Regent Policy Documents

SECTION 17: EQUAL OPPORTUNITY POLICIES: EDUCATION AND EMPLOYMENT

17-2 ESTABLISHMENT OF EQUAL OPPORTUNITY EMPLOYMENT OFFICES

(Formerly 72-9)

The Board of Regents adopted at the June 1972 meeting, policy goals and objectives for an affirmative action effort for minority and disadvantaged students as recommended by its ad hoc committee, which broadly considered the term "affirmative action" to include the University System as educator, employer, and purchaser of goods and services.

In general terms, the goals adopted are commitments to use the resources of the University to meet the educational needs of minorities and educationally disadvantaged students. The goals adopted look toward: (1) effectively serving the needs of minority and educationally disadvantaged students through improved and expanded educational programs and supportive services such as financial aids, counseling, and tutoring; and (2) development of an effort that will assure equal opportunity in all aspects of recruitment and employment consistent with state and federal statutes and executive orders and procedures by which the University System will actively seek to increase the number of minority employees at all levels. The Regent goals and objectives will be implemented through a two-phased approach as follows.

The first phase will involve establishing the organization and staffing and assigning the responsibilities within both Central Administration and the Unit Chancellor's office for the equal opportunity employment efforts and the educational and supportive services programming for minority and disadvantaged students.

The second phase will be concerned with the refinement of the goals and objectives, establishment of the programs and procedures, and development of the financial resources necessary to meet the needs of minority and educationally disadvantaged students and to assure a positive equal opportunity program. Input will come from students, faculty, and administrators within the many Units of the University with the office of the Vice President of Academic Affairs responsible for establishing System priorities in the educational program areas, and the System Equal Opportunity Office responsible for the employment areas. Phase II development is contingent upon the organization and staffing in Phase I, making it imperative that the University proceed immediately to implement Phase I. As Phase I and II are developed, they will be reported to the Board of Regents. Subsequent, periodic progress reports will be made at approximately six-month intervals.

To carry out the first Phase, which will establish the organization and assign the responsibilities, it is proposed that: (1) an Equal Opportunity Employment Office be established in the Office of the President to be responsible for providing leadership and coordination in employment of minorities, (2) the Vice President for Academic Affairs be assigned responsibilities for providing leadership and coordination in the development and supervision of educational and supportive programs for minority students and adequate staff be provided in his/her office to carry out these responsibilities, (3) an Equal Opportunity Employment Office be established at each campus in the Office of the Chancellor, and (4) the Chief Academic Officer of each campus be assigned responsibilities for developing and improving educational and supportive programs for minority students and adequate staff be provided in his/her office to carry out these responsibilities.

Phase I - Organizational:

A. Affirmative Action (Employment):

  1. System Administration: Establish an Office of Equal Employment Opportunity in the Office of the President, with a Director responsible to the President who shall have the responsibility for working with the Vice Presidents, Chancellors, and campus Equal Employment Opportunity Offices, in coordination and assisting affirmative action programs for the employment of minorities. This office will be responsible for:
    1. Assisting the President in the reviewing of affirmative action plans, including goals and timetables, of each of the campuses;
    2. Assisting in and promoting the development of training programs to provide opportunity for personnel to upgrade their qualifications;
    3. Representing the University as a coordinator in working with compliance review teams;
    4. Developing compliance review procedures to ensure that goods and services purchased by the University of Wisconsin System are not procured from vendors who are discriminatory in their hiring and employment practices;
    5. Coordinating efforts for implementation of campus affirmative action;
    6. Assisting in and promoting the development of procedures for the handling of grievances;
    7. Providing leadership and technical assistance to campus affirmative action staffs;
    8. Analyzing and developing periodic reports to the President, Board of Regents, Governor and federal agencies on the status and progress of minority employment; and
    9. Assist in the development of policies and practices to accommodate the requirements of civil service personnel and programs to the requirements of the affirmative action programs.
  2. Universities: Establish an Equal Employment Opportunity Office in the chancellor's office with the responsibility for working with the vice chancellor, deans and department chairman of that campus in:
    1. Developing affirmative action programs for the employment of minorities,
    2. Representing the campus in working with the System Office of Equal Employment and with compliance review teams, and
    3. Monitoring and evaluating affirmative action programs on his/her campus.

B. Educational Programming:

  1. System Administration: The Vice President for Academic Affairs is assigned the responsibility for working with the vice presidents and chancellors to insure that expanded opportunity be created for minorities in areas of program development and cultural opportunities and to coordinate and assist in the evaluation and development of all educational programming in this area. An additional Associate Vice President for Academic Affairs shall be established so these activities may be assured the equivalent of full time attention at this level. The selection process with Regent involvement for the position of the Associate Vice President shall be instituted after a Vice President for Academic Affairs is appointed. Such other staff as may be necessary for the office shall be provided to carry out the following responsibilities:
    1. Developing improved and/or expanded special financial aid, counseling, and tutorial/remedial efforts jointly with campus counterparts;
    2. Providing leadership in improving and expanding opportunities for minorities in the areas of cultural development;
    3. Establishing System priorities and Long-Range Goals and Objectives and review and analysis procedures.
  2. Universities: The chief academic officer shall be charged with the responsibility for coordinating supervising the development of educational programs for minorities and educationally disadvantaged on his campus and for monitoring and evaluating all ongoing programs to assure relevancy and effectiveness. S/he shall coordinate these activities with his/her system wide counterparts and with the Office of the Associate Vice President of Academic Affairs.

 

Phase II - Planning, Program Development, Review and Analysis:

A. Affirmative Action (Employment):

  1. System Administration and Units: Develop a database that can be used for establishment of employment goals, comparison purposes, to monitor effectiveness, and to measure movement toward the goals.
    1. Develop basic information about the University workforce including information about each employee, analysis of employee turnover, comparative salary information, job status, hours worked, etc.;
    2. Identify job classifications and organizational units in which minority groups are not employed or under utilized;
    3. Identify patterns of differences in pay, status, type of appointment, etc.;
    4. Identify the availability of promotable minorities within the University;
    5. Develop estimates of the availability of minorities within the recruiting area for particular job categories;
    6. Develop projections of future personnel requirements.
    7. Develop and reevaluate periodically employment goals for the hiring of minorities at least in proportion to their availability m the recruitment areas and set appropriate timetables to achieve such goals.
    8. Review personnel policies, practices and procedures to assure they promote the consideration and hiring of minorities.
    9. Monitor employment practices and recruitment results to see that progress is made toward the goals.
    10. Develop programs to support affirmative action such as training programs, complaint procedures, etc.
  2. Universities: Establish an Equal Employment Opportunity Office in the chancellor's office with the responsibility for working with the vice chancellor, deans, and department chairperson of that campus in:
    1. Developing affirmative action programs for the employment of minorities,
    2. Representing the campus in working with the System Office of Equal Employment and with compliance review teams,
    3. Monitoring and evaluating affirmative action programs on his/her campus.

B. Educational Planning:

System Administration and Units:

Responsible planning dictates that the following steps be taken in order to implement in the fall of 1973 a coordinated, objective, and educationally-sound academic plan.

  1. Develop long-range programs goals and objectives (5 years) within the broad framework of the Regent directive.
  2. Develop specific short-range or immediate goals and objectives (2 years).
  3. Inventory all existing programs.
  4. Develop procedures and criteria (quantitative and qualitative) for systematic evaluation of all programs related to minority and disadvantaged.
  5. Develop procedures for an automatic review of all programs at the end of the second year of operation.
  6. Establish System priorities and Unit missions to meet the educational, socio-cultural, and financial aids needed.
  7. Meld effective current programs with proposed new program needs into the first year (1973-74) of a System approach to educational programming for minority and disadvantaged students, and phase out, and\or eliminate, ineffective programs.
  8. Provide for a progress report to the Board of Regents with a comprehensive analysis of the System total effort to be made and reported to the Board by July of 1973, and annually thereafter.

History: Res. 235 adopted 7/14/72. (See also Policies 17-5, 17-6, & 17-7)


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The Regent Policy Documents were adopted and are maintained pursuant to the policy-making authority vested in the Board of Regents by Wis. Stats. § 36. The Regent Policy Documents manifest significant policies approved by the University of Wisconsin System Board of Regents. This document is a ready reference for those charged with carrying out these policies. Unless noted otherwise, associated documents and reports may be obtained from the Office of the Secretary of the Board of Regents, 1860 Van Hise Hall, 1220 Linden Drive, Madison, WI 53706, ph 608-262-2324. http://www.uwsa.edu/bor/policies/