Equal Employment Opportunity Fund Multiple Method Allocation Model Certification Form, Fiscal Year

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1 District Name: Desert Community College District Does the District meet Multiple Method #1 (District has EEO Advisory Committee, EEO Plan, and submittal of Expenditure/Performance Reports for prior year) (All mandatory for funding). X Yes No The district met at least 6 of the remaining 8 Multiple Methods? (Please mark your answers.) X Yes Method 2 (Board policies and adopted resolutions) o Method 3 (Incentives for hard-to-hire areas/disciplines) Method 4 (Focused outreach and publications) Method 5 (Procedures for addressing diversity throughout hiring steps and levels Method 6 (Consistent and ongoing training for hiring committees) Method 7 (Professional development focused on diversity) Method 8 (Diversity incorporated into criteria for employee evaluation and tenure review) Method 9 (Grow-Your-Own programs) No I CERTIFY THAT THIS REPORT FORM IS COMPLETE AND ACCURATE. Please attach meeting agenda of when District s EEO Advisory Committee certified this report form. Chair, Equal Employment Opportunity Advisory Committee. Name: Mary Anne Gularte, Ed.D. Signature: Title: Vice President of Human Resources and Employee Relations Date: Chief Human Resources Officer Name: Mary Anne Gularte, Ed.D. Signature: Title: Vice President of Human Resources and Employee Relations Date: Chief Executive Officer (Chancellor or President/Superintendent) Name: Joel L. Kinnamon, Ed.D Signature: Title: Superintendent/President Date: President/Chair, District Board of Trustees Date of governing board s approval/certification: Name: Ms. Becky Broughton Title: Chair, Desert Community College District Board of Trustees Signature: Date: Date Due at the Chancellor s Office: June 1, 2018 Return to: Leslie LeBlanc lleblanc@cccco.edu); Office of the General Counsel California Community Colleges ; 1102 Q Street, Ste. 4400, Sacramento, CA Page 1

2 This form requires districts to report the various activities that they are implementing to promote Equal Employment Opportunity for each of the 9 Multiple Methods. When providing explanation(s) and evidence of your district s success in implementing the Multiple Methods, please keep narrative to no more than one page per Multiple Method. If you reference an attachment, please ensure it is attached to your submittal. Nine (9) Multiple Methods Mandatory for Funding 1. District s EEO Advisory Committee, EEO Plan, and submittal of Expenditure/Performance Reports for prior year. Pre-Hiring 2. Board policies & adopted resolutions 3. Incentives for hard-to-hire areas/disciplines 4. Focused outreach and publications Hiring 5. Procedures for addressing diversity throughout hiring steps and levels 6. Consistent and ongoing training for hiring committees Post-Hiring 7. Professional development focused on diversity 8. Diversity incorporated into criteria for employee evaluation and tenure review 9. Grow-Your-Own programs Does district meet Multiple Method #1 (District s EEO Advisory Committee, EEO Plan, and submittal of Expenditure/Performance Reports for prior year)? Yes No Under the Multiple Method allocation model, districts must minimally have an operational District EEO Advisory Committee, and an updated EEO Plan. Additionally, districts are required to annually report on the use of EEO funds. In order to qualify for receipt of the EEO Fund, districts are required to submit a board-adopted EEO plan every three years to the Chancellor s Office. (Title 5, Section 53003). EEO Plans are considered active for three years from the date of when the District s Board of Trustees approved the plan. The districts are required to establish an EEO Advisory Committee to assist in the development and implementation of the EEO Plan. (Title 5, Section 53005). The districts are required to annually submit a report on the use of Equal Employment Opportunity funds. (Title 5, section 53034). Page 2

3 Please provide an explanation and evidence of meeting this Multiple Method, #1. Desert Community College District s EEO Plan was adopted by the Board of Trustees on June 15, The Diversity and Equal Employment Opportunity Advisory Committee acts as a work group and advisory body to the equal employment opportunity officer, and the District as a whole, to promote understanding and support of equal employment opportunity policies and procedures, and diversity initiatives. The Diversity and Equal Employment Opportunity Advisory Committee will assist in the implementation of the Plan in conformance with state and federal regulations and guidelines, monitoring equal employment opportunity progress, and providing suggestions for Plan revisions, as appropriate. To receive funding for this year s allocation amount, districts are also required to meet 5 of the remaining 8 Multiple Methods. Does the District meet Method #2 (Board policies and adopted resolutions)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #2. District EEO Plan was adopted by the Board of Trustees on June 15, o Supports Educational Master Plan o Reflects District commitment to EEO o Recognizes value of diverse and inclusive workforce o Fosters working and learning environment that promotes diversity, inclusion, and EEO o Reflects commitment to hire and retain employees who are knowledgeable and sensitive to the diverse and changing student body and community BP 7100 Commitment to Diversity, adopted by the Board of Trustees, February 22, BP 1200 District Mission, Vision, and Values, adopted by the Board of Trustees, April 21, 2017 BP 2740 Board Education, reviewed and adopted by Board of Trustees, February 16, 2012 Page 3

4 BP 3420 Equal Employment Opportunity, reviewed and adopted by Board of Trustees, February 16, 2012 Board Resolutions: o National Hispanic Heritage Month (September 15-October 15, 2017) BOT: August 18, 2017 o National Disability Employment Awareness Month: October 2017 BOT: September 15, 2017 o National Native American Heritage Month: November 2017 BOT: October 20, 2017 o Day of Silence LGBTQI+: Designated April 27, 2018 as the Day of Silence. Provides the opportunity to recognize LGBTQI+ importance to COD and our educational programs. BOT: April 20, 2018 o Asian/Pacific Islander Heritage Month: May 2018 BOT: April 20, 2018 o African-American History Month: February 2018 BOT: January 19, 2018 o Women s History Month: March 2018 BOT: February 9, 2018 Does the District meet Method #3 (Incentives for hard-to-hire areas/disciplines)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #3. Page 4

5 Does the District meet Method #4 (Focused outreach and publications)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #4. o The District recruitments are advertised in the following publications (partial list) o College of the Desert HR website o Indeed o Caljobs.ca.gov o Facebook o Higher Education Jobs o CCC Registry o Governmentjobs.com o Veterans in Higher Education o Asians in Higher Education o Hispanics in Higher Education o HBCU comment o Association of California Community College Administrators o Edjoin.org o MilitaryJobs.com o ACCCA.org o AFE39.org o IFMA.org o Inside Higher Education o Facilities Jobs in Higher Education o Community Colleges Academic Keys o Community College Job Network o Counseling Job in Higher Education o Jobs in Academics Affairs o Jobs in Student Affairs o Chronicle Vitae o CC Jobs o Health Faculty Jobs o NACUBO National Association of College and University Business Officers o DisabledPerson.com o DSPSJobs.com o SpecialEdCareers.org o LinkedIn.com o CASBO o MinorityNurse.com o Nurse Educator Jobs o AANP.com American Association Of Nurse Practitioners o College Nursing Jobs Page 5

6 o Nursing World o Nursing Society o Nurse.com o Nurse.associationcareernetwork.com o Association of Fundraising Professionals o Additional special interest sites, as appropriate for the position(s) Does the District meet Method #5 (Procedures for addressing diversity throughout hiring steps and levels)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #5. All new employees must complete the following trainings: diversity awareness, sexual harassment, and new hire orientation. Records are maintained in the training portal (Keenan) and the employees personnel files. Timely and thorough investigations are completed on complaints that are received by the District. Investigations are handled in the Office of Human Resources by the Director, Human Resources, Vice President of Human Resources and Employee Relations, or designee. Discrimination and Sexual Harassment Board policies and procedures are available on the College of the Desert website. The District s Career Opportunities website includes the following information: College of the Desert is an Equal Opportunity Employer and encourages applications from all persons. We do not discriminate on the basis of race, color, national, origin, ancestry, ethnic group identification, sex, age, religion, marital status, disability, or sexual orientation. All candidates interviewed for positions at the District are asked to demonstrate and give examples of working within a diverse workforce. The Human Resources Office offers an opportunity for exit interviews, including submitting a questionnaire and/or personal interview with a Human Resources Office staff member. The information is recorded and discussed with management employee(s). Page 6

7 Hiring committees are approved by the Director, Human Resources, Vice President of Human Resources and Employee Relations, or designee to ensure diversity on the committees. The District is working diligently to ensure accessibility compliance. The District will be hiring an Accessibility Specialist for the Fall 2018 term to meet compliance standards. The District recently negotiated higher salary placement for Nursing faculty in order to bring candidates to this discipline, as well as create more diversity within the organization. Does the District meet Method #6 (Consistent and ongoing training for hiring committees)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #6. All individuals who participate on a hiring committee receive appropriate online training on the District s procedures, and requirements of Title 5, and state and federal nondiscrimination laws. In addition, the Vice President of Human Resources and Employee Relations and the Director, Human Resources, ensures that the training addresses the requirements of Title 5 and best practices for hiring committee members. Additional training may be assigned for each recruitment. A Human Resources representative serves as a non-bias representative on the hiring committee. Page 7

8 Does the District meet Method #7 (Professional development focused on diversity)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #7. The District organized several professional development opportunities that focused on diversity this fiscal year ( ): January 19, 2018: Hiring the Best While Developing Diversity in the Workforce: Legal Requirements and Best Practices for Screening Committees February 8, 2018: Hiring the Best While Developing Diversity in the Workforce April 6, 2018: Bullying at Work: Legal Obligations and Interdisciplinary Prevention April 11, 2018: Safe Zone Training May 10, 2018: Ethics Decision Making June 21, 2018: Creating a Culture of Respect Does the District meet Method #8 (Diversity incorporated into criteria for employee evaluation and tenure review)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #8. Leadership evaluations includes: relates well to all kinds of people, up, down, and sideways, inside and outside the organization, builds appropriate rapport, builds constructive and effective relationships, uses diplomacy and tact, can diffuse even high-tension situations comfortably; and manages all kinds and classes of people equitably. Interacts effectively and respectfully with persons of all races, nationalities, cultures, abilities, ages, sexes and genders. Hires variety and diversity without regard to class. Supports equal and fair treatment and opportunity for all. Recognizes and appreciates the value of diversity. All faculty have diversity components used in the evaluations procedures. o Adjunct faculty evaluation includes: treat all individuals with respect; recognizes diverse talents and views; demonstrates awareness and appreciation for the diversity of the student population; and is respectful of students and their diverse needs and backgrounds (student evaluation) Page 8

9 o Full time faculty evaluation includes: treat all individuals with respect; recognizes diverse talents and views; and is respectful of students and their diverse needs and backgrounds (student evaluation) Staff evaluations includes: relates well to all kinds of people, up, down, and sideways, inside and outside the organization, builds appropriate rapport, builds constructive and effective relationships, uses diplomacy and tact, can diffuse even high-tension situations comfortably; Interacts effectively and respectfully with persons of all races, nationalities, cultures, abilities, religions, ages, sexual orientation, sexes and genders. Supports equal and fair treatment and opportunity for all. Recognizes and appreciates the value of diversity. Does the District meet Method #9 (Grow-Your-Own programs)? Yes No Please provide an explanation and evidence of meeting this Multiple Method, #9. The District provides professional development opportunities for all employees of the District. The District has designated funds for professional development opportunities for each classification of employees. The District provides online training for employees through Safe Colleges, provided by Keenan and Associates. Employees can receive training in a variety of topics, including: conflict management, customer service, Title X and sexual misconduct, and workplace bullying: awareness and prevention. The District has FLEX activities every Fall and Spring. Flex activity topics have included: recognizing and responding to mental health issues; envisioning the future of COD; dual and concurrent enrollment for high school students; best practices for online teaching; classroom management; understanding our veterans; what faculty should know about DSPS; equity, BSI, and SSSP; techniques for integrating career development in the classroom; and faculty development and you. The District encourages an informal mentorship program within the leadership employees. In the Student Success Department, senior leadership employees mentor new leadership employees. The Student Learning Department conducts new faculty orientation, and organizes a new faculty mentorship program that establishes a mentor and meets monthly. Page 9

10 During the May 18, 2018 Board of Trustees meeting, the Board of Trustees approved a new co-sponsored doctorate program for College of the Desert Employees. All classifications (leadership, faculty, and classified) have professional development funds to seek and fund conferences and classes for growth and development. Page 10