Kansas Department of Administration, Division of Personnel Services
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Affirmative Action Plan for Equal Employment Opportunity

The State Affirmative Action Plan for Equal Employment Opportunity is mandated by Kansas Executive Order 93-159. The Plan reaffirms the State of Kansas commitment to non-discrimination and equal employment opportunity through affirmative action to ensure equal treatment of applicants and employees without regard to race, color, national origin, ancestry, sex, age, religion or disability.

The goal of the Plan is to achieve a work force that includes a representation of qualified minorities, women and persons with disabilities that approximates their availability in the state resident work force.

The Plan:

  • Reiterates specific responsibilities of agency heads and other staff for the implementation of policy;

  • Incorporates guidance from the Equal Employment Opportunity Commission regarding voluntary affirmative action plans;

  • Uses analysis and occupational data from the Census of Population and Housing prepared by the U.S. Department of Commerce to estimate the availability of minorities and women with requisite skills;

  • Presents an analysis of the State work force and identifies EEO Categories where underutilization may be inferred. Each January and July a new analysis is prepared to reflect the work force distribution; and includes a summary of each agency's work force.


This Plan is revised every three years unless it becomes necessary to amend it earlier.

Elements of the Plan

Following is a synopsis of each element of the State Plan:

  • Statements of Commitment - Presents messages from the Governor and Secretary of Administration that reaffirm commitment to affirmative action and equal employment opportunity.

  • Objectives - States the policy intent of the Plan and the means by which the objectives will be achieved.

  • Assignment of Responsibilities - Identifies the persons responsible for implementing a viable program and summarizes their duties.

  • Dissemination of the Policy and Plan - Describes how and to whom the Policy and Plan will be distributed.

  • Program Analysis - Shows the composition of the State work force by race and sex.

  • State Action Items - Identifies the actions the Human Resource Management and Diversity Section of the Division of Personnel Services will take to facilitate the development and implementation of the State Plan and Agency Plans, and to achieve equal employment opportunity.

Technical Assistance and Guidance

To guide and assist agencies in implementing their plans, the staff of the Human Resource Management and Diversity Section of the Division of Personnel Services obtained and adapted information from various sources and compiled reference and resource materials.

  • Program Guidance - Provides guidance to agencies for writing a plan and provides advice on ways to effectively administer a plan. Additional information is available at the federal government Equal Employment Opportunity website: http://www.eeoc.gov

Board of Regents

Regents Institutions do not participate in the State Affirmative Action Plan for Equal Employment Opportunity. Instead, they are required to develop mandatory affirmative action plans based on their status as a government contractor.

About Agency Plans

Agency plans have two primary purposes:

1) to ensure all persons have an equal opportunity to be informed of and to compete for employment opportunities; and

2) to ensure that all employees have an equal opportunity to compete for promotional opportunities, receive training and enjoy the benefits and privileges of employment.

The plans may include realistic short and long term objectives, based on the agency's statistical analysis, for the employment of minorities, women and persons with disabilities in categories where they are being underutilized. They may also assign responsibility for actions to correct any problems with employment practices and may establish timetables to complete the actions.

The elements of an agency plan vary, depending on the size and status of the agency.


These plans will remain in effect for three fiscal years unless it becomes necessary to amend them earlier.