Overview

Page 5 collects demographic information for each position in your organization. This data helps build a comprehensive picture of workforce composition across performing arts centers and supports analysis of industry-wide demographic trends.

Before You Begin

Complete Page 4 (Compensation) first - you'll be entering demographics for the same positions
Gather the following information for each position:
- Reporting structure details
- Employment status (full-time/part-time)
- Work schedule information
- Union/management status
- Gender and racial/ethnic identity data (if available)
- Educational background
- Age range

Understanding the Page Structure

Demographics forms are organized by department, matching your org chart
Each position from Page 4 will have a corresponding demographics section
Required fields are marked with an asterisk (*)
Data saves automatically as you enter it

Step-by-Step Guide

1. Reporting Structure

Select the position's direct supervisor from the dropdown menu
This list is populated based on your org chart configuration
For top positions (e.g., CEO), select "Reports to Board"

2. Employment Status

Indicate whether the position is:
- Full-time (≥35 hours/week)
- Part-time permanent
- Part-time seasonal
Enter the standard weekly hours if part-time

3. Work Schedule

Select all applicable schedule types:
- Standard business hours
- Evenings
- Weekends
- Variable
Note any seasonal variations in schedule

4. Position Classification

Indicate whether the position is:
- Union
- Management/Administrative
- Both (rare, but possible in some organizations)
Specify if this is a shared services position

5. Demographics (Optional but Encouraged)

Important: This data helps track industry-wide diversity trends

Gender identity
Racial/ethnic identity
Age range
Educational background

Best Practices

1. Data Collection

Use consistent methods for collecting demographic information
Allow employees to self-identify demographics
Make it clear that demographic information is optional
Use standard categories for consistency

2. Privacy Considerations

Inform employees how their demographic data will be used
Remember that all data is aggregated for reporting
Individual demographic information is never displayed
Consider your organization's privacy policies

3. Reporting Structure

Review reporting lines carefully - they should match your actual organization
Consider both formal and functional reporting relationships
Be consistent in how you classify similar positions

Common Scenarios

Multiple Reporting Lines

If a position reports to multiple supervisors:

Select the primary supervisor in the reporting line field
Note secondary reporting relationships in the comments
Consider which relationship is most relevant for compensation decisions

Shared Service Positions

For positions supporting multiple departments:

Mark as "shared service"
Select primary department for reporting
Indicate percentage of time in each department

Vacant Positions

For budgeted but unfilled positions:

Complete only the structural information (reporting line, classification)
Leave individual demographic fields blank
Add a note indicating the position is vacant

Special Considerations

1. Educational Requirements

Enter both:
- Required education for the position
- Actual education level of current incumbent
If requirements recently changed, note this in comments

2. Union Positions

Indicate if position falls under collective bargaining agreement
Specify the relevant union if multiple agreements exist
Note any special scheduling or classification requirements

3. Seasonal Variations

For positions with seasonal changes:

Enter the primary or most common schedule
Use comments to note seasonal variations
Consider how this affects other demographic data

Tips for Data Quality

Consistency Check:
- Review similar positions across departments
- Ensure classifications align with your HR policies
- Verify reporting relationships match org chart
Completeness:
- Fill in all required fields
- Provide optional demographic data when available
- Add clarifying notes when needed
Validation:
- Cross-reference with HR records
- Verify union classifications
- Check reporting relationships