Program Objectives

Objective 1: The Affirmative Action Officer will make every effort to keep abreast of EEOC guidance, new policies and procedures and trends within the field in order to effectively implement affirmative action at Southwest Minnesota State University.

Action Step: Regularly visit the EEOC/DOJ/Department of Human Rights etc. web sites to research policy changes;

Action Step: Regularly attend Director of Affirmation Action Meetings at the Office of the Chancellor;

Action Step: Contact the Office of the Chancellor, Office of Diversity and Equal Opportunity or DOER, Office of Diversity and Equal Opportunity with any questions or concerns pertaining to any of the above topics.

Objective 2: The University will continue to hire affirmatively and will include affirmative action consideration in the hiring process for all hires where a disparity exits.

Action Step: The AAO will maintain and provide current information pertaining to disparities to the Administration and to department supervisors and managers when a vacancy occurs;

Action Step: The AAO will review hiring responsibilities and procedures with managers and supervisors.

Action Step: For all hires in which a disparity exists, the AAO will thoroughly conduct a pre-hire review prior to the interview process.

Action Step: The Human Resource Office will maintain files with documentation on affirmative and justified hires as well as missed opportunities.

Objective 3: All employees will complete Discrimination/Discriminatory Harassment training.

Action Step: Offer periodic discrimination/discriminatory harassment training;

Action Step: Ensure all new employees receive the Nondiscrimination/Harassment Policy and the Nondiscrimination Complaint Procedure;

Action Step: Arrange for outside presenters/experts in the field to present on campus.

Action Step: Ensure that Nondiscrimination/Harassment Policy and Procedure are up to date and accessible to all employees and students.

Objective 4: Maximize employment opportunities for protected group members.

Action Step: Analyze hiring patterns, including an analysis of the composition of applicant pools and the number of protected group members hired to eliminate disparities.

Action Step: Collect data and review the results of current recruitment efforts.

Action Step: Review and update all recruitment sources and continuously explore the potential of new and alternative methods to recruitment;

Action Step: Advertise in publications serving protected group members.

Action Step: Examine and evaluate recruitment and hiring guidelines in order to support and enhance SMSU’s commitment to affirmative action and to aid Search Committees and Administrators in identifying and selecting highly qualified candidates for positions, including women, minorities and persons with disabilities.

Objective 5: To better understand and document the reasons behind turnover among protected group members.

Action Step: Develop an exit interview plan and procedures for offering exit interviews to all staff leaving the university.

Action Step: Conduct an analysis of promotion and tenure patterns to determine the impact on women, minorities and persons with disabilities.

Action Step: Provide diversity awareness by informing employees of campus activities and community events and encouraging participation.

Action Step: Work with the Marshall Area Chamber of Commerce and the Collaborative Business Fund grant to increase the recruitment and retention efforts for all community employers.

Action Step: Develop a network of support on campus and within the community and region which will help in the adjustment and retention of targeted hires.