4 College Responsibilities

Each college will develop an affirmative action program predicated on local campus and community needs and characteristics, and in compliance with the general requirements stipulated in this policy. (BTM,1970,12-28,014,__)

Each College and University Center will appoint a campus affirmative action program coordinator. The individual designated shall be a senior college official who reports directly to the President and has sufficient authority to ensure that the college program is effectively carried out. Where contract activity, particularly in the construction area, warrants, it may be appropriate to supplement this appointment by designating two assistant coordinators, one for construction and other contracts and the other for administrative staff, faculty members and other college employees. (BTM,1970,12-28,014,__)

The advisory committee mechanism should be appropriately utilized as a means of securing community participation and support. Where the amount of construction activity is significant, an advisory group should be formed with representation from prime contractors, the construction trades, other unions, the building contractors' association, community representatives and college representatives. Similarly, an advisory group with composition appropriate to its purposes should be established to provide advice and assistance in connection with college personnel policies. (BTM,1970,12-28,014,__)

Colleges will review their personnel policies and practices with a view toward effecting such changes as are necessary to implement an effective affirmative action program. The college affirmative action program policy will be appropriately disseminated through campus publications and manuals, posters, recruitment advertisements and other suitable media. Recruitment efforts should emphasize sources of employees in the concerned categories. Thus, it is to be noted that it is not sufficient for the college to identify a minority group member as a potential employee. It is equally essential that such individuals be given a full opportunity to compete for jobs. Similarly, training and promotion policies and practices should be linked with a view toward providing improved advancement opportunities for the groups and categories in question. (BTM,1970,12-28,014,__)

There shall be established at the University affirmative action human rights procedures for the purpose of providing an internal grievance mechanism for individuals who have been denied employment by the University or any one of its units, and who complain that such denial was a result of discrimination on the basis of race, creed, color, national origin, sex or age. The use of age refers to the statutory definition of age in New York City and New York State. (CPM,1973,01-08,p001)