| OYA - Affirmative Action Report |
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| Report Introduction |
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The Oregon Youth Authority (OYA) has developed this Plan to help bring about equal employment opportunities for all persons. The Plan commits the Agency to do more than practice nondiscrimination in employment. It includes a set of goals, policies and actions intended to ensure that women, people of color and persons with disabilities are equitably represented in OYA’s workforce.
This Plan covers the period from July 1, 2007 through June 30, 2009. The principal objectives of the AA Plan include:
- Reaffirming the Agency’s commitment to Equal Employment Opportunity and the principles of Affirmative Action;
- Indicating how the Plan and Policy will be disseminated both within the organization and externally;
- Assigning various levels of responsibilities to direct, manage and carry out the Agency’s Affirmative Action efforts;
- Establishing flexible long-range Affirmative Action goals to correct the underrepresentation of women, people of color and persons with disabilities in the Agency’s workforce;
- Taking Affirmative Action measures to overcome barriers where shown to exist;
- Identifying ongoing programs and procedures intended to ensure equal employment opportunity and maintain a work environment free of discrimination and harassment;
- Communicating the Agency’s policy of providing reasonable accommodations for qualified persons with disabilities; and
- Monitoring and regularly reporting to management on the implementation of Affirmative Action and progress being achieved regarding employment goals.
The “parity” percentages for women, people of color and persons with disabilities have been developed by the Governor’s Affirmative Action Office. They are intended to be flexible, long range targets which in most cases will not be achieved in a single year or even a biennium. What is important is that continued progress be made toward achievement of the goals.
Program areas shall develop more detailed implementation strategies which address issues specific to their organizational units. These strategies are made part of this Plan by reference.
Another important link to implementation is found in the managers’ Performance Plans, providing the basis for annual performance appraisals. Managers will be asked to prepare AA strategy plans which identify the specific activities for which the manager will be held accountable for in the areas of Affirmative Action and Diversity.
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| Workforce Analysis and Goals & Strategies |
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Click the following links for excerpts from OYA's Affirmative Action Report.
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| Related Policies |
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Equal Employment Opportunity and Affirmative Action |
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Disability and Reasonable Accommodation |
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Harassment-Free Workplace |
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Violence-Free Workplace |
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Job Rotations, Transfers, and Promotions |
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Exit Interviews |
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Agency Training Program |
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Staff Training |
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| Governor's Executive Orders |
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| For more information . . . |
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Copies of the Oregon Youth Authority's Affirmative Action Plan may be obtained by contacting OYA Employee Services at (503) 378-3448.
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