(1980). Presidential Search: A Guide to the Process of Selecting & Appointing College & University Presidents. Association of Governing Boards of Universities and Colleges A practical guide to the process of selecting and appointing new college presidents is presented, based on a literature reivew, questionnaire responses, and institutional case studies. The following nine steps in the process are examined: (1) establishing the machinery of search and selection; (2) organizing the committee; (3) formulating the criteria; (4) selecting the pool of candidates; (5) screening candidates; (6) interviewing candidates; (7) selecting top candidates; (8) appointing the president; and (9) final tasks. Specific concerns include: the choice of search and selection committee members, use of professional help, public information and recordkeeping, deriving presidential criteria from an appraisal of an institution's present condition and future prospects, issues to consider for private colleges and public four- and two-year colleges, legal requirements for presidential search committees, and filing a summary report. In addition to eight checklists for each step of…
(1984). AISD Assessment Center: 1983-84 Interim Report for the First Six Assessment Centers. Evaluation findings concerning six Austin Independent School District (AISD) Assessment Centers are presented. The report describes the AISD assessment center, summarizes the evaluation findings, and provides conclusions and recommendations. The AISD assessment center is one of seven components which make up the District's Administrative Leadership program. The other components are early identification, recruitment, screening, development, selection and placement, and evaluation. Issues addressed in this interim report include: size of pool of unassessed applicants, ethnicity of assessment center participants, new appointments and promotions among assessment center participants available in the administrative candidate bank, and the relationship between assessment center scores and administrator perceiver scores. Results indicated the size of the pool of unassessed applicants continued to grow. The ethnic distribution of participants was in agreement with the goals of the…
(1982). Sex Equity Resources for Idaho Schools. Revised November 1982. This handbook contains an annotated list of resources available from the Sex Equity project of the Idaho State Department of Education. The resources listed include materials dealing with career education, counseling, educational equity, employment, federal anti-discrimination laws, school subjects, non-sexist activities, athletics, sexism, and special education; teacher resources, including books, films, bibliographies, modules, and kits are also listed. The guide is divided into three sections: title index, subject index, and free material index. The first section contains the resources for loan listed alphabetically by title, along with author, source, date, format, and brief summary of the subject matter. The second section contains resources for loan listed according to subject matter. Each subject entry also indicates title and format. The third section lists the available free materials alphabetically by title and also indicates source, date and format. (JAC)…
(1988). Planning NAFE. Equal Opportunities for Ethnic Minorities. A Handbook for Senior LEA and College Managers and Training Agency Officers. This handbook is designed to be used by senior local education authority (LEA) and college managers and training officers responsible for the production of non-advanced further education (NAFE) development plans and annual programs in Great Britain. It focuses on key areas related to the provision of equality of opportunity for ethnic minorities. The guide begins with a brief introduction to four central issues and 12 areas for action (policy; priorities and resourcing; ethnic monitoring; consultation and needs analysis; marketing, access, and recruitment; course program; delivery mechanisms; progression; student support; evaluation and review; staffing and staff development; and ethos). A statement of principle is made about each. The statement of principle is followed by a list of indicators of application that gives possible sources of evidence that the principles are being applied in practice. A checklist is then provided to be used either to assess in more detail the extent to… [PDF]
(1979). Civil Rights in Maine. Proceedings of a consultation sponsored by the Maine Advisory Committee to the U.S. Commission on Civil Rights (Augusta, Maine, November 16-17, 1978). This publication records statements made by representatives of some 20 organizations at a Consultation on the Status of Civil Rights in Maine. Following the chairperson's introductory remarks, presentations on the following five sets of issues are offered: (1) general and multiple civil rights issues (the Maine Human Rights Commission, the Pine Tree Legal Assistance, Inc., and the Maine Division of Community Services); (2) racial, ethnic, and national origin discrimination issues, specifically the experiences of Blacks, Franco-Americans, and Native Americans in the State (the National Association for the Advancement of Colored People, the Central Maine Indian Association, the Association of Aroostook Indians, and a professor of sociology at the University of Southern Maine); (3) sex discrimination issues (the Maine Commission for Women, the National Organization for Women, the Maine Women's Lobby, the Maine Teachers Association, the Portland Family Crisis Shelter, and the American… [PDF]
(1982). Using Our Influence to Promote Equity in Leadership. Equal treatment of all candidates for administrative positions can be encouraged through the participation of professional consultants in the selection process and through careful career planning on the part of prospective administrators. The consultant's role in the selection process may include educating the board of education in the need for and values of equal treatment of applicants. Consultants should make their positions on equality clear and should actively seek qualified female and minority candidates, all the while maintaining professional integrity. Female and minority candidates can increase the likelihood that their candidacies will be considered by developing career "game plans" and using care in preparing themselves to fill the positions they seek. These preparations include selecting and staying in reputable graduate programs while following educational courses tailor-made to fit career aspirations, becoming knowledgeable concerning school finance, actively…
(1975). Discriminating Against Discrimination: Preferential Admissions and the DeFunis Case. This book deals with the lawsuit Marco De Funis filed against the University of Washington which brought about the first court decision bearing on the issue of the legality of preferential admission of minority students to American universities. Background of the problem of reverse discrimination is given in a historical review of the events that led De Funis to appeal to the courts. It is shown that factors other than paper records and test scores in college admissions are neither recent in origin nor limited to disadvantaged minority students. The background nature, and extent of nonracial departures from rank ordering in the admissions process is explored in order to understand the De Funis case. Recent trends and current opportunities for minority students in American higher education, with special attention to legal education is also examined in the book. This analysis sets the stage for a consideration of the legal and constitutional factors impinging upon the admissions…
(1977). The Regents of the University of California, Petitioner, vs. Allan Bakke, Respondent. On Writ of Certiorari to the Supreme Court of the State of California. Brief for Petitioner. A petition was brought by the Regents of the University of California against Allan Bakke, contending that the Davis campus medical school program is in compliance with constitutional law. The University's argument for the case is presented in this document. The history of racial discrimination in medical education is reviewed. The characteristics and purposes of special admissions programs designed to address racial inequalities are outlined. Evidence is presented to counter the charge that the Davis program resurrects the quota system. Relevant concerns in the utilization of racial criteria for remedial purposes in admissions are discussed. It is asserted that the criteria employed in the Davis medical school admissions policy do comply with the Equal Protection Clause of the U.S. Constitution. (GC)…
(1977). Ms. Administrator and the School Boards or Should School Boards Hire Lady Bosses?. Women account for 63 percent of the teaching force but only 8 percent of the total general administrative positions in downstate Illinois schools. Since 1950, women's presence in administrative positions has declined, especially in regard to the elementary principalship. Women administrators tend to be older, with more experience, and earn lower salaries than their male counterparts. When candidates for administrative positions are restricted to one sex, there is no way of knowing that the best person for the job will be selected. As part of responsible citizen behavior, school board members must take positive steps to ensure that Illinois schools are staffed by the most competent, qualified, and talented people. Selecting the administrators of Illinois schools is too important to be left to irrelevant factors like gender. (Author/MLF)…
(1978). Stalled at the Start: Government Action on Sex Bias in the Schools. Because officials in the Department of Health, Education, and Welfare (HEW) could not answer questions concerning the number of complaints about Title IX violations received, how the agency had resolved them, what kind of complaints were most common, how many school districts had stopped unfair practices as a result of HEW's intervention, how many people had been helped, and what HEW had done, independent of citizen complaint, to make sure the nation's school districts were obeying the law, the Project on Equal Education Rights conducted its own study. HEW's records on each complaint filed from the day of the law's enactment through October 1, 1976, were studied and interviews were conducted of HEW staffers; students, parents, and teachers who had filed charges; and school administrators whose districts had been charged with violations of the law. The results were disturbing–rules and policies that perpetuate unequal treatment of males and females are still going uncorrected….
(1977). Collective Bargaining Agreement Between University Of Delaware and American Association of University Professors, University of Delaware Chapter. The collective bargaining agreement between the University of Delaware and the University of Delaware Chapter of the American Assocation of University Professors (AAUP) is presented. Items covered in this agreement include: recognition of AAUP as the bargaining representative, AAUP membership, representatives, and privileges; grievance procedure; personnel benefits; nondiscrimination; faculty workload; and salaries. Also included is an article on the maintenance of university practices related to hours, sick leave, vacations, appointment, reappointment, promotion, tenure, dismissal, termination, suspension, evaluation, sabbatical leave and other items not specifically covered by the terms of the agreement. (SPG)…
(1982). Ordinary People Meet an Extraordinary Challenge. When St. Edward's University was awarded the College Assistance Migrant Program (CAMP) in 1972, it found that migrant high school students had the lowest educational achievement level and fewer educational opportunities, an overpowering litany of difficulties faced them upon entering college, and the federal and state system of financial aid worked to their detriment. Therefore, St. Edward's redefined admissions and academic standards based on new academic assessments; developed new teaching and learning strategies, programs, staffing patterns, and multi- cultural settings; and revised the financial aid form and timelines. Because of its experience with CAMP, the university questioned its admission criteria; replicated, with modifications, support programs for use with all students; changed its faculty, staff, and trustees composition to reflect the student body; became more conscientious about teaching and learning; and implemented a student peer and role model program to help…
(1978). The Bakke Decision and Graduate School Admissions: What Is Equitable?. The question of how graduate schools can include race as an admission criteria and give equitable treatment in admissions decisions is addressed by considering some aspects of the Graduate Record Examination (GRE) scores and the use and misuse of test scores in admissions procedures. The GRE is used in admissions procedures to prove an across-the-board measure of academic potential among all the applicants. If the GRE score plays a significant role in the admissions decision, equitable treatment requires that all applicants with equal academic potential have equal chances to be admitted. Although the Graduate Record Examination Board has cautioned against the use of any set score as a cut-off for a favorable admissions decision, some graduate schools and some departments use a cut-off number. Since performance on the GRE varies widely with the field of study, it is suggested that a field-conscious aspect to admissions decisions might be desirable. It is noted that GRE scores For… [PDF]
(1980). Erasing Sex Bias Through Staff Training: An Examination of Selected Factors. This document is part of a series designed to help counselors and counselor educators consider their knowledge of and attitudes toward the sex-limited status of women. This guide, written to help counselors increase their knowledge of and sensitivity to sex bias, presents a brief discussion of the issues relevant to counseling women and girls, including counselor bias, cultural expectations, occupational limitations, job level limitations, educational practices and role models, and women's attitudes about themselves. Each chapter contains a statement of the problem, a literature review, a commentary, recommendations for staff training, and references. Summaries of anti-discrimination laws pertinent to the eradication of sex bias are also given. (Author/NRB)… [PDF]
(1978). A Citizen's Guide to School Desegregation Law. These summaries of recent major court decisions related to school desegregation were prepared in an effort to be of assistance to nonlawyers. As an introduction, the workings of the United States judicial system are outlined, and an overview of school desegregation law since 1954 is provided. Recent decisions by the U.S. Supreme Court that set standards for desegregation cases in all Federal courts are explained. Noteworthy Federal cases in which the U.S. Supreme Court did not make significant rulings during the 1976-77 term are summarized. Some important cases that have arisen recently in the California State court system are discussed. Also provided are guidelines for locating texts of court decisions on desegregation. (Author/EB)… [PDF]