Operations Division

The Operations Division continues its efforts to diversity not only the administrative arm of the division but all departments within. We have ensured that the necessary supervisory skills and senior level management training have occurred to allow sensitivity in both the hiring and employee management process. Our efforts to ensure due diligence in the Affirmative Action/EEO program include the following:

• Reviewing diversity statistics with department managers to ensure that the division meets or exceeds the baseline of 42% diversification for the fiscal year ending 2003
   
• Supporting promotions from within have allowed the hiring of the first female superintendent in the Physical Plant and the first African American foreman.
   
• New Employee Orientation continues to stress the importance of Equal Employment Opportunity. EEO laws are explained and discussed.
   
• Classes covering EEO/AA to educate or reemphasize the subject to supervisors and management are offered to employees on a continuing basis.
   
• One of the standing Physical Plant Goals and Objectives is to increase the female/minority populations within the underutilized areas. These are mainly in the crafts/trades areas and upper management position. This is tracked on a monthly basis to analyze how the efforts from the advertisements are working.
   
• Internal Survey: In alternating years, all Physical Plant employees are surveyed and one of the topics addressed is Diversity. Approximately the first week in September, the results are analyzed to determine whether additional training or special emphasis is needed in the Physical Plant. As soon as the results are received and analyzed, each subject is addressed.
   
• Employees are encouraged to seek out and attend classes for further education. Information is always kept on file for all employees regarding educational opportunities, including information on GED classes and testing.
   

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