#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
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
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
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.
Adopted: 20 June 2002
Revised: 11 May 2004
Last Modified on November 2, 2007