UCSD
CAMPUS NOTICE
University of California, San Diego
 

OFFICE OF THE ASSISTANT VICE CHANCELLOR -
HUMAN RESOURCES
November 6, 1995
PLEASE POST AND/OR ROUTE
KEY ADMINISTRATORS/KEY SUPPORT STAFF
SUBJECT: Staff Policies Related to Equal Employment Opportunities
and Affirmative Action
Proposed revisions have been made to the Staff Personnel, A&PS and MAP personnel policies in the areas of equal employment opportunities and affirmative action. These proposed revisions have been made in response to The Regents' Resolution SP-2 as it pertains to staff employment.
The following are reflective of the proposed revisions:
STAFF PERSONNEL POLICY 200 - NONDISCRIMINATION IN EMPLOYMENT
Section 200.1 has been revised as follows: "Consistent with the 
     provisions of applicable State and Federal law, it is the policy of the 
     University not to unlawfully discriminate against or harass any person 
     employed by or seeking employment with the University because of race, 
     color, national origin, religion, sex, physical or mental disability, 
     medical condition (cancer-related), ancestry, marital status, or age. 
     The University also prohibits unlawful discrimination on the basis of 
     sexual orientation, status as a Vietnam-era veteran or special disabled 
     veteran, or on the basis of citizenship."
STAFF PERSONNEL POLICY 201 - AFFIRMATIVE ACTION
Section 201.1 has been revised to include: "In accordance with 
     applicable Federal and State requirements, it is the policy of the 
     University of California to undertake staff personnel affirmative 
     action for underutilized minorities and women . . . ."
STAFF PERSONNEL POLICY 210 - RECRUITMENT
Section 210.4 has been revised as follows: "The Affirmative Action 
     Officer shall have responsibility for reviewing, monitoring, and 
     evaluating the recruitment process to ensure good faith efforts to 
     meet affirmative action objectives and shall consult and advise on 
     affirmative action in recruitment activities."
STAFF PERSONNEL POLICY 211 - SELECTION
Section 211.1 has been revised as follows: Removal of the last sentence which states "Within this policy, the selection process 
     should facilitate the attainment of affirmative action goals and 
     objectives."
Section 211.4 has been revised as follows: "The Affirmative Action 
     Officer shall be responsible for reviewing, monitoring, and 
     evaluating the selection processes to assure good faith efforts to 
     meet affirmative action objectives and shall consult and advise with 
     respect to equal opportunity and affirmative action in employment."
Section 211.10 has been revised as follows: The first sentence has been removed and the Section will now read: "The objective of 
     providing promotional and transfer opportunities to career employees 
     shall be considered."
STAFF PERSONNEL POLICY 260 - EMPLOYEE DEVELOPMENT
Section 260.5 has been revised as follows: "The Human Resources Director 
     shall assess campuswide development needs of staff employees and based on 
     the availability of resources, shall sponsor appropriate position-related 
     and career-related development programs.  Emphasis will be placed on 
     development programs designed to achieve equal opportunity and to 
     undertake actions that are consistent with the University's affirmative 
     action plan."
A&PS PERSONNEL POLICY 112 - NONDISCRIMINATION IN EMPLOYMENT
Section 112.1 has been revised as reflected in SPP 200 - Section 200.1 above.
A&PS PERSONNEL POLICY 113 - AFFIRMATIVE ACTION
Section 113.1 has been revised as follows: "In accordance with 
     applicable Federal and State requirements, it is the policy of the 
     University of California to undertake affirmative action for 
     underutilized minorities and women, persons with disabilities, special 
     disabled veterans, and Vietnam-era veterans through written 
     affirmative action plans."
A&PS PERSONNEL POLICY 120 - RECRUITMENT
Section 120.3 has been revised as follows: "Upon approval of the 
     Chancellor, recruitment is not required in special circumstances. 
     However, waiver of recruitment shall be undertaken in a manner 
     consistent with equal opportunity and affirmative action objectives."
A&PS PERSONNEL POLICY 121 - SELECTION
Section 121.1 has been revised as reflected in SPP 211 - Section 211.1 above.
Section 121.6 has been revised as reflected in SPP 211 - Section 211.10 above.
MAP PERSONNEL POLICY 12 - NONDISCRIMINATION
Section A has been revised as reflected in SPP 200 - Section 200.1 above.
MAP PERSONNEL POLICY 13 - AFFIRMATIVE ACTION
Revised as reflected in A&PS 113 - Section 113.1 above.
MAP PERSONNEL POLICY 20 - RECRUITMENT
The second paragraph of Section B has been revised as follows: "The 
     Chancellor, consistent with equal opportunity and affirmative action 
     objectives, may waive recruitment in special circumstances." The last sentence of this section has been removed.
MAP PERSONNEL POLICY 21 - APPOINTMENT
Section A has been revised as follows: "The applicant who, in the 
     judgment of the hiring authority, possesses the qualifications required 
     to perform the duties of the position most effectively shall be 
     appointed.  The hiring authority shall give due consideration to 
     providing promotional opportunities to University employees."
In addition to the above revisions, throughout all of the respective policies, the words "Human Resources" replaced the word "Personnel".
The proposed policy is now available on the World Wide Web at the following address: First go to http://www-HR.ucsd.edu/~qwl/; then select the Policy Development/Quality of Work/Life Home Page; then select EEO/AA Policy Revisions; then select Staff Policies Related to EEO/AA, October 1995. In addition, hard copies of the document will be sent to Key Administrators/Key Support Staff during the week of November 6, 1995. Hard copies are also available at the Libraries and in the Human Resources Divisions of Staff Affirmative Action and Policy Development and Quality of Work/Life.
During this formal review of the proposed revisions, please send your comments to Jonnie Craig via electronic mail at jcraig@ucsd or via campus mail at 0922, no later than Monday, December 4, 1995.
We look forward to receiving your comments.
Rogers Davis
Assistant Vice Chancellor -
Human Resources