• #1550 Affirmative Action Program for Employment and Contract Practices

    The Board of Education shall, in accordance with law, strive to overcome the effects of

    any previous patterns of discrimination in district employment practices and shall

    systematically monitor district procedures to ensure continuing compliance with antidiscrimination

    laws and regulations.

    The Assistant Superintendent for Business/Board Secretary and Director of Personnel or

    his/her designee shall serve as Affirmative Action Officers and shall coordinate all

    activities designed to implement this policy. It will be the responsibility of the

    Affirmative Action Officer to:

    1. Study job descriptions, job qualifications, and salary guides for discriminatory

    practices;

    2. Compare the characteristics of persons in the district's hiring region who possess skills

    required by the district to the characteristics of district employees;

    3. Develop methods to search out sources of candidates for employment;

    4. Recommend methods of recruitment that will encourage minority and female

    applicants;

    5. Review recruiting advertisements and application forms;

    6. Compare data on the promotion and discharge of women and minorities to districtwide

    data on promotion and discharge of employees; and

    7. Recommend programs that will encourage greater job opportunities for women and

    members of minority groups.

    The Affirmative Action Officer shall report as required to the Board on progress made in

    the affirmative action program for employment and contract practices. The Board will

    annually review district progress toward objectives of any state-approved affirmative

    action plan.

    20 U.S.C.A. 1681; 20 U.S.C.A. 1703(d)

    N.J.S.A. 10:5-1 et seq.

    N.J.S.A. 18A:6-5 et seq.

    N.J.A.C. 6:4-1.3(b)

    Adopted: 20 June 2002

    Revised: 11 May 2004

Last Modified on November 2, 2007