HomeMy WebLinkAboutYuba CollegeYUBA COMMUI~ZTY COLLEGB DISTRACT
)~QUAL 1~MPLOYM>~ItiiT OPPORTUI`IITY PL,AItiI:
SUMMARY AItiiD BOARD POLICY
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JUL ~ 2 2012
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Adopted: May 13, 2009
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PIan 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 acomplaint. -
Plan Component 7 -Notification to District Employees
Each year the Human Resources Office will provide all employees with a copy of the Board's
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 $ -Training for Screening/Selection 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.
PIan Component 9 -Annual Written Notice to Community Organizations
The District will make written notification of the EEO Flan 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 implementing
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, jab 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 wi!!
identify additional measures to attract candidates.
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