Affirmative Action Policy Statement

REG 05.55.1

Recruitment and Hiring
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Authority: Issued by the Chancellor. Changes or exceptions to administrative regulations issued by the Chancellor may only be made by the Chancellor.

History: First Issued: 1975.

Contact Info: University Affirmative Action/ Equal Opportunity Officer (919-515-4559).

1. Purpose

To specify the University's policy of equal employment opportunity through affirmative action and to identify responsibility for actions in support of a positive program to meet legal obligations and University diversity goals as outlined in the Affirmative Action Plan in accordance with Executive Order 11246.

2. Policy Statement

It is the policy of NC State University to provide equal opportunity in all terms and conditions of employment, for all persons, as described in the University's Affirmative Action Plan. The intent of this policy is to ensure the full realization of equal opportunity through a continuing affirmative action program in each administrative unit outlined in the Plan. This policy of equal opportunity applies to, and must be an integral part of, every aspect of personnel policy and practice in the employment, development, advancement, and treatment of employees and applicants for employment at NC State University.

3. Responsibility:

3.1. Responsibility for the development of the Affirmative Action Plan is hereby assigned to the vice provost for equal opportunity and equity who serves as the University's Affirmative Action Officer and directs the Office for Equal Opportunity.

3.2. The head of each administrative unit identified in the Affirmative Action
Plan, and subunits as identified by the Office for Equal Opportunity, shall be responsible for working with the staff of the Office for Equal Opportunity in implementing the requirements of the Plan.

3.2.1. It is the responsibility of each Dean, Director, and Department Head to:

3.2.1a. Submit to the Office of Equal Opportunity by April 15th each year a "Status Report for Recruitment and Retention" describing the unit's progress regarding the implementation of strategies for improvement in the recruitment and retention of women and minorities.

3.2.1b. Provide sufficient resources to administer such a program in a positive and effective manner;

3.2.1c. Collaborate with Human Resources to assure that recruitment activities reach appropriate sources of job candidates;

3.2.1d. Provide reasonable opportunities for employees to enhance their skills so they may perform at their highest potential and advance in accordance with their abilities.

4. Affirmative Action Compliance:

4.1. The Office for Equal Opportunity shall be responsible for preparing guidelines and instructions necessary and appropriate to carry out the intent of this University policy and the Affirmative Action Plan

4.2. The Office for Equal Opportunity will evaluate and monitor continuously the Affirmative Action Plan by:

4.2.1. Establishing goals and timetables to reduce and eliminate underutilization of all groups;

4.2.2. Reviewing and evaluating administrative unit program operations periodically and reporting to the Chancellor as appropriate on overall progress.

4.3. The Office for Equal Opportunity will provide training and advice to managers and supervisors to assure their understanding and implementation of the University's policy of equal opportunity and the Affirmative Action Plan.

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