SECTION 12 - AFFIRMATIVE ACTION PLAN
Prince George's Community College remains committed to an effective policy of nondiscrimination and equal opportunity in all personnel action. The results-oriented programs contained in the Affirmative Action Plan (AAP) will further the effectiveness of that policy by identifying problem areas, establishing attainable goals and timetables for corrective action, and fixing responsibilities for implementation of the Plan.
The AAP will be implemented throughout the college by all personnel, supervisory and nonsupervisory, in each division, department, and area. The success of this AAP rests in the hands of each member of the college community, and each will be expected to make every good faith effort to support the Plan.
Members of the college community who have suggestions for improving the AAP are invited to present written comments to the executive assistant to the president. The AAP will be reviewed at least annually, and all written suggestions for improvement will be given careful consideration during such reviews.
The AAP will establish certain goals for employment of women and minorities. Under a system of goals, an employer is never required to displace existing employees or to hire unneeded employees to meet a goal, is never required to hire an unqualified person in preference to another applicant who is qualified, nor is an employer required to hire a less qualified person in preference to one better qualified, provided the qualifications used to make such relative judgments realistically measure the person's ability to do the job in question.
Qualifications used in making personnel decisions will be established in accordance with the AAP, and will be limited to bona fide occupational qualifications: i.e., those qualifications reasonably necessary in order for the applicant to be able to satisfactorily perform in the position applied for. Once established, these qualifications will be uniformly applied to all candidates without regard to race, color, sex, age, religion or national origin.
Recruitment procedures are intended to encourage upward mobility of qualified and qualifiable college employees and yield, in off-campus recruitment, an expanded pool of qualified applicants representative of women and minorities.
All college employees are urged to become familiar with the Affirmative Action Plan. Those who do will realize the goals established by the Plan will be achieved by active recruitment and establishment of nondiscriminatory career ladders which will have no adverse effect upon the job security or advancement of present employees of the college.
For a copy of the Affirmative Action Plan as well as appropriate forms, contact the executive assistant to the president, Kent Hall, room 130, extension 0170.
AFFIRMATIVE ACTION POLICY
See §8-205 of the College CODE
A. Policy. The Board of Trustees is committed to a policy of nondiscrimination and equal opportunity in all personnel actions. This policy includes, but is not limited to:
1. Recruiting, hiring, training, and promoting persons in all job classifications without regard to race, color, religion, sex, sexual orientation, age, handicap or national origin, except where sex is a bona fide occupational qualification.
2. Basing decisions on employment so as to further the principle of equal employment opportunity.
3. Ensuring that promotional decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities.
4. Ensuring that all personnel actions such as compensation, benefits, transfer, layoffs, return from layoff, institutionally sponsored training, education, tuition assistance, and social and recreation programs will be administered without regard to race, color, religion, sex, sexual orientation, age, handicap or national origin.
B. Action taken under this policy shall be subject to review in accordance with the Grievance/Review Policy and the rules promulgated thereunder.
C. The college president is authorized to issue, and update annually, an Affirmative Action Plan to implement this policy.
See §8-203 of the college CODE
A. Policy. Whereas, policies or practices which prohibit or limit the simultaneous employment of members of the same family may have an adverse impact upon one sex or another, it is
1. That any policy or practice which prohibits or limits simultaneous employment at Prince George's Community College of members of the same family is hereby repealed.
2. That it is the policy of Prince George's Community College to permit the simultaneous employment of members of the same family.
3. That the following regulation is hereby adopted to restrict an individual employee's capacity to function as judge or advocate in matters involving the employment of a family member:
a. No employee shall initiate or participate in any institutional personnel decision (such as hiring, retention, promotion, salary, leave of absence, benefit, grievances, etc.) or in any evaluation affecting a family member.
b. All present employees, and all future applicants for employment, shall disclose to the Office of Personnel the identity of any of their family members who are employed by the college. This information will be furnished to the board before the personnel decision is taken. This information will be used solely for the purpose of assuring impartial compliance with this regulation, and not for the purpose of influencing any personnel decision.
c. The term family members as used in this regulation shall include, but not necessarily be limited to, persons residing in the same household whether or not related by blood or marriage, spouses, parents, children, and siblings.
B. Rule: This rule is promulgated by the president to implement a portion of the college's Anti-Nepotism Policy.
1. The president delegates to the vice president for Instruction the power and responsibility to act instead of the president in each and every official matter which involves a family member of the president. If the vice president for Instruction is otherwise involved in the matter, or is unavailable at the time, such power and responsibility is delegated to the vice president for Workforce Development and Continuing Education.
2. If any college employee other than the president is involved in any official matter regarding a family member of that employee, the employee shall report the fact to his immediate supervisor. The supervisor shall delegate in writing to a disinterested person the power and responsibility to act instead of that employee in the matter regarding the employee's family member.
3. Any action by a delegee under this rule shall be taken on its own merits, without regard to the relationship between the family member.
The college's recruitment procedures which are outlined below are intended to assure nondiscriminatory hiring and to encourage the recruitment of women and minorities:
A. All recruitment is centralized in the Office of Personnel, which is advised of the existence of all vacancies by the vice president, dean, director, or other administrator concerned with filling the vacant position.
B. The completed Position Available Bulletin is forwarded to the Office of Personnel. If the position being requested to be advertised is not a new position, the qualifications and criteria used for previous recruitment will be used for the recruitment of this position. If the appropriate supervisor requests a change in the qualifications and criteria from previously advertised bulletins, there must be written justification of this change, except in the case of an administrative position. Qualifications for administrative positions are on file and only the criteria must accompany the requisition. For a new position, suggested qualifications, criteria, and job description should accompany the requisition. Prior to the Position Available Bulletin being published, an employee from the Office of Personnel will review the qualifications and criteria with the appropriate line supervisor, director, or dean. Once the Position Available Bulletin (PAB) is printed, the Office of Personnel then distributes the PAB in the following manner:
1. On-campus bulletins are posted throughout the college on Office of Personnel official bulletin boards. A list of vacancies is sent to each office to be posted.
2. Vacant positions are announced on the Office of Personnel’s jobline and the college’s Web site.
C. Prior to announcement, the position and qualifications for the vacant position are reviewed by the executive assistant to the president. Recruitment for professional positions will be initiated on and off campus simultaneously: e.g., administrators and faculty including Community Services' instructors and counselors.
D. If, at the time of recruitment, the executive assistant to the president determines that the college has a well-rounded applicant pool according to current statistics, that pool shall be used in lieu of off campus advertising. In other cases, the positions are advertised in local newspapers, including minority newspapers, and where appropriate, in professional journals. Job banks and organizations concerned with the employment of women and minorities are advised of vacancies, as are local colleges and universities, including minority institutions. All advertisements and notices indicate that the college is an equal opportunity, affirmative action employer.
E. The Position Available Bulletin used in advertising a vacant position includes all required qualifications for that position. In the event a change in qualifications becomes necessary, a new Position Available Bulletin is issued and the position is readvertised.
Full-Time Administrative/Faculty Positions:
1. Applications for full-time administrative, and faculty positions are first reviewed by the Office of Personnel to determine whether the stated qualifications are met. Applicants for such positions who do not meet the advertised minimum qualifications are notified by the Office of Personnel, enumerating which qualifications were not met by the applicant. The director of Personnel will document for the recruitment file the reasons for rejecting each application which does not meet the minimum qualifications. Those applicants deemed not qualified will be given ten (10) days to submit additional information to the Office of Personnel that will support their qualifications.
2. Applications found to meet the minimum stated qualifications for full-time administrative and faculty positions are forwarded, with race and gender data, to the executive assistant to the president. The executive assistant to the president will examine the applications and determine whether the applicant pool reflects the percentage of minorities and women in the availability indices developed by the college's Office of Institutional Research and Analysis under the direction of the executive assistant to the president. If an applicant pool does not reflect these percentages, the executive assistant to the president may request that the position be readvertised.
3. When the qualified applicant pool is well rounded, as defined in (2.) above, or when the executive assistant to the president determines that a well rounded pool is not likely to be obtained, all qualified applications are reviewed by a Review/Screening Committee which includes a minority member of the college's full-time professional, contract staff. The executive assistant to the president and responsible administrator will be ex officio members of each such committee. The dean and department chair will appoint the remaining committee members. Prior to screening applications, the responsible administrator, with advice of the Review/Screening Committee, shall establish a series of nondiscriminatory interview questions, approved by the executive assistant to the president who may approve changes in the questions. These questions shall deal principally with applicants' background as it relates to the qualifications and criteria. From its review of the applications, the committee then selects for interview those applicants who it judges meet the criteria to the highest extent. Normally, no less than three nor more than seven applicants should be recommended for interview by the Review/Screening Committee. The responsible administrator, after consultation with the executive assistant to the president, has the option to add applicants from the qualified applicant pool to further the college's Affirmative Action Program. Within five working days the Office of Personnel notifies these individual in writing that they have not been selected for an interview.
4. Interviews for administrative and faculty positions are conducted by the responsible administrator and the appropriate Review/Screening Committee. Each applicant is asked to respond to the interview questions.* After the interview of the applicants, the committee prepares a memorandum to the responsible administrator, stating its recommendations and reasons, including an enumeration of the strengths and weaknesses of each candidate who is recommended as a finalist. Normally the committee shall recommend no fewer than three finalists to the responsible administrator, who forwards these recommendations to the vice president with the reasons.
* Candidates interviewed for full-time faculty positions are required to give a simulated teaching demonstration.
5. The specific reasons for all recommendations must be in writing and must be reviewed by the executive assistant to the president and forwarded to the Office of Personnel. This information will remain on file in the Office of Personnel.
6. The vice president makes his recommendations to the president for selection. In the case of full-time administrators, the vice president usually submits to the president no fewer than two names. The vice president shall state the reasons for the recommendations.
7. Where they deem it appropriate, the vice president and/or president may interview applicants prior to making a decision.
Adjunct Faculty Positions:
1. Adjunct faculty positions are filled each semester from both the active applicant pool and the recommended applicant pool.
2. The active applicant pool is defined as the pool of persons who have been employed as adjunct faculty during the current or most recent semester.
3. The recommended applicant pool is defined as that pool of persons who have been recommended for employment as adjunct faculty but who have never been employed as adjunct faculty and persons who have been employed as adjunct faculty prior to the current or most recent semester.
Individuals in the recommended applicant pool who have never been employed as adjunct faculty will have been interviewed, either by telephone or in person, by the department chair and recommended to the dean. The presentation of the recommended applicant pool list by the department chair to the dean will include a listing of courses each individual is qualified and recommended to teach.
4. At the time staffing of adjunct faculty is done for a given semester, the department chair will recommend for employment those individuals from the active applicant pool and the recommended applicant pool who have been found to be qualified and recommended to teach.
5. Each department chair, in recommending adjunct faculty assignments, from both the active pool and the recommended applicant pool, to areas in which women and minorities are underrepresented, will endeavor to attain an adjunct faculty which is reflective of the proportion of qualified women and minorities in the work force as reflected in applicable availability indices developed by the college's Office of Institutional Research and Analysis under the direction of the executive assistant to the president.
In adjunct faculty staffing, allowances will be made to permit the college to employ persons whose schedules enable them to fill these positions.
This recruitment procedure is intended to further active recruitment of women and minorities to the college work force in areas where they are underrepresented. Additionally, it is intended to provide opportunities for upward mobility to all college staff, especially women and minorities currently employed by the college in areas where they are underrepresented.
Various employee benefits programs, such as leave and insurance, will be reviewed to eliminate any discriminatory features. Correspondence will be initiated by the college to ensure this.
Specific internal career development programs will be developed to foster upward mobility for personnel in selected areas. Furthermore, the use of external in-service training activities including on-the-job career development programs, will be utilized as situations warrant. The basic purpose of these programs is to provide an opportunity for career development and advancement for college employees. Upward mobility efforts are those which are related to increasing those promotional opportunities. Included are recruitment and selection procedures, professional development planning and counseling, on-the-job training, internships, encouragement of lateral movement, etc. Personnel in restricted fund programs are encouraged to apply for those permanent positions for which they are qualified. Policies and programs to move women and minority group persons up career ladders must be accorded at least as high a priority as those directed toward new hiring.