PROGRAM FOR EXPERIENCED PRACTITIONERS
You have entered the registration site for the June 13, 2012 training on Program for Experienced Practitioners offered by the AAAA Professional Development and Training Institute.
TRAINING LOCATION AND TUITION:
Renaissance Washington, DC Downtown Hotel
999 Ninth Street NW
Washington, DC 20001
June 13, 2012
8:00 AM - 5:00 PM
Regular and Onsite Registration Tuition:
Registration: $395 for the 8 hour course
(Lunch is included)
Onsite Registration accepted if space remains available
The requisite experience for participation in the Senior CAAP training includes ten years of equal employment opportunity (EEO) experience in affirmative action planning, complaint investigations, EEO law enforcement including service at the OFCCP, Department of Justice and/or EEOC, or state and local agency EEO human resources or compliance activity. Also accepted is work as university or agency counsel where EEO issues were more than twenty percent of the workload, or practice as a labor and employment lawyer, affirmative action plan consultant, civil rights and other nonprofit organization professional where EEO was more than 20 percent of the workload. Employment as diversity managers, federal EEO investigators, disability employment coordinators or human resources professionals where EEO issues were more than twenty percent of the workload is also accepted. The ten years of experience should be recent or within the last 15 years.
After registration, participants are required to email their resumes or curriculum vitae to: email@example.com within 48 hours of registration. Individuals will be advised if their experience does not meet the requisite criteria. If registration occurs onsite, participants must bring their resumes. Certifications will be issued at the end of the training or within thirty days after the training once resumes or curricula vitae are reviewed.
Questions? Please contact the AAAA national office toll-free at 800-252-8952 for more information.
Experienced practitioners (those with 10 years or more relevant experience) will receive the new "Senior Certified Affirmative Action Professional" certification, which certification shall be valid for three years. The Sr. CAAP certification is subject to continuing education requirements described in the PDTI Catalogue.
AAAA has applied for Human Resources Certification Institute (HRCI) credit.
Completion of the course counts towards the Senior CAAP elective requirement (8 hours).
I. Opening Remarks: “Implementing the Principles of EEO/Affirmative Action”
Introductions and overview of the EEO regulatory landscape.
Presenter: Jo Bennett, Esq., Shareholder, Stevens & Lee; PDTI Chair
II. Contemporary Issues Facing Affirmative Action and /or Diversity Officers in the Workplace
Presenter: Marjorie Powell, J.D., Associate Vice President for Human Resource Services, University of Maryland, Baltimore
In some organizations (higher education, private sector, government) Affirmative Action/Equal Opportunity (EO) officers either report to the CEO (Presidents, Chancellors), Human Resources (HR) Provosts or Vice Presidents. There is a perception that unless you report to the CEO or President, AA officers are less effective. So, if that is a perception, is it true? Or does it matter? What are some effective strategies, including getting buy-in? Who is responsible for the implementation of the AAP? During this session, participants will explore establishing accountability for those responsible for implementing the affirmative action program no matter the reporting structure.
III. Implementing the Principles of EEO/Affirmative Action
Leveraging Qualitative and Quantitative Data to Enhance Diversity and Equity Initiatives
Presenter: Inderdeep Chatrath, Ph.D., Office for Institutional Diversity, Duke University
Affirmative Action/Equal Opportunity and Diversity officers continue to struggle with developing a sound rationale for diversity, to promote equity and to identify matrices to evaluate progress. In this era of information technology, accountability and changing national landscape, institutional data and a plethora of external information resources are not fully leveraged in making the business case for diversity.
During this session, participants will explore strategies to use qualitative and quantitative data to move beyond the typical compliance framework and to build an inclusive and diverse organizational culture. Insights and practical strategies will be offered for utilizing existing data and institutional documents to augment best practices in areas of recruitment, retention and in moving towards a more equitable work climate.
IV. Casting a Wider Net: Achieving a Thriving Culture through Diversity and inclusion Strategies
Presenter: Yvette A. Hyater-Adams, Diversity Consultant
In this highly interactive workshop, participants will scan their institutions’ readiness to leverage their EEO/AA program into a culture change process for diversity and inclusion (D&I). Learn how to use your influence to help cultivate the best conditions to build a successful strategy that meets your organization’s goals.
· Identify similarities and differences between their organizations’ culture and best practices for building diversity and inclusion strategies
· Analyze EEO/AA plans next to their organizations’ mission, vision and strategic plans
· Examine self-limiting beliefs that may block their ability to influence culture change
· Illustrate what transformational change for D&I could be possible for their organization
Marjorie L. Powell, J.D. is the Associate Vice President for Human Resource Services for the University of Maryland (UM) in Baltimore, a state public university composed of a medical center, professional and graduate schools, and research institutions. As the chief human resource officer for the university, Ms. Powell leads the creation of progams and opportunities to sustain a high caliber workforce in support of the university's instructional, research and public service missions. Ms. Powell is key to advancing the institution's commitment to diversity and plays an integral role to ensure the success of UM's highly interactive strategic planning process. The strategic process at UM engages faculty, staff, students, partners and communities to fulfill its goals as leaders in higher education, research, service and community engagement.
Before joining the University of Maryland, Ms. Powell fulfilled the role of Director of Affirmative Action Programs in the Office for Institutional Diversity, Equity and Affirmative Action at Georgetown University in Washington, D.C. Prior to her work at Georgetown, Ms. Powell served for nine years as the Director for Equal Opportunity, Policy Development and Analysis at Wayne State University in Detroit, Michigan. Marjorie has a BA in Sociology from Boston University and a Juris Doctorate from the Ohio State University Moritz College of Law.
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