Dissemination of Policy Statement
To ensure that its message is heard, understood and acted upon throughout the University community, the Equal Opportunity/Affirmative Action Policy Statement is disseminated in the following ways:
- Through the Officers of the University, who are responsible for monitoring all hiring within their areas.
- Through incorporation into Supervisory Training Series instruction.
- Through inclusion in employee orientation meetings.
- Through incorporation into the Human Resources Policy Manual and any future manuals developed to transmit University policy and practice.
- Through posting on department bulletin boards.
Dissemination of the Equal Opportunity/Affirmative Action Policy Statement outside of the University is accomplished through the following means
- Incorporation of the equal opportunity clause in all purchase orders, leases, contracts, etc. covered by Executive Order 11246, as amended, and its implementing regulations.
- Inclusion of the equal opportunity clause in recruiting materials published by the University, and in advertisements placed in newspapers and magazines.
- Inclusion of the Equal Opportunity/Affirmative Action Policy Statement within the University's Internet Home Page.
- Inclusion of minority and non-minority men and women in photographic materials used to advertise the University.
Responsibility for Implementation
While guided by consultation with the Officers of the University, the University President (Rev.) John I. Jenkins, C.S.C., has the ultimate responsibility for ensuring that equal employment opportunity and affirmative action receive the high level of priority that is due this activity.
The Director of the Office of Institutional Equity is the Equal Employment Opportunity Officer for the University and is responsible for the following:
- Developing policy statements, affirmative action programs, and internal and external communication techniques.
- Assisting in the identification of problem areas.
- Assisting deans, directors, department heads, and other managers in arriving at solutions.
- Designing and implementing auditing and reporting systems that will measure the effectiveness of programs and determine the degree to which objectives have been attained.
- Informing the President and other appropriate officers regarding the effectiveness of plan implementation.
- Creating and continuing liaisons between the University and minority organizations, women's organizations, and community action groups concerned with employment opportunities for minorities and women.
The University's philosophy and policy on equal employment opportunity and affirmative action are set out in this EEO and Affirmative Action policy.