WAC
356-09-010 Affirmative action program--Purpose.
356-09-020 Affirmative action program--Equal employment opportunity policy statement.
356-09-030 Affirmative action program--Affirmative action plan--Elements.
356-09-040 Affirmative action program--Responsibilities--Department of personnel.
356-09-050 Affirmative action program--Testing.
WAC 356-09-010 Affirmative action program--Purpose. The purpose of this chapter is to ensure compliance by state agencies with the provisions of chapter 41.06 RCW and executive orders, which provide for affirmative action and equal employment opportunity in appointment, promotion, transfer, recruitment and career development; development and implementation of affirmative action goals, and monitoring progress toward achieving those goals.
[Statutory Authority: RCW 41.06.150. 99-05-043, § 356-09-010, filed 2/12/99, effective 4/1/99; 87-02-038 (Order 267), § 356-09-010, filed 1/2/87.]
WAC 356-09-020 Affirmative action program--Equal employment opportunity policy statement. Each agency head shall publish and endorse an equal employment opportunity policy statement that reflects the agency's policy of equal opportunity with respect to race, creed, color, national origin, sex, age, marital status, veteran status, sexual orientation, or the presence of any sensory, mental or physical disability. Other elements of the statement will be in accordance with the department of personnel affirmative action program guidelines.
[Statutory Authority: RCW 41.06.040 and 41.06.150. 91-20-033 (Order 387), § 356-09-020, filed 9/23/91, effective 11/1/91. Statutory Authority: RCW 41.06.150. 87-02-038 (Order 267), § 356-09-020, filed 1/2/87.]
WAC 356-09-030 Affirmative action program--Affirmative action plan--Elements. (1) Agencies that are required to maintain an affirmative action plan shall develop them in accordance with the department of personnel affirmative action program guidelines. Affirmative action plans will be submitted for review to the department of personnel.
(2) Affirmative action plan updates will be submitted annually to the department of personnel for review and approval in accordance with the department of personnel guidelines.
(3) Affirmative action plans must contain, but are not limited to the following elements:
(a) Equal employment opportunity/affirmative action policy statement endorsed by the agency head.
(b) Designation of responsibility for implementation and maintenance of the plan.
(c) Dissemination of plan and policy.
(d) Utilization analysis.
(e) Goals.
(f) Identification of problem areas.
(g) Action programs to achieve goals.
(h) Monitoring and reporting procedures.
[Statutory Authority: RCW 41.06.150. 99-05-043, § 356-09-030, filed 2/12/99, effective 4/1/99; 87-02-038 (Order 267), § 356-09-030, filed 1/2/87.]
WAC 356-09-040 Affirmative action program--Responsibilities--Department of personnel. The department of personnel is responsible for administering the state's affirmative action program and providing technical assistance to state agencies in the development and implementation of their affirmative action programs. In keeping with these responsibilities, the department of personnel will accomplish the following:
(1) Publish guidelines that will assist agencies in developing and implementing their affirmative action plan.
(2) Provide agencies with the data required to develop and implement affirmative action goals.
(3) Review agency affirmative action plans and equal employment opportunity policy statements for compliance with applicable merit system rules and established affirmative action guidelines, and recommend changes as appropriate.
(4) When plans and policy statements are in compliance, recommend them for approval to the governor's affirmative action policy committee.
(5) With the assistance of state agencies, initiate the recruitment of affected group members, including target recruitment when appropriate.
(6) Monitor items submitted to the director for possible negative effect on affirmative action.
(7) Monitor affected group participation in agencies' human resource development activities.
(8) Monitor agencies' progress in meeting goals and addressing problems identified in their affirmative action program.
[Statutory Authority: RCW 41.06.150. 04-15-018, § 356-09-040, filed 7/8/04, effective 8/8/04; 99-19-114, § 356-09-040, filed 9/21/99, effective 11/1/99; 99-05-043, § 356-09-040, filed 2/12/99, effective 4/1/99; 98-19-034, § 356-09-040, filed 9/10/98, effective 10/12/98; 87-02-038 (Order 267), § 356-09-040, filed 1/2/87.]
WAC 356-09-050 Affirmative action program--Testing. (1) The department of personnel will make reasonable accommodations for persons of disability who require such during test procedures.
(2) The department of personnel may test persons with disabilities, Vietnam Era veterans and disabled veterans, and persons age 40 and above after the closing date of the recruitment announcement, provided:
(a) A register exists for the class; and
(b) The employing agency or the state has not met affirmative action goals for the specific category for that class or job; and
(c) The category's representation in the state workforce is less than availability; and
(d) The applicant is a member of the category identified in (b) and (c) of this subsection, and met minimum qualifications at the time of application; and
(e) The applicant being examined has not been tested under the same recruitment announcement within the past thirty calendar days.
(f) The test may not be taken more than three times within a 12-month period unless the examination content has been substantially changed.
[Statutory Authority: RCW 41.06.150. 99-05-043, § 356-09-050, filed 2/12/99, effective 4/1/99. Statutory Authority: RCW 41.06.040 and 41.06.150. 91-20-034 (Order 388), § 356-09-050, filed 9/23/91, effective 11/1/91. Statutory Authority: RCW 41.06.150. 87-02-038 (Order 267), § 356-09-050, filed 1/2/87.]