Suggests how one might go about planning and implementing an affirmative action program, beginning with the assumption that a person knows little about affirmative action demands. (Editor)

The author suggests that anti-discrimination legislation can create reverse discrimination and enforcing agencies that exceed the intent of the law. (Editor)

In 1983 the Office of Affirmative Action and Compliance at the University of Wisconsin-Madison surveyed 300 randomly chosen employees to determine the number of disabled persons in its work force. The results are discussed and the survey is appended. (MLW)

The results of a survey of some universities in the Southern Region of the College and University Personnel Association to address the problem of affirmative action in temporary employment are discussed. Procedures for faculty, administrative, professional, and support staff are presented. (MLW)

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)

Data on current retrenchment policies and practices of comprehensive universities and colleges are reported and analyzed, including information on the existence of a retrenchment policy, retrenchment between 1974-75 and 1977-78, the retrenchment process, and the impact of retrenchment on affirmative action and employment rights and benefits. (MLW)

A successful affirmative action program requires coordinated effort throughout the institution. This article shares some of the benefits of experience with a three-year-old comprehensive program at Florida State University. (Editor/LBH)

A survey of 499 public two-year colleges in the U.S. to determine the status of minority and women faculty and administrators is described. Several points to assist institutions in improving their affirmative action status are offered. (MLW)

Despite substantial investment in affirmative action throughout higher education, the presence of minorities on faculty and professional staffs has not increased. No institutionwide effort will succeed if the chief executive does not wholeheartedly and continually support the effort. (MLW)

Data on current retrenchment policies and practices of liberal arts colleges are reported and analyzed, including information on the existence of a retrenchment policy, retrenchment between 1974-75 and 1977-78, the retrenchment process, and the impact of retrenchment on affirmative action and employment rights and benefits. (MLW)

Guidelines developed in brochure-form and distributed by the Affirmative Action Office at the University of Wisconsin-Stout are reviewed. They focus on interviewing women and minorities especially as an important part of personnel interrelations. Legal obligations and constraints are noted. (LBH)

Discusses implementation of an affirmative action plan from the standpoint of the personnel office, recommending centralization of the recruitment and selection process, education of the academic community, and enlistment of their involvement in rectifying their own practices. (JT)

The Director of Affirmative Action Programs, Georgetown University, outlines the kinds of personnel policy questions an institutional manager needs to consider and the items to be discussed and confirmed during on-site visits of Federal monitors. (Editor/JT)

The statistical methods used by courts and regulatory agencies to analyze data relating to equal employment and affirmative action are reviewed, along with suggested methods for colleges and universities to produce more meaningful Equal Employment Opportunity management documents. (MSE)

The impact of collective bargaining and EEO programs on the personnel officer in colleges and universities was studied in a mail survey of 300 full-time personnel officers. The possible consequences that impact may have for other groups within the institutions was also examined. (LBH)