6.
University Daily Kansan
Affirmative Action Plan
To All Members of the University Community
The following document is the Affirmative Action Plan of the University of Kansas. It has been developed by the Affirmative Action Board in consultation with numerous other persons, committees, and organizations. You may wish to comment on the Plan; as with any other University policy statement, it is subject to continual consideration.
The Affirmative Action Plan has been accepted and is now in effect. Its effective implementation will require the Involvement, participation, and support of all segments of the University community.
1. INTRODUCTION AND EQUAL OPPORTUNITY POLICY STATEMENT
In the Spring of 1972, the following policy statement was adopted by the University of Kansas:
Equal Opportunity Policy Statement
Equal Opportunity Policy Statement
One of the essential functions of a university is to help all individuals to realize their
One of the essential factors of a university is to help all individuals to realize their greatest potential. The elimination in, all University activities, of discrimination against groups of students can have a profound effect on the success of such groups shall include but not be limited to American, Black, Mexican, Asian, Hispanic, and Native American students. To eliminate it will be given the highest priority. If all universities are aware of these factors and designed to promote
In addition, earlier statements had been adopted by the Board of Regents and the University Senate (Jacendaf, AL).
2. The development and implementation of policies and programs designed to promote co-operation and cooperation of members of such groups in the functioning of the University at all levels.
in reference to point 11) of the Equal Opportunity Policy Statement, an Affirmative Action statement that requires a diverse group of an individual member of such a group which may be revealed in the disclosur
This Plan concerns itself primarily with point (2) of the policy statement, namely, the participation of members of such groups in the functioning of the University at all levels. Decision-making procedures should be designed to ensure that within the University structure. In order to effect a meaningful change in existing patterns of tables to应应应应应应应应应应
The policies and procedures specified in this Plan are applicable for the most part, to improve the utilization of both minorities and women. While the goal of increased utilization is applicable to all minority groups, it will be more difficult to implement the problems in increasing utilization in some areas differ considerably for the two, and to some extent within different minority groups as well. Therefore, the precise implementation of the policies and procedures will depend on the actual needs of the group.
action plans is contained in the Code of Federal Regulations Title 41, Ch. 60, Section 2, known as Revised Order No. 1 (Appenance C and D). Consistent with the contents of that document, the University is obligated to conduct a comprehensive analysis of the goals and objectives which the University is deficient in the utilization of ministries and women, and (b) goals and objectives which are not reflected in the goals and objectives of the (a) Analysis. A preliminary analysis of employees is being conducted by the Office of Merit Authority and Affirmative Action for Women, with the cooperation of appropriate administrative bodies. The purpose of this analysis is to outline goals and objectives, as outlined in part (i) to begin. A system should be designed and approved, with the assistance of an effective audit team, to track achievement of affirmative action procedures. This system shall receive a high priority in the development offices. Goals and objectives shall be reviewed periodically, and implementation of a detailed affirmative action program will
RAYMOND NICHOLS Chancellor
Recognizing that the implementation of some of the provisions of this Plan may involve subunitary expense, the University should submit promptly to the Board of Regent a request for the University to approve.
11. ORGANIZATIONAL STRUCTURE FOR THE DEVELOPMENT AND IMPLEMENTATION OF A DEFINER AFFECTIVE ACTION PROGRAM
The Attorneys' Association board should be made up of a group of advisory bodies based on all matters concerning the attorney's practice. The committee, which is composed of five members who are members of the committee with respect to attendant persons and the examination of discrimination, and to the committee with respect to attendant persons and the examination of discrimination, will vote on any matters concerning the attorney's practice.
1. A permanent Affirmative Action Board shall be established, consisting of twelve representative members, nine to be appointed by the Chancellor to serve staggered three year terms, with the remainder being non-affiliated. As ex-officio non-voting member, the appointee member shall include appropriate representativeness and diversity. T
1 The affirmative action program of the University shall be directed by the Office of Affirmative Action and will not discriminate in any manner against any student or the organization of all programs of affirmative action within the University, including those for minorities.
studying as Islaman on an affirmative action matter with governmental agencies and community organizations, the University community informed about developments in the equal opportunity field.
The University structure (see Section C1.4 at MIT) includes individual units within the University structure on reports of affirmative action in their respective divisions to the Affirmative Action Office.
(d) Supervising the formation and operation of advisory units (see Section D)
(e) Assisting in the process of surveillance
observing and making recommendations to the Affirmative Action Board on an policy matters and making recommendations to the Affirmative Action Board on a total amount of feedback from advisory units see Section D) and affirmative action commission.
(b) Assisting departments, offices, or units in the University in establishing goals and time statistics on availability of minority and women in the local work force and in the various aspects of their employment.
(c) Monitoring changes in the departmental workforce.
(k) Assisting in career counseling as required by HEW guidelines. (1) Explaining the rationale for providing this information.
(1) Advising University hiring entities as to means of publicizing, and in cooperation with educational institutions by providing employment and educational opportunities by means that will reach women and men.
(m) Compiling and distributing periodic reports on the status of women and minors in the University. Manage such other offence action dates or dates you have obtained from time to time.
(i) **Remaining such other action dates as may be assigned from time to time by the Cronptown in response to changing conditions or assignments.**
seen via Charlize in consultation with the Affirmative Action Office, shall appoint a woman and minority leader as part of their responsibilities, the affirmative action委员会 shall
using the policies stated in this plan to the component units within the respective divisions and implementing the policies are implemented. 2. Assistance units in the monitoring of the component units and units.
Reviewing the detailed process involved in the recruitment of women or minors (see Appendix K, with emphasis on the recruitment of minorities) and the utilization of minorities or women, and assisting the smaller units in implementing these processes.
2. Preparing periodic progress reports for the Affirmative Action Office.
D. Advisory Units
Advisory units of women and ministries shall be set up by the Affirmative Action Office to both women and ministries four advisory units are suggested; faculty, other unaccompanied staff, both women and ministries more or fewer advisory units, or a different organization of advisory units, may be appointed. Advisory unit meetings should be widely publicized, and everyone should be actively encouraged
Expanded staffs and budgets determined to be necessary to carry out activities and programs shall be provided as promptly as feasible.
In order to satisfy the requirements of Section 202 of Executive Order 11246 (imade more comprehensive and compliant with an equal opportunity clause, a Contract Compensation Officer for the Firm is required). Pending such designation, the Vice Chancellor for Business Affairs shall designate a memorial office in the City of Chicago that will designate a memorial office to the Director of the Office of Affirmative Action shall be available to the Contract Compensation Officer.
III. GENERAL POLICIES
In the long run, effectively increasing the utilization of morale and women in faculty and staff will help to improve student retention. In high education, affirmative action student programs shall be developed and pursued. In lower education, affirmative action student programs shall be developed and pursued.
Employment and educational opportunities shall be open to faculty and publicized, with equal opportunity. Employer must have an Employee Opportunity Employer (EOP) Number, EO Identification # (EI), Equal Opportunity Clause (EI), §124.86 (F) and (G) in addition, the EOP Number, EO Identification # (EI), Equal Opportunity Clause (EI), §124.86 (F) and (G).
instructional films and other publicity which usually direct members to the university information services. An employee must also be a member of the institution's position of responsibility such as supervisors, or as supervisor, an appointed professional holder of positions of responsibility such as supervisors, or as a registered employee.
No person shall be denied employment or promotion because of marriage status or parental status. No person shall be denied employment or promotion because of any other information on planned family size shall be selected from candidates for employment or promotion.
5. For as long as there are inequities in the hiring and utilization of women and minorities, criteria for selection of people for positions in the University shall include the affirmative action goals.
correspondence related to the recruiting of applicants for admission to or financial aid in any educational program, there shall be a statement encouraging applications from minors and women.
*The Current Kansas Board of Regents policy allows employment of personnel without regard to their marital status.* Therefore, in all personal decisions, there shall be no consideration on members of the same family as to employment or discharge.
University shall request the Regents to review their policy, in line with Federal guidelines, to allow students to work remotely during their academic year. Students must specify decisions involving direct benefit, tuition, appointment, retention, tuition, professional development, and other benefits.
attempt shall be made to identify and consider qualified individuals within the University whose appointment would further affirmative action goals.
It is University policy to develop training and upgrade programs to foster upward mobility of minors and women currently on the staff, implementation of this policy shall receive the
We use a device to discriminate against women and minority staffers at the university. We train them to foster the University to recruit and train potentially qualified minority individuals, particularly women, and to ensure that they are not used in the workforce.
13. All criteria for admissions and treatment of students, and for hiring and conditions of employment shall insure as possible, be explicitly stated in writing, and the use of those criteria shall
individuals and women for employment at the University. A report determined without regard to race, color, religion, sex, national origin, ancestry, marital status, number of dependents, or employment of a student.
14. Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and congenancy are covered under the appropriate medical insurance coverage (except under such under any health or temporary disability insurance) which may leave applicants available in certain circumstances. The applicant is required to pay the full amount of seniority and other benefits and privileges, reinstatement and payment under any condition of disability due to pregnancy or childbirth on the same terms and conditions as they are applied to disability due to pregnancy or childbirth on the same terms and conditions as they are applied.
11. Any woman shall be obligate to continue working during pregnancy for as long as her physiological needs are met, and she may not work without the permission of her employer to go on leave or to terminate employment at an arbitrarily determined point.
12. A woman who is pregnant should be offered employment in a domestic service.
10. Retirement plans for University employees should not have different optional or compulsory retirement ages based on sex, nor should plans differentiate in benefits on the basis of sex.
es classified by legally suspended applicable conditions. Primary and continuing positions are subject to employment terms, including paid vacation, minimum compensation, time off, tempor
18. The availability of port-time employment shall not be used to deny equal opportunity for full-time employment to qualified individuals.
2. If a Vice Chancellor, in conjunction with the Affirmative Action action, an employee unit is training to follow affirmative action policies, he or she can, in consultation with the department, develop and implement training policies. 3. Criteria for deciding promotion and salary increases of department heads, higher level administrators, and other University personnel in decision-making positions shall include their contributions.
1. The University's affirmative action policies and implementation procedures shall be communicated to all administrative personnel.
4. Official University organizations shall not knowingly transact business with organizations which, in their diplomatic policies, discriminate on the basis of race, color, religion, sex, national origin or ancestry.
5. Maximum feasible effort shall be made to ensure that policy-making boards and committees formation process to ensure that women and minorities have responsible opportunities for participation in decision making and that women and minorities are represented in the names of the members to the Affirmative Action Office, with indication of such minority and gender as been appointed or an account of the efforts made shall be made and forwarded to the Board.
6. The University should make every effort to ensure that quality child care facilities, available in their community, are made available and supported facilities should be given to individuals whose use of these facilities would contribute to affirmative action goals. Corporation with local community groups and child development programs should be encouraged. The special need for excellent facilities for all-day care as well as daycare should be taken.
The University Affirmative Action Plan shall be publicly published and the Equal Opportunity Policy shall be publicly announced. The University will accept women employees and students. Copies of the complete Plan will be available upon request.
6. All University publications, announcements, formal correspondence, etc. that promote programs
7. All University publications, announcements, formal correspondence, etc. that promote programs
8. Active participation and association of all members of the University community in encouraged
9. Active participation and association of all members of the University community in encouraged
9. Active participation and cooperation of all members of the University community is encouraged and implementing the detailed aspects of the Affirmative Action program.
1. Recruiting programs which do not include positive attempts to identify minority and women candidates are contrary to the affirmative action policies of the University.
2. All openings should be described in writing and publicized within the University, in appropriate professional media, and by means which are designed to reach minorities and women.
When a unit has been given authorization to recruit personnel, a copy of the authorization document must be sent to the recruiting office and published the position so as to reach minorities and women, and provide advertising services.
3. All hiring units shall communicate all openings to universities which might be sources of significant numbers of minority and women applicants.
4. Special efforts, including but not restricted to occasional site visits, shall be made to appraise universities and other institutions with a particular great potential as sources of minors and graduates.
women applicants of the affirmative action goals of the University to qualify for full-time positions, make every effort to locate qualified minority and women candidates to fill positions made available through sabbaticals,
6. Wherever funds are available in the University to bring outstanding persons to the campus in such capacities as guest speakers, consultants, or seminaries there should be included among them.
7. Maximum feasible effort shall be made to ensure that all committees involved in recruiting, training and supervising women and minorities have responsible opportunities for election. Upon completion of the effort, the committee should issue a written supervision report, the executive副总裁应 reinforce the names of the members to the Affirmative Action Office and the executive副总裁应 reinforce the account of the efforts made shall be forwarded to the Affirmative Action Office upon request.
(a) All recruiting efforts, including personal contacts, telephone calls, correspondence, and publicity.
10. Names of all individuals screened, with sex and minority status, if known.
11. Names of all individuals screened, if unknown.
9. Goals and timetables relative to recruitment shall be set promptly in order to affect recruiting efforts, including the appointment of a representative for demonstration, deficient in representation of minority group members or women that cannot be authorized to appoint new or replacement personnel outside the deficient group until they demonstrate to the appropriate Vice Chancellor that they have made maximum felicitous efforts towards recruitment.
a) All actual intuitives.
b) Reasons for selection of successful candidates, including explicit statements relative to an action.
c) Reasons for selection of successful candidates, including explicit statements relative to an action.
c) Names of all individuals invited for interviews, with sex and minority status, if known.
d) All actual interviews.
e) All potential interviews.
A price of all such records shall be transmitted to the appropriate Vice Chancellor prior to making an offer for any position, and a copy forwarded to the Affirmative Action Office. If the Vice Chancellor authorizes a record of an offer after adequate affirmative action procedures have been completed or authorization of a formal offer until adequate affirmative action procedures have been established, the record should be transmitted to the Affirmative Action Office. Complete records shall be available on request to the Affirmative Action Office.
1. Maximum feasible effort shall be made to ensure that tenure and promotions committees in the state must have adequate staff; the committees should be prepared to process that issue and women and minority members have reasonable opportunities for election. Upon the completion of this step, the state authority supervising the election shall report the names of the members to the Affirmative Action Committee. If no women and minority members have been appointed or elected, an account of the election. If no women and minority members have been appointed or elected, an account of the election.
6. Records of tenure and promotion decisions at all unit levels shall be kept, and, subject to the Authority's privacy and privacy, shall be available in the Affirmative Action Office. Records should include:
made aware of the requirements of the memorandum and promotions committees shall make their criteria explicit in writing. Written statement of intent, and written acceptance by the appropriate Vice-Chancellor, and shall be made available to members of the unit concerned.
4. Units shall evaluate their methods of applying permissions and returns criteria for implicit bias. They must identify the sources of such bias and, where appropriate, the University or the community in important ways, the use of such service as a criterion for comparing the different methods of evaluating these criteria.
1. Upon terminating employment on an employee shall be required to complete an affirmative form of payment for all the terms that will be available from the Firm's Office. Monthly payment items will be available from the Firm's Office. Monthly payment items may also be applied to the firm's contract.
shall be made clear to the applicant by the chairperson, dean or director of the unit. 4. Units shall evaluate their methods of applying promotion and tenure criteria for implicit bias
Boris and most women shall be permitted to take as much as one year for a leave of absence before their departure. Women are guaranteed two such leave periods, a leave of time shall not be included in the leave period, and sabbatical and spalatal leave periods shall not be included in the leave period.
1. Women and minority applicants shall receive consideration for employment commensurate with the job requirements and qualifications of their applicants; for recruitment placement, transfer and promotion of male and female applicants and employees with disabilities; and for recruitment and promotion of female applicants.
2. University departments must depend upon the University Office of Personnel Services to refer students to appropriate training programs, and women applicants to classified positions rests with the Office of Personnel Services, which is responsible for providing these positions.
(a) Communicate the offensive action policy to all recruitment sources, indicating that minority and women applicants are encouraged.
(c) Actively encourage minority and female employees to refer applicants.
(a) Expand help-wanted advertising to include minority news media and women's interest media on a regular basis.
3. It is understood that the regulations of the Kansas Civil Service an examination and placement department shall be used to determine the qualifications of persons serving as a Regionalist it now is in the process of resuming its regulations to comply with Federal and State requirements.
4. It is essential that entry level applicants be provided by the State Division of Personnel Affairs (SDP) with all necessary information about their eligibility to provide opportunities for minorities and women without previous experience to have access to a job offered by the State Department.
5. Continual reassessment of classifications and pay plans by the State Division of Personnel should take place in an ongoing effort to assume responsibility and to ensure that any changes made are in compliance with the classified assessment criteria.
6. Goals and timelines relative to classified staff recruitment should be set promptly in order to affect on going recruiting activities (see Part I II Section C and Appendix B). Classified staff recruitment should not be authorized to appoint new or replacement personnel outside the organization. Classification requirements have made maximum feasible efforts to appoint qualified minority groups individuals or women.
B. Training, Transfer and Promotions
1. Personal Services, in cooperation with the Affirmative Action Office, shall encourage University skills of minors and women. Special projects utilizing federal funds to reimburse the University will be conducted with the assistance of the Office of Human Resources.
*Oilings of skilled positions in the university shall be advertised in the faculty-staff newsletters. Oilings of skilled positions must be submitted to all employee bulletin boards, providing an opportunity for employees to request transfer.*
Other programs shall be developed on loan, as feasible to provide employees with skills to perform the duties of a position in the Office of Facilities Planning and Operations not only provided by the company but also designed as a trust for such programs only provided by the company.
2. Consistent with Civil Service policy, both men and women shall be permitted to take as much leave of duty as necessary, including the right to request status, benefits, or seniority. Each employee should be guaranteed two such leaves if requested.
Upon terminating employment, an employee will be requested to complete an affirmative offer of employment. Employees who are unable to afford the required cost will be available from the Affirmative Offer Office. Reports shall be forwarded to the Director of Human Resources.
VI. POLICIES FOR STUDENTS
1. In order to ensure full equity of opportunity for admissions, the University shall actively recruit and nurture women and minority applicants all levels.
A. Admissions
2. Criteria for admissions shall be feasible enough to take into account the effects of economic conditions and the availability of staff; and should not be too restrictive to not make the sale consideration in admission and support decisions. Exact criteria shall be supplied by the university or its affiliate.
mented by affirmative action goals in making decisions, which will be examined for cultural (including sex) bias, with a view to the elimination of criteria which limit the options of any category of
4. Admission requirements, standards, policies, and procedures affecting full and part-time enrollment at all level—undergraduate, graduate and professional schools—will be explicitly defined.
S. Admissions decisions, if required, shall be made by admissions committees. Maximum tenure for an admitted professional degree shall be made in the nomination process to ensure that women who have been admitted possess the necessary knowledge and skills to conduct election shall report the names of the members to the Affirmative Action Office, with indication of their gender, race, national origin, marital status, and education. Minority members have been appointed or elected, the report shall include an account of the admissions decisions for the previous year, and of the students enrolled that fail to to the requirements. If a student fails to meet the admissions requirements, the admissions decisions for the previous year, and of the students enrolled that fail to the requirements, subject to accepted principles of confidentiality, upon request of the Affirmative Action committee, shall be submitted, subject to accepted principles of confidentiality, upon request of the Affirmative Action Committee.
C: Neither mental nor parental status shall be used as a criterion in the evaluation of applicants for admission to higher education or employment. Women and from women higher education, age requirements shall not be so stringent as to prohibit them from applying to higher education.
2. In recognition of the influence on the development of interests, attitudes, and career patterns, young people exercised not only in and around univeristy instructional or training programs but also to gain experience in leadership.
Moderate, family friendly, and personal training, guidance and counseling will be provided to students. The program is designed for students in grades 9-12 of minority students. Every effort shall be made to provide courses of both sexes and of all races to the students.
1. The stereotypy or reoccluding of one group is inconsistent with the principles of the University. For example, a university's curriculum will be focused on teaching math, science and student instruction to examine educational, vocational and life goals competencies.
2. The stereotypy or reoccluding of one group is inconsistent with the principles of the University. For example, a university's curriculum will be focused on teaching math, science and student instruction to examine educational, vocational and life goals competencies.
4. Because of the unique problems faced by women and minorities, special programs shall be encouraged and separately budgeted.
encouraged and separately budgeted
5. Tutorial and other supportive emotional services shall be provided to aid minority students
6. Students
2. Marital status and sex shall not be factors in determining eligibility for financial support and dependency allowances.
1. Criteria for financial aid shall take into account economic and cultural differences in the student's background and on admission criteria. Existing criteria shall be supplemented by affirmative action goals.
4. The University should encourage the Athletic Corporation the Endowment Association, and participate in Inter-School athletics on the some basis as to men's or women's athletes; it is also a member of one of the members of one sex, they are not coached by any of the members of one sex.
5. So long as there are scholarships and fellowships restricted to members of one sex, they shall be balanced with scholarships and fellowships reserved for members of the other sex, in
5. Financial assistance of any sort, including but not limited to scholarships, fellowships, financial aid and grants, and other financial assistance, is available to students admitted to the Affirmative Action Office on forms to be submitted.
Scholarships, loans, and defended tuition plans shall be provided to biennial student applicants who are enrolled in a four-year institution. The Office of Affirmative Action for minority or women students or not, shall be transferred to the Office of Affirmative Action for minority or women students.
1. The Student Health Services will offer optional health care for spouses and children of students as soon as facilities, and personnel permit, are available.
2. Consumers should have majority representation on the advisory board to the Student Health Service. Women and minisites should be represented in proportion to their numbers as consumers.
3. Birth control information and devices shall be available with complete confidentiality to all students who request such information or medical service. Such services shall not be denied to them.
5. The option of maternity benefits under health insurance plans should be available to all students, regardless of maternal status, and should include coverage for low殃 termination claims.
1. The distribution of student activity fees by the Student Senate shall conform to nondiscrimination and affirmative action policies and practices.
2. In all decision-making groups, tasks forces, and search and screening institutions which have student membership, make decisions about efforts to be made to include women and minority students in decision making. The institution will ensure that women and minority students have reasonable opportunities for election. Upon the formation of the Affirmative Action Office, the authority supervising the election shall report the names of the members to the Affirmative Action Office, with indication of such minority and women students as have been appointed or nominated. The action office will record the account of the efforts made shall be forwarded to the Affirmative Action Office upon request.
3. There shall be no University housing restrictions, requirements, or regulations which discriminate against members of either sex. University housing for students with dependent children
shall be equally available to men and women, regardless of marital status.
The determination of residency and dependency status for fees purposes shall be the same for
4. The determination of residency and dependency status for fee purposes shall be the same for men and women, where low permits are required in lieu of absence of leave should be treated as permanent.
5. Pregnancy or childbirth requires a leave of absence shall be treated as a temporary disability. A minimum of two weeks prior to the birth of the child should be observed. Appropriate arrangements shall be in writing and should be a record records. Time limitations with respect to credit counted towards degrees, or with respect to completion of the requirements for a course, or with respect to progress toward completion of a course.
6. Only firms which fully comply with regulations and guidelines of the Equal Employment Opportunity Commission, and the provisions of the affirmative action plan shall be permitted to conduct employment screening on the basis of race, religion, color, national origin or ancestry, or which advertise positions specifying, or expressing a preference for applicants with respect to, any of these characteristics shall be
9. Material on women and ministries should be incorporated into courses where it is relevant to subject matter. The University shall encourage and support establishment of departmental and international courses.
8. A system of part-time tuition shall be studied, with the aim of making tuition proportional to the number of hours of enrollment.
Liaisonate support structure for women's intermunicipal athletic programs will be recom-
mended for postsecondary requirements for required official, and staff aid to the
employment of postsecondary expenses for required official, and staff aid to the
employment of postsecondary expenses.
NOTE: Appendices referred to in the plan are available at the Affirmative Action Office, 7 Strong Hall.