III.   Responsibility for Implementing and Monitoring the Affirmative Action Plan

Classified – The recruitment, hiring, transfer, promotion, salary determination and training of classified staff follow state civil service procedures and the terms of the union contract. The Director of Human Resources has primary responsibility for administering the classified employee program, but a separate section outlining affirmative action for classified staff (the OSER Supplement) can be found before the appendices to this plan.

Unclassified Staff (Faculty and Academic Staff) – Procedures for unclassified staff were last completely revised, including review by the appropriate governance channels, in 1987. A complete hiring procedure handbook was compiled in 1990 and was updated in 1995 with inclusion of increased networking and communication from deans and department chairs concerning hiring goals. Minor updates are made on an on-going basis. The hiring procedures were designed to ensure good faith efforts in hiring and to promote a more vigorous approach to affirmative action recruitment by linking the availability data to the total applicant pool, the pool of qualified applicants, the interview roster and the finalist list. The Affirmative Action Officer meets with the Chancellor, Vice-Chancellor, Chancellor's Cabinet, Deans, and department Chairs at the beginning of the fall semester to discuss Affirmative Action and hiring procedures.

Although the Chancellor is ultimately responsible for ensuring the full implementation of all equal opportunity and affirmative action policies, the entire institution shares this responsibility:
  1. The Provost makes final hiring recommendations for faculty and academic staff, implements professional development programs for unclassified staff, and coordinates the formal complaint/grievance procedures for unclassified employees.
  2. The Provost and Assistant Chancellors provide leadership in setting and meeting the goals and objectives of the affirmative action/equal opportunity program. It is the responsibility of the provost and assistant chancellors to ensure that all administrators and supervisory personnel under their authority act in accordance with equal opportunity/affirmative action policies and procedures and that good faith efforts are made in the recruitment and hiring of women, minorities and persons with disabilities. Equity is taken into consideration when making final recommendations on promotion, salary, retention and other conditions of employment for those under their supervision.
  3. The Assistant Chancellors and Deans provide leadership in the implementation of equal opportunity/affirmative action programs within their units/colleges. Each is responsible for establishing hiring goals specific to their area and monitoring position descriptions, recruitment plans, applicant pools, interview lists, and recommendations for hire relative to affirmative action requirements for unclassified staff. Recommendations on promotion, salary, retention and other conditions of employment for those under their supervision are made and monitored for equity.
  4. Department Chairs and Program Directors follow equal opportunity/affirmative action policies and procedures during the recruitment and hiring of faculty and academic staff in their areas. They assist in the establishment of hiring goals and work with search and screen committees in the development of a position description, recruitment plan, applicant pool, interview list, and recommendations for hiring.
  5. All faculty and staff are expected to act in accordance with equal opportunity/ affirmative action policies and procedures and carry out the goals and objectives of the AA/EO program.
  6. Search and screen committees provide assistance with every aspect of the search process, taking affirmative action in the recruitment and hiring of qualified women, minorities, and persons with disabilities. These committees develop search plans; establish screening procedures and interview questions; and screen, interview, and evaluate the candidates.
  7. Various other committees—including the Affirmative Action Committee, the Academic Staff Personnel Commission, the Women's Council, the Disabilities Advisory Committee, and the Race and Ethnic Affairs Council—assist in monitoring all aspects of the affirmative action/equal opportunity program. Committee members also make recommendations regarding changes in policies, procedures and every aspect of the AA/EO program.
  8. The Director of Human Resources/Affirmative Action Officer ensures that all personnel actions involving classified staff comply with affirmative action/equal opportunity policies and procedures. In addition, the Director of Human Resources/Affirmative Action Officer provides leadership regarding classified employee training and professional development programs as well as coordinating complaint/grievance processes for classified staff.
  9. The Director of Human Resources/Affirmative Action Officer assists the Chancellor in developing, implementing and monitoring every phase of the affirmative action program. Specifically, the Director of Human Resources/Affirmative Action Officer:
    • prepares and disseminates the University’s affirmative action plan (in consultation with administrators and governance groups);
    • participates in the recruitment and hiring process for faculty and staff, with sign-off responsibility for the recruitment plan, applicant log/interview list, and request to make an offer for unclassified positions;
    • monitors progress toward the achievement of hiring goals and the resolution of identified concerns;
    • monitors promotion, salary, tenure, and other employment decisions for equity and nondiscrimination;
    • investigates complaints of discrimination or harassment, attempting to effect an informal resolution of the concern and/or referring the matter to the formal complaint process;
    • serves as a liaison with federal, state, system and local administrative offices regarding compliance with affirmative action and equal opportunity law, policies and regulations;
    • provides leadership to the various affirmative action/equal opportunity committees on campus as they grapple with issues of policy and process; and
    • provides leadership in the identification and resolution of issues related to the employment of women, minorities and persons with disabilities.

Administrative attention to and support of affirmative action (Affirmative Action Office evaluation of institutional administrators) – administrators and faculty are held accountable for the recruitment, retention, promotion, and tenuring of minorities and women; internal searches actively pursue women and minority candidates for middle management positions.

Actions to ensure freedom from bias in areas of retention, promotion and tenure – faculty review of policies; monitoring of related decisions by the Affirmative Action Office; protection of academic freedom in research related to women, minorities and persons with disabilities.

Attention to recruitment issues – deans, department chairs, and supervisors monitor use of open recruitment and use of procedures that yield quality and diversity in the applicant pool, provide information and feedback to departments in order that women and minorities are recruited in proportion to their availability, provide qualified women and minorities as resource persons for departments without women/minority faculty members and ensure that non-tenured faculty are not assigned duties which inhibit professional growth.