home CMU

search

common forms ALL FORMS Benefits Enrollment/Change Form (FT/PT) CBSA DCRA Claim Form Disability Self-Identification - Employees Disability Self-Identification - Students EBDS Claim Form FMLA Leave Application ID Cards for Family Members Request New SRA Salary Reduction Agreement Performance Improvement Plan Performance Review Form Position Description Guidelines SRA Online Student Certification/Verification TIAA-CREF GRA Enrollment Application TIAA-CREF GSRA Enrollment Application Tuition Benefits for Children Application Tuition Benefits for Staff Application Vanguard Enrollment/Change Form Workers' Comp Supervisor Injury Report

• New Employees
• HealthySolutions --
  Benefits Information & Guidelines
• Benefits - Insurance Plans
• Benefits - Work/Life Benefits
• Learning & Development
• Equal Opportunity Services
  • Commitment to Diversity
  • Disability Services Resource Guide
  • Addressing Grievances
  • Building Community
  • Diversity Resource Guide
  • Preventing Sexual Harassment

Implementation Responsibilities

Implementation of the Equal Employment Opportunity/Affirmative Action Program is the responsiblity of many individuals.

• Carnegie Mellon President Jared Cohon has overall responsibility for implementation
• Director of Equal Opportunity Services, Everett Tademy, has the primary programmatic responsibility for ensuring full compliance with the Plan.
• Managers are responsible for monitoring employee relations and assisting in the implementation of affirmative action goals
  

Monitoring Affirmative Action

• Carnegie Mellon recognizes its responsibility to affirmative action and is committed to fulfilling this responsibility by complying with all government regulations pertaining to equal opportunity.
• The Assistant Vice President for Diversity and Equal Opportunity Services monitors records of applicant flow, referrals, placements, rejected offers, training, transfers, promotions, terminations and any lay-offs or recalls to ensure that the university's non-discriminatory policy is carried out. Due to the general volume of personnel transactions, such monitoring is conducted semi-annually. Procedures are reviewed if problems are identified.
• Senior management is informed of any problems that arise in their respective areas to ensure action and positive results via memoranda, reports and campus meetings. Managers are also informed the degree to which their goals are attained.
• Progress on Carnegie Mellon's Affirmative Action Plan is discussed at senior management meetings. Relevant information is communicated to employees during regular departmental meetings.
• The Director for Equal Opportunity Services will periodically report to the President of the university on the effectiveness of the program and will submit recommendations to improve any unsatisfactory performance.

Back to top

Duties of the Assistant VP for Diversity and Equal Opportunity Services:

• Developing policy statements, affirmative action program methods, and internal and external communication techniques. Equal Employment Opportunity policies and procedures will continue to be developed to ensure an efficient, yet positive interaction between the Director for Equal Opportunity Services and the managers charged with employment responsibility.
  
• Assisting in the identification of problem areas.
  
• Assisting managers and supervisors in arriving at solutions to equal employment problems, including coaching, consultation, collaboration and training, to ensure full understanding of Equal Opportunity policies and procedures, assisting with employee counseling, assisting with special recruiting, preparing reports, etc.
  
• Designing and implementing methods of monitoring that will:
  
  • Measure the effectiveness of the university's program.
    
  • Indicate the need, if any, for remedial action.
    
  • Determine the degree to which the university's goals and objectives have been attained.
    
  • Provide management with a working understanding of Affirmative Action Plan goals and objectives.
• Serving as a liaison between the university and enforcement agencies.
  
• Serving as a liaison between the university and minority organizations, women's organizations, and community action groups concerned with employment opportunities of minorities and women. Facilitates contact with local predominately female and minority attended high schools, colleges, and technical schools in the area as needed.
  
• Keeping management informed of the latest developments in the equal employment opportunity area.

Back to top

Responsibilities of managers and supervisors:

• Assisting in the identification of any problem areas and the establishment of goals and objectives.
  
• Monitoring training programs, and hiring and promotion patterns to ensure that there are no barriers to the attainment of affirmative action goals and objectives. Data from these audits is communicated through appropriate management meetings.
  
• Engaging in discussions with employees to assure that the university's policies are being followed.
  
• Reviewing the qualifications of employees to ensure that minorities and women are given full opportunity for transfers and promotions.
  
• Providing career counseling for employees.
  
• Conducting a periodic audit to ensure that the university complies in the following ways:
  
  • Posters for EEO, Fair Labor Standards Act, safety, etc. are properly displayed.
    
  • Facilities maintained for the use and benefit of all employees are not segregated, either in policy or use.
    
  • Minority and female employees are afforded a full opportunity and are encouraged to participate in all university-sponsored educational, training, recreation and social activities.
    
• Understanding that the university is evaluated on the basis of their equal employment opportunity efforts and that it is their responsibility to prevent harassment of employees placed through affirmative action efforts.

Back to top

---

For more information:

• Diversity Resource Guide

© Carnegie Mellon Human Resources 2004