Approve Affirmative Action Program (AAP) for 2005-2006:
Staff recommends approval of our Affirmative Action Program for 2005-2006. An overview prepared by Carol Dawson of EEO Guidance has been provided to the Board Members.
Ms. Dawson made several recommendations that we are planning to implement, with minor revisions as indicated:
- Recruitment increased in underutilized job groups:
Officials and Administrators: Females and Minorities
Technical: Females
Administrative Support: Minorities
Skilled Craft: Females and Minorities
Service and Maintenance: Females
- When qualified minorities or females are available in these categories, recommend that the selecting official Human Resource Staffing Coordinator be required to contact Dianne Schneider and explain the selection decision if the protected group member is not selected.
- Procedures: Create specific process for accepting and investigating EEO related complaints (both internal – employees, & external – applicants, customers, subcontractors)
- Revise Website for FPB: Recommend adding internal and external EEO procedures for EEO complaint processing. For employees, will use a shared network directory.
- Continue and increase recruitment efforts of minorities and females where underutilized and underrepresented.
- Encourage minorities and females to apply for promotions in areas where underutilization exists.
In addition, the Human Resource Department is planning the following changes/activities:
- Revise/update recruiting brochure
- Revise/update application
- Participate in area events such as Reality Store, KSU Career Day, & Career Planning Activities sponsored by Vocational Schools
- Continue EEO/Affirmative Action training
Since the last AAP was approved, FPB has made the following changes in our processes or procedures:
- Staff worked with the Office of Employment and Training to review applications to reduce the number of applicants rejected for incomplete applications.
- Staff began notifying our EEO referral list of summer employment opportunities. We have also begun advertising these openings so that the opportunities are more widely publicized. Previously, these positions were filled largely by word of mouth.
- Staff worked with a temporary service agency to insure they compile and we receive applicant data when filling temporary positions.
- Human Resource Staff attended the Governor’s EEO conference.
