The Chancellor's Commitment To Equal Opportunity
Phillips Community College is committed to equal opportunity for all
people without regard to age, race, gender, national origin, disability,
religion, marital or parental status, veteran status, genetic
information or sexual orientation.
The college should be a place of work and study for students,
faculty, and staff, which is free of all forms of discrimination, sexual
intimidation and exploitation. Therefore, it is the policy of Phillips
Community College to prohibit discrimination of its students, faculty,
and staff and to make every effort to eliminate discrimination within
the college community.
Phillips Community College will make every effort to ensure that all
who seek employment are considered on the same basis, with no special
consideration given one applicant over another.
Phillips Community College is an equal opportunity institution with a
commitment to the following affirmative action plan:
PCCUA Affirmative Action Policy Statement
At the same time the college prohibits discriminatory practices, it
promotes equal opportunity through affirmative action.
Non-discriminatory affirmative action equal opportunity policies apply
to: recruitment, hiring, job classification and placement, work
conditions, promotional opportunities, demotions/transfers,
terminations, training, compensation, choice of contractors and
suppliers of goods and services, educational opportunities, disciplinary
action, recreational and social activities, use of facilities, and
college sponsored programs.
The college personnel office has been designated by the Chancellor to
administer the college's personnel management activities and to be
responsible for the implementation of the Affirmative Action Program to
investigate and resolve all allegations of discrimination on the basis
of race, age, gender, national origin, religion, disability, veteran
status, marital or parental status, genetic information and sexual
orientation. This individual will be directly responsible to the college
Chancellor for those portions of his/her duties related to EO/AA
Dissemination of Policy
The EO/AA Policy statement is included in the PCCUA policy manual,
employee handbook, and the college catalog. All staff members have
access to these publications.
The EO/AA policy will continue to be published periodically in the
newsletters, annual reports, catalogs, and brochures published by PCCUA.
Meetings will continue to be held as necessary with administrative
personnel and department heads to re-emphasize the intent of the policy
and individual responsibility for implementation of the policy.
An abbreviated EO/AA statement appears on the applications for
employment of professional personnel, faculty, and classified personnel.
Information in regard to the Equal Opportunity Program, progress
reports, promotions, and other items will continue to be included in
appropriate college publications.
Annually in January, the Chancellor will communicate via email the
college’s EO/AA Policy.
Recruiting sources which include local minority and women's agencies
are informed of the college's Equal Opportunity policy.
When PCCUA uses external recruiting sources, it will inform them of
this policy and its intent to seek out qualified applicants without
regard to age, race, gender, national origin, disability, religion,
marital or parental status, veteran status, genetic information or
The EO/AA clause appears in appropriate college publications.
A statement of PCCUA’s commitment to EO/AA is printed on all purchase
orders and is used to inform vendors and supplies of the policy.
In accordance with ACT 698 of 1991, the College established a
"Minority Purchasing Program" which supports the policy of the State of
Arkansas to promote equal opportunity, as well as economic development
in every sector. PCCUA is committed to utilizing minority businesses in
contracting to the maximum extent feasible. An annual procurement goal
of ten percent (10%) business with minority firms has been established
by PCCUA. PCCUA will, within the limits of state statutes and
regulations, pursue the award of a fair share of all contracts with
minority businesses and shall encourage and assist minority businesses
in the methods of doing business with this College.
Responsibilities for Implementation
The college's personnel office is designated as responsible for
implementing the affirmative action plan for the college and for
maintaining the EO/AA program in the areas of faculty, administrative,
professional and classified staff.
The Phillips Community College's personnel office will:
1. Continue to receive assistance in the achievement of the
responsibilities described in this section through the involvement of
the college's administrative offices and through their respective
faculty and staff.
2. Monitor the Affirmative Action Program in regard to compliance
with policy and internal and external communication procedures.
3. Evaluate the internal audit and recording system which will
indicate areas in need of remedial action; measure the effectiveness of
the Affirmative Action effort; and determine the degree to which faculty
goals and objectives have been attained.
4. Assist in the identification of problem areas of under-utilization
by developing separate availability analyses for women and minority
groups; conducting salary, promotion, and employment analyses; and
reviewing the qualifications of all faculty employees to ensure that
minorities and women are given full opportunities for promotion and/or
5. Monitor past standardization of procedures governing employment
practices in the college and assuring that the college's EO/AA program
policies are being followed by (a) insuring that the respective deans,
their division chairpersons, and other administrative staff understand
their responsibilities within the program; (b) insuring that the
respective deans and their division chairpersons and other
administrative staff understand that their work performance is being
evaluated on the basis of their EO/AA program efforts and results as
well as other criteria; and (c) conducting regular discussions with the
respective deans, their division chairpersons, and other administrative
staff relating to the Affirmative Action Plan.
6. Serve as a liaison between faculty employees and enforcement
7. Keep informed of the latest developments in the entire EO/AA area.
8. Audit periodically the recruitment, hiring, and promotion patterns
in order to remove the impediments to the attainment of the objectives
of the Affirmative Action program.
9. Conduct regular discussions with divisions of administration,
program directors, other administrative staff, and minority and women
employees to be certain that the college's EO/AA program policies are
being followed and insure that all administrative staff are directed to
take necessary action to prevent the harassment of any employees placed
in a job position through affirmative action efforts by employment,
transfer, and/or promotion.
10. Conduct availability studies for women and minorities separately
in the various divisional areas.
11. Submit an annual and five year minority report to Arkansas
Department of Higher Education, mandated by Act 1091 of 1999 (ACA
Work Force Utilization Analysis
College Referent Labor Area
Phillips Community College occasionally recruits qualified applicants
nationwide for academic and professional positions but the primary
target area includes: Arkansas, Mississippi, and Tennessee. The
classified personnel geographic service area is Phillips and Arkansas
County in Arkansas. These areas are considered as the referent labor
areas for statistical data.
Primary Activity Occupational Groups
Administrative - all persons whose assignments require primary
supervision of employees (and major responsibility for management of the
institution, or a customarily recognized department or subdivision
thereof). Assignments require the performance of work directly related
to management policies or general business operations of the institution
or department. Assignments in this category customarily and regularly
require the incumbent to exercise discretion and independent judgment,
and to direct the work of others. Reported in this category are all
officers holding such title as Chancellor, Vice Chancellor, Dean,
Director, or the equivalent.
NOTE: Supervisory personnel of the technical, clerical and
service/maintenance force are reported within the specific categories of
the personnel they supervise.
Faculty - all persons whose specific assignments customarily
are made for the purpose of conducting instruction or public service as
a principal activity (or activities).
Professional Staff (non-faculty) - all persons whose
assignments require either college graduation or comparable experience.
Included are all staff members with assignments requiring specialized
professional training who would not be reported under administrative,
faculty or classified staff.
Classified Staff - all persons whose assignments typically are
associated with job duties or functions necessary to operate
department(s). Included are personnel who are responsible for internal
and external communications, recording and retrieval of data and/or
information and other duties required, such as fiscal support
specialist, administrative specialist, computer support staff, financial
aid analyst, etc. Also included are library support staff who are not
recognized as librarians. Classified staff also includes those positions
who contribute to the upkeep and care of buildings, facilities or
grounds of the institutional property. Included are cafeteria workers,
institutional services, skilled tradesmen, etc.
Provisional Positions – all persons whose position is
supported by a grant secured through the college. These positions fall
under one of the following categories: faculty, professional or