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Tuesday, April 29, 1980
University Daily Kansan
AFFIRMATIVE ACTION PLAN Lawrence Campus (Adopted December 12, 1977)
Table of Contents
I. Equal Opportunity Statement and Introduction
II. Organizational Structure for the Affirmative Action Program
A. Affirmative Action Board
B. A Center of Affirmative Action
C. Affirmative Action Committees
D. Advisory Unit
E. Engagement with Office of Affirmative Action
III. General Policies
A. Educational and Employment Opportunities
B. Academic and the University's Affirmative Action Intent
C. Salary and Benefits
D. Support of Affirmative Action Programs
E. Security Policy
F. Additional Policies and Procedures
IV. Policies for Administrators, Faculty, and Unclassified Staff
A. Promotion in Academic Rank or Professional Responsibility;
Temure, Transfer, and Salary Determination
B. Granting of Orders
C. Additional Policies
V. Policies for Classified Staff
A. Recruitment and Selection
B. Training, Transfer, and Promotion
C. Additional Policies
VI. Policies for Students
A. Admissions
B. Housing, Guidance, Counseling, and Tutorial Services
C. Financial Aid Awards and Student Employment
D. Student Health Service
E. Additional Policies
G. Glossary
List of Appendices
1. Equal Opportunity Statement and Introduction
The University of Kansas at Lawrence has adopted the following Final Opportunity Statement:
One of the essential functions of a university is to help all individuals realize their potential. To this end the University provides
1. The elimination, in all University activities, of discrimination on the basis of race, religion, color, sex, disability, national origin, age (as specified by law), and ancestry.Equal education shall be extended to all education-related activities shall be extended to all education.
2. The development and implementation of policies and groups in the programs and activities of the University at all levels.
Related statements adopted by the Board of Regents and the Universities, Senate are to be found in Appendix A.
In reference to Part 1 of the Equal Opportunity Statement, any basis of discriminatory practice that could be eliminated should be eliminated unless it can be demonstrated that important educational or related goals should be achieved in order to discriminatory practices be evaluated and acted upon promptly through the implementation of the policies.
The Affirmative Action Plan relates primarily to Part 2 of the Equal Opportunity Statement, namely the development and implementation of policies and programs designed to promote the full participation of members in all aspects of academic activity at all levels. This plan describes the organizational structure of the affirmative action program. The plan also includes general policies and subsets of policies for administrators, faculty, other unclassified staff, and students. The procedures described below are used by the Division of the University community in the affirmative action program.
The primary purpose of the policies and procedures is to increase the numbers and involvement in the University of undergraduates who are involved with the administration, who are included in relevant legislation. The problems of increasing participation differ considerably among these groups, and the precise implementation of policies and procedures must take these differences into account.
provisions shall not apply to positions requiring student status.
Current Federal regulation of affirmative action plans is contained in the Code of Federal Regulations, Title 41, Chapter 60, Section 2, as Revised Order No. 4 to Executive Order 11758 (Appendix D); Sections 503 and 504 of the Rehabilitation Act of 1975 (Appendix E); and the Vietnam Evra Veterans Readmission Assistance Act of 1974, Amended 1974 CFR Title 141, Section 212 (Appendix F). Consistent with the contents of these documents, the University shall include as part of its affirmative action program (a) an analysis of areas within which the University is deficient in the utilization members of affected groups in the United States for such activities; and good effort must be directed to correct these deficiencies.
In accordance with these requirements:
13. Improper design of buildings and facilities can result in discrimination against students with disabilities and therefore be deprive of their education. Universities policy that all newly constructed or acquired University buildings and facilities and those remodeled or reconstructed in such a way are not properly protected by insurance access and usability to and by persons with disabilities. This policy shall apply whether the building is financed by public or private funds.
(b) Goals and timelines were established on a unit and campus-wide basis. Each year the Office of Affirmative Action, Department of Education, identified progress of progress toward these goals at the unit level and campuswide. Each unit will be notified of its progress toward goals and of its progress toward timelines.
CFR Title 50, Chapter 60, Section I requires that the University designate a contract compliance officer. The University Counsel serves in this capacity, delegating contract compliance responsibilities to other University personnel as appropriate.
A. Affirmative Action Board
(a) The Office of Affirmative Action will make an annual analysis of the University's utilization of members of the affected classes. This analysis will be used to evaluate the effectiveness of affirmative action procedures.
II. Organizational Structure for the Affirmative Action Program
1. A permanent Affirmative Action Board of 9 to 15 members shall be appointed by the Executive Vice Chancellor, after consultation with the Chancellor. The members shall serve staggered hours, with a maximum of two days per year. The Director of Minority Affairs, and the University General Council serving as an officer, novicing members. The voting members shall include, at least one unclassified staff, and classified staff. At least four members shall be women, and when feasible, each of the following groups should be represented: Native American, Blacks, Asian Americans, Mexican Americans.
4. Retirement plan for University employees should not have benefits of such plans should also differentiate on the basis of sex, gender and race.
3. Disability caused or contributed to by pregnancy, such as miscarriage, abortion, birth of the child, or recovery therefrom, are temporary disability insurance or sick leave plan available in connection with employment. Written and unwritten employment policies and procedures must be followed when leaving or leave the availability of extensions, the accrual of seniority and other benefits and privileges, reinsurance, and payment under any condition. The same applies if the individual informal, shall be applied to disability due to pregnancy or children on the same terms and conditions as they are applied to other disabilities.
D. Support of Affirmative Action Programs
1. The University community should develop a lamin with similar programs in the local community. The Office of Affirmation Action, in cooperation with the Office of Minority Affairs, will develop a lamin to improve the effectiveness of the Affirmation Action Program
3. The chairmanship of the Affirmative Action Board shall rotate annually.
14. Employment procedures outlined in the Handbook of Afrimar Action Procedures (Appendix H) shall be followed by all hiring decisions.
3. The Office of Personnel Services will use the Adult Education personnel assessment to determine the appropriate personal personnel. Notices of positions will be sent regularly to the Office of Personnel Services.
2. The Office of Affirmative Action will provide information and assistance to programs concerned with finding summer employment for members of affected classes in the community. The University work with the community to develop a program of job placements.
1. Salaries and other benefits for all positions shall be determined by the President, based on job performance, national origin, ancestry, marital status, number of dependents and other factors as determined in the Code.
4. When it is within their capability and appropriate to do so, the
minority organizations which are working with affirmative action
microorganisms are eligible.
the Chancellor
B. The Office of Affirmative Action
1. The Director of the Office of Affirmative Action should be appointed by the Executive Vice Chancellor after consultation with the Executive Director.
2. The University should make every reasonable effort to insure that all students are enrolled at our new campus. Cooperation with local community groups and child welfare organizations will be essential.
2. Activities and responsibilities of the Office of Affirmative Action shall include:
15. Policies which are directly or indirectly related to employment in the University are set forth in current editions of "Policies for Filled Classified Students," the *Kansas Department of Administration and Federal Policy*, and the *University of California Policy* and Other Unlimited Staff (Appendices J, I, and K respectively).
1. The University's affirmative action policies and implementation procedures shall be communicated to the University community.
(a) Serving as liaison in affirmative action matters between the University and other agencies and community organizations
B. Publication of the University's Affirmative Action Intent
2. All University publications, promotions, announcements, forms, correspondence, etc., that publicize programs or solicit applications shall be consistent with affirmative action policies. For the example of "man," "he," and "his" must not be used in the generic sense.
3. In all University recruitment publications, promotional help,-wanted advertisement, instructional film, and other publicity which visually depict members of the University community, are taught to students as part of the curriculum, but also as supervisors, researchers, faculty and administrators.
(b) Informing the University community about developments in the equal opportunity area.
C. Salary and Benefits
(e) Processing or monitoring complaints alleging discrimination
(c) Interacting with committees appointed by the wide choice and with individual units within the University structure
(d) Supervising the formation and operation of advisory units (see I.F.)
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(1) Developing and making recommendations to the Affirmative Action classes, taking account of feedback from advisory units (see I.E. 2).
goals in Douglass County and throughout the state. These organizations will also serve as recruiting sources.
5. The University of Kansas and the Office of Affirmative Action, in order to promote affirmative action at the University and in the University community, may work with organizations of minorities, including student groups, as they develop in the University community.
6. Special supervisory training programs shall be arranged by the Office of Affirmative Action for administrators, supervision, and unit leadership. These programs should be based on a strong standing of the effect of historical and cultural differences, and sensitivity to the need to eliminate stereotypes concerning minors, and to prevent inappropriate behavior available to all administrators, supervisors, and unit heads; shall be strongly encouraged for those showing a lack of performance in administrative duties; and shall be general orientation of all administrative personnel on affirmative action policies, affirmative action implementation procedures, etc., as well as special training.
4. Whenver positions are available, particularly at managerial and administrative levels, an attempt shall be made to identify, with the University, those who will be appointed within the University whose appointments would further affirmative action goals. In the absence of such individuals, the search should normally be widened to seek applicants from outside the University. At the University, it is important to conduct the institution. The decision to carry out an internal or external search should be made by the Executive Vice Chancellor after consultation with the involved parties, including the Office of AIF.
E. Search Policies
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3. Special care must always be taken to insure that the search team maintains continual contact with the Office of Affirmative Action and the Disability Program.
1. Search procedures are required for all positions filled at the university; procedures differ for university, unclassified, classified, or not classified.
2. In any search to fill an opening in the University, efforts should be made to obtain the views of members of affected classes in the University.
(i) Assisting University departments, offices, or units in implementations of goals and timetables for utilization of members of affected classes. The Office of Affirmative Action shall compile data on the number of individuals with local work force and in various disciplines, and shall project estimates of turnover rates in each department or office based upon the data provided by the offices of the vice chancellors.
5. Whenever possible, a search committee should have representatives from affected classes.
1. If a Vice Chancellor, in conjunction with the Director of the faculty, fails to follow affirmative action policies, he or she shall take such action.
2. Criteria affecting promotion and salary increases of department heads, other University administrators, and persons in decision-making positions shall include their contributions to the attainment of University affirmative action goals.
(A) Advising University hiring entities about means of publicizing employment opportunities, and in cooperation with such employment, furnishing advertising sources with information about employment and educational opportunities so that this information is made available to a defined client.
(g) Developing and forwarding recommendations on matters related to alternative action to the Executive Vice Chancellor.
(b) Monitoring University affirmative action activities on a unit-wide and campus-wide basis.
3. The to extent that it is able to control such transactions, the University shall not knowingly transact business with external organizations which, in membership or employment practices, discriminates of race, religion, color, sex, disability, national or, ancestry.
(1) Facilitate the development of training and upgrading programs
(m) Compiling and making available periodic reports on the budget, transfers, promotions, and terminations in each budgetary cycle.
8. Procedures for conducting searches are outlined in the Handbook of Administration.
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(m) Performing such other affirmative action duties as may be assigned from time to time by the Chancellor or Executive Vice President.
F. Additional Policies and Procedures
6. Search committees are required to fill vacancies at the level of undergraduate faculty, and are required with provisions in the Handbook for Faculty and Other Unqualified Staff.
(o) Insuring that the University's affirmative action policies and implementation procedures are communicated to all students.
C. Affirmative Action Committees
5. Amountments of professional vacancies outside the University should be posted for all to see.
1. the Uncancer and the Executive Vice Chancellor together shall appoint an affirmative action committee, as each of the vice chancellors, in consultation with the Office of Affirmative Action Committee, to direct the appointment(s), and include adequate representation of affected classes. A representative of the Office of Affirmative Action Committee shall be responsible for the affirmative action committee. Responsibilities of the affirmative action committees shall include working with the Chancellor, the Executive Vice Chancellor, and the vice chancellors to assist the Office of Affirmative Action Committee.
6. Every unit of the University shall designate one memorial to be placed on the front of the head of the unit when the head is absent for reasons such as
(d) Reviewing procedures developed by units in which there is a member of affected classes, and helping the units implement them.
(a) Communicating the policies stated in this plan and other equal opportunity and affirmative action matters to each unit member.
(b) Receiving and responding to inquiries from units regarding equal opportunities and affirmative action matters of special concern.
(c) Reviewing and recommending for modification or app-
lication of a design, including the under-
validation of members of affected classes (see IIA 3. A and
3. B).
(c) Annually reviewing the salary equity studies provided by the employer to ensure that any recommendations to the appropriate administrator in time will be made.
2. The affirmative action committees shall work with the Chancellor, the Executive Vice Chancellor, and the vice chancellors in preparing annual reports for the academic year. Reports should be submitted by the Office of Academic Affairs designate by June 30 each year. Reports should be submitted by the vice chancellors to the Executive Vice Chancellor by June 1 each year. Copies of all reports should be sent to the Office of Affirmative Action.
D. Advisory Units
Advisory units of members of affected cells have been established to articulate their concerns and interests which should be reflected in the actions taken by the Advisory advisory unit may be established with the assistance of the Office of Affirmative Action One advising committee at the Lawrence campus.
F. Cooperation with the Office of Affirmative Action
The Director of Affirmative Action shall have access to any and all University information relevant to the execution of his or her
duities and shall treat such information according to accepted principles of confidentiality and privacy. Accordingly, the Director shall have the cooperation and assistance of the various administrative offices and departments of the University.
III. General Policies for Administrators, Faculty, Unclassified Staff, Conflicted Staff, and Students
2. Educational and employment opportunities shall be open and widely publicized, with equal opportunity statements included in the application for employment. The Equal Opportunity clause shall contain in some form the Equal Opportunity Clause (An Executive Order, "Equal Opportunity Act") (Executive Order 11484 or 11573) of persons with disabilities to the enumeration therein). In addition correspondence inviting application shall include a statement encouraging qualified men and women to apply.
A. Educational and Employment Opportunities
3. Criteria for selection shall not be discriminatory against af-
frican students or people of other racial groups under un-
regulated schools should be eliminated unless it is demonstrated
that such discrimination is harmful to the student.
1. Because such opportunity in the University must be defined on the basis of skills necessary to perform the task, an effective increase in the utilization of members of underutilized classes depends upon broadening their participation as students in higher education. This will require the school to shall be developed and pursued vigorously and shall receive priority equal to that of affirmative action employment programs.
4. Marital status or parental status shall not be considered in the determination of employment, promotion, tenure, or student status. Parents may be required to show their own or any other temporary disability. No information on anticipated family size or present or future marital status shall be solicited from parents.
5. The current Kansas Board of Regents policy allows employment of persons without regard to family relationships except that they are considered employees. Therefore, in all personnel decisions, there shall be no restrictions on members of the same family being employed in any capacity.
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7. It is University policy to develop training and upgrading staff on the job, so that they are currently on the staff. Implementation of this policy shall receive
8. Programs shall be fostered by the University to recruit and train personnel qualified members of affected classes for employ- ment.
10. Graduation from the University of Kansas shall not be used as a reason for discrimination against faculty members of underfunded universities or limitations on hiring of University of Kansas graduates where such restrictions or limitations are based solely on demonstrable evidence.
9. Whenever positions are available, particularly at managerial and administrative levels, an attempt shall be made to identify, consider, and promote qualified classified or unclassified individuals who can help improve the team's performance in action goals. Such goals may be met, upon occasion, by transfers.
babassiatic leave of absence, death, illness, or other emergencies of *Alarm Action Procedures* (Appendix H).
11. The availability of part-time employment shall not be used to deny equal opportunity for full-time employment to qualified individuals. Part-time employment may be a beneficial ability may have a particular need for part-time employment, to restrict them to part-time and temporary work assignments is to be made.
12. The University will work to develop an equitable system of part-time employment in both temporary and continuing positions. Such a system might include private companies, non-profit organizations, and provide opportunities for transfer to appropriate full-time employment. Such
8. All members of the University community share responsibility for leadership and implementing the detailed aspects of the AFirmative Action policy.
7. Application records shall be retained for no less than three years. The Office of Personnel Services shall retain application records for classified positions and the individual hiring units shall retain application records for unclassified positions.
IV. Policies for Administrators, Faculty, and Unclassified Staff
A. Recruitment and Selection
1. Description of all vacancies must be approved by the Office of Affirmative Action, as well as the office of the appropriating Committee. The Office of Affirmative Action will provide the unit with advertising and publicizing sources designed to reach members of affected communities.
A precs of all records of the entire search, screening, and recruiting process shall be submitted to the Office of Affirmative Action (OFA) in writing. If the Director of Affirmative Action finds that the procedures have been inadequate, the Director shall so inform the appropriate vice president, who will provide a complete Record of each search, including records regarding all applicants, shall be retained by the unit for three years and shall be maintained in an accessible file.
Detailed procedures of recruitment and selection are described in the Handbook of Aluminium Arion Procedure (Anonent H).
2. Recruiting programs which do not include positive attempts to identify candidates from affected classes are contrary to the affirmative approach.
3. The hiring of members of affected classes for temporary positions may fulfill short-term goals, but will not fulfil long-term goals.
4. The affirmative action goals of the University shall be communicated to other universities and institutions with particularly great interest.
Units which are demonstrably deficient in representation of members of affective assult may not be authorized to appoint any member of the group. They must be private vice chancellor or administrator that they have made maximum feasible efforts to obtain qualified applicants from the groups.
5. Maximum feasible efforts shall be made to assure that all committees involved in recruiting and/or screening include members of affected classes. When appointments are made administratively, serious consideration should be made to secure advice from all relevant departments. The code requires student representation, maximum feasible efforts shall be made to include student members of affected classes.
7. Notices of offers and responses to offers shall be forwarded to the Office of Affirmative Action.
6. Departments which underutilize members of affected classes in any given Equal Employment Opportunity Commission job category (e.g., teaching, research) may place these classes to fill positions made available through sabbaticals, leaves without pay, one-year visitations professorships, lectureships, and other positions.
8. Complete records of the entire search, screening, and recruiting process shall be kept by the unit for three years.
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9. The following parts of this plan are also relevant to recruitment and selection: III.A.3, III.A.9, III.E, and III.F.1.
B. Promotion in Academic Rank or Professional Responsibility;
Tresure, Transfer, and Salary Determination
1. All criteria which affect promotion, tenure, and salary shall be made explicit in writing in advance of the evaluation. In such cases where specific criteria have a disproportionate effect on members of affected classes, such criteria must be demonstrably job-related.
2. Written statements of current criteria shall be forwarded to the appropriate vice chancellor, the Office of Affirmative Action, and other relevant authorities.
3. Each unit, with the cooperation of the Office of Affirmative
Cancer, will be assigned a transfer, and salary
criteria for bass against the affected class.
4. Members of affected classes shall not be evaluated for postemployment benefits, unless they have which they have had an opportunity to meet, if other employees did not offer such benefits.
5. Records of individual promotion, tenure, transfer, and salary information. Records of promotions based on discrimination arise, these records should be forwarded to the Office of Affirmative Action if required. Records shall include reasons for darnil as well as reasons for garraming promotion, tenure, and salary information.
6. Maximum feasibility effort shall be made to assure that promotions and/or tenure committees include members of affected classes.
On elected committees, provisions shall be made in the nomination process for members of affected classes have reasonable chances for election.
7. Internal promotion may be used as a means to achieve affirmative action goals as described in III.A.9.
C. Granting of Degrees
D. Additional Policies
The fact of employment by the University of Kansas shall not be affected by any of the degree requirements in a different unit of the University.
1. Wherever funds are available in the University to bring persons to campus as guest speakers, consultants, or seminar leaders, members of affected classes should be included among those persons.
2. The Office of Institutional Research and Planning shall conduct a study of reasons for unclassified personnel employment termination, in cooperation with the Office of Affirmative Action, by providing an oral interview to each employee, he or she shall be requested to complete an exit questionnaire. A subsequent oral review may be administered by the Office of Affirmative Action, Personnel Services, or Minority Affairs.
3. Both men and women are eligible to take as much as one year of regular employment, with a similar personal responsibilities with no loss of employee status or benefits. Consistent with Board of Regensburg regulations, each employee is required to work for the organization will not be included as time of service for promotion, of retirement, or of termination.
4. Participation in supervisory training programs as described in III.D.6. is encouraged.
V. Policies for Classified Staff
A. Recruitment and Selection
1. Applicants who are members of underutilized clauses shall receive consideration for employment commensurate with their qualifications. It is the responsibility of the Office of Personnel Management to ensure that applicants for which he or she is qualified. Employment serverying should be eliminated through the recruitment, placement, transfer, and promotion process. Persons who have left positions into occupations from which they have traditionally been excluded.
2. Because University departments depend upon the Office of Personnel Services to refer applicants for interview and selection, the primary responsibility for securing applicants from underutilized positions rests with the Office of Personnel Services, which shall
a. Communicate the affirmative action policy to all recruitment sources indicating that applications from men and women are welcome.
b. Identify sources for members of affected classes in the Miami City, Topka, and other cities within the recruitment area.
c. Actively encourage employees to refer applicants who are members of affected classes.
d. Regulatory place help-wanted advertising in media directed
e. The University will work to obtain more entry levels positions
will work to obtain more entry level positions from the State Division of Personnel. These positions, requiring no
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