Update

UNIVERSITY'S POSITION ON EQUAL EMPLOYMENT OPPORTUNITY

We are also committed to seeking ways in which affirmative actions can help to reinforce this commitment. Our Affirmative Action Program includes hiring, recruiting, training, promotions, and outreach advertising and is designed to this end. We monitor our compliance with Affirmative Action Program regulations and equal opportunity laws, so that we know how we're doing.

SFSU is committed to maintaining a workplace that is free from harassment, including sexual and racial harassment and intimidation. Further, no employee activities or University facilities are or will be segregated.

Each employee is responsible for conforming with this policy at all times. All administrators share the responsibility of assuring compliance with this policy. Any employee who is found to have violated this policy will be subject to disciplinary action up to and including discharge.

Joe Torres is the Director of Affirmative Action for the University. Do not hesitate to contact him at 338-7170, if you have questions or concerns about any AA or EEO matters. Equal employment opportunity at SFSU is everybody's business and your input matters.

The Affirmative Action Plan may be reviewed by employees and applicants upon request. This AAP is located in Human Resources (Administration 252) and Faculty Affair (Administration 451) and may be reviewed between 10:00 a.m. and 4:00 p.m. during business days.

Any employee who feels that she or he has been treated contrary to this policy should contact his or her supervisor, or the Director of Affirmative Action. The University will strive to ensure that the work environment provides opportunity and fairness for all.

July 1999

TABLE OF CONTENTS

I. ABOUT THE UNIVERSITY (back to contents)

San Francisco State University, (SFSU) is one of the 23 campuses of the California State University system (CSU). Responsibility for the governance of the system is vested in the Board of Trustees, which consists of ex officio members, alumni and faculty representatives, and members appointed by the Governor. The Trustees appoint the Chancellor, who is the chief executive officer of the system, and the Presidents, who are the chief executive officers of the respective campuses.

The Trustees, the Chancellor, and the Presidents develop system wide policy: the Academic Senate of the California State University, made up of elected representatives of the faculty from each campus, recommends academic policy to the Board of Trustees through the Chancellor. Under the California Master Plan for Higher Education, California State University accepts students who graduate in the top third of their high school class.

SFSU serves nearly 21,000 undergraduate and 6,500 graduate students. Of the 18,872 undergraduate reporting their ethnicity, 13,107 or 70% were students of color (Non-White). Approximately 61% of all students are women. There are also nearly 1,000 students who are receiving services and accommodations for a disability.

Within its 83 academic departments and programs, SFSU awards bachelor's degrees in 115 areas of specialization and master's in 93. SFSU offers a Ph.D. and Ed.D. in education with a concentration in special education, jointly, with UC Berkeley and a joint Master's of Science in Physical Therapy with UC San Francisco. The University also offers 28 credential programs and 22 certificate programs.

SFSU's academic departments and programs are located in 8 academic colleges. These include:

• Behavioral and Social Sciences
• Business
• Creative Arts
• Education
• Ethnic Studies
• Health and Human Services
• Humanities
• Sciences and Engineering

Students at SFSU come mainly from Northern California but a significant number come from throughout the state. Over 1,500 international students are enrolled at the University.

SFSU employs approximately 1,570 faculty, 1,360 staff members and 155 administrators. In accordance with California's Higher Education Employee Relations Act (HEERA), employees of the California State University are organized into nine separate bargaining units, each of which is represented by a duly certified labor union.

Campus policies and procedures for implementing system policy are developed through consultation with groups representing the various constituencies: the Academic Senate, Staff Council, relevant labor organizations, Associated Students, Inc. and the administrative structure of the University.

II. RESPONSIBILITY FOR IMPLEMENTATION (back to contents)

Chief Executive

Robert Corrigan, President, has overall responsibility for our Equal Employment Opportunity Policy and Affirmative Action Program. It is his responsibility to ensure that these policies are effectively managed and that administrators and supervisors at all levels of the organization take a direct and active part in the implementation of these policies.

Affirmative Action Officer

At San Francisco State University (SFSU), the person responsible for coordinating equal employment opportunity is Joe Torres. In this capacity, he reports directly to Kenneth Monteiro, Dean for Human Relations. Mr. Torres will ensure that no employee or supervisor shall engage in or permit any discrimination or harassment of any employees. He periodically reports progress toward achieving equal employment opportunity/affirmative action goals and objectives to senior administrators.

The Affirmative Action Officer's duties include the following:

1. Develop policy statements, Affirmative Action Programs, internal and external communication techniques for equal employment opportunity and other programs necessary to maintain the spirit of the University's Affirmative Action responsibilities.

2. Identify problem area and establish action-oriented plans for their solution.

3. Assist the University Counsel in her liaison with enforcement agencies, as needed.

4. Serves liaison between the University, minority, women and other community organizations involved in equal employment opportunity.

5. Assure that the qualifications of all minority and women employees are reviewed and each person is given full opportunity for transfer and promotion.

6. Keep management informed of the latest developments in the Equal Employment Opportunity area.

7. Maintain an internal EEO monitoring system including the following:

a. Analyze applicant/hire, promotion/non-promotion, and termination/retention ratios at least semi-annually. When large numbers of persons are hired, promoted, or terminated in any quarter, those analyses will be conducted quarterly.

b. Conduct a complete annual study of EEO practices. This will include: 1) Analyze the effectiveness of EEO programs and indicating the need for remedial action. 2) Determine progress in completing hiring goals. 3) Assure that all facilities are desegregated and that facilities are adequate for both sexes. 4) Assure that all EEO posters and policy statements are displayed. 5) Assure that all minorities, female and handicapped employees have an equal opportunity to participate in University sponsored educational, recreational and social activities.

8. Provide for EEO training to administrators, including a thorough discussion of the Affirmative Action Plan, underutilization and goals established to correct the underutilization. Make available copies of periodic reports of adverse impact analyses and goal attainment to administrators.

Line manger's AA/EEO duties include the following:

1. Comply with University's EEO/AA policy in all employee relationships.

2. Review qualifications of all employees to ensure that women and minorities are given full opportunity for hiring, transfers, and promotions.

3. Participate in regular formal discussions with employees to ensure the EEO/Affirmative Action policies of SFSU are followed.

4. Become involved with local minorities and women's organizations, community action and service programs.

5. Review and assure that posters are properly displayed and facilities are desegregated.

6. Encourage minorities and women to participate in all University-sponsored educational, training, recreational, and social activities.

7. Take action to prevent harassment and intimidation of employees.

Employees can help San Francisco State University (SFSU) to meet its affirmative action and EEO obligations. Employees are expected to:

1. Report to administration any harassment and discrimination in any department or administrative unit.

2. Support a harassment-free work environment at SFSU.

3. Participate in regular informal discussions with administrators to ensure SFSU's equal employment opportunity and affirmative action policies are followed.

III. METHODS FOR DISSEMINATION OF POLICY (back to contents)

INTERNAL

1. The affirmative action policy is included in the California State University's and San Francisco State University's policy manuals.

2. Periodic meetings have been held with management and supervisory personnel to explain the intent of the intent of the policy and individual responsibility for effective implementation.

3. The affirmative action policy is discussed in employee orientation and management training programs.

4. The policy is posted in the University Bulletin, other campus publications and University Website.

5. The policy is communicated to minority and nonminority employees in a manner which will allow them to be aware of the Affirmative Action Plan and to avail themselves of its benefits.

6. Appropriate EEO posters are posted on bulletin boards in conspicuous locations in the facility to ensure all employees and applicants are aware of the EEO policy and enforcement agencies.

1. All recruiting sources will be notified annually and will continue to be informed verbally and reconfirmed in writing periodically of the University policy to actively recruit and refer ethnic group and female applicants for all positions listed.

2. Minority and women's organizations, community action agencies, community leaders, schools, colleges, and universities have been and will be notified of University policy, asking them to refer applicants for employment without regard to race, creed, color, national origin, sex, marital status, disability, sexual orientation, or age.

3. SFSU will include appropriate equal opportunity clauses in all external documents (e.g., purchases orders, leases, and contracts) in order to reaffirm to our contractors, vendors, and suppliers our affirmative action policy requesting appropriate action on their part.

4. Should the University feature employees in advertising, both minorities and non-minorities as well s males and females will be considered.

5. The University communicates to prospective employees the existence of our Affirmative Action Program and makes available such elements of this program that will enable such prospective employees to know of and avail themselves of its benefits.

6. All help wanted advertisements will include a statement that San Francisco State University is an affirmative action / equal opportunity employer.

IV. RELIGION AND NATIONAL ORIGIN DISCRIMINATION GUIDELINES (back to contents)

San Francisco State University (SFSU) takes steps to ensure that no applicant or employee is discriminated against in employment because of religion or national origin. Recruitment, employment, promotion, demotion, wages, benefits, selection for training and apprenticeship, transfer, layoff and termination of employees will be conducted without regard to religion or national origin.

SFSU annually reviews its employment practices to ensure that members of various religious and ethnic groups are receiving fair consideration for job opportunities. SFSU will investigate any complaints of discrimination due to religion or national origin.

This policy is communicated to employees and administration of the University on an on-going basis.

SFSU provides reasonable accommodation to the religious observances and practices of its employees. This includes flexible scheduling when it can be done without undue hardship to the operation of the University. The person needing accommodation is responsible for informing the supervisor in advance. All available alternatives are considered.

V. SEX DISCRIMINATION GUIDELINES (back to contents)

As required by 41 C.F.R. 60-20, the following actions will continue to be taken to enhance affirmative action and eliminate any chance of sex discrimination.

San Francisco State University's recruitment activities are aimed at both sexes for all jobs. No distinction is made in employment opportunities, wages, hours, seniority, fringe benefits, or retirement, based on sex or marital status. Sexual harassment is strictly prohibited.

No women will be denied the right to any job she is qualified to perform because of any state protective law.

Pregnancy is treated s a temporary disability and benefits for temporary disabilities are provided to both sexes. The duration of a temporary disability leave is based on the report of the appropriate physician. No loss of seniority is incurred due to a temporary disability leave. A woman returning from a temporary disability leave because of childbirth will be reinstated to her original position or to position of comparable status and pay. During a maternity leave e of absence, however, an employee will be subject to personnel activity, including layoffs, as required by business necessity, under the same conditions and to the same extent as they would have been had they not been on disability leave.

    POLICY STATEMENT ON SEXUAL HARASSMENT

See appendix for University's Sexual Harassment Policy and Procedures.

VI. SUPPORT OF COMMUNITY ACTION PROGRAMS (back to contents)

San Francisco State University, through its educational mission, works with many segments of the community. In fact, SFSU is a recognized regional and national leader in community partnerships in a variety of fields and endeavors. SFSU has some 100 centers, institutes and other special programs and projects that link the University to the Bay Area community and beyond. Among its community based programs:

America Reads

Bay Area Center for Training in Early Childhood Violence Intervention and Counseling

Bay Area School Development Program (Comer)

California Campus Compact

California Research Institute

Center for the Integration and Improvement of Journalism

Center for the Study of Enterprise

Cesar Chavez Institute for Public Policy

Child Study Center

Clinical Schools Project

Community Health Outreach Workers Programs

Community Involvement Center

The Comprehensive Teacher Education Institute

Energy Analysis and Diagnostic Center

Ethnic Diversity Training Project

Institute for Multicultural Research and Practice

Marian Wright Edelman Institute for the Study of Children, Youth, and Families

Muir Alternative Teacher Education Program (M.A.T.E.)

NSF Alliance for Minority Participation

NSF/SF Bay Area Collaborative for Excellence in Teacher Preparation

Office of Biomedical Research

Office of Community Service Learning

Public Research Institute

Romberg Tiburon Center for Environmental Studies

San Francisco Math Leadership Project

San Francisco Urban Institute

Step to College

SFSU Institute on Disability

Summer Youth Employment and Training Program

Valencia Pediatric, Adolescent, and Family Services Clinic

Whirlwind Wheelchair International

VII. CONSIDERATION OF WOMEN AND MINORITIES NOT CURRENTLY IN THE WORKFORCE (back to contents)

All of San Francisco State University's (SFSU) recruitment sources are requested to seek and refer minority and female applicants who are not currently in the workforce. For people who are unable to work full time or who have family responsibilities, we offer some flexibility in work schedules. Lecturers (temporary faculty) may teach from one to four classes per semester. Classes typically meet either two or three days a week and are offered throughout the day and evening. Many clerical support positions are also offered on an academic year basis. The SFSU foundation, University Bookstore, Associated Students, Cesar Chavez Student Center and University Club, which are campus auxiliary units, are also engaged in seeking a diverse pool of applicants for its temporary and permanent staffing needs.

The Affirmative Action Office (AAO) directly assists academic departments during its search process for tenure track faculty by conducting research to locate candidates, referrals and sources. The AAO also provides recruitment and outreach for staff (non-academic) openings by participating in approximately 15 job fairs, conferences and community events year round. Staff from AAO provides employment information and counseling at these off-campus events to encourage women and minorities not currently in our workforce to apply for positions at SFSU. See Appendix for recruitment schedule.

SFSU's exceptionally diverse student body has the opportunity to work on campus as student assistants, graduate assistants, or lecturers. The Federal Work-Study Program, available to low income students, is managed through the Financial Aid office and offers both on campus and off campus work opportunities. Some students continue their employment on campus after graduation in regular permanent positions.

Students also may take advantage of many services on campus relative to their educational and career goals. The Career Center offers extensive services which involve a variety of career counseling options, on-campus recruitment, and workshops on resume preparation and interviewing. The Associated Students Children's Center takes children aged 6 months to 5 years on a sliding fee basis. Priority admission is given to the offspring of low-income students, and the center is also available to children of faculty and staff. SFSU also has programs such as Steps to College, Workability, and the Educational Opportunity Program which offer local residents who have experienced economic and educational barriers to higher education assistance in the following areas: admissions advice, career counseling, academic advising and retention assistance during their matriculation at the university.

VIII. REQUIRED ANALYSES (back to contents)

1. Workforce Report

This is a snapshot overview of the university's employees and organizational structure. The Workforce Analysis is organized by major departments and work units. It shows supervisor reporting relationships, location and pay/grade for all employees. Each job title, the total number of incumbents, and their race and sex are listed from the highest paid to the lowest paid within the supervisory unit.

2. Job Group Analysis

This is another snapshot of the University's workforce. A Job Group is a collection of jobs with similar content, opportunity, and wage or salary levels. The job group report lists the jobs by job title, race, and sex of each incumbent.

Current utilization patterns by race and sex, the availability of demographic data, and total size of the group for statistical purposes were also factors taken into consideration when establishing these groups. The basic structure used conforms to the job categories used by the Employment Development Department in the Labor Market Information for Affirmative Action Programs.

3. Availability Analysis

This analysis estimates the percentage of qualified minorities and females available for employment in each Job Group. The regulations require we consider eight availability factors:

• Population
• Unemployment
• Workforce
• Requisite skills for the local recruitment area
• Requisite skills in a reasonable recruitment area
• Promotable and trainable within the Contractor's workforce
• Institutions providing training in requisite skills
• Training efforts the contractor can reasonably undertake.

Each factor is assigned a value weight, based on its estimated contribution to hiring and promotion patterns for San Francisco State University. Source data for this Affirmative Action Plan is derived from the 1990 U.S. Census, provided by the State of California Department of Finance, Biddle Associates, the National Research Council, and the Commission on Professionals in Science and Technology Professional Women and Minorities 9th and 11th editions. The local recruitment areas for staff portions are the San Francisco Bay Area counties. Our reasonable recruitment area for faculty and administrative positions is the United States.

4. Utilization Analysis

This is a comparison between the percentages of minorities and women incumbents in the University with the percentages of qualified minorities and women who re available for employment. "Underutilization" is defined by 41 C.F.R. 60-2.11(b) as having fewer minorities or women in a particular job group than would reasonably be expected given their availability. In each instance where the current percentage of our incumbents is less than availability, goals have been established.

IX. ESTABLISHMENT OF GOALS (back to contents)

To correct deficiencies in the utilization of women and minority groups, goals must be established where underutilization is found to exist.

UNDERUTILIZATION BY JOB GROUP

The attached chart shows the various job groups at SFSU with a listing of the women and/or minority groups that are currently underutilized in each job group. This chart has been provided to assist university administrators with an overall picture of the underutilizations that require their attention.

GENERAL METHODOLOGY TO ESTABLISH GOALS

The process of establishing goals starts with the utilization analysis. For each case in which underutilization of women or minority group exists, a hiring goal is established. The goal is set as a percentage of hires and is equal to the availability rate. See the attached chart for specific goals for women and each minority group in all the relevant job groups.

It should also be noted that a large number of Asian faculty is concentrated in the Colleges of Business and Ethnic Studies, which distorts their representation at the university. A significant number of Black and Hispanic faculty concentrated in the College of Ethnic Studies also creates the illusion that these groups are adequately represented throughout the university. Again, academic departments that do have Black and/or Hispanic faculty underrepresentation are made aware of their underutilization during their faculty search processes and corrective efforts are made to address the underrepresentation.

X. INTERNAL AUDIT AND REPORTING SYSTEMS (back to contents)

It is the responsibility of the Affirmative Action Officer to audit all phases of the affirmative action program.

On an annual basis, the following will be audited to assure compliance with the University's policy:

1. Hires by race and sex.

2. Terminations by race and sex.

3. Promotions and transfers by race and sex.

4. Applicants by race and sex.

A report and recommendations will be made on these audits to Kenneth Monteiro, Dean of Human Relations. The effectiveness of the University's equal employment opportunity program will be analyzed and evaluated. The results, including recommendations for the improvement of any unsatisfactory area, will be brought to the attention of the appropriate administrators. Specific corrective action programs, where necessary, will be developed and included in the Affirmative Action Plan.

APPENDIX (back to contents)