AFFIRMATIVE  ACTION  PLAN

 

 

Purdue University Calumet

 

 

 

 

 

Effective

 

April 20, 2001 through April 20, 2002

 

 

 

 

 

 

 

 

 

 

 

 

 

Affirmative Action Office

Lawshe Hall 329


 

TABLE OF CONTENTS

 

 

 

PART ONE

 

PURDUE CALUMET AFFIRMATIVE ACTION PLAN

UNDER EXECUTIVE ORDER 11246 FOR WOMEN AND MINORITIES

 

                I.                INTRODUCTION AND STATEMENT OF POLICY                    1

A.                Description of the University                   1

B.             Purpose and Applicability of the Plan                   1

1.             Purpose                   1

2.                Applicability                             1

3.             Exclusion of Students                             1

C.                Reaffirmation of Policy                            1

D.                Definitions                              2

E.             Equal Opportunity Objectives                               3

F.             Legal Basis                       3

1.             Voluntary Goals                       3

2.             Access to the Plan                               3

G.            Cross References to Regulations                             3

 

                II.                INTERNAL AND EXTERNAL DISSEMINATION                      3

A.            Internal Dissemination                          3

1.             Published Documents and Postings                  3

2.             Programs and Presentations                   4

B.             External Dissemination                          4

1.                Advertisements and Notices                  4

2.             Other Methods                  4

 

                III.                IMPLEMENTATION AND RESPONSIBILITY                     5

 

                IV.                UTILIZATION ANALYSIS                        5

A.            Job Classifications                         5

1.             EEO-6 Categories                               5

2.             Job Groups/Purdue Occupational Codes (POC's)                        5

3.             Special Situations                                6

B.                Determination of Availability                    6

C.             Utilization Analysis                  7

1.             Declaring Underutilization                        7

2.             Goals for Faculty Areas                         7

3.             Goals for Non-faculty Areas                  7

 

D.                Dissemination of Goals to Units                        7

E.             Corporate Selection Decisions                 7

 

                V.                IDENTIFICATION OF PROBLEM AREAS                   8

A.                Workforce Array and Workforce Analysis                                8

B.             Job Group Analysis                       8

C.             Job Area Acceptance Range Analysis                  8

D.                Evaluation of Selection Process                   8

1.             Job Requirements and Descriptions                            8

2.             Referral Procedures                             8

3.             Pre-employment Inquiries                   9

E.                Recruitment                             9

1.                Appropriateness of Outreach                 9

2.             Review of Sources                              9

F.                Composition of Applicant Pools                       9

1.             Faculty                    9

2.             Non-faculty                     9

G.            Salary Studies                    9

H.             Benefits                   9

I.              Changes in the Workforce                     9

1.                Promotions and Transfers                      9

2.             Layoffs and Recalls                             10

3.                Terminations                          10

4.                Workforce Composition                          10

J.             Seniority Practices, Union Agreements, and Lines of Progression                             10

K.                Apprenticeship Programs                       11

L.             Training                   11

M.                Workforce Attitudes                               11

N.                Complaints and Grievances                   11

O.            Posters and Notices                             11

P.             Contract Compliance                              11

Q.                Corrective Action                   12

 

                VI.                DEVELOPMENT AND EXECUTION OF PROGRAMS                            12

A.                Monitoring of Position Specifications                         12

B.                Distribution of Position Announcements                      12

C.             Selection Process:                  12

1.             Selection Procedures                             12

2.             Training of Selection Personnel                                12

D.                Recruitment and Referral Sources                  12

E.                Advertising                            13

F.                Publications                            13

G.            Social and Recreational Opportunities                           13

H.             Career Counselling                              13

 

                VII.                INTERNAL AUDIT AND REPORT SYSTEMS                 13

A.            Personnel Information Systems                  13

B.             Purdue Applicant Retrieval System                    13

C.             Faculty Applicant Monitoring                                14

D.             Periodic Meetings and Progress Reports                    14

E.                Compliance Reviews                             14

F.             Biennial EEO-6 Report                          14

G.                Maintenance of Records                       14

 

VIII.          SUPPORT OF ACTION PROGRAMS                            15

A.            Minority Agenda Committee                  15

B.             Advisory Committee on Employment                             15

C.             Advisory Committee on Employee Relations and Career Development                           15

D.             Advisory Committee on Cultural Awareness                             15

E.                Affirmative Action Training Programs                 15

F.                Consideration of Minorities and Women Not in the Workforce                         16

G.                Community Involvement                          16

               

                IX.                COMPLIANCE GUIDELINES                     17

A.            Sex Discrimination Guidelines                               17

B.             Religion and National Origin Guidelines                               17

C.             People with Disabilities Discrimination Guidelines                               17

D.             Disabled and Vietnam Era Veterans Guidelines                               18

E.             Age Discrimination Guidelines                               18

 

 

 

PART TWO

 

PURDUE CALUMET AFFIRMATIVE ACTION PLAN

UNDER THE REHABILITATION ACT OF 1973

 

                I.                INTRODUCTION                      19

A.            Purpose                   19

B.                Reaffirmation of Policy                            19

C.             Definition                 19

D.                Responsibility                         20

 

                II.                IMPLEMENTATION                 20

A.                Affirmative Action Statement                  20

B.             Education and Awareness Program                   20

C.             Internal Dissemination                          20

D.             Disability Self-Identification                    20

 

                III.                PRACTICES AND PROCEDURES                         21

A.            General Requirements                          21

B.                Accommodations                    21

C.             Review of Physical and Mental Qualifications                          22

D.                Recruitment                             22

E.                Documentation                        22

F.             Dispute Resolution                               23

 

 

 

PART THREE

 

PURDUE CALUMET AFFIRMATIVE ACTION PLAN

UNDER THE VIETNAM ERA VETERANS READJUSTMENT

ASSISTANCE ACT OF 1974

 

                I.                INTRODUCTION                      24

A.            Purpose                   24

B.                Reaffirmation of Policy                            24

C.                Definitions                              24

D.                Responsibility                         24

 

                II.                IMPLEMENTATION                 25

A.                Affirmative Action Statement                  25

B.             Education and Awareness Programs                 25

C.             Internal Dissemination                          25

D.             Veteran's Self-Identification                    25

 

                III.                PRACTICES AND PROCEDURES                         25

A.            Reporting and Requirements                   25

B.                Accommodations                    25

C.             Job Posting                    26

D.                Recruitment                             26

E.                Documentation                        26

F.             Dispute Resolution                               27

 

 

 

APPENDICES

 

A.            Executive Memorandum C-28

B.             Purdue University Calumet - Utilization Analysis as of October 1999

C.             Purdue University Calumet Net Change in Workforce in Chancellor's Office from

                October 1998 to October 1999

D.             Purdue University Calumet Net Change in Workforce in Academic Affairs from

                October 1998 to October 1999

E.             Purdue University Calumet Net Change in Workforce in Administrative Services from

                October 1998 to October 1999

F.             Purdue University Calumet Net Change in Workforce in Student Services from

                October 1998 to October 1999


 

 

PART ONE

 

 

PURDUE CALUMET AFFIRMATIVE ACTION PLAN

UNDER EXECUTIVE ORDER 11246

FOR WOMEN AND MINORITIES

 

 

I.  INTRODUCTION AND STATEMENT OF POLICY

 

A.            Description of the University

 

The Purdue University system includes several campuses under the direction of a single Board of Trustees.  Purdue University Calumet (Purdue Calumet) is one the Purdue University system campuses.  The Chancellor of Purdue University Calumet reports directly to the President of Purdue University.

 

Founded in 1946, Purdue Calumet is located in the northwest corner of Indiana.  Purdue Calumet enrolls more than nine thousand students in more than 80 associate, bachelor's and master's degree programs in 16 academic departments.  The 14 building commuter campus is situated on 180 wooded acres, about one hour from Chicago, Illinois.

 

Purdue Calumet is required to maintain an Affirmative Action Compliance Program for all employees.  This plan is a part of that program. 

 

B.            Purpose and Applicability of the Plan  (41 CFR 60-2.10)

 

            1.            Purpose

 

                        This Affirmative Action Plan is published to reaffirm Purdue Calumet's continuing commitment to the principles of equal employment opportunity, and to increase Purdue Calumet's effectiveness in reaching affirmative action goals. This plan sets forth current and future action to be taken by the University concerning equal employment opportunities, and provides for implementation and monitoring of these actions. 

 

            2.            Applicability

 

                        This plan applies to all organizational units managed by or affiliated with the Purdue Calumet campus and reflects the plan adopted by the Purdue system.

 

            3.            Exclusion of Students

 

                        Federal regulations do not mandate affirmative action for students; thus, they are excluded from this plan.

 

C.            Reaffirmation of Policy  (41 CFR 60-2.13(a)); (60-2.20))

 

At its meeting on January 21, 1970, the Board of Trustees reaffirmed and reinforced Purdue University's general policy of equal opportunity by approving the following statement of policy and responsibility: 

 

"Purdue University is committed to maintaining an inclusive community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential.  In pursuit of its goal of academic excellence, Purdue University seeks to develop and nurture diversity.  The University believes that variety among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas, and enriches campus life.

 

Acts of discrimination against any individual or group are wrong because they foster intolerance, incivility and intimidation.  Purdue University does not condone and will not tolerate discrimination, harassment or intimidation of any individual in the University community for any reason.  The University, through its actions, seeks to assure all its members of their rights to protections from the harmful effects of discrimination.

 

To meet its commitment under federal and state laws, Purdue University also promulgates policies and programs to ensure that all persons have equal access to its educational programs, employment opportunities, facilities, and all other University activities without regard to race, religion, sex, color, national origin, ancestry, disability, status as a Vietnam era veteran, or age.  Additionally, Purdue University promotes the full realization of equal employment opportunity through its affirmative action program.

 

The President of Purdue University is charged with overall responsibility for nondiscrimination and equal opportunity."

 

            The President has implemented this policy through a number of actions, including issuance of a revised Executive Memorandum C-28, Equal Employment Opportunity Program.  A copy of C-28 is found in the Appendix .

 

D.            Definitions

 

             Discrimination, as used in this program, refers to the process of illegally differentiating between people on the basis of group membership rather than individual merit.  Systemic discrimination may be said to occur when unequal treatment results from "neutral" institutional practices that continue the effect of past discrimination.  Individual discrimination may result when a person is subjected to unequal treatment on the basis of race, color, religion, age, national origin, ancestry, sex, disability, or status as a disabled or Vietnam era veteran.

 

            The concept of equal opportunity proclaims the right of each person to apply and be evaluated for employment opportunities without regard to race, color, religion, age, national origin, ancestry, disability, or status as a disabled or Vietnam era veteran.  It guarantees everyone the right to be considered solely on the basis of his/her ability to perform the duties of the job in questions, with or without reasonable accommodations.

 

            The principle of affirmative action requires that aggressive efforts be made to employ and advance in employment women and minorities in areas where they are employed in fewer numbers than is consistent with their availability in the relevant labor market.  Affirmative action also extends to persons with disabilities and disabled or Vietnam era veterans.  The University's objective is to employ and promote the best person for the job.  Consistent with this practice, affirmative action requires that where the candidates for a position appear to be equally well qualified, the person selected should be the one who will contribute to the achievement of affirmative action goals. 

 

E.         Equal Opportunity Objectives  (41 CFR 60-2.20)

 

In support of these policies and considerations, specific objectives include:

 

1.            Recruiting, hiring, training, and promoting persons in all job classifications without regard to race, color, religion, national origin, ancestry, veteran's status, or physical or mental disability, age, or sex, except where age or sex is a bona fide occupational qualification.

 

2.         Making decisions within all stages of the employment process that will further the principles of equal employment opportunity.

 

3.            Ensuring that criteria for all personnel actions, including recruitment, hiring, promotion, granting of tenure, compensation, employee benefits, company sponsored training, selection for training, tuition assistance, recreation pro grams, transfer, demotion, layoff, return from layoff, discipline, termination, and all other terms, conditions and privileges of employment, are job related and realistic.

 

4.            Applying vigorously the principles of affirmative action to correct problems if they arise and ensure equal opportunity in areas where underutilization of women or minorities are found.

 

F.         Legal Basis

 

This Affirmative Action Plan has been developed in accordance with the requirements of Executive Order 11246 (as amended), and the implementation guidelines published by the Office of Federal Contract Compliance Programs (OFCCP) in 41 CFR 60-2.  The plan is also adopted and implemented in good faith, in conformity with, and in reliance upon, the language of the Equal Employment Opportunity Commission Affirmative Action Guidelines (29 CFR 1608.5).

 

1.            Voluntary Goals

 

Pursuant to 41 CFR 60-2.30, whenever the term "goal" is used, it is expressly intended that it should not be used to discriminate against any applicant or employee because of race, color, religion, sex, veteran status or national origin.  All goals are voluntarily adopted in a good faith effort to support affirmative action efforts.

 

2.         Access to the Plan

 

Purdue Calumet maintains and renews this plan annually.  It is available for inspection Monday through Friday from 8:30 a.m. to 12:00 p.m. and 1:00 p.m. to 4:30 p.m. in the Affirmative Action Office, Lawshe Hall (room 329), in Hammond, Indiana.  Questions about Purdue Calumet's Affirmative Action Compliance Program or about affirmative action should be referred to the Affirmative Action Office at 219-989-2571.

 

G.        Cross-References to Regulations

 

Major headings include citations to provide direct reference to pertinent sections of 41 CFR 60 (Chapter 41, Section 60 of the Code of Federal Regulations), or to other applicable rules and regulations.  Citations are recapitulated in Appendix A.  Some materials related to this plan are summarized in the Appendices.

 

II.  INTERNAL AND EXTERNAL DISSEMINATION

 

The University disseminates its Affirmative Action/Equal Employment Policy both internally and externally utilizing the following procedures:

 

A.            Internal Dissemination  (41 CFR 60-2.13(b)); (60-2.21))

 

1.            Published Documents and Postings

 

Purdue University's equal opportunity employment/affirmative action policy is annually communicated to all employees via the President's Executive Memorandum C-28.  A copy of C-28 is provided for each new employee as part of the packet of introductory information.

 

The policy is included in the Faculty and Staff Handbook, an employee policies and procedures manual; Clerical and Service Staff Handbook, a handbook for clerical and service staff; Inside Purdue and other employee newspapers; the Business Procedures Manual; and the Academic Procedures Manual.

 

Equal employment opportunity posters and other required notices are displayed in locations where employment applications are received, where employment interviews are routinely conducted, and on public bulletin boards in every campus building.

 

2.            Programs and Presentations

 

Orientation programs for new employees and training workshops for current employees are conducted each semester by Personnel Services and the Affirmative Action Office in which the policy is discussed and responsibilities and procedures are explained.

 

The Chancellor and senior staff periodically emphasize this policy in meetings with  directors, department heads, faculty and staff, and advisory groups including search committees.

 

Departmental staff meetings periodically include discussion of Affirmative Action/Equal Employment Opportunity (AA/EEO) to insure that all staff are aware of their responsibilities, and to determine if AA/EEO progress is being made.

 

The Affirmative Action Officer meets with Faculty Search Committees to ensure committee members understand Affirmative Action/Equal Employment Opportunity procedures and guidelines.

 

This Affirmative Action Plan is distributed annually to Purdue Calumet administrators and is used in Affirmative Action training programs.

 

B.            External Dissemination

 

1.            Advertisements and Notices

 

Each advertisement of a vacant position placed by the University must state in clear distinguishable type: "An Equal Opportunity/Affirmative Action Employer."

 

Applicants are informed of the AA/EEO policy through posters displayed in the reception area of Personnel Services, and in materials included in the employment application packet.

 

The Purchasing Department sends written notification of the policy, including the equal opportunity clause to all sub-contractors, vendors, and suppliers doing business with Purdue Calumet (Purchasing Form 15W with attachments 15A and 15B).

 

The Physical Plant Department includes the university policy and equal opportunity clause in the general conditions of all contracts to be let for bid.  When a contract is signed (AIA Form A101) those conditions are referred to under Article 7 in the contract text.

 

2.         Other Methods

 

The Affirmative Action Officer communicates with organizations representing minorities, women, people with disabilities, Vietnam era and disabled veterans, and community agencies and leaders about the Affirmative Action Plan and Purdue Calumet's EEO policy.

 

In-house publications, such as Timeline, periodically include articles on minority and female employees and activities related to equal employment opportunity and affirmative action.  The administration's weekly column in the Purdue Calumet Chronicle student newspaper occasionally contains similar information.

 

Copies of the Affirmative Action Plan are available at the Affirmative Action Office located in room 329 of Lawshe Hall.

 

Attention is given during preparation of handbooks, brochures and other publications to include information and pictures reflecting the participation of women, minorities, and people with disabilities in a wide range of campus activities.  The Office of University Relations shares this responsibility.

 

 

III.  IMPLEMENTATION AND RESPONSIBILITY

 

Ultimate responsibility for compliance with applicable nondiscrimination and affirmative action laws and policies rests with the Board of Trustees.

 

Dr. James Yackel, Chancellor of Purdue Calumet, assumes responsibility, under the President of Purdue University, for the successful implementation of this policy, and delegates the following authority:

 

Ralph Ocon, is designated Affirmative Action/Equal Employment Opportunity Officer. In this capacity, he provides day to day responsibility, and general oversight and leadership for the University's overall compliance effort for all members of the university community, including compliance with Title VI, Title VII, Title IX, Section 504, the Age Discrimination regulations, Executive Order 11246, Americans with Disabilities Act, and state civil rights statutes. 

 

 

IV.  UTILIZATION ANALYSIS

 

A.        Job Classifications  (41 CFR 60-2.11(b)); (60-2.23(a))

 

            Purdue Calumet's job classifications are determined through Personnel Services.  A description of that determination is included below.

 

1.         EEO-6 Categories

 

For the purpose of conducting meaningful workforce analyses, the Purdue Calumet staff is first grouped by occupational duties into segments having broad similarities.  These macro-groupings, called EEO-6 categories, are defined in the "Higher Education Staff Information (EEO-6) Report for Public/Private Institutions of Higher Education" issued by the Equal Employment Opportunity Commission.  The categories and their corresponding 2-digit identification codes used by  Purdue Calumet are: