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.edu 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