Is your company required to prepare an AAP? All officials and employees of this District will be informed of this policy and that this policy will affect all employment practices and delivery of services. Wrap-around, onsite student support services will strengthen student success, and the campus will leverage its strategic location to engage more than a dozen nearby community-based service organizations in delivering holistic support for all students. When looking at all staff, Madison College is underutilized in employees who are disabled and who have self-identified as multi-racial. Stat.) All students and employees will have access to information and an opportunity to familiarize themselves with the policy and the procedures for filing and resolution of discrimination or harassment complaints. The plan will be driven by college data and lead in implementing a systematic approach to enrollment and retention by aligning resources, reducing potential redundancies in services and resource allocation. DRS works in partnership with faculty, staff and wider communities on behalf of students with disabilities. Let us help you in your search. Madison College has a stable workforce, with 1008 full-time faculty, administrators and paraprofessional school related personnel (PSRP) as of May 30, 2018. Overall, census data (A & B) suggests that although Black and Hispanic students are enrolling at Madison College at a higher rate compared to the district, they are graduating at a lower rate compared to the district. COMP. Include persons whose assignments require limited degrees of previously acquired skills and knowledge, and in which workers perform duties which result in or contribute to the comfort, convenience and hygiene of personnel and the student body or which contribute to the upkeep and care of buildings, facilities or grounds of the institutional property. The student analysis is designed to assess the district student population compared to the available workforce according to census data and Compliance Indicator Reports provided by the WTCS. To contextualize the analysis of all Madison College staff, it is necessary to recognize that of the 1008 staff and full-time faculty within the college, 454 (45%) are faculty, 95 (9.4%) are administrators and 459 (45.5%) are professional and support related personnel (PSRP). The contractor has a balanced work force. The State of Wisconsin's open meetings/records law (s. 19.21, Wis. Through a variety of speakers, breakout sessions and classroom activities, students will learn what it takes to attend Madison College and what careers are available. The percentage of minorities and persons with disabilities represent their part of the total number of employees. ... that dollars will not be disbursed without compliance with the affirmative action requirements being met. The Madison Area Technical College (Madison College) policy statements, commitments and dissemination methods have been slightly modified as a result of updated College vision, mission and values and the lapse of time considering that there was no plan completed for the 2010-2015 period. The Affirmative Action Officer will report to me on a periodic basis about the District's progress toward meeting its EO/AA goals. Number and percent of persons with disabilities. For more information on these requirements please visit the Department of Civil Rights website: http://www.cityofmadison.com/dcr/programsCCP.cfm. In a letter to the contracting state agency; and. Madison College currently educates approximately 35,000 students. Promoting the sustainability of an employment and educational environment free of discrimination and harassment. A prime example is a hardware company which sells screws to a company that builds Navy submarines. The contractor is a federal government agency or a Wisconsin municipality. ADMINISTRATIVE. Through the efforts of all District employees and the local community, we will make every good-faith effort to accomplish the commitments, goals and objectives of this program. African American and Latino Males in 6+ credits. Based on the current data, the Madison College workforce has more minorities than the district service area; though there are gaps in each classification that needs to be addressed; E.g., faculty. The contractor must agree in writing, in advance, to hold the State of Wisconsin harmless and if a challenge occurs, to provide for any necessary defense of the confidentiality of the contractor's records. This covers nearly every bank in the United States. Copies of the AA Plan and annual updates will be made available to all employees and students upon request and is available for review on the College Human Resources (HR) web page. Students will be able to compare information related to different program outcomes, costs and time to completion. The contractor receives a state contract for less than $50,000. RISE focuses on targeted, proactive interventions towards at-risk student populations across Madison College. If an organization receives funding in this RFP process there are several contractual requirements that applicant agencies should be aware of.. permits confidentiality to a very limited number of documents. If a government contract worth at least $50,000 is awarded to any business with more than 50 employees, then it must adhere to Affirmative Action requirements, which begin with the implementation of an Affirmative Action Plan. For each job category/group, the vendor must report: Minorities and persons with disabilities are included also in the number and percentage for males and females. The determined the areas of district underutilization within the identified work categories pertaining to disabled persons, women and ethnic minorities are also included in this document. The College prohibits acts of sex and gender based discrimination, to include sexual misconduct. Among PSRP, Hispanics are underutilized in the professional non-faculty category; females and those with disabilities are underutilized in the clerical/secretarial category; and Asians are underutilized in the technical/paraprofessional category, Asian, Hispanic, multiracial and disabled individuals are underutilized in the service/maintenance category, Initiative 1: Implement the use of diversified recruitment efforts for minorities, women and people with disabilities, A. Commitment to equal opportunity in employment programs for any applicant for employment or any employee by not basing employment decisions on age, race, religion, color, handicap, sex, physical condition, developmental disability, sexual orientation or national origin; Commitment to affirmative action policies and practices in employment programs to achieve a balanced work force; A statement that identifies employment programs to include at least employment, promotion, demotion, transfer, recruitment, compensation, selection for training, including apprenticeships, layoff and termination; Designation of an employee of a vendor with his/her name and title as equal employment opportunity/affirmative action officer; Provision for holding supervisors and managers accountable for affirmative action initiatives to balance their respective work forces; and. Retention: By creating a culture of integrated student support all employees will be provided with the tools to support students and when needed, will be able to make an appropriate referral. These updates will be provided in the WTCS annual AA plan update. Affirmative Action will be implemented in all employment practices including but not limited to: recruitment, hiring, transfers, promotions, training, layoffs, terminations, retention, certification, and testing and committee appointments. Monthly or After the contractor submits its affirmative action plan to the contracting state agency, that agency reviews the plan for compliance with Wisconsin Statute and Administrative Code. The vendor may define its own job categories/groups. Specify the frequency of reviews, the individual(s) performing the reviews and the consequences of the reviews. Designs audit and reporting systems to measure program effectiveness. Disaggregating the data closer shows that full-time faculty may be underutilized in Asian, Hispanic, Disability and multiracial categories. Madison, WI 53703 The mission of the Affirmative Action Division is to ensure that the City of Madison provides equal opportunity for all employees and citizens seeking access to service or employment opportunities, without regard to their race, religion, … 3. On January 6, 2016, City Council adopted Resolution No. Include persons whose assignments typically are associated with clerical activities, or are specifically of a secretarial nature. Agency Directory Provide Equity and Inclusion training at Madison College. The analysis herein compiles the identified population into EEO categorized groups as identified in Appendix 1. Include persons whose assignments typically require special manual skills and a thorough and comprehensive knowledge of the processes involved in the work, acquired through on-the-job training and experience or through apprenticeship or other formal training programs. City Hall - 515 Clark Ave. Ames, IA 50010 | City Manager's Office 515-239-5101 | Electric or Water Utility Bill 515-239-5120 | TDD 515-239-5133 Ensure that minority and female employees are equally encouraged to participate in all company-sponsored educational, training, recreational, and social activities. In some instances, companies are required to implement an Affirmative Action Plan without a direct government contract. Developing a company employee affirmative action committee to advise the chief executive officer on affirmative action issues. An example of these types of programs are: TOPS College Success, TRIO Student Support Services, Veterans Resource Services, and Scholars of Color Mentoring program. The affirmative action plan must: Note: The vendor must retain a copy of its affirmative action plan, including the forms submitted with it, for purposes of satisfying the internal monitoring requirements. CONTACT OUTSOLVE TO DISCUSS YOUR AFFIRMATIVE ACTION PLAN NEEDS, If enacted, the Paycheck Fairness Bill will make significant changes to the Equal Pay Act. The nature of these goals is contingent upon the nature of any underrepresentations of women, minorities and persons with disabilities in any of the job categories/groups of the vendor's work force. For discriminatory harassment of a non-sexual nature or gender-based nature, see policy #418. After completing the data, the vendor needs to assess its work force to determine whether an equitable representation of qualified individuals with disabilities, minorities and women are employees which approximates the percentage of individuals with disabilities, minorities and women available from the relevant work force. The Certificate of Insurance that will be required at the time of contracting is available on the City of Madison Risk Management website. City of Madison Parking Ramps ... may exempt a contractor from affirmative action plan requirements. Stat., state regulations and federal laws pertaining to equal employment opportunity and affirmative action during the life of a contract with the State of Wisconsin. This has the capacity to drastically improve academic persistence and retention success. LC and Madison College have a long-standing relationship around mutually beneficial programs and trainings. The City of Madison Purchase of Service contracts require non-exempt entities to develop and maintain an approved affirmative action plan. Have an implementation target date of between six months and two years; and. Both institutions are ready to take this to the next level. The purpose of the Equal Opportunity/Affirmative Action (EO/AA) plan is to identify areas of concern and to establish measures to overcome the effects of any past discrimination that might exist, balance the work force, and implement established minority recruitment and retention guidelines. Each goal must: Sample of Goals that a vendor may include in its affirmative action plan are: Note: A vendor may use its own goals or use one or more of these suggested goals.

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