Table
of Contents
Topic Page
#
Staff
Responsibilities…………………………….4
Numerical
Analysis……………………………....5
Identification
of Target Areas……………………5
Targets & Correction Plans………………………6
Internal
Audit & Reporting………………………6
Grievance
Procedures…………………………….7
Career
Counseling………………………………..7
ESD
105 Evaluation……………………………...7
Reduction
in Force……………………………….7
Correction
Plans………………………………….8
Supportive
Documents………………….Appendix
Page 2
SECTION A-1
The
It is the intent of the
1. The District’s affirmative action plan will be published within the
school district’s adopted policy manual.
2. Public media available to the school district will be used whenever possible to publish the District’s affirmative action plan.
3. Written policies will be published and posted in every school building within the school district.
4. The scope of the District’s affirmative action plan will be discussed each year during teacher in-service training prior to the opening of school.
1. The school district’s affirmative action plan and goals will be disseminated to all college and university placement offices on an annual basis.
2. Official school district documents, letterhead, purchase orders, etc. will include an approved statement indicating the Highland School District #203 is an “Equal Opportunity Employer”.
3. Discussion of the District’s affirmative action plan will be held with all new and prospective employees.
4. The affirmative action plan will be published on the District’s Home page on the web.
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STAFF RESPONSIBILITIES FOR IMPLEMENTATION & EVALUATION
The Superintendent of Highland
The responsibilities of this position include:
1. Development of the plan and collection of data relative to the affirmative action plan.
2. Publication and dissemination of the plan to staff and community.
3. Conduct internal audits pf district compliance.
4. Serve as liaison and resource person to district board of directors in areas of hiring and contract bidding concerning matters related to the district’s affirmative action plan.
5. Coordinate in-service presentations for the various school staffs within the school district in the area of affirmative action.
6. Serve as the compliance officer for the school district.
7. Prepare annually all reports related to the scope of the district’s affirmative action plan as required by both state and federal regulations.
8. Maintain and update the District’s home page display of the Affirmative Action Plan.
The school district’s Affirmative Action Officer and Title
IX/RCW 28A640 officer:
Page 4
SECTION C-1
The district compliance officer has utilized the following
statistical sources to complete an analysis and develop a profile of the
employment status of protected classes within the
1. Labor Market Information for
Area – State of Washington Employment Security Department.
2. OSPI
Race by grade reports using P-105 summary for
and for
3. OSPI report 1807H on personnel by major position and ethnicity.
4. Salary basis and ranges in force for certified and non-certified staff within
5. Population estimates of Age/Sex/Race/and Hispanic Origin for all counties
From OFM/Forecasting web site.
6. Employment
population for
The available data was utilized to complete a hiring target worksheet that served as the basis for development of section D and E of this report. All databases and worksheets used are updated and reviewed annually.
SECTION D-1
As a result of the compilation and evaluation of the statistical data and review of current district policies and procedures, some target areas will be identified and addressed. It is always the district’s policy to address appropriate targets within reasonable time given the district’s available resource and budget consideration.
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SECTION E-1
The
As openings arise in any level of operation, a good faith effort toward Affirmative Action shall prevail in order to achieve an equitable percentage of the protected classes within the District’s work force. The District will also see that all available efforts are made in the training of protected classes for higher levels of responsibility in both certified and classified positions.
SECTION E-2
The district’s current one and five year target documents will be included and updated annually in the appendix of this document.
Such targets will be published on an annual basis to all staff members and shared with the District’s Board of Directors.
SECTION F-1
The
SECTION G-1
The
1. GRIEVANCE PROCEDURES: The District has adopted through agreement with the employee bargaining unit a comprehensive grievance procedure. This procedure will be evaluated regularly on the basis of its compliance with the intent of the Affirmative Action Plan.
2. CAREER COUNSELING: The District makes available to all employees’ information concerning career opportunities within and without the District. In addition the District makes available to all employees information concerning educational opportunities available outside the school district, which may benefit the employment of the staff member.
3. E.S.D. #105 EVALUATION: The school district maintains a close relationship with the Education Service District #105 and regularly seeks their input in various areas INCLUDING evaluation of district policies in the area of Affirmative Action.
SECTION H-1
The criteria for reduction in force shall be comprehensive
and in accord with the reduction in force (
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THREE TO FIVE YEARS CORRECTION PLANS
1. It is a performance target of the district to adjust staff gender and ethnic ratios to more accurately reflect the gender and ethnic ratios at each building in the district. To accomplish this the district will place emphasis on hiring:
a. Qualified and certified Hispanic teachers at each building as job openings are available.
b. Male teachers in grades K-4 as job openings are available.
2. It is a performance target of the district to assure that the district staff receives a minimum of one hour’s in-service each year, which includes awareness training on the following.
a. The districts Affirmative Action Plan.
b. The district’s Title IX guidelines and policies.
c. The employee’s need to report violation of such plans and policies.
d. The importance on nondiscrimination in instruction presentations.
e. Training in Harassment and Sexual Harassment.
3. It is a performance target of the district to have full compliance on all issues regarding public notice of the district’s Affirmative Action Policies and procedures.
Performance Target #1 – Compliance will be based on available openings and available
qualified applicants.
Performance Target #2 – Ongoing since implementation in 1991.
Performance Target #3 – Ongoing.
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Compliance Statements For
Federal & State Regulations
1.
Statement to be included in
The Highland School District #203 complies with all federal
and state rules and regulations and does not discriminate on the basis of race,
creed, color, national origin, families with children, sex, marital status,
sexual orientation, gender, disability, aged, Vietnam or more recent military
veterans, or the presence of any sensory, mental or physical disability or the
use of a trained dog guide or service animal by a disabled person. This holds true for all students who are
interested in participating in educational programs and/or extracurricular
school activities. Inquiries regarding
compliance and/or grievance procedures may be directed to the school district’s
Affirmative Action Officer and Title IX/RCW 28A640 officer:
2. Statement to be included in any counselor’s newsletters, advertisements for scholarships or grants or honors and displayed on any public boards advertising it.
All applications for financial assistance programs, i.e.,
student loans, work compensation, grants, scholarships, special funds,
subsidies, prizes, etc., will be considered by the Highland School District
#203 without regard to race, creed, color, national origin, families with
children, sex, marital status, sexual orientation, gender, disability, aged,
Vietnam or more recent military veterans, or the presence of any sensory,
mental or physical disability or the use of a trained dog guide or service
animal by a disabled person. Inquiries
regarding compliance and/or grievance procedures may be directed to the school
district’s Affirmative Action Officer and Title IX/RCW 28A640 officer:
3. Statement to be included in any labor agreement or contract for services to the school district or individual school. (NOTE: This notice needs to be ABOVE the signature line of any or these agreements).
The vendor assures the
4. Statement to be included in any work study, cooperative vocational education, job placement and apprenticeship training. (NOTE: This notice needs to be ABOVE the signature line of any or these agreements).
The employer assures compliance with state and federal
guidelines and regulations regarding nondiscrimination against any
employee/student on the basis of race,
creed, color, national origin, families with children, sex, marital status,
sexual orientation, gender, disability, aged, Vietnam or more recent military
veterans, or the presence of any sensory, mental or physical disability or the
use of a trained dog guide or service animal by a disabled person, or
disability in recruitment, hiring, placement, assignment tasks, hours of
employment, levels of responsibility, and pay.
Harassment of any employee/student with regard to race, creed, color,
national origin, families with children, sex, marital status, sexual
orientation, gender, disability, aged, Vietnam or more recent military
veterans, or the presence of any sensory, mental or physical disability or the
use of a trained dog guide or service animal by a disabled person is strictly
prohibited. Inquiries regarding
compliance and/or grievance procedures may be directed to the school district’s
Affirmative Action Officer and Title IX/RCW 28A640 officer:
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