creating flexible time work schedules, additional permanent part-time positions and other alternative work patterns in order to maximize, in a manner consistent with the needs of state service, the employment options available to existing and potential state employees. DAA provides technical assistance to agencies and employees in implementing this program and monitors the agencies' programs. All state agencies have an AWP program.

Reasonable Accommodations
Each state agency has a written policy and procedure for providing reasonable accommodations for qualified disabled individuals who are employees, or applicants for employment. A qualified disabled individual is a person whose experience, education and/or training enable the person, with reasonable accommodations, to perform the essential functions of the job.

Reasonable accommodations include, but are not limited to, making facilities accessible, adjusting work schedules, restructuring jobs, providing assisting devices or equipment, providing readers or interpreters, and modifying work sites.

If needed, persons who have disabilities will be provided with special accommodations to enable them to take civil service examinations. Examples include readers, writers, large print exams, sign language interpreters, and other accommodations depending on the needs of the applicant. In some cases, examinations may be waived for persons with certain disabilities when the person's qualifications for the job cannot be adequately measured by a standard civil service exam.

Wisconsin Works (W-2) Hiring Initiatives
Under the state initiative to encourage employment in state government of Wisconsin Works participants, DAA is assigned responsibility: to develop standards for employment of W-2 participants, provide technical assistance, and monitor agency implementation of the program. Agencies are asked to set a W-2 hiring goal of 6 to 7 percent per year.

Cooperative Education Program (CEP)
The Cooperative Education Program is designed to provide relevant on-the-job experience and job training to students in colleges and universities with the goal that it will lead to permanent employment.  The program strengthens each state agency, institution and UW campus affirmative action performance by placing special emphasis on recruiting AA group members.  The CEP program allows agencies to employ students in part-time, permanent or project positions.  After graduation from college, CEP training opens the door for state employment in entry-level positions.  The program offers entry-level professional and technical positions.  Program participants have been employed in the following positions:  Management Information Specialist 1, Purchasing Assistant, Educational Services Intern, Accountant/Auditor 1, Civil Engineer 1, Equal Opportunity Specialist, Special Agent and Vocational Rehabilitation Counselor.

Summer Affirmative Action Internship Program (SAAIP) 

Wisconsin Career Resources

State Council on Affirmative Action

Monitoring of AA/EEO Programs
Wisconsin law ß230.04 (9)(f), and the Office of State Employment Relations Administrative Rules (s. ER 43.05) require OSER to monitor and evaluate the affirmative action efforts of state agencies on an on-going basis. The Division assists state agencies and University of Wisconsin campuses in evaluating the effectiveness of their AA/EEO efforts by performing both in-office desk compliance reviews and on-site monitoring of their personnel records and programs. In addition to verifying the accuracy of information reported to the DAA, the Division's monitoring initiative seeks to provide objective feedback to the appointing authority about the successes realized by the agency or university campus.

The on-site reviews evaluate agency progress in carrying out its Affirmative Action Plan and compliance with DAA Affirmative Action/Equal Employment Opportunity Policy and Procedure Standards, and other legal requirements. In-office monitoring occurs at least twice each year for each state agency. DAA staff reviews statistics from extensive management information reports. The monitoring review will concentrate on three key areas: workforce analysis review, impact ratio analysis, and missed opportunities. The results of these findings will be used to determine if further review is needed.

The Division's focus is on improving overall AA/EEO performance by providing recommendations to strengthen the effectiveness of programs and increase efficiency in utilizing state resources.

Underutilization and Expanded Certifications for women, minorities and persons with disabilities
Expanded Certification is an affirmative action personnel procedure used to ensure that qualified women and minorities are among the applicants to be considered for state civil service positions where the positions are in an underutilized job group. Underutilization occurs when the percentage of racial/ethnic minorities or women in a job group is below the availability of those groups in the relevant labor pool.

Applicants with disabilities are eligible for disabled expanded certification (DEC) if they have a permanent physical or mental impairment that substantially limits the "major life activity of working." In addition, DEC eligibility must be verified by a physician, psychologist, psychiatrist, vocational rehabilitation counselor, high school special education teacher, Division of Vocational Rehabilitation counselor, or other persons approved by DMRS. Verification of DEC eligibility is effective for a five-year period and verification forms can be obtained by calling (608) 266-1731, TTY (608) 266-1498.

The Division of Affirmative Action provides AA/EEO training for new supervisors, affirmative action officers, affirmative action committee members, and personnel managers and specialists. The training programs are offered on a regular basis and course information can be obtained from the
OSER Training Web Page.

Staff of the Division of Affirmative Action conduct training in the following areas:
The AA/EEO of the training program for new supervisors and managers; State EEO/AA standards, policies and procedures; and an AA/EEO Workshop for Affirmative Action Committee Members.

Last Modified:  9/19/2011 8:31:16 AM
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