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DEO Academic & Administrative Duties & Responsibilities
USF Reorganization and New Procedures Pertaining to Allegations of Discrimination - S. David Stamps, Interim Provost (3/23/01)
DEO Duties and Responsibilities of Provosts, Vice Presidents, Directors
The President is the Chief Equal Opportunity/Affirmative Action Officer of the University.
It is through her leadership that USF and its regional campuses ensure compliance with non-discrimination
laws and regulations, achieve affirmative action and equity accountability goals and leverage, enhance and
sustain its diversity work. She has delegated some of her responsibilities for equal opportunity and
affirmative action to the Provost, the Associate Vice President for Diversity and Equal Opportunity,
the other Vice Presidents, the Deans of the Colleges, and the Directors of the various administrative and
academic departments of the University, as follows:
The Provost and Executive Vice President has responsibility for the Diversity and Equal Opportunity Office.
The primary duties and Responsibilities of the Vice President, in terms of affirmative action, are to:
- provide leadership and support for affirmative action throughout the University
- conduct meetings with Vice Presidents to discuss and reinforce the University's commitment to educational equity and equal opportunity
- review the reports and recommendations submitted by the Associate Vice President for Equal Opportunity Affairs
- inform the President of educational equity and equal opportunity problems and opportunities
The Associate Vice President for Diversity and Equal Opportunity reports to the Provost and Executive Vice
President daily operational matters, and to the President for policy matters. She coordinates the
activities of the President's equal opportunity/affirmative action advisory committees. She is responsible
for the administration and supervision of the Diversity and Equal Opportunity Office. The Associate
Vice President is responsible for the development and implementation of the affirmative action programs
of the University in collaboration with the vice presidents, the deans, and the directors. The primary
responsibilities of the Associate Vice President include:
- monitoring equal opportunity and affirmative action activities
- developing equal opportunity policies and procedures
- monitoring recruitment/selection practices, and ensuring their compliance with equal opportunity regulations
- reviewing and approving procedures for the recruitment and selection of applicants
- monitoring appointment, promotion, transfer, and termination recommendations to insure compliance with equal opportunity regulations
- receiving, investigating or assigning for review or investigation allegations falling within the purview of the Diversity and Equal Opportunity Office (e.g., complaints of discrimination in recruitment, hiring, promotion)
- providing University personnel with equal opportunity and affirmative action consultation and/or counseling
- monitoring, evaluating and otherwise facilitating compliance of organizational units of the University with equal employment and affirmative action regulations
- conducting informational workshops, seminars, and lectures as deemed necessary, and/or as requested
- keeping the University abreast of regulations and court decisions affecting the equal opportunity and affirmative action fields
- formulating and conducting studies to determine if and to what extent discriminatory patterns and practices exist in units of the University
- attending meeting of special interest groups to provide information about the University's equal opportunity and affirmative action programs; serving on advisory committees as requested
- developing reports on matters pertaining to nondiscrimination and affirmative action
- reviewing University policies, procedures and practices for potential adverse impact on women and minorities
- maintaining and updating the Affirmative Action Plan, monitor its implementation by the various units of the University
- serving as liaison between the University and organizations advocating equal opportunity for minorities and women
- designing and implementing audit and reporting systems to: a) measure the effectiveness of the University's affirmative action programs; b) determine the degree to which each organizational unit is in compliance with EO/AA regulations; and c) assess need for remedial actions
- resolving discrimination complaints through mediation, arbitration, or conciliation
- ensuring that recruitment and selection activities comply with the Uniform Guidelines on Employee Selection Procedures of the federal government
- developing procedures for proper documentation of personnel actions, and ensure their implementation
- monitoring and auditing compliance of academic and administrative managers with the Equal Opportunity Policy of the University
- administering the Equal Employment Grievance Procedures and the Procedures for Investigation of Sexual Harassment Complaints
- developing policy statements, affirmative action programs, and internal and external communication systems for their dissemination
- reviewing the qualifications of all women and minorities to insure that members of the protected classes are given appropriate consideration in employment, training, transfers and promotions
- ensuring that EEO/AA posters are properly displayed
- reporting on latest EEO developments at meetings/retreats of President's staff, Leadership Council, Deans,
Directors, and EEO Presidential Advisory Committees.
The Vice Provosts, and the Vice Presidents are responsible for the development and implementation of the affirmative action programs of their individual units with the assistance of the Diversity and Equal Opportunity
Office. They provide leadership and support for affirmative action in their divisions; ensure that their
supervisory employees keep abreast of the latest developments in affirmative action and equal opportunity; ensure collaboration of their divisions in the implementation of the affirmative action audit and reporting system; and,
whenever appropriate, establish the affirmative action goals of their divisions.
Deans and Directors primary responsibilities are to (1) promote and implement the Affirmative Action Plan
in the exercise of their functions; (2) cooperate in the identification of problem areas within their units; (3) establish, whenever appropriate, affirmative action goals for their units; (4) ensure that the members of their
units are informed of equal employment opportunity and affirmative action regulations, policies and guidelines; (5) consult with minority and female employees in their search for female and minority applicants.
The Office of Diversity Initiatives which is now part of The Diversity and Equal Opportunity Office, coordinates all areas of the University's efforts to promote
diversity and community among faculty, students and staff. The mission of the Office is fourfold: education, advocacy, support and conflict resolution. The primary functions of the Office are to:
- organize educational programs that are designed to raise the level of knowledge, skills and sensitivity of faculty, staff and students, to issues of diversity and community, and to enhance their ability to successfully work, live and learn in a diverse and pluralistic University community
- sponsor educational programs and social events that foster understanding and appreciation of the importance of community in the development of an inclusive University
- assist and support the Provost, Vice Presidents, Deans, Chairs and Directors with the development and implementation of their respective diversity and community building efforts
- support efforts to increase faculty, staff and student diversity in the University
- facilitate diversity-related grant development throughout the University
- facilitate conflict (other than EEO discrimination) resolution and reduction throughout the University.
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