September 16, 2013

 

   

  Equal Employment  Opportunity/Affirmative  Action Plan       

 

Keystone Area Education Agency 1  1400 Second Street NW  Elkader, IA  52043‐9564

 

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Table of Contents  Rationale .................................................................................................................................................................... 4  Executive Summary ................................................................................................................................................... 4  Administrative Statement from Chief Executive Officer ........................................................................................... 5  Equal Employment Opportunity/Affirmation Action Coordinator ............................................................................ 6  Distribution of Equal Employment Opportunity/Affirmative Action Plan ................................................................. 6  Work Force Analysis .................................................................................................................................................. 7  Keystone AEA 1 Organizational Display ................................................................................................................. 7  2013‐2014 Staff Equity List ........................................................................................................................................ 8  Non‐Management Licensed Staff .......................................................................................................................... 8  Classified Staff........................................................................................................................................................ 8  Management/Board Staff ...................................................................................................................................... 9  Auxiliary Staff ......................................................................................................................................................... 9  Organizational Support Staff ............................................................................................................................... 10  Quantitative Analysis Worksheets ........................................................................................................................... 10  Work Force by Occupational Category .................................................................................................................... 12  Keystone AEA Job Categories in Each EEO‐1 Occupational Category ...................................................................... 13  Relevant Labor Market ............................................................................................................................................ 13  Quantitative Analysis ............................................................................................................................................... 14  Quantitative Goals ................................................................................................................................................... 15  Qualitative Goals ..................................................................................................................................................... 16  Definitions ............................................................................................................................................................... 17  Appendix .................................................................................................................................................................. 18  Comprehensive Equity Policy (Policy) .................................................................................................................. 18  Affirmative Action Compliance Program (Rule) ................................................................................................... 19  Grievance Procedures for Non‐discrimination in Educational Programs and Employment (Rule) ..................... 21  Harassment (Policy) ............................................................................................................................................. 23  Educational Equity Statement (Policy)................................................................................................................. 24  Compliance Violation Form ................................................................................................................................. 25 

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Rationale

The Keystone Area Education Agency Board of Directors recognizes the importance of recruiting highly‐skilled and  talented individuals from diverse backgrounds to maintain and improve the quality of services which the Agency  provides to the schools and children of Northeast Iowa. It is for this reason that the following Equal Employment  Opportunity/Affirmative Action Plan has been developed. This plan is directed and implemented through the  Keystone AEA1 board policies and rules listed at the end of this document. 

Executive Summary This Affirmative Action/Equal Employment Opportunity Plan is designed to meet the statutory planning and  reporting requirements for Keystone Area Education Agency’s affirmative action and equal employment  opportunity efforts. This document outlines current quantitative and qualitative data and compares the  quantitative data to external indicators. That data is then used to set both qualitative and quantitative goals for  September 1, 2015, when this plan will next be revised. The document is organized according to the key  affirmative action/equal employment requirements found in the Iowa Code 281‐95.1(256).    The report outlines, in further detail, the following key findings:   Persons with disabilities are underrepresented at Keystone AEA   Minorities are underrepresented at Keystone AEA   Males are underrepresented in both the Professionals group and the Administrative Support group at  Keystone AEA    The plan concludes with the following goals for September 1, 2015:   Increase the overall percentage of minority employees within the Agency from 1.3% to 5.2% by  September 1, 2015.  o Increase the percentage of minority employees within the KEA bargaining group from  1% to  4.3% by September 1, 2015.  o Increase the percentage of the minority employees within the KESSA bargaining group from   1%  to 4.4% by September 1, 2015.  o Increase the percentage of the minority employees within the management group from 0% to  9% by September 1, 2015.  o Increase the percentage of the minority employees within the organizational support group  from 0% to 8.3% by September 1, 2015.    Increase the gender balance of employees within the KESSA bargaining group from 13% male to 17.9%  male by September 1, 2015.   Increase the gender balance of employees within the KEA bargaining group from 9% male to 16.4% male  by September 1, 2015.   Update EEO data including disability status through biennial survey to staff to increase accuracy of  information.   Complete professional development for managers and supervisors involved in the hiring process prior to  January 1, 2014.  

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Administrative Statement from Chief Executive Officer     September 16, 2013        TO:    KEYSTONE AREA EDUCATION AGENCY STAFF  FR:  PAT HEIDERSCHEIT, ADMINISTRATOR  RE:  EQUAL OPPORTUNITY EMPLOYMENT & AFFIRMATIVE ACTION  Keystone Area Education Agency has been, and will continue to be, an equal opportunity employer.  In  all of our employment practices, we will:  A. recruit, hire, and promote persons for all jobs based solely on qualifications without regard to  race, color, national origin, gender, disability, age, religion, creed, sexual orientation or gender  identity  B. ensure personnel actions such as compensation, benefits, transfers, layoffs, return from layoffs,  and company‐sponsored programs and activities are administered without regard to race, color,  national origin, gender, disability, religion, creed, age, sexual orientation or gender identity  C. not discriminate against any individual because of race, color, national origin, gender, disability,  religion, creed, age (for employment), marital status (for programs), sexual orientation, gender  identity or socioeconomic status (for programs).   We will take affirmative action in the employment of qualified minorities, females, individuals with  disabilities, and veterans.  Reasonable accommodation will be provided whenever possible in our effort  to advance employment opportunities for disabled individuals.  Our commitment to equal opportunity and affirmative action shall remain strong.  Your continued  support of these important employment guidelines and goals is much‐appreciated.  Thank you for your  time. 

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Equal Employment Opportunity/Affirmation Action Coordinator   The Keystone Area Education Agency 1 Board of Directors at its September 16, 2013, Board meeting appointed the  following employee to develop, coordinate, and evaluate its Equal Employment Opportunity/Affirmative Action  Plan:      Teresa Shea‐Tajaran, Affirmative Action Coordinator    Keystone Area Education Agency 1    1400 Second Street NW    Elkader, IA  52043‐9564    Telephone:  (563) 245‐1480        1‐800‐632‐5918                                         tshea‐[email protected]    Persons who have questions, concerns, or input should contact Ms. Shea‐Tajaran at the above address, telephone  numbers or email address. 

Distribution of Equal Employment Opportunity/Affirmative Action Plan   The Keystone Area Education Agency Equal Employment Opportunity/Affirmative Action Plan shall be distributed  to all local school district superintendents, the superintendent of the Archdiocese, all principals of approved  nonpublic schools, Keystone AEA Board of Directors, Keystone AEA Administrative Leadership Team, each  Keystone AEA office, the Keystone AEA Advisory Committee, and the president of the Keystone Education  Association and the Keystone Education Support Staff Association. Electronic distribution will be the preferred  delivery method. This policy will also be posted on the Agency’s website and on the intranet (known as the PLAZA).     The plan is also available for inspection on the Agency’s web site at www.aea1.k12.ia.us or at the office of:    Teresa Shea‐Tajaran, Affirmative Action Coordinator    Keystone Area Education Agency    1400 Second Street NW    Elkader, IA  52043‐9564    Telephone:  (563) 245‐1480            1‐800‐632‐5918

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Work Force Analysis

Keystone AEA 1 Organizational Display

Keystone AEA   Board of Directors  Total:  9  2WF, 7WM 

Administration  Administrator, WM  Total: 5  1WM, 1HM, 3 WF 

Board Secretary (& Administrator’s  Secretary)  Total: 1  1WF

Sector I Coordinator, WF Total: 42 41WF, 2WM

 

Computer Center  Manager, WM  Total:  6  1WF, 5WM

Special Education Director, WM Total: 2 2WF

Instructional Services Directors, 2WF Total: 42 37WF, 5WM

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Custodial Staff  Supervisor, WM  Total:  8  5WF, 3WM 

Sector II Coordinator, WF Total: 31 27WF, 4WM, 1HF

Sector III Coordinator, WF Total: 28 27WF, 1HF

Sector IV Coordinator, WF Total: 57 52WF, 6WM

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2013‐2014 Staff Equity List











 

08/19/2013 

    Non‐Management Licensed Staff   Division/Position  Female  Male  Disability    Instructional Services:    School Improvement Facilitators  14 (92%)  1 (8%)  0    Media/Technology Consultant  1 (100%)  0  0    Technology Services Consultant  3 (100%)  0  0  Instructional Services Totals                                                        18(95%)                1 (5%)                  0    Special Education:  Early Access Regional Coordinator  1 (100%)  0  0  ECSE Teachers  14 (100%)  0                             0  Itinerant Teachers for Deaf and Hard‐of‐Hearing  2 (67%)                 1 (33%)  0  Juvenile Home Teacher  0  2 (100%)  0  Occupational/Physical Therapist  10 (100%)  0  0  School Audiologist  4 (100%)  0   0  20(80%)  5 (20%)  0  School Psychologist  School Social Worker  13 (87%)  2 (13%)  0  Special Education Consultant  10 (91%)  1 (9%)  0  Speech‐Language Pathologist  32 (97%)  1 (3%)  0  Assistive Technology Coordinator  1 (100%)  0  0  Transition Coordinator                                                       1 (100%)                0                           0  Special Education Totals                                                             108(90%)             12(10%)              0    Total Non‐Management Licensed                                               126 (91%)             13 (9%)                  0        Classified Staff   Division/Position    Administration:  Custodian  Part‐time Custodian  Offices Assistants                                     Instructional Services:  Media Clerk  Office Assistants   Van Driver       Special Education Services:  Audiometrist  COTA  Communication Aides  

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Female 

Male              Disability 

 1 (33%)    3 (75%)   1 (100%) 

2 (66%)  0  1 (25%)  0  0                            0 

 8 (100%)   6 (100%)   0  

0   0  0                             0  4 (100%)  0 

  4 (100%)    6 (100%)  12 (100%) 

0  0  0 

0  0  0 

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    Instructional Aide  Paraprofessional ‐ Vision  Office Assistants    Totals                                                                                                

   1 (50%)     1 (100%)  12 (100%) 

1 (50%)  0  0 

0  0  0 

55(87%)           

8 (13%)                 0  

  Management/Board Staff   Division/Position    Administration:  Board/Administrator's Secretary  Administrator  Business Manager      Instructional Services:  Director of Comprehensive Improvement   Director of Instructional Services      Special Education Services:  Division Director  Sector Coordinators  Assistant Sector Coordinator    Totals                                                                                                 

Female 

Male                 Disability 

1 (100%)  0  0  

0  1 (100%)  1 (100%) 

0  0  0 

1 (100%)  1 (100%) 

0  0 

0  0 

0  4 (100%)  1 (100%)  

1 (100%)  0  0  0  0                             0 

 8 (73%)                3 (27%)                 0 

Auxiliary Staff   Division/Position  Female  Male              Disability    Administration:  Computer System Manager  0  1 (100%)  0  Computer Programming/Network Specialist  1 (50%)  1 (50%)  0  Human Resources Associate  1 (100%)  0  0  Agency Information Services Specialist  0  1 (100%)  0    Instructional Services:  Librarian  1 (100%)  0  0    Total Auxiliary                                                                             3 (50%)                3 (50%)                 0    ************************************************************************************     

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    Organizational Support Staff   Division/Position    Administration:  Maintenance Supervisor  Financial Clerks, Tech Specialists    Instructional Services:  Media Delivery Manager  Production Leader    Special Education Services:  Division Secretary  Financial Clerk   Parent Coordinator    Totals                                                                                             

Female 

Male              Disability 

0                             1 (100%)  2 (33%)  4 (67%) 

0  0 

1 (100%)  1 (100%) 

0  0 

0  0 

1 (100%)  1 (100%)  1 (100%) 

0  0  0 

0  0  0 

7 (58%)                  5 (42%)                  0 

Grand Totals                                                        

 

199 (86%)     32 (14%)           0  

Quantitative Analysis Worksheets   Tables 1, 2, and 3, which follow, show the current work force of the Keystone Area Education  Agency by its three major divisions, Special Education Services, Instructional Services, and  Administration. Keystone Area Education Agency has combined the Media and Educational  Services Divisions into one division, Instructional Services.  Table 1  Keystone Area Education Agency  Quantitative Analysis Worksheet  Special Education Services Division   

    KAEA  Job  Categories   

   

Gender    Males 

No. 

Management 



No. 

Race/Ethnicity  Asian    Pacific  American  Island  Indian  No.  %  No.  % 

  Hispanic  No. 



Disability    Disabilities  No. 























Social Workers  15 

2  13.33  13  86.67 15 

100 





















Psychologists  25  Speech‐Lang.  33  Pathologists  It. Tchrs. Deaf   3  & Hard of Hrin 

5  20.00  20  80.00 25 

100 

































1   3.03





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3.03  32  96.97 32  96.97 

1  33.33  2  0 

83.33

White  Non‐Hisp.  No.  % 

  Black  Non‐Hisp.  No.  % 

100 



1  16.67  5 



 



Audiologists 



No. 

  Females 





66.67



100 





















100 



100 





















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        KAEA  Job  Categories   

   

Gender      Males  Females 

No. 

No. 

11 











100 

OT/PT  10  Early  15  Childhood‐SE  Juvenile Home  2  School 





10 







Special Ed.  Consultants   Tran/Asst Tec   Coordinators 

Office Assist.  12  Financial Clerks  1  Para‐ 25  professionals  Parent  1  Coordinators  Division  1  Secretary 



No. 



  White  Non‐Hisp.  No.  % 

9.09  10  90.91 11 

  Black  Non‐Hisp.  No.  % 

Race/Ethnicity  Asian    Pacific  American  Island  Indian  No.  %  No.  % 

  Hispanic  No. 



Disability    Disabilities  No. 



100 























100 





















100 

10 

100 





















15 

100 

15 

100 

























100 



100 

























12 

100 

12 

100 



























100 



100 























4.00 

24  96.00 24  96.00 















4.00











100 



100 



























100 



100 





















  Table 2  Keystone Area Education Agency  Quantitative Analysis Worksheet  Instructional Services Division   

    KAEA  Job  Categories 

   

Gender    Males 

  Females 

  Black  Non‐Hisp.  No.  % 

Race/Ethnicity  Asian    Pacific  American  Island  Indian  No.  %  No.  % 

100 











 

No. 



No. 



White  Non‐Hisp.  No.  % 

Management  2  School  Improvement  15  Facilitators 







100 





6.67  14 

93.33 15 

100 









Librarians  Media/Tech.  Consultant  Technology  Consultants 









100 



100 















100 



100 













100 



100 



Media Clerks 









100 



100 

Office Assist. 









100 



Van Drivers  Media  Managers 





100 













100 

 

No. 

  Hispanic 

Disability    Disabilities 

No. 



No. 





























































































100 























100 























100 





















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    Table 3  Keystone Area Education Agency  Quantitative Analysis Worksheet  Administration   

    KAEA Job  Categories   

   

No. 

Gender    Males  No. 



  Females  No. 



  White  Non‐Hisp.  No.  % 

  Black  Non‐Hisp.  No.  % 

Race/Ethnicity  Asian    Pacific  American  Island  Indian  No.  %  No.  % 

No. 

  Hispanic  % 

Disability    Disabilities  No. 



Board/Manag  3 



66.67  1 

33.33 3 

100 





















Auxiliary  Financial  Clerks, Tech  Specialists 





40.00  3 

60.00 4 

80.00  0 













20.00 0 







66.67  2 

33.33 6 

100 





















Office Assist  1  Chief of  Maintenance  1 







100 



100 























100 







100 

























66.67    1 

33.33 3 

100 

























25.00  3 

75.00 4 

100 







0  













Custodians  Part‐Time  Custodians 

      Table 4 presents the number and percent of Keystone Area Education Agency Employees by  gender, racial/ethnic group, and disability within EEO‐1 job categories. 

Work Force by Occupational Category Table 4    EEO‐1  Work Force by Occupational Category by Gender,   Racial/Ethnic Composite and Disability      Occupational Group  Officials and Managers  Professionals  Technicians  Sales Workers  Administrative Support Workers  Skilled Craft Workers  Operatives  Service   Laborers & Helpers  Grand Total 

Total Males Females Minority  Disabled No. No. % No. % No.  %  No.  % 10 3 30% 7 70% 0 0  0  0 147 19 12.9% 128 87.1% 1 .7%  0  0 0 0 0 0 0 0 0  0  0 0 0 0 0 0 0 0  0  0       61       2 3.3% 59 96.7% 2 3.3%  0  0 1 1 100% 0 0 0 0  0  0 5 4 80% 1 20% 0 0  0  0 7 3 43% 4 57% 0 0  0  0 0 0 0 0 0 0 0  0  0 231 32 13.9% 199 86.1% 3 1.3%  0  0

 

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Keystone AEA Job Categories in Each EEO‐1 Occupational Category   Officials and Managers:  Administrator, Director of Comprehensive Improvement, Director of  Special Education, Director of Instructional Services, Sector Coordinators, Assistant Sector  Coordinators, Business Manager  Professionals:  School Improvement Facilitators, Media/Technology Consultant, Technology  Consultants, ECSE Teachers, Early Access Regional Coordinator, Teachers Deaf and Hard‐of  Hearing, Juvenile Home Teachers, OT/PTs, Audiologists, Psychologists, Social Workers, Special  Education Consultants, Speech & Language Pathologists, Assistive Technology Coordinator,  Transition Coordinator, Computer System Manager, Computer Programmer/Network Specialist,  Librarians, Technology Support Specialists  Technicians:  None  Sales Workers:  None  Administrative Support Workers:  Board Secretary, Division Secretary, Financial Clerks,  Production Leader, Media Delivery Manager, Human Resources Associate, Agency Information  Services Specialist, Parent Coordinators, Office Assistants, Media Clerks, Audiometrists,  C.O.T.A.s, Communication Aides, Instructional Aides, Paraprofessionals – Vision, Staff  Accommodation Aides  Craft Workers:  Maintenance Supervisor  Operatives:  Media Clerk‐Print Shop, Van Drivers  Laborers and Helpers:  None  Service Workers:  Custodians   

Relevant Labor Market  

 

  The Keystone Area Education Agency recruits primarily in the state of Iowa for its Officials,  Management positions and Professional positions. For Technicians, Administrative Support  Workers, Skilled Craft Workers, Operatives, Service Workers, and Laborers and Helpers, the  Agency recruits within Region 1, this is the same as the eight counties that the Agency serves.  The following eight counties are included within the boundaries of the Keystone Area Education  Agency and Region 1: Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard and  Winneshiek.   For purposes of comparing percentages available in the relevant labor market, data from  Region 1 of the State of Iowa was determined most appropriate for Technicians, Administrative  Support, Skilled Craft Workers, Operatives, Service Workers, and Laborers and Helpers. 

      For purposes of comparing percentages of Management and Officials and professional  positions, data from the state of Iowa was used.  ToC  

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Quantitative Analysis Table 5  Quantitative Analysis   by  EEO‐1 Occupational Categories  State of Iowa  WF–Work Force;  A–Available in relevant labor market; DA–Disabled; NA‐Not Applicable 

  Occupational Group    Officials and Managers 

Professionals    Technicians  Sales Workers  Administrative Support Workers      Craft Workers 

Operatives 

Laborers & Helpers  Service Workers     

Under‐ Gender  Minority  Disability  representation  Males Females %WF %A %WF %A %WF %A %WF %A    30 67 70 33 0 2.6 0 5.0  Males,  Minorities,  Disabled  12.9 41.8 87.1 58.2 .7 5.3 0 5.0  Males,  Minorities,  Disabled  NA 29.4 NA 70.6 NA 1.2 NA 5.0  NA  NA NA NA NA NA NA NA NA  NA  3.3 18.7 96.7 81.3 3.3 1.5 0 5  Males, Minorities  Disabled  100 94.4 0 5.6 0 1.0 0 5.0  Females Minorities  Disabled  80 71.7 20 28.3 0 4.1 0 5.0  Females Minorities  Disabled  NA 79.8 NA 20.2 NA NA NA NA  NA  43 27.9 57 72.1 0 3.5 0 5  Females Minorities  Disabled 

 



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Quantitative Goals   Job  Category 

Under‐  repre‐ senta‐ tion 

All employees 

All  minorities  and  disabled 

28 in the next 2  9 minorities To recruit 9 minori‐ years.  3 disabled  ties Agency‐wide.  To recruit 3  employees with a  disability. 

Officials and    Managers 

Minorities  and  Disabled 

2 in next 2  years 

Professionals   

Males,   17 in the next 2  10 males, To recruit 10 males,  Minorities,  years.  5 minorities 5 minorities, and   And  2 disabled  2 employees with a  Disabled     disability 

Administrative  Support  Workers 

Males,  6 in next two  Minorities,  years  Disabled 

4 males, 1 minority, 1  disabled 

To recruit 4 males,  1 minority, and 1  employee with a  disability 

Skilled Craft  Workers 

Minorities,  1 in next two  Disabled  years 

1 minority  or 1  disabled 

To recruit an  individual who is  either a minority or  has a disability 

Operatives 

Minorities,  1 in next two  Disabled  years 

1 minority  or 1  disabled 

To recruit an  individual who is  either a minority or  has a disability 

Service  Workers 

Minorities,  1 in next two  Disabled  years 

1 minority or 1  disabled 

To recruit an  individual who is  either a minority or  has a disability 

 

Projected  Vacancy 

Goal 

Goal  Statement 

1 minority To recruit 1  1 disability   minority and/or 1    employee with a  disability. 

Responsible  Employee 

Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel.  Teresa Shea‐ Tajaran Affirmative  Action Coordinator  and all  management  personnel. 

Time  Line 

July 1, 2015

July 1, 2015

July 1, 2015

July 1, 2015

July 1, 2015

July 1, 2015

July 1, 2015

 

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Qualitative Goals

     

     

     

     

     

Statement of Problem: Current employment practice does not discriminate because of race, gender,  or disability. Race, gender, and disability need to become a selection criteria where under  representation is identified if applicants are approximately equal. Nothing should prevent the  Agency from hiring the most qualified candidate, however.  Goal 1: Where applicants are relatively equal, race, gender, or disability shall be used as a selection  criteria for vacancies in position categories in which under representation exists.  Employee Responsible: Teresa Shea‐Tajaran, Human Resources Associate, Patrick Heiderscheit,  Administrator and all employees who are responsible for screening applicants for position vacancies.  Time Line: June 30, 2014  Statement of Problem: Although advertising for official and management positions is currently  nationwide, and advertising for professional positions is primarily in the state of Iowa, a more  aggressive approach to recruiting minorities, under‐represented genders and individuals with  disabilities needs to be undertaken.  Goal 2: To ensure that applicants nationwide understand the Agency’s policy on equal employment  opportunity/affirmative action, the policy should be distributed on a nationwide basis utilizing  available technology for maximum impact and minimum cost.  Employee Responsible: Teresa Shea‐Tajaran, Human Resources Associate.  Time Line: June 30, 2014  Statement of Problem: All hiring managers and supervisory personnel need uniform professional  development on affirmative actions and other related equity issues.  Goal 3: To provide professional development for all personnel responsible for screening,  interviewing and supervising on the principles of affirmative action and equity.  Employee Responsible: Patrick Heiderscheit, Administrator  Time Line: January 1, 2014  Statement of Problem:  Position descriptions and evaluation system needs to continue to reflect  sensitivity to equity issues.  Goal 4:  To revise current position descriptions and evaluation instruments to continue to include  equity issues including the identification of critical elements of each position.  Employee(s) Responsible:  Administrative Council Members  Time Line: June 30, 2014  Statement of Problem:  All employees need to be aware of the agency’s affirmative action plan.   Goal 5:  To provide access to the agency’s affirmative action plan to all employees by ensuring it is  posted on the Agency’s website and intranet. Email communications will also go out to all staff  notifying them of the location to the plans. Print copies will be provided upon request.  Employee Responsible:  Teresa Shea‐Tajaran, Human Resources Associate/Affirmative Action  Coordinator.  Time Line: October 1, 2013 

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Definitions   "Affirmative action"   means action appropriate to overcome the effects of past or present practices, policies, or other barriers  to equal employment opportunity.    "Agency"   means a local school district, an area education agency or a community college.    "Availability"   means the extent to which members of a racial/ethnic group, women, men or persons with disabilities  are present within the relevant labor market.    "Director of education"   means the director of the Iowa department of education.    "Equal employment opportunity"   means equal access to employment, training and advancement, or employment benefits regardless of  race, creed, color, religion, sex, age, national origin and disability.    "Person with a disability"   means any person who has a physical or mental impairment which substantially limits one or more  major life activities, has a record of such impairment or is regarded as having such an impairment, as  defined by civil rights commission subrule 161—8.26(1).    "Racial/ethnic minority person"   means any person who is African‐American, Hispanic, Asian or Pacific Islander, American Indian or  Alaskan Native.    "Relevant labor market"   means the geographic area in which an agency can reasonably be expected to recruit for a particular job  category.    "Underrepresentation"   means having fewer members of a racial/ethnic group, women, men or persons with disabilities in a  particular job category than would be reasonably expected based on their availability in the relevant  labor market.    "Work force"   means an agency’s full‐time and part‐time employees. 

   

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Appendix Comprehensive Equity Policy (Policy)

Chapter: Section: Number:



Personnel Employment of Personnel 4100

Comprehensive Equity Policy Keystone Area Education Agency shall be free of any form of discrimination in its employment practices, educational programs, and work environment. The Agency shall provide equal employment opportunity to all qualified job applicants regardless of race, color, national origin, gender, disability, age, religion, creed, sexual orientation or gender identity. Additionally, the Agency will affirmatively recruit women and men, members of diverse racial/ethnic groups, and persons with disabilities for job categories where those populations are under‐represented. The Agency shall provide equal access to its educational programs to all individuals regardless of race, color, national origin, gender, disability, religion, creed, marital status, sexual orientation, gender identity or socioeconomic status. The Agency shall provide a fair, supportive, and harassment‐free work environment for all employees regardless of their age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability, ancestry, political party preference, political belief, socioeconomic status, or familial status. Inquiries or grievances related to this policy may be directed to Educational Equity Coordinator, Keystone AEA Administration, 1400 Second Street N.W., Elkader, Iowa 52043‐9564, telephone 563‐245‐1480, to the director of the Iowa Civil Rights Commission, to the Director of the Region VII Office of the United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin, or to the Region VII Office of Civil Rights within the United States Department of Education in Milwaukee, Wisconsin. References: Titles VI and VII of the Civil Rights Act of 1964 (42 U.S.C. Section 2000d and 2000e), The Equal Pay Act of 1973 (29 U.S.C. Section 206, et seq), Title IX (Educational Amendments, 20 U.S.C. Sections 1681—1688, Section 504), Rehabilitation Act of 1973 (29 U.S.C. Section 794), Americans with Disabilities Act (42 U.S.C. Section 12101, et seq.) Iowa Code, Sections 19B.11, 216.9 Adopted: May 21, 1990 Amended: May 17, 2004 October 18, 2010 September 17, 2012 September 16, 2013

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    Affirmative Action Compliance Program (Rule)

Chapter: Section: Number:



Personnel Employment of Personnel 4100.R1

Affirmative Action Compliance Program The Keystone Area Education Agency has an established policy of equal employment opportunity with respect to race, color, national origin, gender, disability, age, religion, creed, sexual orientation or gender identity. The Agency has an established policy of taking affirmative action in recruitment, appointment, assignment, and advancement of women, minorities and disabled persons. The Board expects administration to know of and fully accept the equal opportunity and affirmative action policies and to make certain that no employee or applicant for employment shall suffer any form of discrimination because of race, color, national origin, gender, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity or socioeconomic status (for programs). In order to effectively communicate and interpret the Agency’s policies to all levels of the administration and to all other employees, community and educational agencies, and the public in general, the following will be undertaken: A. Dissemination of policy 1) Employees will be reminded annually of the Agency’s written statement of policy by: a) Description of policy by publication or reference in all issues or re‐issues of personnel handbooks. b) When appropriate, publicize the EEO policy and such activities through news stories or other articles in Agency publications. c) Detailed discussions at administrative conferences and staff meetings. 2) Employment advertisements will contain assurance of equal employment opportunity. 3) All employment and recruiting sources where jobs are listed by the Agency will be reminded of our policy, both verbally and in writing. 4) Notices will be posted on bulletin boards and in locations where applicants are interviewed. These will inform employees and applicants of their rights under federal and state civil rights laws. B. Responsibility for implementing the Affirmative Action Program 1) Responsibility is assigned to the affirmative action coordinator, who will render full assistance and support for those seeking help and assistance in taking affirmative action. C. Recruiting 1) Additional emphasis will be given to seeking and encouraging applicants from minority groups, women’s groups and disabled groups where such applicants with the necessary qualifications or potentials are available.

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    D. Training 1) All training and in‐service programs supported or sponsored by the Agency will continue to be equally open to minority, female and disabled employees on the basis of qualifications. E. Hiring, placement, transfer, layoff, and recall 1) The Agency recognizes that to accomplish the long‐range objectives of its equal employment opportunity policy, continued affirmative action must be taken to ensure that job opportunities of all kinds are called to the specific attention of members of minority groups, women, and disabled persons and that qualified members of such groups should be offered positions on the same basis as all other applicants or employees. To assure achievement of the objectives, the Agency will periodically review its practices in hiring job applicants. F. Compensation 1) All employees, including women, minority groups and disabled employees, will receive compensation in accordance with the same standards. Opportunities for performing overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on race, color, national origin, gender, disability, religion, creed, age, sexual orientation, or gender identity. This Affirmative Action Program will be reviewed and updated biannually. Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action shall be directed to the affirmative action coordinator, Teresa Shea‐ Tajaran, Keystone Area Education Agency, 1400 Second Street N.W., Elkader, Iowa 52043. Inquiries may also be directed, in writing, to the Iowa Civil Rights Department, to the Director of the Region VII Office of Civil Rights, Department of Education, Milwaukee, Wisconsin, or to the director of the Region VII Office of the United State Equal Employment Opportunity Commission in Milwaukee, Wisconsin. Such inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.



Further information and copies of the procedures for filing a complaint are available in the Agency’s administration office. Reference: Policies 4100 and 4102 Adopted: May 21, 1990 Amended: September 16, 2013





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    Grievance Procedures for Non‐discrimination in Educational Programs and Employment (Rule)

Chapter: Section: Number:

Personnel Employment of Personnel 4100.R3

Grievance Procedures for Non‐discrimination in Educational Programs and Employment Students, parents of students, applicants for employment, publically and approved nonpublic schools and their personnel, and employees of the Keystone Area Education Agency shall have the right to file a formal complaint alleging noncompliance with federal and state regulations requiring nondiscrimination in educational programs and employment. Level One‐Immediate Supervisor (Informal and Optional‐may be bypassed by the grievant) Employees with a grievance of discrimination on the basis of race, color, national origin, gender, disability, religion, creed, age, sexual orientation or gender identity may first discuss it with their immediate supervisor, with the objective of resolving the matter informally. A student or a parent with a complaint of discrimination on the basis of race, color, national origin, gender, disability, religion, creed, marital status, sexual orientation, gender identity or socioeconomic status may discuss it with the Agency educational equity/affirmative action coordinator. An applicant for employment with a complaint of discrimination on the basis of race, color, national origin, gender, disability, age, religion, cred, sexual orientation or gender identity may discuss it with the Agency educational equity/affirmative action coordinator. Level Two—Educational Equity/Affirmative Action Coordinator If the grievance is not resolved at level one and the grievant wishes to pursue the grievance, they may formalize it by filing a complaint in writing on a “compliance violation form,” which may be obtained from the educational equity/affirmative action coordinator. The complaint shall state the nature of the grievance and the remedy requested. The filing of the formal, written complaint at level two must be within 15 working days from the date of the event giving rise to the grievance or from the date the grievant could reasonably become aware of such occurrence. The grievant may request that a meeting concerning the complaint be held with the educational equity/affirmative action coordinator. A minor student may be accompanied at that meeting by a parent or guardian. The educational equity/affirmative action coordinator shall investigate the complaint and attempt to resolve it. A written report from the compliance officer regarding action taken will be sent within 15 working days after receipt of the complaint.

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    Level Three—Administrator If the complaint is not resolved at level two, the grievant may process it to level three by presenting a written appeal to the administrator within ten working days after the grievant receives the report from the educational equity/affirmative action coordinator. The grievant may request a meeting with the administrator or his/her designee. The administrator or his/her designee has the option of meeting with the grievant to discuss the appeal. A decision will be rendered by the administrator or his/her designee within 10 working days after receipt of the written appeal. Level Four—Impartial Third‐party Hearing If the complaint has not been satisfactorily resolved at level three—administrator, the grievant(s) may request in writing an impartial third‐party hearing. The written request shall be filed with the administrator/designee within 30 calendar days of the receipt of the administrator’s decision at level three. The impartial hearing shall be conducted by a hearing officer to be selected by the Agency and the person(s) filing the complaint. The hearing officer shall be an administrative law judge or another third‐party hearing officer that is qualified to hear complaints related to alleged non‐compliance with federal and state regulations requiring non‐discrimination in educational programs and employment. The impartial third‐ party hearing officer selected shall set the date and time of the hearing. This procedure in no way denies the right of the grievant to file formal complaints with the Iowa Civil Rights Commission, the federal Office of Civil Rights or the Equal Employment Opportunity Commission for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination. The educational equity/affirmative action coordinator is: Teresa Shea‐Tajaran Keystone Area Education Agency 1400 2nd Street N.W. Elkader, Iowa 52043‐9564 563‐245‐1480 Office Hours– 8 a.m. to 4:30 p.m. Adopted: Amended:

October 29, 1979 (F‐1) June 26, 1984 May 17, 2004 September 16, 2013



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    Harassment (Policy)



Chapter: Section: Number:

Personnel General Personnel Considerations 4506

Harassment All forms of harassment of employees will not be tolerated in Keystone AEA. The Agency includes all Agency‐ utilized facilities, Agency premises, and non‐Agency property if the employee is at any Agency‐sponsored, Agency‐approved or Agency‐related activity or function, such as professional development activities, performing job‐related functions at school or where the employee is engaged in Agency business. The Board prohibits harassment or any other victimization of employees based upon any of the following actual or perceived traits or characteristics, including but not limited to, age (actual or perceived), color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status or familial status. Harassment by board members, administrators, employees, parents, students, vendors, and others doing business with the Agency is prohibited. Employees whose behavior is found to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to, and including, discharge or other appropriate action. Other individuals whose behavior is found to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the administrator or Board. Reference: Meritor Savings Bank v. Vinson, 477 U.S. 57 ( 1986). Hall v. Gus Const. Co., 842 F2d 1010 (8th Cir. 1988). Lynch v. City of Des Moines, 454 N.W. 2d 827 (Iowa 1990). 42 U.S.C. §§ 2000e et seq. (1988) Adopted: October 18, 1982 Reviewed: May 17, 2004 October 18, 2010 Amended: September 16, 2013



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    Educational Equity Statement (Policy)



Chapter: Section: Number:

Programs and Services General Principles 5000.1

Educational Equity Statement The Keystone Area Education Agency does not discriminate on the basis race, color, national origin, gender, disability, religion, creed, age (for employment), marital status (for programs) sexual orientation, gender identity or socioeconomic status (for programs) in its educational programs, activities, or employment policies as required by Title VI and VII of the 1964 Civil Rights Act, Title IX of the 1972 Education Amendments, and Section 504 of the Federal Rehabilitation Act of 1973. The content of Keystone AEA’s curriculum and instructional materials must reflect the cultural and racial diversity present in the United States and the variety of careers, roles, and life styles open to women as well as men in our society. Harassment of a sexual nature or with demeaning intent related to but not limited to age (actual or perceived), color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status or familial status, made from an employee of the Agency to a student in an Agency program, from a student in an Agency program to another student in an Agency program, or from a student in an Agency program to an Agency employee, is a violation of this policy. Inquiries regarding compliance with this policy may be directed to Teresa Shea‐Tajaran, Educational Equity Coordinator, 1400 2nd Street N.W., Elkader, Iowa 52043‐9564, to the director of the Iowa Civil Rights Commission in Des Moines, Iowa, to the director of the Region VII Office of Civil Rights, Department of Education, Milwaukee, Wisconsin, or to the director of the Region VII Office of the United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin. Adopted: March 18, 1985 Amended: December 16, 1996 October 18, 2010 September 16, 2013



 

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    Compliance Violation Form

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