|
Personnel |
4111.1/4211.1-AR |
EQUAL EMPLOYMENT
A.
Purpose and Scope
1.
This
is an implementing administrative procedure to Board Policies 4111.1/4211.1,
"Equal Employment Opportunity (EEO) Policy."
2.
This
procedure defines the role of the EEO Coordinator in the district's Equal
Employment Opportunity/Affirmative Action Program.
3.
This
procedure assigns the EEO Coordinator role to a specific district level
administrator.
B.
General
1.
The
Equal Employment
2.
The
Assistant Superintendent, Personnel Services and Staff Development, is hereby
designated the district's Equal Employment Opportunity (EEO) Coordinator.
3.
Suggestions
or questions concerning this procedure should be directed to the designated
administrative unit responsible. (See Section G.)
C.
Forms Used and Additional References
AFFIRMATIVE ACTION PROGRAM adopted by the Board of
Education,
D.
Procedure
Duties of the Equal Employment Opportunity (EEO) Coordinator shall include the following:
1.
Develop
and recommend policies and procedures to implement the affirmative action
commitment.
2.
Develop
and execute result-oriented affirmative action programs designed to eliminate
problems and to attain established equal employment opportunity goals and
objectives.
1.
Assist
line management to arrive at solutions to equal employment opportunity
problems.
2.
Disseminate
the policy by maintaining communication with local community action groups,
recruitment sources, minority organizations, and educational institutions.
3.
Keep
the Board of Education and district superintendent informed of all developments
in the equal employment opportunity areas.
4.
Identify
problem areas (deficiencies) and indicate need for remedial action by school,
division, department and/or office and job categories.
5.
Determine
the degree to which the district's goals and other equal employment opportunity
objectives have been achieved.
6.
Monitor
records of referrals, placements, transfers, promotions, terminations and other
pertinent statistical data to insure that equal employment opportunity policy
is carried out.
7.
Keep
the district's line management informed of the latest developments in the
entire equal employment opportunity areas so as to insure awareness of the need
to update the district's equal employment opportunity program.
8.
Serve
as liaison between the district enforcement agencies.
9.
Keep
abreast of government regulations, legal interpretations and laws, and inform
the district staff of significant changes or shifts of emphasis.
10. Provide the Board of Education an
annual report as to the racial/ethnic makeup of the regular employees in the
district at the first board meeting in February, including new year goals and
timetables, and evidence of measurable achievement against previous goals.
E.
Reports Required
1.
EEO
development reports as required (See Sections D.5. and D.9)
2.
Annual
report to Board (See Section D.12)
F.
Record Retention
(See Personnel Division)
G.
Responsible Administrative Unit
Assistant
Superintendent, Personnel Services, and Staff Development
H.
Approved by:
|
Eugene
A. Kreyche |
|
John
O. Tynes |
|
|
Responsible
Division Head |
Date |
Superintendent |
Date |