| Policies
and Procedures |
| 1.00 The Equal
Opportunity Program |
Search the Policies and Procedures Manual
 |
I. Policy |
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Central Piedmont
Community College is committed to the practice of equal opportunity and non-discrimination
in personnel policies and intends that employees of the College and citizens of its
service area shall be made aware of this commitment. All matters related to selection,
compensation, benefits, promotion, social and recreational programs, and all treatment on
the job will be free of discrimination based on
any protected classification. |
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II. Rule |
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The College seeks to ensure that employment
and assignment of all College personnel shall be solely on the basis of
qualifications without regard to protected class status (23 NCAC 02C.
0702) and to seek to employ women and minorities in administrative
positions (23 NCAC 02C. 0703). |
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III. Purpose |
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The purposes the Equal
Opportunity Program, hereafter referred to as the Program, are to
promote and ensure equal opportunity for all persons, whether employed
or seeking employment, without regard to
protected classification and to actively seek qualified applicants from
traditionally under-represented groups. |
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Through active
recruitment of qualified applicants from traditionally under-represented groups and
through strict non-discrimination in the selection and utilization of personnel, the
College seeks to develop a diverse faculty and staff who are well qualified to perform the
various tasks required. |
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A. Objectives |
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1. To affirm the
College's commitment to the principles of equal employment and educational opportunities. |
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2. To inform all
citizens of the service area that the Board of Trustees, administration, and all employees
of the College practice the precepts of fair and equal treatment in the execution of
recruitment, employment, and personnel utilization procedures. |
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3. To ensure
utilization of minority and women workers at the College through active measures to
recruit talented applicants from these groups. |
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4. To comply with
all applicable federal and state orders, regulations, and laws in the areas of civil
rights, equal employment opportunity, and contract compliance. |
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5. To ensure
non-discriminatory practices in all matters pertaining to employee compensation and
benefits. |
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6.
To conduct monitoring procedures for ensuring that the selection,
promotion, development, evaluation, discipline, and termination of
employees are in compliance with governmental and institutional
regulations and policies pertaining to equal employment opportunity.
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7. To ensure that
all College facilities, organizations, and activities are open for utilization and
participation by employees and students, as appropriate, without regard to protected class status, except
in instances when those
facilities are normally used by a single sex. |
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B. Responsibility |
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1. President: The President of
Central Piedmont Community College is responsible to its Board of Trustees for the overall
development and direction of the College's Equal Opportunity Program. The President will
determine that the Program is adhered to by all administrators and supervisory personnel
of Central Piedmont Community College and is reflected in all College publications. The
President may establish any regulations and procedures necessary to carry out this
policy. |
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2. Administrators:
All administrators
are responsible for adherence to the policies, practices, and spirit of the Program in
recruiting, selecting, training, utilizing, and promoting personnel. |
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3. Specific Administrators |
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a. Director of
Equal Opportunity: The
Director of Equal Opportunity will monitor adherence to the Program and
his/her primary responsibilities are to: |
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1)
Keep all levels
of management informed of the latest developments in equal employment and opportunity. |
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4)
Serve
as the College's liaison with external equal opportunity agencies (U. S. Commission on Civil Rights and the Equal Employment Opportunity
Commission). |
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5) Review,
evaluate, develop, and recommend policies and procedures required for compliance with
applicable laws and guidelines. |
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6) Conduct a
semi-annual review of hiring patterns. |
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7) Prepare, as
required, all appropriate reports of Equal Opportunity. |
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8)
Coordinate the College's Americans with Disabilities Act compliance
(Policy 4.74 - ADA Accommodation Request Procedures for Persons with
Disabilities). |
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b. Associate Vice President for Human Resources:
The Associate Vice President for Human Resources will provide the
mechanisms to operate the Program and his/her responsibilities in this regard are to: |
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1)
Operate a
central Human Resources Department through which all information is processed in the hiring
procedure. |
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2)
Assist College
administrators in the preparation of job class specifications. |
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3) Review, with the
immediate administrator, job applications and/or submitted application materials in
accordance with the College's hiring process and the College's Equal Opportunity Program. |
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4)
Place all College announcements and advertisements for recruiting
activities in the media; all notifications and publications for the
general public will identify Central Piedmont Community College as an
Equal Employment institution. |
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5)
Maintain a file
of all recruitment notices, announcements, and advertisements, indicating the sources
utilized and the pertinent responses. |
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6) Identify problem
areas. |
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7) Provide advice
and assistance to administration, faculty, and staff on matters pertaining to
implementation of the Program. |
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c.
Vice President for Administrative Services |
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IV. Administrative
Procedures |
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A.
Job Posting, Recruitment, Selection, and Employment of Personnel will be
in accordance with |
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B. Facilities |
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All work areas,
rest and recreational areas, and other facilities of the College are maintained for use
without regard to race, color, religion, age, national origin, disability, or sex, except
in the latter instance, those facilities normally used by a single sex. |
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C. Monitoring |
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In order to
evaluate results and to plan for the future, the College maintains a monitoring and
reporting system for the purpose of evaluating the Program. Regular bi-annual reports are
made to the College Board of Trustees and to the College Cabinet. Reports required by
external agencies will be filed as required by law or regulations. |
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D. Internal
Dissemination |
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Each employee will
be made aware of the Program in the following manner: |
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1. The Program will
be explained to all new employees during their orientation periods at the beginning of
employment. |
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2.
Training related to the program
will be offered for professional development credits through the Center
for Leadership and Staff Development. |
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3. The Program will
be circulated widely so that all employees in the organization will be aware of it. |
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4. The Program will
be included in the Policies and Procedures Manual. |
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5. Meetings will be
held with supervisory administrative employees to inform them about the Program. |
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6. Women and
minorities will be included in Central Piedmont Community College's catalog and other
publications. |
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7. Notices about
the Program will be posted on official bulletin boards on campus. |
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E.
External
Dissemination |
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Central Piedmont
Community College's major recruiting sources will be informed verbally and/or in writing of
the Program and are asked to refer qualified minorities and women for all vacancies listed
at Central Piedmont Community College. |
Changes approved by
Cabinet on June 16, 1997;
June 5, 2006
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