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Equal Employment Opportunity Policy

Memorandum #355 Equal Employment Opportunity Policy

Revised: April 26, 2010
Date of Issue: October 1999

Purpose

To establish and outline our commitment to the principle of equal employment opportunity by means of our Affirmative Action Program.

Accountability

Under the direction of the President, the Director of Diversity & Equity shall ensure compliance with this policy. The Director of Diversity & Equity, in conjunction with the Vice Presidents and Deans, and all other staff in a supervisory capacity, shall implement this policy. The duties of the Director of Diversity & Equity includes developing policy statements, affirmative action programs and internal and external communication techniques; identifying problem areas; assisting managers and supervisors in arriving at solutions to problems; designing and implementing auditing and reporting systems; serving as liaison between the College and enforcement agencies; monitoring compliance with this policy.

Policy

The Community College of Philadelphia is committed to and reaffirms its policy of equal employment opportunity to all applicants, employees, and students without regard to race, color, religion, sex (except where sex is a bona fide occupational qualification), sexual orientation, age, national or ethnic origin, disability, genetic information, gender identification, or status as a disabled or Vietnam era veteran status and to provide each and every individual with the ability to work in a safe, productive and professional work environment that is free from discriminatory practices.

In achieving equal opportunity, we commit ourselves to:

  • Recruit, hire, train, and promote the most qualified persons without regard to race, color, religion, sex, sexual orientation, age, national or ethnic origin, disability or status as a disabled or Vietnam era veteran.
  • Ensure that promotion decisions are in accordance with equal employment opportunity requirements by imposing only valid, job-related requirements for promotional opportunities.
  • Ensure that all personnel actions relating to compensation, benefits, transfers, retention, terminations, training, social and recreational programs and education are administered in a nondiscriminatory manner.

Dissemination of Policy

The College will continue to make its equal employment opportunity policy known internally by the following means:

  • Conducting meetings with personnel to explain the intent of the policy, the President's commitment to the policy and individual responsibilities for effective implementation.
  • Explaining the policy thoroughly in employee orientation and management training programs.
  • Posting the policy on bulletin boards and in internal publications.
  • Including nondiscrimination clauses in all collective bargaining agreements and reviewing all contractual provisions to ensure that they are nondiscriminatory.
  • The College will continue to disseminate its policy externally by:
    • Informing all recruiting sources of the policy.
    • Incorporating the policy into all purchase orders, leases and contracts covered by Executive Order 11246, as amended.

Assuring equal employment opportunity is a fundamental and direct responsibility of all levels of management. Managers and department heads are required to comply with government regulations and the affirmative action goals of the College.

The College is dedicated to the task of institutional self-examination in accordance with federal equal employment guidelines and Board policies, and to the correction of any deficiencies which are found to exist through the adoption of appropriate action plans and programs.

These statement are founded on a firm belief that fulfillment of employment and education objectives must be a function of each individual's ability and interest. Successful attainment of goals and support plans is considered essential to the fundamental mission of the College. In making this statement, the College is recognizing both a moral and legal responsibility.