EXECUTIVE SUMMARY: Affirmative Action Program for Manchester Community College. Submitted to CHRO: March 30, 2013

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "EXECUTIVE SUMMARY: Affirmative Action Program for Manchester Community College. Submitted to CHRO: March 30, 2013"

Transcription

1 EXECUTIVE SUMMARY: Affirmative Action Program for Manchester Community College Submitted to CHRO: March 30, 2013 For the Reporting Period: December 1, 2011 November 30, 2012 Current Status: Conditional Approval MANCHESTER COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN Summary of Objectives To affirm the commitment to Affirmative Action by Manchester Community College s President and community To provide fair employment practices including those related to advertising, hiring, training, evaluation, and retention To undertake with conviction and effort, positive steps to overcome the present effects of past practices, policies, or barriers to equal employment opportunity To achieve the full participation of protected groups which include: Hispanic, Blacks, American Indians, Alaskan Natives, Asian, Native Hawaiians or Other Pacific Islanders, or other protected race and sex groups found to be underutilized in the workforce or adversely impacted by system policies or practices To make good faith efforts to achieve goals and timetables set forth in the Affirmative Action Plan To provide a detailed result-oriented set of procedures, prepared and approved in accordance with the Affirmative Action Regulations for State Agencies, that blueprint our strategy to combat discrimination and achieve action

2 MANCHESTER COMMUNITY COLLEGE Manchester Community College is a state-supported, non-residential, co-educational college offering a variety of community educational services in addition to career and transfer programs. The Board of Regents for Higher Education governs the 17 Connecticut State Colleges & Universities (ConnSCU), including the Connecticut Community Colleges. The College is open to anyone regardless of age, race, religious creed, sex, color, national origin, ancestry, political beliefs, marital status, sexual orientation, gender identity or expression, or learning or physical disability. Manchester Community College opened in September 1963 as a municipally-operated college under the authority of the Manchester Board of Education. It was accredited by the State Department of Education in April 1965 and in May was authorized to confer degrees. In the fall of that year, it joined the State Regional Community College System. The College was elected to membership, with full accreditation, in the New England Association of Schools and Colleges in December 1971, and completed a self-study for its ten-year reaccreditation in As a comprehensive community college, the goal of Manchester Community College is to provide a full range of general studies, liberal arts, occupational training, technical training, and transfer curricula. The College also strives to be an integral part of the region it serves by offering an array of educational, cultural, recreational, and civic services to meet the needs and interests of the community. MANCHESTER COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN Overview and Introduction According to the American Association of Affirmative Action (AAAA), the purpose of affirmative action is to give our nation a way to address, finally, the systemic exclusion of individuals of talent on the basis of their gender or race from opportunities to develop, perform, achieve and contribute. Affirmative action is an effort to develop a systematic approach to open the doors of education, employment, and business development opportunities to qualified individuals who happen to be members of groups that have experienced long-standing and persistent discrimination. Manchester Community College is grounded in a sound Affirmative Action foundation. To that end, the president is fully committed to the intellectual and moral leadership to carry out this philosophy as well as to advance social justice and equity by exercising Affirmative Action to remove all discriminatory barriers to equal employment opportunity, upward mobility, and retention initiatives. The college, through its Plan of Affirmative Action will continue to make good faith efforts and undertake positive action to overcome the present effects of past practices, policies or barriers to equal employment opportunity and to achieve the full and fair participation of Blacks, Hispanics, Whites, Asians/Pacific Islanders, and American Indians/Alaskan Aleuts found to be underutilized in the workforce. The college, through its Plan

3 of Affirmative Action, with conviction and effort, will also continue to undertake positive action for the full and fair participation of the above groups and any other protected group found to be adversely impacted by college policies or practices. Equal opportunity is defined as employment of individuals without consideration of race, color, religious creed, age, sex, marital status, sexual orientation, genetic information (Section 46a-60(a)(11) of the Connecticut General Statutes), national origin, ancestry, mental retardation, past or present history of mental disability, physical disability (including but not limited to blindness, learning disability), veteran status, or criminal record, unless the provisions of section 46a-60(b), 46a-80(b) or 86a-81(b) exclude persons in one or more of the above protected groups. Equal employment opportunity is the purpose and goal of Affirmative Action. Manchester Community College's Affirmative Action Plan incorporates and lists federal and state constitutional provisions, law regulations, guidelines and executive orders prohibiting or outlawing discrimination, identifying classes of persons protected based on race, color, religious creed, age, sex, marital status, sexual orientation, national origin, ancestry, present or past history of mental disability, genetic information, mental retardation, physical disability, including but not limited to blindness, learning disability, veteran status, and criminal record, except for bona fide occupational qualifications. Finally, Manchester Community College, as both a community and an organization, agrees that it is in our best interest to create a more inclusive society that provides genuine equality of opportunity. Affirmative action programs, properly designed and implemented, strengthen the community, promote its well being, and maximize the benefits of our great diversity. It is the intention of Manchester Community College to be in compliance with all statutes guiding the program of affirmative action; it is also the intention to develop and implement programs and processes that are in keeping with the spirit and philosophy upon which these statutes were developed. This Affirmative Action Plan was submitted to the Commission on Human Rights and Opportunities on March 30, 2013 and covers the reporting period December 1, 2011 through November 30, As explained in detail the Goals Analysis (46a-68-48) section, during this Plan Period, the following goals were achieved: Hiring Goals (Unclassified & Classified): 55 % Promotion Goals: 47% Program Goals: 85% Contract Compliance Goals: 100% ** **Additionally, as outlined in Section 3, Contract Compliance goal achievement has been exceeded.

4 March 1, 2012 MEMORANDUM TO: FROM: Deans & Other Administrators Gena Glickman President To Whom It May Concern: I want to take this opportunity to re-emphasize the continuing importance of affirmative action in all aspects of the programs and activities of Manchester Community College. I urge all persons to support the principles of affirmative action and to keep them in mind at all times. As always, you are encouraged to review the College s Affirmative Action Plan, which is on file in the library, Human Resources Office, and with Debbie Colucci. Your comments and/or concerns should be addressed to Debbie Colucci, Deborah Wilson or me. MANCHESTER COMMUNITY COLLEGE AFFIRMATIVE ACTION PLAN Summary The following pages provide an overview and summary of the information contained in five of the eighteen required sections of the annual Affirmative Action Plan. A full version of MCC s Affirmative Action Program is available for review in the MCC Library as well as the Human Resources and Affirmative Action Suite. The sections highlighted in this document include: Policy statement Workforce Analysis Hiring and Promotion Goals and Timetables Program Goals and Timetables Innovative Programs

5 (1) Policy Statement: Section 46a The Policy Statement is a document that establishes our commitment to affirmative action and equal employment opportunity; it confirms that affirmative action and equal employment opportunity are immediate and necessary objectives of Manchester Community College. The policy statement also identifies MCC contact personnel and appointing authority. This section contains the Equal Opportunity Policy Statement that was tentatively updated on June 29, 2012 and signed by the previous Board President by the President of Manchester Community College; a list of federal and state anti-discrimination statutes are also included. The statement can be found at: It is also posted permanently on campus bulletin boards and is included in a policy statement and memorandum from the President that is mailed to all Manchester Community College employees. Questions or comments about the Equal Opportunity Policy Statement should be directed to: Debbie Colucci, Affirmative Action Officer Affirmative Action & Staff Development Coordinator (Title IX and Section 504/ADA Coordinator) Room L-134c Telephone: (6) Workforce Analysis 46a According to the statute, the race/sex composition for every full-time employee is to be documented on form 38A for the total workforce and each labor market occupational category. MCC reports in eight occupational categories; the race and gender composition for each full-time and part-time employee of Manchester Community College, including percentages, is summarized as follows: Full-time College Workforce by occupational category as of 11/30/12: OCCUPATIONAL CATEGORY Grand Total Total Male Total Female White Non-White Executive /Administrative / Mgmt Faculty Professional Non-Faculty Secretarial / Clerical / Admin. Asst Technical - Paraprofessional Skilled Craft Service Maintenance Protective Services TOTALS Total Percentages: 43.6% 56.4% 70.7% 29.3%

6 Part-time College Workforce by occupational category as of 11/30/12: OCCUPATIONAL CATEGORY Grand Total Total Male Total Female White Non-White Faculty Professional Non-Faculty Secretarial / Clerical / Admin. Asst TOTALS Total Percentages: 47.5% 52.5% 81.6% 18.4% (9) Hiring & Promotion Goals and Timetables 46a The overall workforce is compared to various data for national and local availability in each occupational category to determine when a race/sex group is under-utilized and goals are set to correct such under-utilization. Goals were established as outlined in the statutes and the calculations of the goals are shown in detail in the utilization analysis tables in chapter 8 of the full report. Manchester Community College s goals for hiring and promotion are summarized as follows: Current Hiring and Promotion Goals based upon Reporting Period of December 2011 November 2012: Hispanic Female Other Female Black Female White Male White Female Black Male Hispanic Male Other Male

7 The calculations used in setting these goals are determined by comparing our current workforce with those individuals (by category) available in the appropriate labor market(s). Based upon these calculations, the largest number of hiring goals for Manchester Community College is for males, particularly white males (WM). However, in addition to these hiring goals, the college remains committed to a diverse workforce through our beliefs in: the philosophy, theory, and principles of affirmative action and equal opportunity fair and objective search processes advertising employment notices in a variety of ways, including publications that target historically underrepresented groups including historically under-represented groups and goal candidates in the interview pool Following the submission of this Plan, these goals, particularly the hiring goals, will be applied in upcoming employment searches. Detailed explanations of these goals, the role of affirmative action, and copies of the relevant utilization tables will continue to be provided to each search committee. We are also sharing an overview of our current workforce with search committees to provide a big-picture view of diversity at MCC. Additional details on the search process at Manchester Community College can be found in the Internal Program Evaluation (15) of the full report. (12) Program Goals 46a Based upon the analysis conducted in Identification of Problem Areas (section 11), as well as information gained through the overall Affirmative Action evaluation process, Manchester Community College establishes program goals to address any impediments or barriers to the full and fair participation of protected classes. With the submission of the following pages, Manchester Community College is in compliance with program goals and timetables. Manchester Community College continues to strive for the development and growth of its students, staff and faculty. Based in part on past goals to review recruitment budgets, the advertising formula and hiring procedures; the need for a position dedicated solely to affirmative action / the development and growth of MCC staff and faculty was established. The position of Affirmative Action & Staff Development Coordinator was filled in June In the fall of 2010 the role of Affirmative Action Officer (EEO) transitioned from the Director of Human Resources to the Affirmative Action and Staff Development Coordinator. In the fall of 2011, as a result of the previously mentioned Civil Rights Review, the Affirmative Action and Staff Development Coordinator assumed responsibilities for Title IX and Section 504/ADA Compliance. As of this current reporting period, the Affirmative Action and Staff Development Coordinator: Supports MCC's commitment to provide a quality education and a quality work environment through equal employment opportunity and maintaining an environment free from discrimination. Works collaboratively to implement policies and procedures associated with state and federal laws: o Civil Rights Act of 1964 o American with Disabilities Act and amendments o Title IX gender discrimination and sexual harassment o Recruitment, retention and promotion of a diverse workforce o Develop training workshops for faculty and staff related to these areas

8 Provides training for faculty and staff related to the above areas Investigates and recommend resolution of discrimination complaints The on-going growth of this position has led to the development of five program goals related to recruitment and retention. 1. The first program goal established for this plan period is directly related to the information presented in the preceding Adverse Impact tests. This data indicates that an emphasis needs to be placed on attracting diverse applicants to the hiring process. Therefore, during this plan period, recruitment strategies will be reviewed and evaluated and recommendations made for ways in which search committees, in consultation with the Human Resources and Affirmative Action offices, can cast a broader net. This review, and subsequent recommendations, will include specific strategies for determining appropriate position advertising. 2. The second program goal established for this plan period is a follow-up to both the previous goal as well as the achievement of a prior goal. Compiling information for the large number of searches reported in the current Affirmative Action Plan revealed a continued need to look for more effective ways to manage the entire process. In terms of the overall search process at MCC, there is a need to evaluate and revise segments of the overall search process including: a. search committee selection and training, b. increasing (candidate) supplemental information form c. return, points of contact with Affirmative Action and data management / information sharing. 3. The third program goal established for this plan period is a starting point for the two previous goals. Change can be difficult if there is not buy-in from those involved. During this next plan period, we will: a. Create an Executive Summary of the entire Affirmative Action Plan. b. Develop a presentation for Deans and Managers. 4. The fourth program goal is a follow-up to the Civil Rights Review; the Affirmative Action and Staff Development Coordinator serves in the role of AAO/EEO, Title IX and Section 504/ADA Compliance. Moving forward, MCC will insure full and fair participation through the development of two task forces (Title IX and ADA) to review policies against current and future changes in the law. These groups will continue to educate the campus community in the areas of gender equity and access/accommodation, especially as it relates to national standards in higher education. 5. The final program goal established for this plan period is related to overall campus climate. Manchester Community College is committed to the professional development and retention of all employees. To that end, we will continue to look at the climate in the following ways: a. Employee Recognition initiatives including future participation in Top Workplace recognition processes. In 2012, MCC was named a Top Workplace locally and nationally which has an important impact on climate. b. Revise New Employee Orientation.

9 c. Continue to grow the Leadership Institute; at the heart of this Leadership Institute is its commitment to cultivating a campus culture of professional growth and leadership for our community. d. Find ways to connect the Affirmative Action Plan to the campus community. In the coming year(s), we will explore ways to making the Affirmative Action Plan our Diversity Plan and connect it to the overall Strategic Plan in a way that every employee understands its importance to the overall workplace and community. (17) Innovative Programs 46a As the statute outlines in section 46a-68-49, each agency is encouraged to develop innovative programs to create opportunities not otherwise available in the achievement of full participation of all community members; most especially protected group members. Manchester Community College is in compliance with regulations regarding innovative programs. The college community provides a wide variety of programming that encourages the appreciation of diversity through educational and professional experiences. Manchester Community College utilizes noncompetitive positions, including leadership and professional development opportunities for faculty and staff at all levels; including classified staff through college governance committees, training, and continuing education. Information related to tuition waiver is included at the end of this section. In addition to the initiatives of the Affirmative Action staff, several committees on campus exist to provide positive, result oriented programs that further the principles of affirmative action. These primarily include the Minority Caucus and Campus Diversity Committee. In the past few years, the college recently created and filled a part-time position dedicated to diversity programming through Minority Student Programs; this office continues to provide a variety of programs for the college community. Additionally, the number of active student groups on campus continues to grow; they provide programming for the college community that promotes the principles of respect, inclusion and acceptance. Manchester Community College has a number of events & initiatives that promote the principles of inclusion and acceptance; such as: MCC web site. Diversity and Inclusion is a prominent title on the home page and links visitors to offices, departments, and information. The link ( includes the following statement: MCC is a community that welcomes, encourages, and supports individuals who desire to contribute to and benefit from the institution s missions of teaching, performance and community service. In a pluralistic culture, that community includes faculty, students and staff who represent important differences. Members of our community represent differences in ethnicities, religious beliefs, values and points of view; they may be physically different, have different intellectual interests or have different abilities.

10 In addition to the above web site, the original list of the major Jewish, Islamic, Christian, Hindu, and Orthodox Christian holidays for each academic year was revised and all members of the community were invited to utilize the on-line Calendar of Observances. This is updated annually and can be viewed at It is intended to be a tool to increase awareness and understanding regarding religious obligations as well as ethnic and cultural festivities that may affect our students and colleagues. It can be used as a resource when planning classroom activities and/or when scheduling festivities and events. It is our belief that the increasingly pluralistic population of the United States creates diverse communities, student bodies and employees; we have an obligation in this area. It is our individual and collective responsibility to enhance mutual understanding and respect among the various religious, ethnic and cultural groups. Brother-2-Brother and Sister-2-Sister are programs initially developed through the Minority Caucus; it continues to grow and is currently a function of the Division of Student Affairs. Both programs invite African American and Latino students enrolled at MCC, to meet with mentors employed at the college throughout the year to discuss their experience at the college and recommended academic success strategies. Research evidence supports the notion that colleges implementing retention programs of this type often experience increased retention and academic success rates among members of the targeted population. As in the previous year, during this plan-period, the program increased in size, added more staff, expanded the summer program component, and developed an on-going training process to orient both mentors and mentees to the college and the program. The Campus Diversity Committee continues to redefine itself and its role at MCC. The group believes that the committee should focus on doing things and let the community know who the committee is through what they see. For that reason, the committee continues to use the mission/vision statement: MCC Diversity Committee: Fostering a culture of awareness and inclusion. The Safe Zone program continues to have a presence on campus. Safe Zone is a nationwide-program that aims to provide safe spaces on campus for gay, lesbian, bisexual, transgender, and questioning students and staff; while at the same time helping the community to understand how heterosexism, like all forms of discrimination, hurts us all. Manchester Community College developed and implemented a Respectful Workplace Initiative. The initial workshop (Equally Welcome, Equally Valued, Equally Heard) was conducted and over 200 employees participated. At Manchester Community College, we value diversity, inclusion, and success! To have a program included in upcoming submissions of MCC s Affirmative Action Plan, please send the details to Debbie Colucci prior to March 1 st.

UNIVERSITY POLICY IMPLEMENTATION ON NON-DISCRIMINATION

UNIVERSITY POLICY IMPLEMENTATION ON NON-DISCRIMINATION UNIVERSITY POLICY IMPLEMENTATION ON NON-DISCRIMINATION I. CONNECTICUT STATE COLLEGES AND UNIVERSITIES AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT As the statewide policy making

More information

Affirmative Action Program

Affirmative Action Program Affirmative Action Program Amended August 23, 2013 EAST CENTRAL UNIVERSITY ADA, OK 74820 TABLE OF CONTENTS Statement of Administrative Policy...2 Affirmative Action Compliance Statement...3 Institutional

More information

Equal Opportunity and Access Affirmative Action Program Annual Update

Equal Opportunity and Access Affirmative Action Program Annual Update Western Illinois University Equal Opportunity and Access Affirmative Action Program Annual Update Submitted by: Andrea Henderson, Director FY 2010 Equal Opportunity and Access Affirmative Action Program

More information

Western Illinois University - Equal Opportunity and Access Annual Report

Western Illinois University - Equal Opportunity and Access Annual Report Western Illinois University - Equal Opportunity and Access Annual Report October 17, 2008 Western Illinois University s comprehensive Equal Opportunity and Access program includes workforce diversity initiatives,

More information

SOUTHWEST TENNESSEE COMMUNITY COLLEGE. Equal Employment Opportunity, Affirmative Action, Discrimination, and Nepotism

SOUTHWEST TENNESSEE COMMUNITY COLLEGE. Equal Employment Opportunity, Affirmative Action, Discrimination, and Nepotism Page 1 of 8 SOUTHWEST TENNESSEE COMMUNITY COLLEGE SUBJECT: Equal Employment Opportunity, Affirmative Action, Discrimination, and Nepotism EFFECTIVE DATE: July 1, 2000 Introduction It is the intent of Southwest

More information

Diversity Report 2016

Diversity Report 2016 Diversity Report 216 Compiled by the Office of Planning and Research Sandhills Community College 216 Introduction A southern state with a long history of breaking down barriers of racial and ethnic injustice,

More information

NUMBER: EOP Office of Equal Opportunity Programs. Equal Opportunity and Affirmative Action. DATE: February 15, REVISED: October 6, 2014

NUMBER: EOP Office of Equal Opportunity Programs. Equal Opportunity and Affirmative Action. DATE: February 15, REVISED: October 6, 2014 NUMBER: EOP 1.00 SECTION: SUBJECT: Office of Equal Opportunity Programs Equal Opportunity and Affirmative Action DATE: February 15, 2006 REVISED: October 6, 2014 Policy For: Procedure For: Authorized By:

More information

CULTURAL DIVERSITY POLICY STATEMENT. Wake Technical Community College is committed to a policy of cultural

CULTURAL DIVERSITY POLICY STATEMENT. Wake Technical Community College is committed to a policy of cultural CULTURAL DIVERSITY POLICY STATEMENT Wake Technical Community College is committed to a policy of cultural diversity and openness in preventing any form of discrimination. As part of our commitment to eliminate

More information

Affirmative action policy and program. (A) Statement of policy.

Affirmative action policy and program. (A) Statement of policy. 3359-38-01 Affirmative action policy and program. (A) Statement of policy. (1) The university of Akron is an equal education and employment institution operating under nondiscrimination provisions of Title

More information

State of Iowa Standard Teacher Employment Application

State of Iowa Standard Teacher Employment Application State of Iowa Standard Teacher Employment Application Application Date: Date Available: Name: Social Security #: U.S. Citizen: Are you legally eligible to work in the United States? Current Home Phone:

More information

ADMINISTRATIVE PROCEDURE. Equity and Inclusive Education

ADMINISTRATIVE PROCEDURE. Equity and Inclusive Education ADMINISTRATIVE PROCEDURE SO136 Equity and Inclusive Education Board Received: May 26, 2014 Review Date: June 2017 Accountability: 1. Frequency of Reports as needed 2. Severity Threshold as needed 3. Criteria

More information

MANHATTAN COLLEGE AFFIRMATIVE ACTION POLICY FORWARD. Manhattan College has a long tradition of voluntarily

MANHATTAN COLLEGE AFFIRMATIVE ACTION POLICY FORWARD. Manhattan College has a long tradition of voluntarily MANHATTAN COLLEGE AFFIRMATIVE ACTION POLICY FORWARD Manhattan College has a long tradition of voluntarily implementing a policy of equal opportunity for all segments of the Manhattan College community.

More information

COMMISSIONER OF LABOR'S WORK TRAINING REGULATIONS FOR APPRENTICESHIP AND TRAINING PROGRAMS

COMMISSIONER OF LABOR'S WORK TRAINING REGULATIONS FOR APPRENTICESHIP AND TRAINING PROGRAMS COMMISSIONER OF LABOR'S WORK TRAINING REGULATIONS FOR APPRENTICESHIP AND TRAINING PROGRAMS Sec. 31-51d-1. Purpose and scope This regulation publishes the Labor Commissioner's work training standards, policies

More information

Executive Summary Affirmative Action Plan

Executive Summary Affirmative Action Plan Executive Summary Affirmative Action Plan 2016-2017 Academic Year Eastern Illinois University Office of Civil Rights & Diversity 0 P age Table of Contents 1. Overview... 2 1.1 University Mission Statement...

More information

AFFIRMATIVE ACTION / RECRUITMENT PLANS President s Office

AFFIRMATIVE ACTION / RECRUITMENT PLANS President s Office Appendix C AFFIRMATIVE ACTION / RECRUITMENT PLANS 2006 2008 President s Office Objective: The University will continue to support a comprehensive institution-wide diversity plan that includes strategies

More information

Five-Year Equal Opportunity/ Affirmative Action Compliance Plan

Five-Year Equal Opportunity/ Affirmative Action Compliance Plan MADISON AREA TECHNICAL COLLEGE Five-Year Equal Opportunity/ Affirmative Action Compliance Plan 2014-2019 Jack E. Daniels, III, Ph.D. President Table of Contents Executive Summary... 2 Introduction... 5

More information

Annual Statewide Equal Employment Opportunity Report

Annual Statewide Equal Employment Opportunity Report Department of Budget and Management Annual Statewide Equal Employment Opportunity Report Fiscal Year 21 Martin O Malley, Governor Anthony Brown, Lt. Governor T. Eloise Foster, Secretary TABLE OF CONTENTS

More information

UNC Charlotte Plan for Campus Diversity, Access, and Inclusion

UNC Charlotte Plan for Campus Diversity, Access, and Inclusion UNC Charlotte Plan for Campus Diversity, Access, and Inclusion Background January 2016 Members of the faculty, staff, and student body have been vigorous advocates for greater inclusion at UNC Charlotte.

More information

Affirmative Action Plan for Women and Minorities

Affirmative Action Plan for Women and Minorities Affirmative Action Plan for Women and Minorities 2013-2014 Indiana University East Richmond Campus 1 Produced by: Patty Crawford, Affirmative Action Officer Indiana University East Office of Affirmative

More information

US Army Corps of Engineers

US Army Corps of Engineers 441 G Street Washington DC, 20314-1000 Phone: (202) 761-0308 or (202) 761-0559 USACE: www.usace.army.mil/index.html Employment: www.usace.army.mil/howdoi/employment.htm Human Resources: www.hq.usace.army.mil/cehr/index.htm

More information

Connecticut Higher Education Supplemental Loan Authority Scholarship Application: Academic Year

Connecticut Higher Education Supplemental Loan Authority Scholarship Application: Academic Year Connecticut Higher Education Supplemental Loan Authority Scholarship Application: 2019-2020 Academic Year The Connecticut Higher Education Supplemental Loan Authority (CHESLA) is pleased to announce the

More information

APPLICATION FOR EMPLOYMENT

APPLICATION FOR EMPLOYMENT APPLICATION FOR EMPLOYMENT NAME: Date of Application: Illinois Valley Community College is an Equal Opportunity, Affirmative Action Employer. Applications are considered for employment, and employees are

More information

THE CITY UNIVERSITY OF NEW YORK EMPLOYMENT APPLICATION - PART ONE & TWO

THE CITY UNIVERSITY OF NEW YORK EMPLOYMENT APPLICATION - PART ONE & TWO Name Position College Dept. THE CITY UNIVERSITY OF NEW YORK EMPLOYMENT APPLICATION - PART ONE & TWO This form is to be used for EXIGENCY HIRING OF PART-TIME EMPLOYEES ONLY (includes Teaching and Non-Teaching

More information

Part 3: Outreach. Which venues will be most productive for advertising to a broad range of potential applicants?

Part 3: Outreach. Which venues will be most productive for advertising to a broad range of potential applicants? Best Practices for Faculty Searches: Outreach 1 Part 3: Outreach How can the search committee attract a highly qualified and diverse pool of applicants? Which outreach practices are allowable under current

More information

REGULATIONS REGULATION NO: R-AD Equity and Inclusive Education

REGULATIONS REGULATION NO: R-AD Equity and Inclusive Education REGULATIONS REGULATION NO: R-AD-154-16 SUBJECT: Equity and Inclusive Education The Lambton-Kent District School Board believes that all students can learn and is committed to affording every student the

More information

WORCESTER COLLEGE, OXFORD EQUALITY REPORT 2016/17

WORCESTER COLLEGE, OXFORD EQUALITY REPORT 2016/17 WORCESTER COLLEGE, OXFORD EQUALITY REPORT 2016/17 PUBLISHED: MAY 2017 TABLE OF CONTENTS Page 3 Page 3 Page 3 Page 4 Page 5 Page 6 Introduction Public Sector Equality Duty Work Undertaken A Single Equality

More information

THE CITY UNIVERSITY OF NEW YORK POLICY ON EQUAL OPPORTUNITY AND NON-DISCRIMINATION

THE CITY UNIVERSITY OF NEW YORK POLICY ON EQUAL OPPORTUNITY AND NON-DISCRIMINATION THE CITY UNIVERSITY OF NEW YORK POLICY ON EQUAL OPPORTUNITY AND NON-DISCRIMINATION I. Policy on Equal Opportunity and Non-Discrimination The City University of New York ( University or CUNY ), located

More information

Street City State, Zip Code Phone Number. Gender: Male. Female. US Citizenship/Residency: US Citizen US Permanent Resident Other

Street City State, Zip Code Phone Number. Gender: Male. Female. US Citizenship/Residency: US Citizen US Permanent Resident Other Application for Admission Boston University Summer Institute for Training in Biostatistics Dates: June 5, 2017 July 14, 2017 Applications will be accepted on a rolling basis. Priority will be given to

More information

CITY COLLEGE OF SAN FRANCISCO

CITY COLLEGE OF SAN FRANCISCO CITY COLLEGE OF SAN FRANCISCO The Board of Trustees of the San Francisco Community College District Invites applications for Vice Chancellor of Student Development City College of San Francisco City College

More information

Graduate Admissions Application THIS DRAFT APPLICATION WAS PREPARED ON SEP. 8, APPLICATION IS SUBJECT TO CHANGE WITHOUT NOTICE.

Graduate Admissions Application THIS DRAFT APPLICATION WAS PREPARED ON SEP. 8, APPLICATION IS SUBJECT TO CHANGE WITHOUT NOTICE. Graduate Admissions Application THIS DRAFT APPLICATION WAS PREPARED ON SEP. 8, 2013. APPLICATION IS SUBJECT TO CHANGE WITHOUT NOTICE. Application For Graduate Admission Personal Info Are you currently

More information

APPLICATION FOR PART-TIME FACULTY POSITION An Equal Opportunity/Affirmative Action Employer

APPLICATION FOR PART-TIME FACULTY POSITION An Equal Opportunity/Affirmative Action Employer HUMAN RESOURCES 800 South College Drive Santa Maria, CA 93454-6399 Phone # (805) 922-6966, ext. 3338 FAX # (805) 922-9196 Position Applied For: Today s Date: Personal Information (Please type or print

More information

Quillen College of Medicine Diversity and Inclusion Policy

Quillen College of Medicine Diversity and Inclusion Policy Quillen College of Medicine Diversity and Inclusion Policy Contents I. Background and Context... 2 II. Policy Statement: Diversity and Inclusion... 3 III. SCOPE/COVERAGE... 4 IV. Diversity Areas of Focus:

More information

Application for Non-U.S. Citizens

Application for Non-U.S. Citizens Northampton, MA 01063 U.S.A. Telephone: (413) 585-3050 Fax: (413) 585-3054 E-mail: gradstdy@smith.edu Application for Non-U.S. Citizens Read instructions carefully and retain for your files. Academic Program

More information

Diversity, Equity and Inclusion

Diversity, Equity and Inclusion Diversity, Equity and Inclusion Background Since 2012, SDSU has made efforts to reaffirm its commitment to diversity and inclusion. The last strategic planning cycle focused on providing more access and

More information

Morgan Community College Employment Application. Personal Information: Please return completed application to: Notice:

Morgan Community College Employment Application. Personal Information: Please return completed application to: Notice: Morgan Community College Employment Application Please type or print in black ink only Position Applying For: Date Available: Today's Date: Please tell us where you heard about this opening: Personal Information:

More information

Green Mountain College Make A Difference Scholarship Application

Green Mountain College Make A Difference Scholarship Application Green Mountain College Make A Difference Scholarship Application Thank you for your interest in the Green Mountain College Make A Difference Scholarship. Green Mountain College will be accepting applications

More information

Huron-Perth Catholic District School Board

Huron-Perth Catholic District School Board POLICY: EQUITY AND INCLUSIVE EDUCATION Adopted: October 26, 2010 Policy #: 3A:21 Revised: October 22, 2012 Policy Category: Human Resources POLICY STATEMENT: The Huron-Perth Catholic District School Board

More information

APPLICATION FOR ADMISSION DENTAL ASSISTING PROGRAM METROPOLITAN COMMUNITY COLLEGE OMAHA, NEBRASKA

APPLICATION FOR ADMISSION DENTAL ASSISTING PROGRAM METROPOLITAN COMMUNITY COLLEGE OMAHA, NEBRASKA APPLICATION FOR ADMISSION METROPOLITAN COMMUNITY COLLEGE OMAHA, NEBRASKA PERSONAL (all applicants; please print or type) Full legal name: (last) (first) (full middle) (maiden name) Social security number

More information

Equal Opportunity and Affirmative Action Policies and Procedures for the Appointment of Officers of Instruction and Research at the Medical Center

Equal Opportunity and Affirmative Action Policies and Procedures for the Appointment of Officers of Instruction and Research at the Medical Center Equal Opportunity and Affirmative Action Policies and Procedures for the Appointment of Officers of Instruction and Research at the Medical Center Introduction I. Online Monitoring of Affirmative Action

More information

Equal Opportunity/Affirmative Action/ Non-Discrimination Policy

Equal Opportunity/Affirmative Action/ Non-Discrimination Policy Equal Opportunity/Affirmative Action/ Non-Discrimination Policy Section: Chapter: Date Updated: VI: Equal Opportunity 1 April 24, 2015 1.1 Purpose This chapter sets forth the University s policies concerning

More information

APPLICATION FOR FULL-TIME FACULTY/ADMINISTRATIVE POSITION An Equal Opportunity/Affirmative Action Employer

APPLICATION FOR FULL-TIME FACULTY/ADMINISTRATIVE POSITION An Equal Opportunity/Affirmative Action Employer APPLICATION FOR FULL-TIME FACULTY/ADMINISTRATIVE POSITION HUMAN RESOURCES 800 South College Drive Santa Maria, CA 93454-6399 Phone # (805) 922-6966, ext. 3338 FAX # (805) 922-9196 Position Applied For:

More information

Feedback on A Framework to Foster Diversity at Penn State: and through Diversity Initiatives

Feedback on A Framework to Foster Diversity at Penn State: and through Diversity Initiatives Feedback on A Framework to Foster Diversity at Penn State: 2010 15 and 2014 15 through 2018 19 Diversity Initiatives Fall 2014 Penn State Law and School of International Affairs Penn State Law Penn State

More information

College of DuPage AFFIRMATIVE ACTION PLAN 2017

College of DuPage AFFIRMATIVE ACTION PLAN 2017 College of DuPage AFFIRMATIVE ACTION PLAN 2017 Prepared by: Michelle Olson Rzeminski Manager, Employment March, 2017 CONTENTS I. The Policy Statement... 1 II. Preface... 1 III. Introduction... 1 IV. Overviews

More information

DIVERSITY APPRAISAL EQUAL OPPORTUNITY OFFICE

DIVERSITY APPRAISAL EQUAL OPPORTUNITY OFFICE DIVERSITY APPRAISAL EQUAL OPPORTUNITY OFFICE The Equal Opportunity Office, with its three parts, is an integral part of the diversity efforts of the University of Washington. It has overall responsibility

More information

POLICY BOARD OF EDUCATION OF MONTGOMERY COUNTY. Nondiscrimination, Equity, and Cultural Proficiency

POLICY BOARD OF EDUCATION OF MONTGOMERY COUNTY. Nondiscrimination, Equity, and Cultural Proficiency POLICY BOARD OF EDUCATION OF MONTGOMERY COUNTY Related Entries: Responsible Offices: ACD, ACF, ACH, ACH-RA, ACG, BMA, GAA, GBA-RA, GBH, GEG-RA, JHF, JHF-RA Chief Academic Officer Chief Operating Officer

More information

IDENTIFICATION OF PROBLEM AREAS AND ACTION-ORIENTED PROGRAMS. [41 CFR (f) and 2.26] Effective: January 1, 2009

IDENTIFICATION OF PROBLEM AREAS AND ACTION-ORIENTED PROGRAMS. [41 CFR (f) and 2.26] Effective: January 1, 2009 IDENTIFICATION OF PROBLEM AREAS AND ACTION-ORIENTED PROGRAMS [41 CFR 60-2.13(f) and 2.26] Effective: January 1, 2009 The University's action-oriented programs consist of well-defined recruitment procedures

More information

Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION

Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION Earn a marketable degree by the time you graduate from high school. More information at WWW.DCTC.EDU/PSEO. DCTC.EDU 1300 145TH ST. E, ROSEMOUNT,

More information

NOTICE OF CHANGE IN PROPOSED REGULATION

NOTICE OF CHANGE IN PROPOSED REGULATION NOTICE OF CHANGE IN PROPOSED REGULATION Date: REGULATION TITLE: Affirmative Action Plan for Equal Employment Opportunity, and Administrative Organization for the Affirmative Action Program REGULATION NO.:

More information

EQUAL OPPORTUNITIES POLICIES AND ACTION PLANS

EQUAL OPPORTUNITIES POLICIES AND ACTION PLANS EQUAL OPPORTUNITIES POLICIES AND ACTION PLANS Contents 1. Equal Opportunities Policy Statement. Race Equality Policy 3. Race Equality Action Plan 4. Disability Equality Policy 5. Gender Equality Policy

More information

University of Wisconsin Superior Affirmative Action and Equal Opportunity Statement

University of Wisconsin Superior Affirmative Action and Equal Opportunity Statement INTRODUCTION The University of Wisconsin Superior Classified Staff Handbook is an informational resource which will provide you with an overview of the organizational structure and function of the University.

More information

THE SCHOOL-BASED DECISION MAKING (SBDM) (KRS )

THE SCHOOL-BASED DECISION MAKING (SBDM) (KRS ) DEFINITIONS (SECTION 1) THE SCHOOL-BASED DECISION MAKING (SBDM) (KRS 160.345) This is the complete text of the Kentucky statute that defines school councils. MINORITY (1)(a) SCHOOL (1)(b) TEACHER (1)(c)

More information

Name of Procedure: Public Sector Equality Duty Policy

Name of Procedure: Public Sector Equality Duty Policy Name of Procedure: Public Sector Equality Duty Policy RESPONSIBLE COMMITTEE: Equality Committee RESPONSIBLE OFFICER: Equality Officer LINKED DOCUMENTS: College: Equality Policy; Harassment policy. LINKED

More information

PREFACE. Summer Program July 9 July 22

PREFACE. Summer Program July 9 July 22 PREFACE Summer Program 2017 July 9 July 22 PREFACE is a two-week residential summer experience at Rensselaer Polytechnic Institute for talented high school sophomores and juniors, who will enter the 11th

More information

DIVERSITY ACTION PLAN

DIVERSITY ACTION PLAN DIVERSITY ACTION PLAN THE PRESIDENT S COUNCIL ON DIVERSITY UNIVERSITY OF FLORIDA AUGUST 2011 Preamble: Pursuant to the University of Florida s Strategic Work Plan approved by the Faculty Senate and President

More information

Graduate Certificate in Composition Studies Indiana University East Program Application Guidelines

Graduate Certificate in Composition Studies Indiana University East Program Application Guidelines Graduate Certificate in Composition Studies Indiana University East Program Application Guidelines 2018-2019 We are pleased with your interest in our graduate certificate program. As you begin the application

More information

LEGISLATIVE RESEARCH COMMISSION PDF VERSION

LEGISLATIVE RESEARCH COMMISSION PDF VERSION CHAPTER 81 PDF p. 1 of 6 CHAPTER 81 (SB 134) AN ACT relating to school council members. Be it enacted by the General Assembly of the Commonwealth of Kentucky: Section 1. KRS 160.345 is amended to read

More information

JACKSONVILLE STATE UNIVERSITY DIVERSITY AND INCLUSION STRATEGIC PLAN FOR

JACKSONVILLE STATE UNIVERSITY DIVERSITY AND INCLUSION STRATEGIC PLAN FOR JACKSONVILLE STATE UNIVERSITY DIVERSITY AND INCLUSION STRATEGIC PLAN FOR 2017 2022 September 2017 Table of Contents Message from the President Message from the Provost and Vice President for Academic Affairs

More information

UCSF Office of Diversity and Outreach

UCSF Office of Diversity and Outreach UCSF Community Advisory Group Presentation December 3, J. Renee Navarro, Pharm D, MD Vice Chancellor, Diversity and Outreach Professor Anesthesiology and Perioperative Services Diversity Refers to the

More information

Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION

Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION Post-secondary Enrollment Option (PSEO) APPLICATION FOR ADMISSION Earn a marketable degree by the time you graduate from high school. More information at WWW.DCTC.EDU/PSEO. DCTC.EDU 1300 145TH ST. E, ROSEMOUNT,

More information

First Name Last Name Middle Initial. Preferred Name Country of Citizenship* Street Address City State Zipcode

First Name Last Name Middle Initial. Preferred Name Country of Citizenship* Street Address City State Zipcode CHRISTIAN BROTHERS UNIVERSITY APPLICATION TO THE MASTER OF EDUCATION PROGRAM FOR TEACHERS WHO LEAD AND LEADERS WHO SERVE please type or print your responses APPLICANT INFORMATION First Name Last Name Middle

More information

Connecticut Technical High School System Application for Student Admission

Connecticut Technical High School System Application for Student Admission Connecticut Technical High School System Application for Student Admission 2018-2019 www.cttech.org Student Applicant s Name: School Instructions To be considered for admission to a Connecticut Technical

More information

RECOMMENDATIONS All students applying for admission must provide at least one recommendation from a teacher or counselor.

RECOMMENDATIONS All students applying for admission must provide at least one recommendation from a teacher or counselor. Green Mountain College Application Instructions Thank you for your interest in Green Mountain College. The following instructions are designed to assist you with any questions that you may have in the

More information

University of California Affirmative Action Guidelines for. Recruitment and Retention of Faculty

University of California Affirmative Action Guidelines for. Recruitment and Retention of Faculty University of California Affirmative Action Guidelines for Recruitment and Retention of Faculty Academic Advancement Office of the President January 2, 2002 Recruitment & Retention of Faculty FEDERALLY

More information

St Mary s University College Recruitment Equality Paper May 2012

St Mary s University College Recruitment Equality Paper May 2012 St Mary s University College Recruitment Equality Paper May 2012 Paper 1 Introduction The purpose of this paper is to provide the University College with the equality information derived from analysis

More information

Allan Hancock Joint Community College District Board Policy Chapter 7 Human Resources

Allan Hancock Joint Community College District Board Policy Chapter 7 Human Resources BP 7120 Allan Hancock Joint Community College District Board Policy Chapter 7 Human Resources BP 7120 FACULTY HIRING The Board of Trustees of the Allan Hancock College Joint Community College District

More information

Master of Arts in English Indiana University East Program Application Guidelines

Master of Arts in English Indiana University East Program Application Guidelines Master of Arts in English Indiana University East Program Application Guidelines 2018-19 We are pleased with your interest in our Master of Arts in English degree program. As you begin the application

More information

NSHE Board of Regents. (CULTURAL DIVERSITY AND SECURITY COMMITTEE 02/05/09) Ref. CDS-5, Page 1 of 40

NSHE Board of Regents. (CULTURAL DIVERSITY AND SECURITY COMMITTEE 02/05/09) Ref. CDS-5, Page 1 of 40 Access, Equity, Diversity, & Inclusion Cultural Diversity & Security Committee NSHE Board of Regents February 5, 2009 (CULTURAL DIVERSITY AND SECURITY COMMITTEE 02/05/09) Ref. CDS-5, Page 1 of 40 Excellence

More information

REQUEST FOR PROPOSAL FOR: Day Care Center Services with Laboratory School for Early Childhood Education

REQUEST FOR PROPOSAL FOR: Day Care Center Services with Laboratory School for Early Childhood Education Bid Number: MCC19-02 REQUEST FOR PROPOSAL FOR: Day Care Center Services with Laboratory School for Early Childhood Education Manchester Community College PURPOSE: The purpose of this REQUEST FOR PROPOSAL

More information

GENDER AND RACE IN ACADEMIC MEDICINE

GENDER AND RACE IN ACADEMIC MEDICINE GENDER AND RACE IN ACADEMIC MEDICINE ASSOCIATION OF PROFESSORS OF DERMATOLOGY 2016 ANNUAL MEETING Chicago 7 October 2016 Vivian W. Pinn, M.D. Senior Scientist Emerita, Fogarty International Center, NIH

More information

Supported Accommodation (Culverdale) Resident Application Form

Supported Accommodation (Culverdale) Resident Application Form Culverdale 5 Culverden Park Road Tunbridge Wells TN4 9QX Supported Accommodation (Culverdale) Resident Application Form This section is to be completed by the applicant where possible with help from the

More information

Governing Council. Statement on Prohibited Discrimination and Discriminatory Harassment. March 31, 1994

Governing Council. Statement on Prohibited Discrimination and Discriminatory Harassment. March 31, 1994 University of Toronto Governing Council Statement on Prohibited Discrimination and Discriminatory Harassment March 31, 1994 To request an official copy of this policy, contact: The Office of the Governing

More information

GUIDELINES FOR COUNTY SECOND VICE PRESIDENTS

GUIDELINES FOR COUNTY SECOND VICE PRESIDENTS 7 GUIDELINES FOR COUNTY SECOND VICE PRESIDENTS Objectives: Goal: To increase and maintain Home and Community Education membership. To promote leadership through Home and Community Leadership programs.

More information

Faith in Education. Faith, Learning and Achievement # FBC.B.8. Purpose. References. Forms. Appendices

Faith in Education. Faith, Learning and Achievement # FBC.B.8. Purpose. References. Forms. Appendices Faith, Learning and Achievement # Adopted: December 6, 2010 Last Reviewed/Revised: September 14, 2015 Purpose This policy outlines the foundation beliefs and commitments of the Wellington CDSB in each

More information

Affirmative Action Plan. Effective January - December 2017

Affirmative Action Plan. Effective January - December 2017 Affirmative Action Plan Effective January - December 2017 CONTENTS Preliminary Statement... 3 Message to Employees... 4 College Vision/Mission Statement... 5 Equal Opportunity/Affirmative Action Educational

More information

THE SCHOOL-BASED DECISION MAKING (SBDM) LAW (KRS )

THE SCHOOL-BASED DECISION MAKING (SBDM) LAW (KRS ) THE SCHOOL-BASED DECISION MAKING (SBDM) LAW (KRS 160.345) This is the complete text of the Kentucky statute that defines school councils. New text resulting from the 2012 legislative session is italicized,

More information

Application for Admission to

Application for Admission to Office of Admission Graduate School of Social Work University of Denver Craig Hall 2148 South High Street 970.945.1133 www.du.edu/socialwork Application for Admission to The Western Colorado MSW Program

More information

CIVIL RIGHTS DATA COLLECTION. CRDC Workgroup Meeting

CIVIL RIGHTS DATA COLLECTION. CRDC Workgroup Meeting CIVIL RIGHTS DATA COLLECTION CRDC Workgroup Meeting Goals for the 2011-12 CRDC Reduce the burden on s while maintaining data quality and adherence to business rules. Explore the feasibility of state-level

More information

FACULTY DIVERSITY STRATEGIC PLAN Fall Spring 2018

FACULTY DIVERSITY STRATEGIC PLAN Fall Spring 2018 FACULTY DIVERSITY STRATEGIC PLAN Fall 2013- Spring 2018 Submitted by: Silvia Montalban Assistant Counsel and Director-Compliance & Diversity John Jay College of Criminal Justice Office of Legal Counsel

More information

Director of Admissions

Director of Admissions Announcing an Executive Search for the Director of Admissions Western Washington University - Active Minds Changing Lives www.wwu.edu Western Washington University, a highly respected, comprehensive public

More information

Graduate Studies Application for Admission

Graduate Studies Application for Admission Graduate Studies Application for Admission Office use only Date Rec d: Fee Paid: Academic yr: www.trinitybiblecollege.edu Instructions for Applying for Admission to Graduate Studies at Trinity Bible College

More information

University of Science and Arts of Oklahoma C H I C K A S H A

University of Science and Arts of Oklahoma C H I C K A S H A University of Science and Arts of Oklahoma C H I C K A S H A APPLICATION FOR EMPLOYMENT EQUAL OPPORTUNITY STATEMENT: This institution is in compliance with Titles VI and VII of the Civil Rights Act of

More information

Institutional Scorecard

Institutional Scorecard Institutional Scorecard Community College of Allegheny County 2016-21 Strategic Plan Rev. Mar. 1, 2018 1 Objective 1.a: Scale up initiatives, including systems, procedures and policies that have been shown

More information

EMPLOYMENT APPLICATION

EMPLOYMENT APPLICATION HUMAN RESOURCES Mailing Address: 535 NE 5 th Street McMinnville, Oregon 97128 p. 503-474-4901 f. 503-434-7553 www.co.yamhill.or.us EMPLOYMENT APPLICATION Thank you for taking the time to complete this

More information

GREENSBORO COLLEGE. Personal: Demographic Data: Master of Arts in Teaching English to Speakers of Other Languages

GREENSBORO COLLEGE. Personal: Demographic Data: Master of Arts in Teaching English to Speakers of Other Languages GREENSBORO COLLEGE Master of Arts in Teaching English to Speakers of Other Languages Entry Term: Fall Spring Summer Year A complete application consists of the following: Personal: $35.00 non-refundable

More information

MIDLANDS YOUTH APPRENTICESHIP APPLICATION CHECKLIST

MIDLANDS YOUTH APPRENTICESHIP APPLICATION CHECKLIST APPLICATION PACKET MIDLANDS YOUTH APPRENTICESHIP APPLICATION CHECKLIST Please make sure to complete all steps in the application process and submit all required documentation. Incomplete applications will

More information

Page 1 of 30 Human Resources 2009-10 Human Resources Screening Questions Does your institution have any part-time staff? If you answer Yes to this question, you will be provided the screens to report part-time

More information

Admissions- Fall 2014

Admissions- Fall 2014 Admissions- Fall 2014 Source: IFX Official Census Admissions Files First-Year Admission Statistics Fall Applications Accepted Acceptance Rate Enrolled Yield 2014 9,921 3,155 32% 816 26% 2013 9,825 3,061

More information

GAP: The Guaranteed Admission Program for Connecticut Community College Students

GAP: The Guaranteed Admission Program for Connecticut Community College Students GAP: The Guaranteed Admission Program for Connecticut Community College Students You re dedicated to bettering yourself. You ve done what you need to start your journey at a community college, and now

More information

UW Diversity Blueprint

UW Diversity Blueprint UW Diversity Blueprint 2017-2021 TABLE OF CONTENTS MESSAGE FROM THE PRESIDENT 1 MESSAGE FROM DIVERSITY COUNCIL CHAIRS 2 DIVERSITY GOALS, RECOMMENDED PRIORITIES AND SUGGESTED ACTION STEPS 4 GOAL 1: Cultivate

More information

A Plan for Broadening Participation in Chemistry

A Plan for Broadening Participation in Chemistry A Plan for Broadening Participation in Chemistry Purdue University, Chemistry Department Preamble The Purdue University Chemistry Department is committed to the preparation of its students, staff and faculty

More information

EASTERN KENTUCKY UNIVERSITY

EASTERN KENTUCKY UNIVERSITY EASTERN KENTUCKY UNIVERSITY Eastern Kentucky University Comprehensive Diversity Plan Academic Year 2011-15 Presented to the Kentucky Council on Postsecondary Education on behalf of President Charles D.

More information

Dean of the Xu College of Health and Human Services

Dean of the Xu College of Health and Human Services OVERVIEW California State University, Los Angeles () seeks an inspiring and innovative leader to serve as Dean of the Rongxiang Xu College of Health and Human Services. Reporting to the Provost and Vice

More information

Staff Vacancy. Summary

Staff Vacancy. Summary Staff Vacancy POSITION: Athletic Director EEO# AT 5-16 Summary Reporting directly to the President of the University, the Director of Athletics is the voice and face of Ragin Cajuns Athletics. A visionary

More information