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AEA 267 Affirmative Action & Equity Plan

AEA 267 Affirmative Action & Equity Plan . 2013-2015 Hiring Goals. Recruiting. Working with pre-service institutions and graduate training programs Disseminating newsletters and brochures to training institutions Maintaining contact with innovative training programs

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AEA 267 Affirmative Action & Equity Plan

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  1. AEA 267 Affirmative Action & Equity Plan 2013-2015 Hiring Goals

  2. Recruiting • Working with pre-service institutions and graduate training programs • Disseminating newsletters and brochures to training institutions • Maintaining contact with innovative training programs • Posting information on career Web sites, • Attending career fairs • Attending community multi-cultural events • Iowa REAP • Teach Iowa

  3. Applicants July 2011-December 2012& Current AEA Staff • 95% female; 5% male • 8% minorities; 92% white • 2.7% disabled • AEA 267 area 84% white; 16% minority • AEA staff is 86% female; 14% male • AEA 267 staff is 1% disabled (may not include all types of disabilities for which accommodations are provided)

  4. Quantitative Goals • Not rigid quotas • Reasonable • Goal of balancing work force • Consider available workforce make up/geographic area • Consider make up of population served

  5. Quantitative Goals

  6. Quantitative Goals 2013-2015 Minorities Hiring Goals; June 30, 2015 Increase the overall percentage of minority employees within the agency from 3.83% to 4.83% by June 30, 2015 (about 28 positions) 1 administrative 9-10 certified 16-17 Clerical/Ed Asst/Secretarial 1 infotech 1 service • Overall, minorities are under represented in all groups in AEA267 increased slightly from 3.3% to 3.83% in 2009

  7. Quantitative Goals 2013-2015 Gender Hiring Goals; June 30, 2015 Increase the number of classified males by 2-3 positions Increase the number of certified males by 5-7 positions • The gender balance of AEA267 employees is mostly female, most notably in the classified and certified unions.

  8. Hiring • Race, gender, disability and veteran’s status will be considered for purposes of filling a vacancy in consideration of this Affirmative Action Plan. • However, the Agency will continue to hire the most qualified person for every job. • All agency formal hiring process to be developed asap; (No later than June 2015)

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