(1987). Public Personnel Selection: Issues and Choice Points. Public Personnel Management, v16 n3 p243-57 Fall. The study explored the role of a written selection examination in defining composition of the work force while complying with legislative mandates. Results suggest two general choices exist with regard to personnel selection, (1) raw scores or (2) race and standardized scores. Agencies should consider social and legal implications. (Author/CH)…
(1987). Pay Equity: A Civil Rights Issue. Social Policy, v18 n1 p61-2 Sum. The market principle has not worked. Women have long performed work of equal demand as men, but have not been equally compensated for it. Consitutional law prohibits such wage inequities. Society's resources must be more equitably allocated to make up for and correct that unequal treatment. (PS)…
(1984). Budget as a Factor in the Institutionalization of Educational Opportunity Programs. Journal of Equal Educational Opportunity, v2 n1 p26-32 Fall. Examined (1) whether educational opportunity programs (EOP) designed for disadvantaged students were proactive or reactive in their responses to students' needs, (2) whether institutions \institutionalized\ this support by providing funds from the base budget, and (3) the degree of institutional funding before and after Federal monies were made available for EOP services. (Author/GC)…
(1985). Equal Pay: The Emerging Terrain. Journal of College and University Law, v12 n1 p41-60 Sum. Colleges and universities can employ several statutory defenses to alleged pay disparities and demonstrate that there are legitimate reasons for pay differentials. Several preventive strategies in response to the emerging legal terrain of equal pay litigation are suggested. (Author/MLW)…
(1976). Towards Equalizing Educational and Employment Opportunity. Journal of Educational Measurement, 13, 1, 77-88, Spr 76. The authors comment and provide an updated statement of their views on the four preceding articles which deal with the fair use of tests in educational and employment selection. (Author/DEP)…
(2003). Appearance and Reality in the Sunshine State: The Talented 20 Program in Florida. In 1999, Florida implemented the One Florida Initiative, a plan to end race-conscious decision making in employment, contracting, and higher education. The proposal for higher education was to replace race-conscious admissions with the Talented 20 Program, a policy that in theory would increase access for underrepresented students without considering race. This report discusses the history of the Talented 20 policy, compares popular descriptions of the plan to its actual structure, and examines whether the Talented 20 policy is as effective as suggested. Data come from interviews with key staff at five Florida State University System campuses and with state education and government agencies; review of public documents and statewide and institution specific data; and school data. To provide a complete picture of the circumstances in Florida, the report looks at the realities of the state's demographics and relevant school and higher education data showing the broad pattern of… [PDF]
(1982). Norway: Equality for Women. Western European Education, v14 n1-2 p25-26 Spr-Sum. Describes a Norwegian government program to improve the status of women throughout the educational system. A quota system has been established to increase female student participation in school and university training programs, where women have historically been underrepresented. The number of female elementary and secondary teachers and inspectors has grown. (AM)…
(1981). The Mathematics Filter. National Forum: Phi Kappa Phi Journal, v61 n4 p17-18 Fall. Of the several barriers to women in the professions–discrimination at entry level, limited opportunities for advanced study, limited advancement, role conflict, and role socialization–lack of motivation to persist in the study of mathematics and mathematics-related subjects is one that can be prevented and cured. (MLW)…
(1980). A Note on the Determination of "Acceptable" Performance in Thorndike's Standard of Fair Selection. Journal of Educational Measurement, v17 n3 p203-09 Fall. The determination of acceptable performance in Thorndike's constant ratio standard of fair selection is considered. It is shown that suitable choice of acceptable performance can make any minority-majority selection disparity consistent with Thorndike's standard. A rule for determining acceptable performance which avoids the Petersen-Novick paradox is proposed. (Author/RD)…
(1980). Retrenchment Policies and Practices: A Summary. Journal of the College and University Personnel Association, v31 n3-4 p136-47 Fall-Win. The data results and the findings on retrenchment for all of the four major Carnegie Classifications of institutions combined are summarized. Data on current retrenchment policies and practices were reported from 40 percent of the institutions participating in a College and University Personnel Association study. (MLW)…
(1981). The Problem of the Black Administrator. AGB Reports, v23 n1 p20-25 Jan-Feb. To get better minority representation in administration, several problems must be solved, starting with better access down below. Lingering racist attitudes must be overcome, and more effective training and orientation provided. The historically Black institutions have a key role to play. (Author/MLW)…
(1981). Blue-Collar Women. Personnel Journal, v60 n4 p279-82 Apr. Describes a model integration process whereby personnel managers can deal effectively with the accelerated movement of women into nontraditional blue-collar jobs. (SK)…
(1979). Higher Education and Equal Protection. University of Cincinnati Law Review, v48 n3 p738-53. While the Court reached the right result in "Bakke," the opinions rendered reveal no clear legal guidelines for dealing with reverse discrimination. Available from the Law Review, University of Cincinnati College of Law, Room 12, Taft Hall, Cincinnati, OH 45221; sc $4.00. (Author)…
(1979). "Bakke": Its Impact on Public Employment Discrimination. Employee Relations Law Journal, v4 n4 p471-84 Spr. As a result of the Bakke case, it may be expected that the use of inflexible goals and quotas based on racial preference will diminish, at least in those cases in which there has been no official finding of past discrimination. Available from Executive Enterprises Publications Co., Inc., 33 West 60th Street, New York, New York 10023; $48.00/year. (Author/IRT)…
(1976). A Model for Setting Realistic Numerical Goals for Hiring Minorities and Women in a State University System. Educational Planning, 3, 2, 30-38, Oct 76. Describes the first phase of a four-phase model. This phase is a simple interactive computer model for setting staff mix \target objectives.\ (Author/IRT)…