• Section A: Policy and Review

    Policy
    The Colton School District #306 has long upheld the policy of offering employment to all those who qualify without regard to race, color, religion, sex, age, national origin, marital status, or sensory, physical, or mental handicap, as well as Vietnam, Gulf War and more recent military action veterans. In pursuit of this policy, the District has always maintained the posture of objectivity in its hiring practices and personnel actions. At no time has the District indulged in deliberate discrimination as the result of any policy decision.It is recognized, however, that unless a policy is vigorously administered, lapses in the application of a policy can occur. With that in mind, and in order to further assume the responsibility and leadership incumbent upon the District, this Affirmative Action Program has been prepared and will become an integral part of the Districts’ administrative practices.An Affirmative Action Committee, with the Superintendent as chairman, will provide the continuing policy direction and will periodically review all personnel actions and progress. The Affirmative Action Officer will have the duty of monitoring the Affirmative Action Program and reporting to the Affirmative Action Committee quarterly.See Appendix A: Affirmative Action District Policy Statement and Procedures.
    Purpose
    The basic purpose of this Affirmative Action Program is to further the utilization of minorities, women and veterans at all levels and in all segments of the work forces within the District where deficiencies may exist. To accomplish this, a commitment has been made and specific procedures established to direct and coordinate a good faith effort. It is acknowledged by the administration of the District that an Affirmative Action Program, to be successful, must be built into the structures and procedures affecting all personnel actions.
    Program
    Since the goal of affirmative action is results, this Affirmative Action Program is designed to provide the necessary actions steps as means. The following essential elements are covered:
    Modify the composition of the future work force in order to work toward a full utilization of qualified aged, handicapped, ethnic minorities, women and veterans in the various job categories.
    Ensure that all applicants and staff are considered on the basis of bona fide job-related qualifications. The purpose of the affirmative action plan is to actively include persons of underutilized classes in the employment process, not to exclude others from it. The district shall continue to emphasize in all recruitment contacts that nondiscrimination is a basic element in the district’s personnel procedures.
    Be responsible for reviewing all employment procedures and programs to assure that there is no indication of discriminatory practices. The district shall continue to use aged, handicapped, ethnic minorities, women and veterans in the recruitment and employment process.
    Contract and purchase all goods and services from persons, agencies, vendors, contractors and organizations who comply with the appropriate laws and executive orders regarding discrimination.
    Take appropriate action(s) to attract and retain aged, handicapped, ethnic minorities and women at all levels and in all segments of the district’s work force. Criteria for selecting staff shall be reviewed regularly to assure that such statements relate directly to the requirements for specific positions.
    Encourage the upgrading of present staff by supporting employee development training to assure that individuals of underutilized groups are prepared for positions of new and increased responsibility.
    It must be emphasized that this program remains flexible with respect to its basic purpose and as a continuing effort is subject to expansion and modification dictated by experience, changing circumstances, and altered guidelines. Any formal amendment to this program or changes in essential activity will be made in good faith.
    Dissemination of Policy
    INTERNAL
    The Board of Directors’ Statement of Policy will be permanently posted as an official notice on an appropriate bulletin board and on the school district website.
    The Board of Directors’ Statement of Policy will be incorporated in the Policy Handbook.
    The Board of Director’s Statement of Policy will be incorporated into negotiated agreements with certificated and classified personnel.
    Follow-up items of information and interest with respect to affirmative action will be provided to all employees via a bulletin board and/or mail boxes
    Administrative and supervisory personnel responsible for personnel actions will be trained in affirmative action policies and procedures.
    The Board of Directors’ statement of Policy will be cited during employee orientation, and the spirit and goal of affirmative action discussed.
    EXTERNAL
    Recruiting letters to college placement offices will include a statement emphasizing equal employment opportunity and the spirit of affirmative action goals.
    Recruiting sources for classified personnel will be notified in writing of the Districts’ Affirmative Action Policy.
    Posted notices of employment opportunities will be in the statement “equal opportunity employer”.
    Application for Employment forms for certified and classified personnel will contain an equal employment opportunity statement.
    The Lewiston Morning Tribune and Moscow Pullman Daily News newspapers, the district newsletter and the school district’s email list will be utilized to the fullest extent possible in publicizing the District’s efforts to fill openings in accordance with the goals of this plan.
    Contractors providing capital improvement services or goods to the Districts will be notified in writing of the Districts’ Affirmative Action Program and be asked to provide a statement of purpose, program, and intent with respect to their own affirmative action efforts.
  • Section B: Workforce Analysis

    TOTAL FEMALE ETHNIC MINORITIES DISABLED VETERAN AGED OVER 40
      CLASSIFIED
    Coaches

    24

    5

    0

    0

    0

    5

    Secretaries

    2

    2

    0

    0

    0

    2

    Business Manager

    1

    1

    0

    0

    0

    1

    Maintenance Sup.

    1

    0

    0

    0

    0

    1

    Bus Drivers

    4

    2

    0

    0

    1

    4

    Cooks

    2

    2

    0

    0

    0

    2

    Custodians

    2

    1

    1

    0

    0

    2

    Educational Assistants

    4

    4

    0

    0

    0

    4

    Nurse

    1

    1

    0

    0

    0

    1

    TOTAL

    41

    18

    1

    0

    1

    23

    PERCENTAGE

    100%

    44%

    1%

    0%

    1%

    54%

      CERTIFICATED
    Administrators

    2

    0

    0

    0

    0

    1

    Teachers

    16

    8

    0

    0

    0

    9

    TOTAL

    18

    8

    0

    0

    0

    10

    PERCENTAGE

    100%

    44%

    0%

    0%

    0%

    56%

    TOTAL DISTRICT WORKFORCE PERCENTAGE

    100%

    44%

    1%

    0%

    1%

    54%

    Measuring Standards

    From http://www.ofm.wa.gov/databook/county/whit.pdf

    Population of Whitman County, as of April 1, 2009, by ethnicity, age and sex:

    Total

    Female

    Ethnic Minority

    Age 40 – 65

    Number

    43,300

    21,348

    5,600

    10,059

    Percent

    100%

    49%

    13%

    23%

  • Section C: Recruitment

    Goals and Action Steps for Recruitment
    The demographic characteristics of the area population and the underutilization of the targeted groups previously identified have been considered in formulating the following goals.It is recognized that the rate of staff turnover will affect the District’s ability to achieve the goals set forth.  Goals are not set so as to constitute a quota, but instead to reflect a reasonable objective.  Targeted populations will be actively recruited for each available position.  The best qualified candidate will be offered the available position.  If two applicants are equally qualified and one is a member of one (or more) target population(s) he/she may receive preference for the available position.
    Realistic goals and timetables for increasing the utilization of protected employee classes will be established.  The following factors will be considered in establishing those goals and timetables:

    • Potential for job openings based on staff turnover
    • Increase or decrease of financial support from state and local sources
    • Upward mobility of under-utilized members of protected classes currently on staff
    • Stability of school population
    Certificated Employee Goals Target date
    To increase the percentage of minority teachers 2012
    To increase the percentage of women and minority administrators 2015
    Classified Employee Goals Target Date
    To increase the percentage of minority and women coaches 2012
    To increase the percentage of minority paraprofessionals 2015
    To increase the percentage of minority bus drivers 2014

    The following actions steps will be taken for recruitment:

    • Announcements of job openings for all vacant positions will be published in the district newsletter, the Lewiston Morning Tribune and the Moscow-Pullman Daily News newspapers and posted through the district’s email list serve to parents and community members.
    • Announcements for certificated openings will be sent to college placement offices in Washington, Idaho, Oregon and Montana.
    • The district will hire applicants with entry level skills, as established by the district, and will then be trained in procedures and responsibilities appropriate to the position.
    • Supervisors and administrators will be notified to encourage protected class persons to seek training and/or experience, which will qualify them for career advancement.
    • Educational Service District #101 provides a wide variety of staff development exercises for certificated and classified employees.  Communication, articulation, thinking skills and various remediation activities are offered to enhance employees’ performance.
    • Area community colleges offer career counseling and retraining opportunities for many school district classified positions.
    • All employees will be evaluated yearly.  Employees exhibiting a deficiency in one or more areas will be provided remediation activities and a plan of assistance as needed.
  • Section D: Staff Responsibility

    Staff Responsibility for Implementation and Evaluation
    Superintendent Nate Smith is designated Affirmative Action Officer for the Colton School District #306.
    It is the Superintendent’s responsibility to ensure that the Colton School District #306 is in compliance with the Affirmative Action Program.
    As Affirmative Action Officer, the Superintendent will:

    •  Implement control systems that will measure program effectiveness and determine the level to which the goals have been obtained;
    •  Keep management and employees informed of affirmative action; and
    •  Report progress to the Board of Directors.

    Superintendent Nate Smith can be reached at Colton School (509) 229-3385.
    Colton School District #306
    706 Union
    Colton WA  99113

    Monitoring and Evaluation of Progress
    Identifying the problem areas and addressing them will be an evolving process that demands continuous analysis.

    • Efforts will continue to be made in the employment and promotion of protected class personnel.  Within the past year, the district hired a female bus driver to replace a retired employee.
    • Data related to job applicants is periodically reviewed to determine whether a low number of protected class persons apply.
    • Efforts are made to enable employees the opportunities for promotion and training within their positions.
    • Personnel procedures have been adopted by the Board of Directors that emphasize non-discriminatory practices.
    • Data related to affirmative action goals is periodically collected and analyzed.
    • Application forms and procedures for certificated and classified positions meet the guidelines established in WAC 162-12-100 through 162-12-180.
    • The school district maintains a grievance procedure to provide for the orderly and expeditious adjustment of grievances, (Appendix A).  The formal written plan is outlined in the certificated employee’s master contract and the classified employee’s master contract.
  • Section E: Auditing and Reporting

    Internal Audit and Reporting
    The employment applications have been revised to eliminate all references to, or solicitations of, information with respect to marital status, age, sex and any other information of a discriminatory nature.
    A work force analysis, based on optional survey and observation, for protected class classifications will be maintained in a separate summary form and broken down into position categories according to the EEO-5 reporting format.

    • An equal employment activity report will document, by observation and an optional survey, the protected classifications of all applicants.
    • A job openings record will be kept for every opening, showing the nature of the position, qualifications, pay scale, recruiting activity and disposition.

    The affirmative action officer will report to the Board of Directors the progress the district is making toward the affirmative action goals quarterly.
    The Board of Directors policy manual will continue to be updated to reflect all current personnel practices and procedures and includes all affirmative action procedures and guidelines.
    The school district’s Board of Directors shall be informed annually of employment practices, especially placements, transfers, resignations and promotions.

    School district administration will review district-hiring practices prior to advertising for submission of applications.

    School district administration will provide training for all personnel who interview applicants for hire, stressing uniformity of approach and non-discriminatory interview techniques.

    District personnel will audit all applications for school district positions on an annual basis.

    In case of a reduction in force, the Colton School District will rely upon the collective bargaining agreements of:
    Certificated Employees – CEA
    Classified Employees Handbook

    A written termination report will be made on all voluntary and involuntary terminations, stating various reasons for leaving and documenting termination warnings and reprimands on file in the personnel folder.