2.2 Administration

  1. In order to carry out the purposes of the policy, the Regents Equal Employment Opportunity Compliance Office has been established at the Lucas State Office Building, Des Moines, Iowa. The administration of the policy shall be the primary responsibility of the Regents Equal Employment Opportunity Compliance Officer (hereinafter called the Compliance Officer) under the general supervision of the Executive Secretary of the Board.
  2. Since the purpose of the policy is to open up opportunity for and eliminate discrimination against members of minority groups, the emphasis in the administration of the policy shall be to encourage improvement by contractors in their employment practices, while at the same time requiring compliance, so as to effectively provide equal opportunities in employment for all persons.
  3. An interinstitutional Committee on Equal Opportunity (hereinafter called the Committee) has also been established for the purpose of advising and otherwise assisting the Compliance Officer in carrying out his or her responsibilities. The Committee is further charged with providing coordination between the Compliance Office and the institutions.
  4. Compliance shall be determined by a comprehensive review and evaluation of a contractor's employment policies and practices and shall depend on an analysis of all relevant factors, including the following:
    1. The contractor's publicly stated and posted policy regarding equal opportunity employment.
    2. The contractor's external dealings with unions, employment agencies, newspapers, and other sources of employees.
    3. The methods by which and places where the contractor seeks to recruit employees.
    4. The contractor's use of tests and qualifications for positions which are job related and not culturally biased.
    5. Classification and compensation plans which apply equally to all employees.
    6. Training programs which provide minority group members with an equal opportunity to qualify for employment and advancement.
    7. The contractor's active support of local and national community action programs.
    8. The effectiveness of the contractor's affirmative action program as evidenced, in part, by the number or percentage of minority group employees employed at all levels, taking into account the geographical location of the contractor's work force.
  5. The judgment regarding compliance shall be favorable if it is determined that the contractor is working affirmatively toward extending opportunities for minority group persons and is not discriminating against such persons. Contractors must be able to demonstrate to the satisfaction of the Compliance Officer that their affirmative action program is productive.