Intranet
Faculty Handbook
Equal Opportunity and Affirmative Action
As an institution of higher education, our main purpose is to provide an academic atmosphere in which students are prepared for professional and nonprofessional pursuits and to assure that this atmosphere does not in any manner foster an attitude of discrimination. Our Affirmative Action Program recognizes the educational and employment functions of the University and is designed to assure equal opportunity for all.
West Texas A&M University has a long-standing policy of providing equal opportunity for all qualified persons and prohibiting discrimination in employment on the basis of race, color, religion, sex, national origin, disability, age or veteran status.
It is the continuing policy of the University to provide equal opportunity in all terms and conditions of employment, as described in the University’s Affirmative Action Plan, for all persons. The intent of this policy is to prohibit discrimination and to promote the full realization of equal employment opportunity through a continuing affirmative action program throughout the University.
West Texas A&M University will continue to take affirmative action to ensure that applicants are considered for employment and that all employees are treated during their employment without regard to these factors. This policy applies to and is an integral part of every aspect of personnel policy and practice in the employment, development, advancement and treatment of employees and applicants for employment at the University. The University has been implementing this policy over the years as a fundamental part of its activities. The responsibility for EEO/AA activities has now been consolidated under one office so as to assure a more efficient continuance and expansion of the work on equal employment opportunity and affirmative action. The plan will be reviewed annually and revisions made accordingly. This review will take place in June of each calendar year. The overall responsibility for the University’s Affirmative Action Program belongs to the president. In order to ensure success of the Affirmative Action Program at West Texas A&M University, the administrative assistant to the president has been appointed the Equal Employment Opportunity officer for the University. He/she and the director of personnel services have the primary responsibility of assuring that:
- All recruiting, hiring, training and promoting of persons in all job titles is done without regard to race, color, religion, sex, national origin, disability, age or veteran status;
- All promotion decisions are in accordance with principles of equal employment opportunity and that only valid requirements will be imposed on such promotion decisions;
- All employment decisions will further the principle of equal employment opportunity;
- And, all personnel matters relating to compensation, benefits, transfers, layoffs, return from layoffs, company sponsored training, education, social and recreational programs, etc. will be administered without regard to race, color, religion, age, sex, handicap, veteran status and national origin.
Based upon results of the Utilization Analysis, there are some areas of under-utilization for some protected groups. Academic deans and department heads are aware of these deficiencies. Establishment of these meaningful Affirmative Action Program goals and communication of these goals to these administrators has fostered greater awareness of our affirmative action program obligations. Each administrator will continue to be made aware of his/her responsibility for our continuing Affirmative Action Program and his/her responsibility to put forth every reasonable effort to attain the above-mentioned goals.
The actual performance of affirmative action is a daily activity that takes place within each department and other units of the University. All members of the faculty and staff will continue to be made aware of the policy and the need for its implementation.
Audit of performance in affirmative action is the responsibility of each person having line responsibility for employment and of the Affirmative Action officer and the director of personnel services. Thus, the department chairperson and deans for academic areas, and in the case of nonacademic employees, department heads and the director of personnel services, have the responsibility to audit performance of those making recommendations for employment actions.
The director of personnel services will summarize the new appointments, promotions and terminations of faculty and staff employees as it relates to the University’s overall Affirmative Action Plan and as it relates to organizational units and/or departmental goals and report these results.
Each dean, department head, supervisor and other employee of West Texas A&M University, especially those involved in the hiring and the student recruiting processes, must cooperate fully to assure that the Affirmative Action officer and the director of personnel services can fully implement the University’s Affirmative Action Program Plan and continue to make equal employment/affirmative action and equal opportunity a vital aspect of life at this University. 33.02, 33.02.01