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State of Oregon BOARD OF PAROLE AND POST-PRISON SUPERVISION Affirmative Action Plan Biennium BOARD OF PAROLE AND POST-PRISON SUPERVISION AFFIRMATIVE ACTION PLAN BIENNIUM PAGE DESCRIPTION OF AGENCY 1 AFFIRMATIVE ACTION POLICY STATEMENTS Affirmative Action Plan Statement 1 Harassment in the Workplace Policy and Complaint Procedure 1 Persons with Disabilities Policy and Procedure 1 Employee Training and Education 2 RESPONSIBILITIES FOR IMPLEMENTATION Organizational Structure & Responsibilities for Plan Implementation 2 ORGANIZATION CHART Organization Chart 3 ACCOMPLISHMENTS, GOALS AND STRATEGIES Accomplishments Goals and Strategies 4 Affirmative Action Plan/Policy Revised DESCRIPTION OF AGENCY The Board of Parole and Post-Prison Supervision works in partnership with the Department of Corrections and local supervisory authorities to protect the public and reduce the risk of repeat criminal behavior. The board imposes prison terms and makes release decisions only on offenders whose criminal conduct occurred prior to November 1, The board sets conditions of supervision for all offenders being released from prison; imposes sanctions for violations of supervision; and determines whether discharge from parole supervision is compatible with public safety. Discharge from supervision for offenders sentenced under sentencing guidelines occurs automatically upon expiration of the statutory period of post-prison supervision. The board s decisions are based on applicable laws, victims interests, public safety and the recognized principles of offender behavioral change. The governor appoints the members for four-year terms and also appoints the chair and vice-chair. The full-time board was authorized in In 1975, the board was enlarged to five members, with the stipulation that at least one member must be a woman. The membership was reduced to three in AFFIRMATIVE ACTION POLICY STATEMENTS: EEO/AA POLICY STATEMENT/HARRASSMENT IN THE WORKPLACE POLICY AND COMPLAINT PROCEDURE The Board of Parole and Post-Prison Supervision is committed to a program of Affirmative Action for fair and equal opportunity regardless of race, creed, color, natural origin, sex, age, marital status, veteran status, or the presence of any sensory or physical disability. Board management actively works to create and promote a work environment that is free of sexual advances, sexual or racial harassment or discrimination of any type. It is the Board s policy to investigate any complaint alleging discrimination immediately and to take action to resolve the issue. The Board of Parole and Post-Prison Supervision acknowledges the right of a complainant to file formal charges with appropriate agencies, both state and federal. No employee will be retaliated and/or discriminated against in any manner because the person opposed discrimination or filed a complaint. PERSONS WITH DISABILITIES POLICY AND PROCEDURES The Board of Parole and Post-Prison Supervision is committed to a program of affirmative action and equal opportunity in all areas of employment, policies, and practices. The Board will make reasonable accommodations for those qualified individuals with sensory or physical disabilities to ensure their right to equal employment opportunities with the Board. These rights include: modification or adjustment to the recruitment and hiring process to allow consideration of qualified disabled individuals; modifications or adjustments to the work environment to allow for performance of the essential functions of the position; and modifications or adjustments to enable the employee with a disability the opportunity to enjoy other benefits and privileges of the position, which employees without disabilities enjoy. The Board is also committed to providing access to legally available services to all individuals. Requests for reasonable accommodations to access our services shall be reviewed by the Chairperson and the ADA Coordinator. When the request does not present an undue hardship on the agency, the accommodation will be made promptly to serve the person. If the request is denied because it would present an undue hardship, the reason for the denial will be documented. All requests will be responded to in a timely manner. The agency ADA Coordinator will retain all documentation on the requests. Any complaints of discrimination will be reported to the Chairperson for immediate investigation and action. EMPLOYEE TRAINING AND EDUCATION See Accomplishments, Goals and Strategies Goals and Strategies. RESPONSIBILITIES FOR IMPLEMENTATION ORGANIZATIONAL STRUCTURE AND RESPONSIBILITIES FOR PLAN IMPLEMENTATION The Board is committed to a policy and practice of nondiscrimination. As of August 2004, the Board s 15 FTE consists of three Board Members and 12 support staff, and includes women and minorities. Of the three Board member positions, which are appointed by the Governor, one is an African-American man, and one is a Caucasian women. The 9 Administrative Support positions are filled by women, with two minorities. The manager, as a part of their performance evaluation, is measured on affirmative action effort and compliance with the agency s policy. The Manager designates an agency affirmative action officer. ORGANIZATION CHART See page that follows. AGENCY 255 FTE ORGANIZATIONAL CHART (Legislatively Adopted Budget) PRIN EXEC/MGR G Z7012 SR 38x CHAIR MICHAEL WASHINGTON PRIN EXEC/MGR E Z7008 SR 33x BOARD MEMBER DARCEY BAKER PRIN EXEC/MGR E Z7008 SR 33x BOARD MEMBER CANDACE WHEELER PRIN EXEC/MGR D Z7006 SR 31x EXEC DIRECTOR AARON EAST IS 5 C1485 SR 26I USER SUPPORT SHAWN MILLER MANAGEMENT ASST. PEGGY BARBER HEARINGS OFFICER C1530 SR 25 HEARINGS OFFICER ERIC ROSENTRETER BOARD ACTION SPEC. TAMI JARNPORT HEARING SPEC. KIM GONZALES ORDER OF SUPV SPEC. NICOLE HARRIS OFFICE SPEC 2 C0104A SR 15 WARRANTS SPECIALIST KATHLEEN JE;SON OFFICE SPEC 1 C0103A SR 11 VICTIM SPEC. DEBBIE WOJCIECHOWSKI OFFICE SPEC 1 C0103A SR 11 RECEPTIONIST PAT ZIEGLER OFFICE ASST. 2 C0102A SR 9 RECORDS CLERK BETTY JO FOSTER REVOCATION SPECIALIST MICHELLE MOONEY ACCOMPLISHMENTS, GOALS AND STRATEGIES ACCOMPLISHMENTS Staffed with 15 employees including the three Board Members, as of August 2004, the Board has minorities and women represented in most EEO job categories utilized by the Agency. Overall, representation of women and minorities in the different EEO categories is good. Total representation by women is 64%, minorities is 21%, and disabilities is 7% GOALS AND STRATEGIES Recruitment The Board has very low turnover and limited hiring opportunities. The board is committed to fulfilling it s affirmative action requirements. For all position openings, it will aggressively recruit from protected class applicants with a goal of increasing employment of disabled and people of color. Applicants certified as severely disabled receive a copy of the position description, describing the essential functions of the position. Reasonable accommodations for persons with disabilities are made upon request. Training The Board encourages all staff to develop their skills in order to compete successfully for other career opportunities in and outside the agency. Board sponsorship for fees or tuition is allowed, as funds are available. There is also the option of receiving time off with pay in order to participate in training or of having a flexible work schedule in order to participate. The Board conducts staff trainings during monthly staff and board meetings. Policy Dissemination Agency policies, practices, and procedures are provided to all employees in the form of an Employee Handbook and through the electronic mail system. The handbook covers a wide range of topics designed for the employee new to state government. It is revised periodically to conform to Department of Administrative Services Personnel Rules and Policies, as well as current agency policies, practices, and procedures.
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