Policy Statement
It is the policy of the Board of Trustees of Kankakee Community College to comply with the guidelines of Federal Executive Orders #11246 and #11375. KCC endorses and implements a policy for equal employment opportunity that no person on the basis of race, gender identity/expression, sexual orientation, sex, genetic information, creed, religion, color, marital or parental status, veteran status, age, national origin, membership in any professional group, organization or association, socioeconomic status, mental or physical disability shall be discriminated against. The CROWN ACT broadens the definition of race to include “traits associated with race, including but not limited to, hair texture and protective hairstyles such as braids, locks, and twists.”
It is also the policy of Kankakee Community College to provide equal opportunity in employment for all qualified persons, and to promote the full realization of equal employment opportunity through a positive, continuing program throughout the organization. Affirmative action is taken to ensure that this policy is enforced in all phases of the College operation and its maintenance. Discrimination in any area of the College is prohibited.
Responsibility for Affirmative Action - In general, all College employees are responsible for the implementation of Affirmative Action in terms of observing and reporting problem areas, formulation of goals and policies, and participation in activities to improve the employment opportunities of women and minority groups. The ultimate responsibility for this policy rests with the Board of Trustees, and the President of the College is charged with policy implementation. The Director of Human Resources will administer the Affirmative Action Policy and keep up-to-date records.
Policy Implementation
Equal employment opportunity shall be promoted in all areas of the College. Job descriptions and employment selection policies will be reviewed on a regular basis to ensure they are current and are not discriminatory in any manner.
No employee will be terminated on the basis of race, color, national origin, disability, age, religion, sex, sexual orientation, genetic information or any legally protected classification.
Compensation and fringe benefit programs are administered without regard to race, color, national origin, disability, age, religion, sex, sexual orientation, genetic information or any legally protected classification.
The College urges that all contractors comply with federal and state statutes.
All persons in supervisory capacities must accept the responsibility of reviewing the activities within their departments to assure that all personnel practices are consistent with affirmative action. The responsibility for implementing affirmative action relates to the college's existing organizational structure as follows:
- The Board of Trustees is responsible for the development and approval of policies relating to equal employment opportunity and affirmative action for the college.
- The president is responsible to the Board of Trustees for implementing approved policies relating to equal employment opportunity consideration and affirmative action.
- Administration of equal employment opportunity considerations and the affirmative action program is the responsibility of the administrators of each area.
- All employees should be aware of and sensitive to equal employment opportunity considerations and affirmative action.
In addition, the president shall appoint an affirmative action officer to assist in the implementation of the Board's Equal Employment Opportunity and Affirmative Action (EEO/AA) policy statements.
The affirmative action officer reports directly to the president on all matters of concern in regard to EEO/AA. He/she shall advise the president on federal and state laws, rules and regulations, and other legally-based information items related to EEO/AA.
In addition, the affirmative action officer shall:
- Lend support to the Committee for Diversity/Equity/Inclusion;
- Plan, review, coordinate, and recommend procedures to be used in implementing the equal employment opportunity policy statement and the affirmative action plan;
- Maintain the necessary records and files to perform the duties and responsibilities of the EEO/AA officer; and
- Assist the president in representing the college in EEO/AA matters and concerns.
The Committee for Diversity, Equity and Inclusion shall consist of members of the administrative, faculty, professional/technical staff, and supportive staff.
The committee shall assist and advise the affirmative action officer and the college president by:
- Reviewing current EEO/AA practices and programs;
- Recommending to the Affirmative Action Officer and President changes, deletions, and additions to the EEO/AA policies and implementation procedures.
Recruitment
The supervisor responsible for recommending a particular appointment to a vacant position will develop a well-defined description of the duties and requisites of that position. Qualifications should in all cases match as closely as possible the skills and abilities needed to carry out the position effectively.
Affirmative action does not require or imply that unqualified persons be hired. All potential employees should be considered on those demonstrable merits which contribute to the maintenance of the college's high standards.
Advertising
All available positions will be communicated via posting on the KCC website. This allows current employees the opportunity for advancement or change into a position consistent with their ability, experience, training, and skills.
The Director of Human Resources shall determine the appropriate venues of advertising for employee recruitment.
Utilization Analysis
Federal affirmative action regulations require that a self-evaluation of the employer's work force be made in order to determine the types of positions held by minorities and women. Such data are necessary for determining utilization and establishing hiring goals. The Affirmative Action Officer will be responsible for completing an annual self-evaluation of the work force; recommendations will be forwarded to the President’s Cabinet for consideration and action to bring minorities and women into the various areas of employment supported by the college.
Travel Reimbursement for Job Candidates
For positions in which a national search is conducted (FT faculty, director and above level positions) each candidate will be reimbursed up to $500 for reasonable expenses associated with their travel to Kankakee for the on-campus interview. Receipts of expenditures must be provided and may include food, travel, and lodging only. Additional reimbursement will be provided to candidates at the sole discretion of the Vice President Business Affairs. Lodging will be reimbursed for applicants living further than 100 miles from KCC.