Section I. History of Stevens Institute of Technology

The Stevens Institute of Technology is a private, independent technological university dedicated to study and research. It is located on the west bank of the Hudson River in Hoboken, New Jersey. Established in 1870, Stevens offers Baccalaureate, Master's, and Doctoral Degrees in Engineering, Science, Computer Science, and Management; and a Baccalaureate Degree in Humanities.

The Stevens full-time faculty consists of 140 men and women, 90 percent of whom hold doctoral degrees. Special faculty and research staff include an additional 110 people.

Undergraduate enrollment is approximately 1,400 men and women; graduate enrollment is nearly 2,000. There are about 14,000 Stevens alumni holding leadership positions in a broad spectrum of professions throughout the world.

The Stevens baccalaureate programs consist of an Engineering curriculum, enrolling about 80 percent of all undergraduates, and curricula in Computer Science, Science, and Management and Business Administration. The Engineering curriculum has held accreditation in General Engineering for more than 50 years. This reflects the Institute's traditional and virtually unique philosophy of engineering education, dating from its founding in 1870, under which students are given a thorough grounding in all Steven's engineering disciplines and in the underlying basic scientific principles.


Its Officers and Trustees are listed in Appendix I:

Section II. Policy Statement

Statement on Equal Employment Opportunity and Affirmative Action at Stevens:

As a major educational institution, and an influence on our society through our students, our alumni, and our employees, Stevens Institute of Technology stands committed to the principle of equality of opportunity in employment and in education. It is both the policy and practice of Stevens Institute of Technology to support and adhere to all governmental requirements and objectives with respect to equal employment opportunities and affirmative action programs, while continuing to employ only fully qualified personnel in both academic and non-academic positions. This ongoing commitment provides equal opportunities for the advancement of our employees, including upgrading, promotion, and training. These activities are administered in a manner which will not discriminate against qualified persons because of race, ethnicity, creed, sex, age, martial status, disability, liability for service in the armed forces or status as a disabled or Vietnam era veteran. We are committed to this policy to ensure the best use of our human resources here at Stevens and for our nation.

The Institute strives to increase the number of under-represented racial and ethnic minority members in the student body and on the faculty and staff. Stevens seeks to reflect the rich ethnic, racial and gender diversity which is a hallmark of the United States and to contribute significantly to the high level of productivity that our Nation requires in its position of world leadership.

Harold J. Raveche
President
Stevens Institute of Technology

Equal Employment Opportunity and Affirmative Action

What is Equal Employment Opportunity? (EEO)

Equal Employment Opportunity is the right of all persons to work and to advance on the basis of merit, ability and potential. Job opportunities are to be made available to qualified applicants without regard to race, creed, color, national origin, sex, age, martial status, handicap, liability for service in the armed forces or status as a disabled or Vietnam era veteran. EEO requires employers to administer all terms and conditions of employment, including but not limited to salaries, promotions, and employee benefits, on an non-discriminatory basis.

What is Affirmative Action? (AA)

Affirmative Action is a means by which Equal Employment Opportunity is achieved. Essentially, it involves the utilization of efforts to ensure equal opportunity for members of affected classes. Affected classes are those groups who have been subjected to historical discrimination or exclusion because of their race, creed, sex marital status, handicap, military status; or age, except to the extent permitted by law. Affirmative Action involves extra efforts in recruitment, retention, and upgrading of members of affected classes to improve their representation in areas in which they are either underrepresented or under utilized. Affirmative Action ensures non-discrimination in all personnel actions by correcting any policies or practices that have an adverse effect on members of affected classes.

Section III. Purpose

The purpose of this Plan is to provide fair and equal employment opportunities for both employees and applicants for employment. This is to be achieved through fair and practical methods of selecting, training and promotion on the basis of individual merit and fitness without regard to race, color, creed, religion, national origin, sex, age, physical or mental disability or other non-merit factors.

It is also the purpose of this Plan to develop a set of specific and result oriented procedures to eliminate any tendency to discriminatory practices which may exists and to establish numerical goals where applicable to serve as guides

Section IV. Requirements for Non-Discrimination in the Stevens Institute of Technology Employee Group.

Equal employment opportunity is mandated by State and Federal statutes, executive orders and court decisions. The Stevens Institute of Technology subscribes to and enforces the requirements of the following:

Title VI of the Civil Rights Act of 1964

This Act prohibits discrimination based on race, color or national origin in any program or activity which receives Federal financial assistance. The purpose of the Act is to assure non- discrimination in provision of services to beneficiaries of Federal aid. Title VI regulations require recipients to collect and submit specified race and ethnic data and to make remedial affirmative action to overcome effects of prior discrimination.

Title VII of the Civil Rights Act of 1964
(As amended by the Equal Opportunity Employment Act of 1972)

Prohibits discrimination because of race, color, religion, sex or national origin in any term, condition or privilege of employment. While Title VII does not explicitly require affirmative action, when there is finding of discrimination through compliance investigation or through self-audit, the Federal Courts have permitted, outlined or decreed (affirmative) remedies and requirements. Title VII was amended in 1972 to cover State and local governments and all educational institutions, both public and private.

Age Discrimination in Employment Act of 1967, as amended

This Act prohibits discrimination because of age in all aspects of employment against persons 40 years of age and older.

Civil Rights Act of 1968

Title VI of this Act prohibits any act of force, threat of force, injury, intimidation or threat of interfering with persons applying for or enjoying employment because of their race, color, religion or national origin.

Executive Order 11246, as amended

This Presidential Order prohibits discrimination in all employment practices by Federal contractors, subcontractors and Federally-funded construction contractors on the basis of race, color, religion, sex or national origin. Employers are required to practice affirmative actions to insure that applicants and employees arc treated without discrimination, following the legal standards in Table VII of that Executive Order.

Rehabilitation Act of 1973 - Title V, Sections 503 and 504, as amended

This Act prohibits discrimination against handicapped persons in programs receiving Federal financial assistance. Section 503 requires federal contractors and subcontractors to take affirmative action in employment of the handicapped when the contract is for $20,000 or more. Section 504 prohibits discrimination against the handicapped in employment or services.

Vietnam Era Veterans Readjustment Assistance Act of 1974.

This Act is designed to assist Vietnam Era Veterans make the transition from the effects of their experiences into civilian working environment. (Also included should be any appropriate State, County, City, non-discrimination statutes.)

Section V. Dissemination

Copies of this Plan will be distributed to all members of the Stevens Institute of Technology and all persons who may hire employees of the Stevens Institute of Technology. The Stevens Institute of Technology will make available copies of the Plan to its employees, and assure their awareness of its existence and location.

Copies of this Plan will be distributed to groups and community individuals who have an interest in the Affirmative Action/Equal Opportunity Program of the Stevens Institute of Technology. Copies will also be filed with local libraries.

Other interested groups and citizens may receive copies upon request to the Office of Human Resources of Stevens Institute of Technology.

Section VI. Glossary of Equal Employment Opportunity Terms

A. General Terms:

1. Affirmative Action:

Affirmative Action is a comprehensive effort by an employer to: (1) identify all barriers in the personnel management system which have impact on the ability of applicants and employees to reach their full employment potential without regard to race, sex, religion, color, national origin, age, handicap, or other extraneous, nonjob-related factors, (2) eliminate all such barriers in a timely, coordinated manner, and (3) undertake whatever special efforts and programs are needed to accelerate the process of barrier removal.

2. Affirmative Action Program:

A program voluntarily entered into by an employer, ordered by the Court, or undertaken to meet government contract specifications. While the specific elements may vary, the program generally includes recruitment techniques designed to reach minorities and women, elimination of discriminatory selection and promotion devices, and goals, timetables or some other formula which define objective hiring aims.

3. Bona Fide Occupational Qualifications (BFOQ):

A bona fide occupational qualification is an exception contained in Title VII which permits an employer to hire on the basis of religion, sex or national origin "where religion, sex or national origin is reasonably necessary to the normal operation of that particular business or enterprise". While the language appears broad, EEOC has defined BFOQ narrowly in its guidelines to include only such things as hiring an actress for a female role.

4. Department:

A Department is a unit of the Stevens Institute of Technology responsible for a specific field of activity.

5. Equal Employment Opportunity:

Equal Employment Opportunity means the right of all persons to work and advance on the basis of merit, fitness and potential.

6. Equal Employment Opportunity Commission (USEEOC):

EEOC is a Federal agency established by Congress to administer Title VII, ADEA & ADA and to assure equal treatment of all in employment and conditions of employment.

7. External Labor Area:

The geographical area from which an employer may reasonably be expected to recruit new workers. In a compliance sense, this total labor market has submarkets within it, comprised of persons with the requisite skills, experience, etc., to fill given jobs.

8. External Labor Market:

The work force within a labor area.

9. Disabled Person:

Disabled person means any person who (a) has a physical or mental impairment which substantially limits one or more major life activities, (b) has a record of such an impairment, or (3) is regarded as having such an impairment.

10. Minority Group:

Minority Group means a group of persons who, in the eyes of Congress and the courts, have historically borne the brunt of discriminatory practices, barred from participating in program activities, benefits or services because of their race, color, national origin or religion.

11.Office of Federal Contract Compliance (OFCC):

OFCC is a Federal Agency within the Department of Labor which requires employers receiving Federal contract funds to develop and implement results- oriented programs, which are monitored by an assigned Federal compliance agency.

12. Proportional Employment:

Proportional Employment means a goal of a work force which is directly proportionate to the qualified available work force in the appropriate recruiting area

13. Protected Class:

Those classes of persons whom the statute is designed to protect, e.g., Title VII of the Civil Rights Act of 1964 is designed to protect against discrimination on the basis of race, color, religion, sex and national origin, whereas Title VI of the same Act includes all of the Title VII classes except sex and religion; Title V of the Rehabilitation Act of 1973 applies solely to the disabled.

14. Qualified Handicapped Person:

With respect to employment, a Qualified Handicapped Person is one who, with or without reasonable accommodation, can perform the essential functions of the job in question.

15. Underutilization:

Underutilization means the use of employees in job categories which are below their capabilities, personal fitness and qualifications.

16.Work Force:

Work Force means all potential employees of the general geographical area normally recruited from for vacant positions.

Section VII. Definitions of Major Job Categories

1. Executive/Administrative/Managerial

Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments.

2. Professionals/Non-Faculty

Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge.

3. Technical/Paraprofessional

Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post- secondary school education or through equivalent on-the job training. Occupations in which workers perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience than normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept.

4. Protective Service Workers: (Security)

Occupations in which workers are entrusted with public safety, security and protection from destructive forces.

5. Office and Clerical:

Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and /or information and other paper work required in an office.

6. Skilled Crafts:

Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the job training and experience or through apprenticeship or other formal training programs.

7. Service/Maintenance:

Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property.

8. Faculty:

Occupations which require specialized and technical knowledge which is acquired through college training.

Section VIII. Ethnic Group Identification

Each employee in service must be identified by one racial or ethnic category made either by visual observation of the work force, or from any post-employment records, providing individual privacy is insured.

The concept of race as used by the EEOC does not denote clearcut scientific definitions of anthropological origins. The Guidelines of this plan are that an employee may be included in the group to which he or she appears to belong, identifies with, or is regarded in the community as belonging. In any case, no person should be counted in more than one race/ethnic category.

Although EEOC does not encourage direct inquiry of employees as a method of determining racial or ethnic identity, such methods may be used when they have been used in the past or when other methods are not practical, provided however, that their use does not result in discrimination.

The responsibility of collecting this data is with the employing agency. In accordance with EEOC guidelines, only the following group categories are to be used:

Definitions:

American Indian or Alaskan Native (Referred to as Native American in this Plan):


All persons having origins in any of the original peoples of North America, and who maintain cultural identification through tribal affiliation or community recognition.


Black (Not of Hispanic Origin):


All persons having origins in any of the Black racial groups of Africa.


Asian/Pacific Islander:


All persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands. This area includes, for example, China, Japan, Korea, the Philippine Islands and Samoa.


Hispanic:


All persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.


White:


All persons having origins in any of the original peoples of Europe, North Africa, the Middle East.

Section IX. Responsible Persons

Overall responsibility for ensuring implementation of any continued compliance with the Institute's Equal Opportunity and Affirmative Action policy is assigned to the Affirmative Action Officer. Under his/her guidance, the office of the Dean of the Faculty is involved in coordinating the compliance effort in the Academic Departments. The Office of Human Resources performs a parallel function in non-academic areas. A specific problem, or inquiry initially should be directed to one's own immediate supervisor before being brought to the Affirmative Action Officer. In any case where this practice is not suited to the situation, the employee is entitled to come directly to the Affirmative Action Officer, or any member of the Affirmative Action Committee.

The Affirmative Action Committee, appointed by President Raveche, meets on a regular basis to advise the Affirmative Action Officer in connection with both Equal Employment Opportunity and Affirmative Action aspects of the Institute's Policy.

Members of the Affirmative Action Committee



Katherine Connors Affirmative Action Officer	Human Resources 7th floor, Howe Center (201) 216-5124
Lynn Insley	Career Services Howe Center, 9th floor (201) 216-8927
Susan Levin	Department of Humanities Pierce 209 (201) 216-5396
Charles Suffel	Dean of Academic Administration Edwin A. Stevens Hall, 4th Floor (201) 216-8031
Erol Cesmebasi	Undergraduate Academics Howe Center, 10th floor (201) 216-5576
Edward Whittaker	Physics and Engineering Physics Burchard, 6th floor (201) 216-5707

Section X. Management Problem Areas

The following areas have been identified as barriers or potential barriers to Equal Employment Opportunity:


1. Lack of qualified minorities, women and disabled individuals in the labor force.

2. Lack of a written impartial procedure to handle charges of discrimination.

3. Prolonged recruitment, screening and selection process.

Each of these deficiencies is to be addressed by this Affirmative Action Plan.

Section XI. Actions to be Taken

The Affirmative Action Officer shall:


1. Have the responsibility for overall coordination and monitoring of equal employment opportunity within the Stevens institute of Technology.

2. Prepare and annually revise the Stevens Institute of Technology Affirmative Action Plan for employment. Annual revisions of the Plan will include a report on the overall status of the program, results achieved, and identification of problems.

3. Be responsible for the external dissemination of the Affirmative Action Policy.

4. Continuously monitor records for dismissals, terminations, layoffs, demotions, transfers, reclassifications, placements, promotions, recalls, underfills, special salary adjustments, shift differential and training at all levels to insure that a nondiscrimination policy is carried out.

5. Continuously maintain lists specifically including minority, women's and handicap groups.

6. Assist Department Directors in continuous efforts to actively recruit persons of minority groups, women and handicap.

7. Work jointly with the Office of Human Resources and Department Directors in conducting orientation in minority group communities and among women and handicapped and develop regular communications with minority neighborhoods and to assure that employment opportunity information is widely disseminated.

8. Analyze all aspects of the recruitment and selection process assuring that artificial barriers to hiring or promoting are eliminated.

9. Analyze and attempt to remove artificial barriers in job descriptions which may tend to discriminate.

10. Actively recruit minorities, handicapped and women to apply for classification which have been traditionally occupied by non-minorities, non-handicapped, men and vice versa.

11. Investigate discrimination complaints in accordance with the discrimination grievance procedure.

12. Prepare reports on the status and movement of employees by race, sec and handicap.

13. Continuously retrieve, research, determine value and share information that will be useful in this Stevens Institute of Technology Affirmative Action planning and programming.

14. Work jointly with the Office of Human Resources and Department Directors to develop training courses in the areas of Affirmative Action and cultural awareness.


The Office of Human Resources will make every effort to:


1. Fully utilize the State and Federal Grant Programs in conjunction with the establishment of a relationship with local and community based organizations, American Indian centers, veteran and women's organizations as a recruitment source to achieve these objectives.

2. Continuously update a system to discuss with the Affirmative Action Officers and Department Directors developments related to Equal Employment and Affirmative Action. Developments would include new laws, court decisions, administrative rulings as well as effective programs and responses to both the public and private sectors.


The Office of Human Resources shall:


1. Have the authority and responsibility to expand regular recruitment sources to minority and women's group, governmental agencies and organizations, schools, colleges, societies, training facilities, vocational rehabilitation, Bureau of Services to the Blind agencies, the aged, the handicapped, etc. who can provide recruitment assistance.

2. Have the authority and responsibility to expand regular recruitment sources to advertise job openings in newspapers, magazines, radio and television station medias, that have large audiences comprised of target groups.

3. Continuously review job announcements to insure that the wording does not imply inequality between men and women or exclude qualified handicapped or aged persons from competing. Examples: Managers in masculine terms only; requiring possession of a valid driver's license while driving a Stevens Institute of Technology vehicle is a legitimate requirement of the job.

4. Continuously review, update and construct all selection procedures to prevent discrimination.

5. At applicant request, the Office of Human Resources will continue to provide special testing arrangements to allow for the accommodation of applicants with disabilities.

6. Continue to establish, whenever possible, workable career ladders to permit advancement of capable lower level employees to positions of greater responsibility.

7. The Department Directors will assist the Affirmative Action Officers and the Office of Human Resources in planning, monitoring, and evaluating the Stevens Institute of Technology Afffirmative Action Program and in handling charges of discrimination from employees and applicants.

Section XII. Numerical Goals

The only effective way to implement an Affirmative Action Program, as with any other management objective, is through a system of reasonable goals. There is no conflict between a merit system and equal employment opportunity laws because each requires non-discrimination.

A quota is a system which requires the consideration of race, religion, sex, age, national origin or handicap in order to achieve a certain numerical work force balance. The Stevens Institute of Technology Affirmative Action Plan does not advocate or practice a quota system.

A goal, on the other hand, is a numerical objective fixed realistically in terms of the number of vacancies expected and the number of qualified applicants available to the relevant labor market. Thus, if through no fault of the employer, there are fewer vacancies than expected, the Stevens Institute of Technology Affirmative Action Plan is not subject to sanction because the Stevens Institute of Technology is not expected to meet the goal. Similarly, if every good faith effort has been demonstrated to include persons from the group which was underrepresented into the group being considered for selection, but those efforts have not resulted in a sufficient numbers to met the goal, the Stevens Institute of Technology Affirmative Action Plan is not subject to sanction.

Under a system of goals, therefore, an employer is never required to hire a person who does not have qualifications needed to perform the job successfully; and an employer is never required to hire such an unqualified person in preference to another applicant who is qualified; nor is an employer required to hire a less qualified person in preference to a better qualified person, provided that the qualifications used to make such relative judgments realistically measure the person's ability to do the job in question, or other jobs to which that person is likely to progress.

The terms "less qualified'' and "better qualified" are not intended to distinguish among persons who are substantially equally well qualified in terms of being able to perform the job successfully. Unlike quotas, therefore, which may call for a preference for the unqualified over the qualified, or of the less qualified over the better qualified to meet the numerical requirements, a goal recognizes that persons are to be judged on individual ability, and therefore is consistent with the principles of merit hiring.

Section XIII. Policy and Procedures on Filing Complaints

Any applicant for employment or an employee who believes that he or she has been discriminated against on the grounds of race, color, religion, sex, national origin, political affiliation, handicap or age or other non-merit factors in one of the processes such as hiring, promotion, classification, compensation, benefits, transfers, layoffs, returns from layoff, reinstatement, training and education, discipline, job assignments or performance evaluation, may file a formal complaint with the Dean of the Faculty or Office of Human Resources and the complaint will be processed for investigation. Employees/applicants will not be coerced, intimidated, interfered with, or discriminated against for filing a complaint or assisting in an investigation under these regulations.

Employees or applicants may file informal or formal complaints of discrimination . individuals registering informal complaints will be informed of their right to file a formal complaint; however, all efforts will be made to resolve the issue on an informal basis if the complainant wishes. Informal complaints may be registered with any member of the Affirmative Action Committee. The following procedural methods and time frames apply only to the handling of formal complaints.


1. All formal discrimination complaints must be in writing. They may be submitted to the Affirmative Action Officer, Katherine Connors, Human Resources, Howe Center, 7th Floor, (201) 216-5124.

2. Complaints are to be filed within fifteen working days of the occurrence of the alleged act of discrimination with the Affirmative Action Officer.

It is unlawful to retaliate or take reprisals in any way against an employee who has articulated a good faith concern about sexual harassment or discrimination against him or her or against another individual.

If complainant or Department desires a hearing, it must be requested, in writing, within 30 calendar days of the notice.


Procedures for Handling Affirmative Action Complaints

Stevens has an Affirmative Action Committee whose members have been trained to respond to complaints from any member of the Stevens community. Committee Members are listed in Affirmative Action Committee Members

If you believe that you have been subjected to any affirmative action discrimination, you are encouraged to act as follows:


1. Select the Affirmative Action Committee Member with whom you feel most comfortable discussing your situation. All Committee Members will adhere to a strict level of confidentiality. (Any Committee Member who is the subject of a complaint will not participate in that particular case).

2. The Committee Member will help you determine whether or not the problem can be handled informally. Informal avenues include a variety of approaches such as helping you talk with or write a letter asking the person to stop the harassing behaviors. Often an informal approach will stop the behavior to your satisfaction and the case can be closed without taking further action.

3. If an informal approach does not stop the problem, the situation will be handled formally. A minimum of two committee members will conduct an investigation into your complaint.

4. Within 30 days of your initial complaint, the investigation team will present its results to the Affirmative Action Committee for a hearing and determination. Both you and the accused will be present to answer any additional questions and/or make a statement. The committee will make a determination and recommend appropriate actions.

5. If all parties are satisfied with the findings and recommendations of the committee, a disposition form is forwarded to the Affirmative Action Officer for review and final determination.

6. If either party is dissatisfied with the committee's decision, an appeal can be filed within 14 days to the Affirmative Action Officer. The Officer can either determine if either party did not receive fair treatment and ask the Committee to review its findings, or determine that the Committee's suggested action was inappropriate and ask it to reconsider its suggested action. The Committee then meets again to either confirm or revise its original recommendations and forwards another disposition form to the Affirmative Action Officer for determination.

7. If still dissatisfied, either party may make a final appeal to the President after completion of the procedures above. At this stage, and advisor or legal counsel may be present. The President may either accept or reject the Committee's and/or Affirmative Action Officer's recommendations.


When the case is closed, whether it is handled informally or formally, the final disposition form will be kept by the Affirmative Action Officer. In so doing, any repeat offender can be tracked for future reference but no copy will be added to his/her personnel/student file.

The Affirmative Action Officer may establish additional, improve procedures for resolving complaints of discrimination based on race, color, religion, sex, national origin, political affiliation, age, handicap or other non-merit factors which may arise.

These procedures will provide special skills and attention needed to promptly handle the sensitive issues involved in allegations of discrimination. These procedures also will affirm the Affirmative Action Officer as the appropriate authority to resolve complaints of discrimination by Stevens Institute of Technology employees and applicants. However, the employee or applicant can file a complaint with the State Division on Civil Rights, the Equal Employment Opportunity Commission, and/or a court having jurisdiction at the same time, or subsequent to, the charge being filed internally.

Locations and telephone numbers including websites for the following agencies are:


• New Jersey Division on Civil Rights
  1100 Raymond Boulevard
  Room 400
  Newark, New Jersey 07102
  
  
• Equal Employment Opportunity Commission
  60 Park Place
  Room 301
  Newark, NJ 07102
  
  
• www.eeoc.gov
  
  
• EEO Rights
  
  
• American Association for Affirmative Action
  

Section XIV. Program Evaluation

The Affirmative Action Officer is responsible for the system of program evaluation. The prime resource tool in the evaluation process is statistics and the success of an Affirmative Action Program can best be measured numerically through quantitative analysis. The specific tools to be established and used for program evaluation shall be listed as part of this Plan as developed by the Affirmative Action Officer through its Committee and approved by the Stevens Institute of Technology. They will provide the basis for both quantitative and qualitative program evaluation.

Updated 7/19/2006