Policy 5010 includes a review of programs, the setting of goals, and the implementation of corrective employment procedures to increase the ratio of the aged, persons with disabilities, ethnic minorities, women, Vietnam veterans who are under-represented in the job classification in relation to the availability of such persons having requisite qualifications.
The District currently seeks to engage and attract diverse applicants by posting jobs locally and to K-12 Job Spot, which attracts applicants from all around the United States and to Worksource which is a partnership of state and local government agencies (including Employment Security), colleges and non-profit organizations that offer employment services for job seekers and businesses. Recruitment previously has also been done through attending job fairs in both Tacoma and Portland, which attract diverse candidates, but this last year those were canceled due to the pandemic. Through these fairs, we are able to identify and engage with diverse candidates and pass their resumes on to our principals, so the hope is we will be able to participate this year. To increase the district’s visibility, I speak twice a year to students at Washington State University. The district also works with Doug Asbjornsen from Troops to Teachers, and if an applicant identifies themselves as a veteran and meets the qualifications of the position, they are interviewed.
The goals of the Nondiscrimination and Affirmative Action plan are listed below with the district’s data below each category.
Male/Female Balance and Staff Goals
A. Administrators
Goal: To place females in administrative positions.
Objective: To place females in administrative positions as they become available which falls within the range of 50% men and/or women, without using preferential employment practices.
District
Administrators
3 Female
6 Male
B. Principals and Assistant Principals
Objective: To place females in principal and assistant principal positions as they occur and trained women are available, without using preferential employment practices.
Principals and Assistant Principals
4 Male
C. Teachers, Elementary or grades K-8
Goal: To provide each student with the opportunity to experience both male and female homeroom teachers during the primary as well as the intermediate grades.
Objective: To achieve a staff which falls within a range of 50% men and/or women in the primary as well as the intermediate grades at each school, without using preferential employment practices.
Teachers, Elementary or grades K-8
75 Female
20 Male
D. Teachers, Secondary or grades 9-12
Goal: To provide each student with the opportunity to experience both male and female staff in both curricular and extracurricular activities.
Objective: To maintain a staff which falls within a range of 50% men and/or women for classroom teachers and activity supervisors, without using preferential employment practices.
Teachers, Secondary or grades 9-12
19 Female
14 Male
Extracurricular Activity Supervisors
26 Female
41 Male
E. Support Staff - Certificated and Classified
Objective: To achieve a staff which falls within a range of 50% men and/or women, without using preferential employment practices.
District (Including KWRL Co-op)
Support Staff - Certificated and Classified
218 Female
72 Male
Ethnic Minority Balance and Staff Goals
Goal: To place ethnic minorities in administrative positions, without using preferential employment practices.
Objectives: To place ethnic minorities in administrative positions as they become available to progress toward the percentage of ethnic minorities in the current ethnic minority student enrollment.
Students
.329% American Indian/AK Native
.658% Asian/Pacific
.452% Black
22.410% Hispanic
71.998% White
4.153% Two or more races
11.1% American Indian/AK Native
11.1% Asian/Pacific
0 Black
0 Hispanic
77.8% White
Goal: To place ethnic minorities in principal positions.
Objectives: To place ethnic minorities in principal and assistant principal positions as they occur and trained applicants are available, without using preferential employment practices.
0 American Indian/AK Native
0 Asian/Pacific
14.3% Hispanic
85.7% White
C. Teachers: Elementary or grades K-8
Goal: To provide each student with the opportunity to experience ethnic minority homeroom teachers during the primary as well as the intermediate grades, without using preferential employment practices.
Objectives: To achieve a staff of primary and intermediate teachers in which the percentage of ethnic minorities is comparable to that of the current ethnic minority student enrollment.
.428% American Indian/AK Native
.795% Asian/Pacific
.306% Black
23.961% Hispanic
69.988% White
4.523% Two or more races
Teachers: Elementary or grades K-8
3.2% American Indian/AK Native
3.2% Asian/Pacific
5.2% Hispanic
88.4% White
D. Teachers: Secondary or grades 9-12
Goal: To provide each student with the opportunity to work with ethnic minority staff in both curricular and extracurricular activities.
Objectives: To achieve a staff of classroom teachers and activity supervisors in which the percentage of ethnic minorities is comparable to that of the current ethnic minority student enrollment, without using preferential employment practices.
.126% American Indian/AK Native
.377% Asian/Pacific
.754% Black
19.221% Hispanic
76.131% White
3.392% Two or more races
Teachers: Secondary or grades 9-12
2.9% Asian/Pacific
97.1% White
1.49% American Indian/AK Native
4.48% Asian/Pacific
2.99% Hispanic
91.04% White
Objectives: To achieve a staff of certificated and classified support staff in which the percentage of ethnic minorities is comparable to that of the current ethnic minority student enrollment, without using preferential employment practices.
0% American Indian/AK Native
2.42% Asian/Pacific
.35% Black
4.15% Hispanic
93.08% White
Aged Balance and Staff Goals
Goal: To identify administrative positions where age is not a barrier to performance.
Objective: To create opportunities for older prospective staff to work on a part-time basis when it would not deter the district’s operations.
B. Teachers
Goal: To provide opportunities for students to work with older staff in both curricular and extracurricular activities.
Objective: To create opportunities for older staff to work on a part-time basis in those situations where the staff member can serve as a role-model to the student or can share his/her breadth of experience.
C. Support Staff - Certificated and Classified
Goal: To identify positions in the district, either full-time or part-time, where age does not limit the performance of the prospective staff member.
Objective: To place prospective staff who desire to work in positions where they are able to meet the expectations and/or needs of the district.
District: Positions are filled based upon qualifications and the ability to do the essential duties with or without reasonable accommodations. We currently don’t have any positions in the district where age is a barrier to the performance of the prospective staff member.