Affirmative Action (Superseded by S99-124)
ACADEMIC AFFIRMATIVE ACTION
Academic Senate Policy #F84-124
At its meeting of November 20, 1984, the Academic Senate approved the following
Academic Affirmative Action Statement:
An Affirmative Action Policy for San Francisco State University was first issued
in September 1971, in conformity with federal legislation. Revisions were made
in 1975 and further revisions were made in 1983 to conform to the revised CSU
policy statement of 1980.
Federal law (Title VII of the Civil Rights Act of 1964 and Executive Orders
11246 and 11375) regarding employment for minority group members and women requires
that we initiate an effective Affirmative Action Program. San Francisco State
University has long had a commitment to non-discrimination, referred to as Equal
Opportunity Employment, which depended on good-faith efforts for enforcement.
It is now the policy of California State University adopted by the Board of
Trustees to go beyond the "non-discrimination" of Equal Opportunity and to encourage
positive efforts towards opportunities for employment and advancement of women,
members of minority groups, the disabled, disabled veterans, and veterans of
the Vietnam era. In accordance with this policy and federal guidelines, we have
set realistic Affirmative Action Program goals and have developed plans which
enable us to make substantial progress toward those goals; we maintain detailed
statistics by which to demonstrate such progress and complete a Federal Compliance
Report as required.
The concept of Affirmative Action Programs includes knowledge of where we are
now; goals for where we should be; and immediate, imaginative and sustained
efforts to devise recruitment, training and career advancement programs that
will result in wider representation of the above mentioned groups. It also requires
frequent evaluation and analysis to ensure that implementation of the plans
The Trustees of the CSU adopted this Policy Statement on Nondiscrimination
and Affirmative Action in 1980.
All personnel shall be hired in full compliance with Title VII of the Civil
Rights Act of 1964, on the basis of Executive Orders 11246 and 11375 and according
to the California State University Policy Statement of Nondiscrimination and
Affirmative Action in Employment and the 1983-86 Agreement of the California
Faculty Association and the California State University. The policy of CSU states
It is the policy of the CSU to provide equal employment opportunities to all
applicants and employees regardless of race, color, religion, national origin,
sex, sexual preference, marital status, pregnancy, age, disability, disabled
veterans or Vietnam era veterans status. Employment, retention and advancement
of employees shall be based on merit and be responsive to the needs of the CSU
for quality and excellence.
It is the policy of the CSU to promote employment opportunities for the following
groups thereafter referred to as affirmative action groups: women, members of
minority groups, the disabled, disabled veterans and veterans of the Vietnam
era. In accordance with Executive Order 11246, minority group members are defined
as Afro-Americans, Hispanic Americans, Native Americans, and Asian-Americans.
Executive Order 11375 added Women by amendment.
In addition, policies specific to SFSU are:
A. In selecting among candidates equally qualified for a particular position
in disciplines where there is an under-utilization of ethnic minorities and
women, the affirmative action candidate must be selected.
B. There shall be no blanket prohibition against employment of close relatives.
C. Compliance with the program will be measured by good-faith actions and
by the rate of progress towards our immediate and long-range affirmative action
goals. Failure by schools, divisions and departments to make satisfactory progress
will result in review and action by the Vice President for Academic Affairs
including restriction of faculty positions and other budgetary allocation.
D. The University supports the hiring of candidates who are qualified for
either the doctoral degree or its equivalency with the provision that the requisite
of either the doctoral or equivalency be met prior to the candidate receiving
tenure as stated in the Faculty Manual.
E. Each department will comply with the Universitys Affirmative Action
Program, to overcome the "under-utilization" of faculty (having fewer ethnic
minorities and women than would be expected as determined by the Affirmative
Statement of General Responsibilities
1. The President retains overall responsibility for affirmative action at
San Francisco State University.
2. The President is assisted by two Affirmative Action Committees, one for
non-academic employees and one for academic employees. If necessary, the President
can convene both committees as the joint Affirmative Action Committee or in
3. The President will use his/her best efforts to assure that resources
are available to administer the affirmative action program in a positive and
effective manner. The President will designate an individual as Affirmative
Action Coordinator who shall have responsibility for coordinating the affirmative
4. The AA Coordinator works with an Academic Affirmative Action Committee
(AAAC) and the Non-Academic Affirmative Action Committee (NAAAC) in conducting
reviews and making recommendations to the President. Among the Coordinators
functions are to:
A. Assist all colleges, departments and non-academic units in developing
Affirmative Action Programs;
B. Assist the departments and units in their active searches for candidates
from affirmative action groups;
C. Work closely with that person designated by the Vice President for Academic
Affairs to coordinate affirmative action activities in academic affairs;
D. In conjunction with the AAAC, make recommendations to the Vice President
for Academic Affairs regarding affirmative action compliance in hiring, retention,
tenure and promotion decisions;
E. Assist departments by the collection of ethnic minority and female availability
data to be used in establishing guidelines for utilization;
F. Collect, review, and maintain basic information, policies, and procedures
concerning ethnic background, sex, disability, job classification, salary level,
et cetera, for all employees; and provide meaningful analysis and dissemination
of such data;
G. Provide for counseling of employees and applicants who believe they have
been discriminated against because of race, color, religion, sex, disability,
or national origin to resolve informally the matters raised by them.
5. These Affirmative Action guidelines will be under periodic review by
the Affirmative Action Committees and the Affirmative Action Coordinator. Suggested
policy changes will be sent to the President for referral and consideration
by the appropriate individuals or organizations.
Responsibilities of the Academic Affirmative Action Committee
The SFSU goal is to achieve within each department and administrative unit
as a whole, a diverse, multi-racial faculty of both sexes capable of providing
for excellence in the education of its students and for the enrichment of the
University community. It is the responsibility of the Academic Affirmative Action
Committee (AAAC) in conjunction with the Affirmative Action (AA) Coordinator,
to monitor departmental efforts to comply with affirmative action regulations.
1. In order to comply with the Revised Executive Order #4, affirmative action
goals and programs must be established.
A. The AAAC, in conjunction with the AA Coordinator, reviews the written
report of affirmative action program goals set by each department and administrative
unit. Review is based on an analysis of current utilization in relation to availability
as determined by the Affirmative Action Coordinator, of minorities and women.
This analysis is made for all academic ranks and for tenure/tenure-track or
B. The AAAC, in conjunction with the AA Coordinator, reviews the progress
toward achievement of affirmative action goals set the preceding year by each
2. The AAAC ensures that a non-discriminatory hiring, retention, tenure
and promotion policy is followed.
- The AAAC will review hiring, retention, and tenure decisions to ensure that
they do not result in inadvertent discrimination
- The AAAC will review promotion decisions
3. The AAAC, in conjunction with the AA Coordinator, will investigate complaints
of those who feel that they have been discriminated against on the basis of
the Policy Statement on Nondiscrimination and Affirmative Action in hiring,
retention, tenure, and promotion decisions. Recommendations will be made to
the President via the AA Coordinator. Such investigations in no way replace
or substitute for the regularly established University grievance procedures,
which must be used in order to exhaust administrative remedies. Where the provisions
of this policy are in conflict with the Collective Bargaining Agreements reached
pursuant to Chapter 12 (commencing with Section 3560) of Division 4 of Title
1 of the Government Code, the Collective Bargaining Agreements shall take precedence.
4. The AAAC makes two reports annually.
A. In the fall of each year, the Committee presents an analysis to the President,
the Academic Senate, and the faculty of the progress toward achievement of affirmative
action goals on this campus for the preceding year, the preceding five years,
and the preceding ten years.
B. In the spring of each year, the Committee presents to the President and
the Academic Senate a report on its activities for the preceding year.
Responsibilities of Department Chairs
It is the responsibility of each department chair to:
1. Assure that the selection criteria for faculty positions realistically
reflect the knowledge, skills, abilities and experience necessary to perform
the job, and that the criteria do not artificially screen out affirmative action
2. Identify barriers to equal opportunity and eliminate illegal discrimination
in hiring, promotion and tenure and to make a good faith effort to alleviate
under-utilization of protected groups described earlier.
3. Provide opportunities for affirmative action groups to serve on committees,
and to participate on an equal basis with all other faculty in all the departments
4. Monitor the working conditions of all faculty to assure equity in space
allocation, class scheduling, and other assignments.
5. Assure that HRTP committee members, department staff, and coaching track
advisory committee members, involved in personnel actions comply with this policy
statement, and also with the Policy and Procedures for Recruiting and Hiring
Tenure-Track Faculty, and Policies and Procedures for the Employment of Lecturers.
6. Provide leadership in the implementation of affirmative action policies.
Responsibilities of Deans
It is the responsibility of each dean to:
1. Allocate available resources in an equitable manner to departments in
support of this policy.
2. Assure compliance by each department with provisions of all affirmative
action policies and procedures including timely submission of the required documentation
of compliance to appropriate sources.
3. Provide leadership in the implementation of affirmative action, and consider
the success in implementing affirmative action policies and procedures in the
evaluation of Department Chairs.
Procedures for and Implementation of Academic Affirmative Action Policies
The Academic Affirmative Action Committee shall work with the Affirmative Action
Coordinator and shall be advisory to the President. The Committee shall consist
of six faculty members: four members will be selected by the faculty and two
members will be appointed by the President. The terms, which will be staggered,
will be for two years.
1. In order to prepare its report, the AAAC evaluates the program goals
established and the progress toward achievement of these goals:
- The AAAC reviews written reports of utilization and goals for training,
hiring and promotion and advises as appropriate.
- At the beginning of the fall semester, the Affirmative Action coordinator
will prepare summaries of tenure/tenure-track and lecturer hires, termination,
tenure and promotion decisions.
2. In order to assure that the hiring process adheres to affirmative action
- The AA Coordinator either approves the search plan for tenure track candidates
or suggests modifications needed to assure non-discrimination. No formal search
for tenure track candidates can begin until the recruitment plan is approved.
- At the beginning of the fall semester, the AAAC will review a statistical
summary of all lecturer appointments. This review shall be included in their
3. In order to assure that the promotion process adheres to affirmative
action principles; the University Promotions Committee provides the AAAC a complete
statistical report including breakdown by sex, ethnicity and disability of its
4. The Associate Provost for Faculty Affairs routinely advises the AA Coordinator
of any terminations or non-re-appointment of women, minority, or disabled faculty
members in a tenured/tenure-track position.
5. Any complainant--or his/her representative--who feels s/he has been discriminated
against on the basis of a violation of the policy of Nondiscrimination and Affirmative
Action, as stated in the CSU Policy Statement, may file a written complaint
with the AAAC. This right shall be specified in the Faculty Manual for
all present faculty. In conjunction with the AA Coordinator, the AAAC evaluates
complaints and makes recommendations to the President within thirty days. The
AA Coordinator will inform the individual of his/her further rights.
Where the provisions of this policy are in conflict with the Collective
Bargaining Agreements reached pursuant to Chapter 12 (commencing with Section
3560) of Division 4 of Title 1 of the Government Code, the Collective Bargaining
Agreements shall take precedence.
*** APPROVED BY PRESIDENT WOO ON DECEMBER 10, 1984 ***