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Affirmative Action policy, 1985, 1988
1985-10-01 Affirmative Action EEO Policy Page 6
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GOALS ACTION TARGET DATE RESPONSIBILITY ------------------------------ 1. GOAL: Analysis shows underutilization of female administrators of 14.64 ACTION: Increase 2 by promotion if hiring permits. TARGET DATE: FY 1986 with quarterly review RESPONSIBILITY: Employee Services and all hiring authorities. 2. GOAL: Analysis shows underutilization of minorities of 1.84 administrators. ACTION: Increase one if hiring permits. TARGET DATE: FY 1986 with quarterly review RESPONSIBILITY: Employee Services and all hiring authorities. 3. GOAL: Recruit efforts will be directed at the protected classes and areas of under-utilization as identified in analysis if vacancies are filled. ACTION: Recruit through Iowa colleges & high schools as well as organizations representing protected classes. TARGET DATE: FY 1986 with results to be evaluated quarterly RESPONSIBILITY: EEO/Affirmative Action Officer 4. GOAL: Review selection and hiring procedures to assure compliance with EEO guidelines. ACTION: Review certificates used and practices of individual hiring authorities for compliance with proper procedures. TARGET DATE: FY 1986 on monthly basis RESPONSIBILITY: Chief, Employee Services, EEO/AA Officer, Personnel Technician 5. GOAL: Review job qualifications to determine if there are any non-job related barriers. ACTION: Continue review of minimum qualifications of classes then work with Merit Employment Department to revise those problem classes as well as look at the specific problems of minorities relative to these selection devices. TARGET DATE: FY 1986 classes will continue to be reviewed on a biannual basis RESPONSIBILITY: EEO/AA Officer Personnel Officers
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GOALS ACTION TARGET DATE RESPONSIBILITY ------------------------------ 1. GOAL: Analysis shows underutilization of female administrators of 14.64 ACTION: Increase 2 by promotion if hiring permits. TARGET DATE: FY 1986 with quarterly review RESPONSIBILITY: Employee Services and all hiring authorities. 2. GOAL: Analysis shows underutilization of minorities of 1.84 administrators. ACTION: Increase one if hiring permits. TARGET DATE: FY 1986 with quarterly review RESPONSIBILITY: Employee Services and all hiring authorities. 3. GOAL: Recruit efforts will be directed at the protected classes and areas of under-utilization as identified in analysis if vacancies are filled. ACTION: Recruit through Iowa colleges & high schools as well as organizations representing protected classes. TARGET DATE: FY 1986 with results to be evaluated quarterly RESPONSIBILITY: EEO/Affirmative Action Officer 4. GOAL: Review selection and hiring procedures to assure compliance with EEO guidelines. ACTION: Review certificates used and practices of individual hiring authorities for compliance with proper procedures. TARGET DATE: FY 1986 on monthly basis RESPONSIBILITY: Chief, Employee Services, EEO/AA Officer, Personnel Technician 5. GOAL: Review job qualifications to determine if there are any non-job related barriers. ACTION: Continue review of minimum qualifications of classes then work with Merit Employment Department to revise those problem classes as well as look at the specific problems of minorities relative to these selection devices. TARGET DATE: FY 1986 classes will continue to be reviewed on a biannual basis RESPONSIBILITY: EEO/AA Officer Personnel Officers
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