Policy Text
University of California, San Francisco
Police Department General Orders
3.24 Selection: Professional and Legal Requirements
3.24.5 Adverse Impact (Revised : 7/18/18)
The UCSF Office of Affirmative Action, Equal Opportunity and Diversity maintains Affirmative
Action data on applicants who have voluntarily indicated their ethnicity and sex. The Office of
Affirmative Action, Equal Opportunity and Diversity will either conduct an annual adverse
impact assessment of Police Department recruitments or shall provide data from which the
Police Department may do so. The analysis shall include:
A. Assessment of the percentage of ethnic and male/female applicants selected based upon
the number that applied and were referred.
B. Determination of the group that has the highest selection rate.
C. Determination of whether the selection rate for any group is less than 80 percent of the
selection rate for the highest group.
Upon determining that a selection instrument or process has adversely impacted an ethnic or
gender group, steps will immediately be taken to analyze and modify the re cruitment instrument
or process in question. The PSD Commander and Police Department Division Managers will
work with the FAS HRSC and the Office of Affirmative Action, Equal Opportunity and
Diversity to correct any adverse impact discovered.