Equal Opportunity & Affirmative Action Office
The University of Montana
Equal Opportunity & Affirmative Action Office
The University of Montana
The University of Montana (UM) is an affirmative action employer. This means that UM takes active measures to ensure that all qualified applicants and employees are receiving equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment. Primary responsibility for implementation of equal employment opportunity and affirmative action at UM is vested in the Office of Equal Opportunity and Affirmative Action (EO/AA). The Director of EO/AA is a member of the President's Cabinet and reports directly to the President of the University.
Where deficiencies as described in the availability analyses exist, UM has the goal to overcome such deficiencies. Using a sports analogy, a placement goal is figuring out how to place the runner in the outer lane on a starting block at the correct distance to ensure an equal opportunity to reach the finish line at the same time as the runner on the inner lane. Placement goals are not quotas. They do not create set-asides for specific groups. They are not intended to achieve proportional representation or equal results. They may not be used to supersede merit selection principles. The goals are established for the purpose of identifying weaknesses in recruitment and retention of minorities and women and creating affirmative plans to fix such weaknesses. Particular problem areas and suggestions for reaching placement goals are discussed below.
Most departments have an underrepresentation of minority faculty. Based on comparative data from previous years, it appears that the bigger problem is recruitment of minority faculty as opposed to retention. More focus needs to be placed on attracting minority applicants. The UM Department of Human Resource Services recently acquired an applicant tracking system. This will allow an in-depth analysis of whether UM is not attracting minorities in its recruitment pools, or whether the problem is in the selection process. It is expected that such analysis will be available next year for incorporation into this report.
The following departments within the College of Arts and Sciences show a female deficiency: Anthropology, Chemistry, Computer Science, Division of Biological Sciences, Environmental Studies, Geology, History, Liberal Studies, Mathematics, Modern and Classical Languages and Literatures, Native American Studies, Philosophy, Physics/Astronomy, Political Science, and Psychology. There are also female deficiencies in the College of Forestry, the College of Health Professions and Biomedical Sciences and within that college the School of Physical Therapy and Rehabilitation Science, and the College of Visual and Performing Arts.
The University of Montana implements programs designed to correct problem areas and to attain the placement goals identified in the availability analysis.
The University closely monitors all recruitments to ensure that equal opportunity policies and procedures are followed. For tenure track faculty positions national searches are conducted. Exceptions are extremely rare. Search committees are provided with information and tools to empower them to conduct searches in a manner that overcomes any potential impediments to equal opportunities for historically underrepresented applicants. Advertisements for positions are placed electronically and in print publications to ensure maximum international exposure and specifically to reach underrepresented populations. In an affirmative effort to increase the recruitment and retention of underrepresented females and minorities, the University has hired a Diversity Retention and Recruitment Coordinator. The primary focus of that position is to address the deficiencies identified in this report.
The University has an affirmative action hiring policy. If a department which has a minority or female deficiency identifies a qualified candidate to address such deficiency, there is a procedure to hire such an individual without conducting a national search. Affirmative action will be taken this year to increase awareness of this policy as a method of achieving placement goals.
All University position announcements contain language indicating that UM is an Equal Opportunity/Affirmative Action employer and that applications from minorities, veterans, and women are encouraged. The announcements also indicate that reasonable accommodations for individuals with disabilities are provided in the hiring process.
Although a diversity strategic plan differs from an affirmative action plan, the former can work to enhance the success of an affirmative action program. The University recently developed a diversity strategic plan (online at http://umt.edu/eo/diversity/diversityplan.aspx). The University's diversity plan has several specific action items that constitute affirmative steps to overcome barriers to equal opportunities for applicants and employees from historically underrepresented populations. Goal 2.5 of the plan is: "Recruit and hire faculty and staff from historically underrepresented populations to achieve meaningful representation." The action item to achieve that goal is: "Create incentive plans for recruiting and hiring faculty and staff from historically underrepresented populations at UM" (Action Item 2.5.1.). Another goal in the diversity plan is to: "Ensure retention of faculty and staff from historically underrepresented populations" (Goal 2.6.). There are five action items designed to achieve that goal.
Affirmative efforts to overcome barriers to equal opportunity must begin with a widespread understanding of the existence of such barriers and follow with identification of methods to address them. The Office of Equal Opportunity and Affirmative Action provides education to the campus community. In addition to the Web page, anti-discrimination brochures, information cards, and posters are widely disseminated. All new employees are provided with an in-person mini-training session on equal opportunity and anti-discrimination at orientation sessions. At the beginning of each semester, the President of the University distributes written communications to the campus community as a reminder of the institutional commitment to equal opportunity and diversity and provides information about campus resources.
Professional development opportunities are provided to faculty which are intended to provide education and skills to foster prejudice reduction and create an environment where every member of the community can achieve his or her full potential. The Faculty Professional Development Office offers a variety of workshops for faculty and department chairs. The objective is to develop opportunities for faculty to grow professionally and personally and to promote career satisfaction and advancement. The President's Office through the Diversity Advisory Council also provides funds for prejudice reduction and other diversity-related educational sessions.
The Recruitment Office in Human Resource Services provides relevant affirmative action data to search committees at the beginning of recruitments. Information is also provided to academic units to help ensure compliance with equal opportunity policies and to overcome any underutilizations in such units. Recently, the College of Arts and Sciences conducted diversity in hiring workshops for faculty members who participate on search committees.
The University has a Faculty Work-life Policy (online at http://www.umt.edu/Policies/100-AcademicAffairs/FacultyWork-Life.aspx) which is intended to promote the diversity as well as the overall productivity and success of faculty. Another policy intended to assist with the recruitment of underrepresented faculty is the spousal accommodation policy (http://www.umt.edu/policies/400-HumanResources/spousalpartner.aspx). Recently, the University obtained a facility for on-campus childcare for faculty and staff (information and application online at http://life.umt.edu/asum/asum_agencies/Childcare/docs/FacultyStaffapp.pdf). Affirmative steps are being taken to use these policies and practices more effectively in recruitment and retention efforts.
The University of Montana complies with the Vietnam Era Veterans' Readjustment Act of 1974, as amended ("VEVRAA"); the Jobs for Veterans Act ("JVA"), which makes several changes regarding VEVRAA's applicability to contracts entered into on or after December 1, 2003; as well as Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. § 793), which requires the University to take affirmative action to employ and advance in employment qualified individuals with disabilities.
The University takes affirmative action to employ and advance in employment qualified individuals with disabilities, specified categories of veterans protected by VEVRAA, and prohibits discrimination against such persons. All vacancy announcements are sent to the local office of the state employment service. Any employees or applicants to the University will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in any activity under this plan.
Under this affirmative action plan, covered veteran includes the following individuals:
The University periodically reviews all physical and mental job qualification standards for each job posting. The University ensures that, to the extent qualification standards tend to screen out qualified disabled veterans, or qualified individuals with disabilities, they are job-related for the position in question and are consistent with business necessity.
As part of the application process, and prior to an individual beginning other employment duties, the University invites job applicants who believe they are covered by VEVRAA to identify themselves in order to receive the benefits of affirmative action. In addition, applicants may self-identify as a qualified individual with a disability in order to receive a hiring preference. Applicants are given the opportunity to fill out a Veterans' Employment Preference Form or a Disabled Employment Preference Form which are used in the selection process as required by state law. The forms are available from Human Resource Services at http://www.umt.edu/hrs/Forms/Applicants.aspx.
At the outset of each recruitment, EO/AA or HRS staff explain to hiring authorities the requirements for providing reasonable accommodation to applicants if they request it or if the need is readily apparent. The University will make reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled individual, unless the nature of the particular job makes it impracticable to do so. As a matter of affirmative action, if an employee who is known to be disabled is having significant difficulty performing his or her job and it is reasonable to conclude that the performance problem may be related to the known disability, the University will confidentially notify the employee of the performance problem and inquire whether the problem is related to the employee's disability; if the employee responds affirmatively, the University will confidentially inquire whether the employee is in need of a reasonable accommodation.
The University lists all employment openings with the state workforce agency job bank or with the local employment service delivery system where the opening occurs.
As used in this section, "all employment openings" includes all positions except:
Any personnel or employment record made or kept by the University is preserved for a period of at least three years from the date of the making of the record or the personnel action involved, whichever occurs later.
Such records include:
In the case of involuntary termination of an employee, the personnel records of the individual terminated are kept for a period of three years from the date of the termination.
Where the University has received notice that a complaint of discrimination has been filed, that a compliance evaluation has been initiated, or that an enforcement action has been commenced, the University preserves all personnel records relevant to the complaint, compliance evaluation or action until final disposition of the complaint, compliance evaluation or action.
The University posts notices stating the rights of applicants and employees as well as the University's obligation under the law to take affirmative action to employ and advance in employment qualified employees and applicants who are Disabled Veterans, Recently Separated Veterans, Other Protected Veterans, or Armed Forces Service Medal Veterans, and individuals with disabilities.
Each University contract or subcontract contains an equal opportunity clause with language substantially similar to that found in the federal regulations. For contracts entered into on or after December 1, 2003, the equal opportunity clause can be found at 41 C.F.R. § 60-300.5; for contracts entered into before December 1, 2003, the equal opportunity clause can be found at 41 C.F.R. § 60-250.5.
The University trains all personnel involved in the recruitment, screening, selection, promotion, disciplinary, and related processes to ensure that this Affirmative Action Plan is effectively implemented.
The University has an active committee known as the ADA/§ 504 Committee that reviews new building projects or modifications to existing buildings to ensure compliance with the Americans with Disabilities Act and Section 504 of the Rehabilitation Act. The committee also provides guidance and recommendations on complaints of disability-based discrimination. The committee Web page is at http://www.umt.edu/committees/americansdisabilities.aspx.
The University reviews and updates this plan annually. This plan is available for inspection by any student, employee, or applicant for employment, as well as by the Office of Federal Contract Compliance Programs ("OFCCP").
Equal Opportunity/Affirmative Action and Title IX Coordinator
University Hall 020
Missoula, MT 59812
(406) 243-5710