#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

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