Affirmative Action Program

POLICY ON AFFIRMATIVE ACTION PROGRAM

POLICY: It is the policy of the Columbus Speech & Hearing Center to promote equal opportunity in every aspect of agency personnel policy and practice.

The Center’s Affirmative Action Program addresses employment and the effective utilization of economically disadvantaged persons. This program is not to impose numerical minimums or standards, however, by adopting the program the Center demonstrates a good faith effort to improve the equality of all citizens of the state of Ohio.

DEMONSTRATED THROUGH THE FOLLOWING PROCESSES:

EEO Recruitment Strategies

Strategy: CSHC shall make a good faith effort to recruit a diverse group of employees and provide equal opportunity for minorities, women and disabled persons to become competitive in state contracting opportunities. CSHC will advertise positions in media outlets that will provide information and access to the underserved populations.

EEO Selection Strategies

Strategy: CSHC will utilize procedures, processes and techniques that are fair and do not have an adverse impact on minorities, women or disabled persons. Prospective employees will not be excluded from the hiring process due to race, color, religion, sex, national origin, disability, age (40 years old or more), military status, and veteran status.

EEO Placement/Orientation

Strategy: CSHC shall provide newly hired employees with basic employment information during the first few weeks on the job. New employee position descriptions, fringe benefits information, policies, procedures, and EEO are a few of the topics, which shall be covered during the employee’s orientation. Employees will not be denied fringe benefits and or opportunities for promotion based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Performance Evaluation

Strategy: CSHC shall evaluate the performance of their employees on an annual basis. It shall provide the necessary supervisory feedback to identify areas to be improved as well as to reinforce those activities that meet or exceed standards. Performance appraisal will be evaluated without regard to race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Training Strategies

Strategy: CSHC shall attempt to diversify workforce by utilizing training and apprenticeship programs with diverse participants. Training and apprenticeship programs can increase the number of qualified minorities, women, disabled persons and veterans available for job placement.

EEO Discipline Strategies

Strategy: CSHC shall set clear disciplinary standards and warn of consequences for non-compliance. Discipline will be designed to rehabilitate employees who choose to correct their behavior as well as justify the termination of those who do not. The Center will not mistreat or unfairly discipline an employee based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Separation Strategies/Exit Interviews

Strategy: CSHC shall conduct exit interviews as a problem-solving tool in an attempt to reveal employee turnover. Exit interviews can provide the organization with information about how to correct the causes of discontent and reduce the costly problem of employee turnover.

EEO Monitoring Strategies

Strategy: CSHC shall ensure Human Resources managers and supervisors understand this plan and hold managers and supervisors accountable for the effective implementation of this plan.

Minority Business Enterprise Solicitation Strategies

Strategy: CSHC shall make a good faith effort to solicit business from certified minority owned businesses.