(1985). Oversight Hearing on the EEOC's Enforcement Policies. Hearing before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-Eighth Congress, Second Session (Washington, DC, December 14, 1984). According to its chairman, the Subcommittee on Employment Opportunities called the hearing in order "to gain some fuller understanding of the nature, scope, and purpose of the significant modifications of … policies, regulations, and guidelines" proposed by the Equal Opportunity Commission (EEOC), particularly as they affect enforcement. The booklet contains prepared and supplemental statements and materials from Barry Goldstein (assistant counsel, NAACP Legal Defense and Educational Fund), William Robinson (director, Lawyers' Committee for Civil Rights under Law), and Clarence Thomas (chairman, EEOC). Also included are letters to the Subcommittee chairman from Representative Cardiss Collins and from Helen C. Gonzales (associate counsel, Mexican American Legal Defense and Educational Fund). (CMG)… [PDF]
(1986). Career Patterns of Female Administrators in Public Schools. Women's representation in educational administration positions is inconsistent with the extent of their employment in education (and in management positions elsewhere.) Recent research by F. I. Ortiz reveals two distinct types of career patterns for female educational administrators: the specialist, supervisor, and elementary principalship path and the secondary principalship and superintendency path. The specific position held determines the career pattern the woman administrator will follow; similarly, pre-administrative career activities (teaching, coaching, counseling) influence movement into administrative careers. In this study, a self-response questionnaire was administered to a stratified sample of women administrators in Washington public schools. Career patterns were analyzed for all respondents and for each position category identified. Possible career contingencies were also reviewed and included educational background, district attitudes toward women's employment,…
(1984). Faculty/Staff Recruitment Report: Calendar Year 1983. This report presents the Austin Independent School District's (AISD) Affirmative Faculty/Staff Recruitment Plan 1983 evaluation findings. The plan has two long range goals: (1) to have male and female representation at all employment levels whenever possible; and (2) to attain ethnic percentages for all levels of the professional personnel population that approximately correspond to the ethnic percentages of the district's pupil enrollment. The report addresses: (1) ethnic distribution of AISD students and Texas students; (2) ethnic distribution of AISD employees and Texas employees; (3) ethnic distribution of the available labor market; (4) AISD recruitment and hiring efforts; and (5) current staffing patterns. Student overall ethnic percentages have changed little from 1982. Percentages of minority professionals and administrators have increased. AISD is getting closer to matching Black ethnic percentages, but is not close to matching Hispanic percentages. The percentages of Black… [PDF]
(1987). The Public Schools Contracts Law. Focus on School Law Series. New Jersey's Public Schools Contracts Law, enacted on June 2, 1977, places limits on the authority of local and regional boards of education to make purchases and to enter into contracts, agreements, or leases for supplies or services. This publication is designed to provide information and guidance that will assist boards of education in meeting legal requirements for contracts and in keeping abreast of pertinent developments in the law. The first five sections cover legal requirements governing the initial stages in negotiating a contract: advertising for bids, soliciting quotations, drawing up specifications and plans, bidding requirements, and the contract itself. The last five sections cover the following special cases: (1) school building repairs: supervision, inspection, condemnation, rejection; (2) sale of personal property; (3) set-aside programs for women and minority businesses; (4) joint purchasing agreements; and (5) miscellaneous provisions. Appended is a flowchart…
(1987). The Provost's Number One Priority. AAHE Bulletin, p8-10 Oct. By means of a humorous description of a series of meetings between a college provost and several faculty and staff members, this article illustrates the difficulties of determining what a university's highest priority should be, in the light of different and conflicting opinions and interests among the faculty. (KM)…
(1985). How to Sell Your Institution on EEO/Retention. Presidents and top-level administrators often need to hear more than the obvious reasons to maintain a commitment to retention programs, equal access, and equal opportunity. The most potent arguments center on appeals based on the costs of not having a well-managed program of equal educational opportunity, (e.g., litigation costs, tarnished image, recruitment impacts, and enrollment/revenue losses) and not implementing a student retention program (e.g., mission failure, negative public relations, and lost revenues). An awareness of the following strategies can promote the effective negotiation of changes on campus: (1) gaining administrative support by appealing to the \college purpose,\ illustrating the impact of student attrition, focusing on costs and student opinion, and highlighting marketing benefits; (2) establishing cooperation between academic and student affairs areas; (3) building faculty support by personalizing the approach, building \ownership\ into the programs, and… [PDF]
(1985). Statement of the Assistant Attorney General, Civil Rights Division before The Federalist Society Symposium on Equality and the Law. Comparable worth is a concept not merely alien but also inferior to the traditions of the American people. The thesis that jobs of "comparable worth" demand pay equivalency–at least as between male-dominated and female-dominated occupations–is unworthy of serious attention in both legal and economic terms. The consequences of accepting in the United States a system of compensation based on comparable worth would all be bad. The main criticisms of comparable worth are: (1) it is concerned neither with employment discrimination nor compensation discrimination but with the redistribution of wealth along gender lines; (2) it is difficult to determine how one would ascertain whether a certain job was comparable in value to another; (3) in an open economy individual compensation is determined not by the intrinsic societal value of the job but by the marketplace factors of supply and demand; (4) the wage gap between genders can be explained by factors other than gender-based… [PDF]
(1977). Impact of Variations in Subcounty Allocation Procedures on Title I ESEA Allocations to School Districts: Volume II of the Title I, ESEA, Subcounty Allocation Study. In this study, research focused upon four major areas: (1) the impact of variations in State allocation formulas; (2) the influence of district level hold harmless positions on the distribution of Title I funds to districts; (3) the impact of variations in the source or tabulation of poverty data used by States; and (4) the impact of the two tier system of allocating funds to counties on the basis of the statutory formula and then allocating county funds to districts on the basis of a possibly different formula. Data, which were collected at State, county and district levels are contained in numerous charts and tables. Districts and types of districts which would gain or lose funds under alternative allocation formulas and procedures are identified through statistical analysis. The impact of each research area is both summarized and discussed in detail. (WI)…
(1980). The Future of Blacks in the Recreation Profession. Qualified recreation professionals are abundant, particularly for administrative positions. However, many trained professionals have White, middle-class backgrounds which sometimes limit their understanding of the needs of low-income and minority neighborhoods. Blacks, women, and minorities can improve this situation if they can overcome economic and educational problems. They should look for employment in the commercial, industrial, private, voluntary, and religious sectors of recreation. Minority recreators must assume a greater responsibility for the quality of leisure services they provide. Good recreational planning will reduce the occurrence of crime as a leisure activity. Minority recreators must be prepared to meet future social and community needs. (CJ)…
(1978). Vocational Education Sex Equity Coordinators' Survey Results. In 1978, the Joint Task Force on Sex Equity established by the National Advisory Council on Vocational Education and the National Advisory Council on Women's Educational Programs surveyed all State Directors of Vocational Education to determine whether the Sex Equity Coordinators were being appointed and were functioning as specified by the law. The Joint Task Force proposed to use the survey information to assist the states in complying with the new sex equity requirements. Of the 51 questionnaires sent to the states and the District of Columbia, 50 were returned. The survey requested information about the Sex Equity Coordinators' functions, backgrounds, positions in administrative structures of the state departments of education, and operating budgets. The findings indicated that most states had adequately complied with the law in establishing and funding the position of Sex Equity Coordinator. The Coordinators' access to high level administrators varied, but 66% had high or…
(1974). Handbook for Commissions on the Status of Women. The Interstate Association of Commissions on the Status of Women has prepared this revised "Handbook for Commissions on the Status of Women" as a service to the growing number of Commissions across the country. Because both government and citizen groups are increasingly aware of the problems women face and are addressing them with new seriousness, the information contained in this handbook will have use and value to many other groups and individuals who join Commissions on the Status of Women in creating a more equitable, just society. This handbook is divided into the following parts: (1) Organization and Operation of a Commission; (2) Interstate Association of Commissions on the Status of Women; (3) Communication with the Public and Each Other; (4) Influencing the Legislative Process; (5) Public Hearings; (6) Surveys; (7) Reports; (8) Project Proposals; and (9) Conferences. (Author/JLL)…
(1975). Commissions on the Status of Women: A Progress Report. This progress report on the status of women presents: (1) the general background including structure (state, local, regional, and national), membership composition, and funding methods of such commissions; (2) general and special (Equal Rights Amendment, International Women's Year) program activities; and (3) lists of currently active state and local commissions (state, municipal and county.) (JLL)… [PDF]
(1978). A Fast-Track Late-Entry Program for Women in Engineering. The scarcity of women in engineering prompted the design of this program which moves eligible women into engineering with 12 months of intensive course work. Qualifications for entry included a college degree with emphasis in math or science, underemployed or employed in non-degree related work. Evaluation activities included program monitoring, score comparisons with regular students, staff interviews, and women self-concept measurements. Problems encountered were low self-concept, extreme competition, family and financial concerns, and student-staff conflicts. A longitudinal study is planned. (Author)…
(1974). Sex Discrimination Patterns in Educational Administration. This review focuses on women in educational administration as compared with men. Recognizing sex discrimination as an historical fact, the author begins by discussing some of the current psychological effects of cultural conditioning, examines the counselor role with high school seniors who express an interest in executive and organizational activities, and then turns to those problems encountered in admissions to college and in obtaining financial aid while pursuing the degree. Finally, she deals with the employment conditions existing after the earning of one or more advanced degrees and relating to recruitment, promotions, salary increases, tenure, and trends for the future. (Author/MLF)… [PDF]
(1976). Race and Sex Analysis of Students. This report provides an in-depth look at student enrollments as compiled for the College Plan of Compliance to Title VI of the Civil Rights Act of 1964. Data from the Mississippi Gulf Coast Junior College Student Enrollment History, 1973-1975, were utilized in analyzing race and sex of enrolled students during this period. Analysis revealed that while overall enrollment increased by 40.2%, minority enrollment increased by 53%. Greatest minority enrollment growth in numbers and percentages was in full-time freshmen students while the smallest growth occurred in the percentage of minority students enrolled in part-time academic, technical, and vocational programs. Percentages of females increased in almost all discrete categories utilized, from 38.1% to 42.6%. College-wide total full-time female enrollment increased from 42.1% to 43%; full-time freshmen decreased from 45.3% to 43.4%, and part-time increased from 30.8% to 41.9%. Information regarding the percentage of freshmen…