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HomeMy WebLinkAboutyuba college~4f~p (yp~t1P~'RVdSO~S SEP ~ ~ 201 OROVILLE, CAL1FpR1~lA YUBA COMMUIrIITY COLLI~CI~ DISTRICT 1~QUAL 1~ MPLOYM~NT OPPORTUNITY PLAN: SUMMARY AND BOARD POLICY ~~~t~ ~ ~~ o~ ~ ~~ C°~1,~ ~..~ c~ Adopted: May X13, 2009 ;. _.. ,.. Execu~~ve Surrtrrl~ary Yuba Community College District spans over 4,200 square miles in eight counties, employs in excess of 400 permanent employees and serves over 10,000 students per year throughout the District's colleges and outreach facilities. As one of the largest key employers and contributors to the communities within the District, the District strives to provide a high quality education that will ensure a diverse, trained and motivated workforce. Supporting the p~•inciples of equity and diversity in the workforce is a pivotal component of providing the best possible educational experience. In order to empower individuals in the workforce, the District's Equal Employment Opportunity Plan {EEO Plan) is the framework that wiIl be used to develop policies and services to establish equal employment opportunity, promote inclusiveness and foster the value of diversity. Based on the principles of ethical employment practices, the EEO Plan sets forth policies to ensure that no person shall participate in or benefit from acts of discrimination based on race, color, creed, national origin, sex, sexual orientation, age, disability, marital status, or other forms as described by State and Federal law. Using the participatory governance model, the EEO Plan is the result of a collaborative effort by the appointed representatives from the different constituent groups within the District. The "2006 Model EEO Plan and Guidelines for California Community Colleges" (State Model Plan) served as the foundation far the development of the EEO Plan. The EEO Committee reviewed the sixteen {16} components that constitute the State Model Plan, retaining the policy statements that are required and developing a more localized emphasis to meet the needs of the District. Localization was established through the incorporation of constituent and stakeholder review and feedback prior to adoption of the EEO Plan. As adopted by the Board of Trustees, the EEO Plan is the policy document that guides the continued development and implementation of EEO procedures. To ensure equal employment opportunities in recruitment, hiring and retention of District employees, the EEO Committee will develop such practices and procedures. Plan Com onent Summaries: Plan Component 1- introduction The plan reflects the District's commitment to equal employment opportunity. Plan Component 2 -Definitions Definitions are provided to clarify technical or problematic concepts so everyone will attach the same meaning to the terms used throughout the document. Plan Component 3 -Policy Statement The District has made a commitment to ensuring that all qualified applicants have the same opportunity of being ,selected and that no candidate is given special consideration or discriminated against. i Plan Component 4 -Delegation of Responsibility, Authority and Compliance Ultimate responsibility for implementation of the EEO Plan rests with the Board of Trustees. The Board delegates this responsibility to the Chancellor and designates the Director of Human Resources and Personnel Services as the EEO Officer. The EEO Officer is responsible for the day-to-day administration of compliance with regulations governing EEO. Plan Component 5 -Advisory Committee The EEO Committee serves as the District advisory body on EEO matters. Plan Component 6 -Complaints The District has a complaint process for any person who feels the EEO regulations have been violated. This section explains the process for submitting a complaint. Plan Component 7 _ Notif cation to District Employees Each year the Human Resources Office will provide all employees with~~opy-of~e-Boar~'~ EEO Policy Statement and a written notice summarizing the provisions of the EEO Plan. Additionally, the EEO Policy Statement and Plan is available to District employees through various means, including the District's website. Plan Component 8 -Training for ScreeninglSelection Committees Those serving as the Equal Employment Opportunity (EEO) Representative and participating in the recruitment, screening, and selection of candidates must receive training within twelve (12) months prior to service. This training will consist of Title 5 regulations on equal employment opportunity, state and federal nondiscrimination laws, the EEO Plan requirements, and the District's policies on nondiscrimination, recruitment, and hiring. Plan Component 9 -Annual Written Notice to Community Organizations The District will make written notification of the EEO Plan to community and professional organizations. annually. Plan Component 10 -Analysis of District Workforce and Applicant Pool The District will survey the workforce composition on an annual basis including seven categories of employees. Additionally, the District will evaluate the progress in impleno.enting the EEO Plan and determine whether,any monitored group is underrepresented. Plan Component 11 -Analysis of Degree of Under Representation and Significant Under Representation The EEO Committee will develop a process to determine the degree of under representation and significant under representation. Plan Component 12 -Methods to Address Under Representation To address any under representation of monitored groups, the EEO Committee will review recruitment sources, job announcements, qualified applicant pools and screening/selection committee procedures. Plan Component 13 -Additional Steps to Remedy Significant Under Representation If the EEO Committee determines that significant under representation exists, the committee will identify additional measures to attract candidates. 2 Plan Component 14 - Other Measures Necessary to Further Equal Employment Opportunity The Board of Trustees has adopted the "Diversity Plan for Yuba Community College District" to address other measures necessary to further equal employment opportunity. Plan Component 15 -Persons with Disabilities: Accommodations and Goals for Hiring Applicants and employees with disabilities shall receive reasonable accommodations consistent with state and federal law. The District may take additional steps that take disability into account to achieve projected representation. Plan Component 16 --Graduate Assumption Program of Loans for Education The District will inform students about the Graduate Assumption Program of Loans for Education (GAPLE}. The GAPLE program is currently unfunded. -~- -Board Policy 3420- Equal Employment; {)p'portunity ~ Reference: Education Code Sections 871 D0, et seq. Title V, Section 53000, et seq. The Board supports the intent set forth by the Califoi~ia Legislature to assure that effort is made to build a community in which oppoi•kur3ity is equalized, and community colleges foster a climate of acceptance, with the inclusion of faculty and staff from a wide variety of backgrounds. It agrees that diversity in the academic environment fosters cultural awareness, mutual understanding and respect, harmony and respect, and suitable role models foz• all students. The Board therefore commits itself to promote the total realization of equal employment through a continuing equal employment opportunity program. The Chancellor shall develop, for review and adoption by the Board, a plan for equal employment opportunity (EEO Plan} that complies with the Education Code and Title V requirements as from time to time modified or clarified by judicial interpretation. At a minimum, the EEO plan will include provisions far a cui7•ently trained, non-voting Equal Employment Opportunity Representative {EEO Representative} on each selection coriimittee. See Administrative Procedure 3420 Revised: January, 2007 Adopted: July 21, 2004 .. ........ ~. -... YCCD EEO; PLAN OIL-LINE AT. h~tpalwww,yccd.ed.uldo.cume~~sldocuments~php?ai.d=39 3