Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts

Table 9, Non-Faculty Utilization, Expected Placements, and Annual Percentage Goal, by University Job Group, 2010-2011 (pp. 36-37), provides a summary of utilization, expected placements, and the annual percentage goal for non-faculty job groups. The number of expected placements includes all hires, promotions and transfers of non-faculty employees that are projected to occur between 4/1/10 and 3/31/11. Student and hourly employees are not included. The annual percentage goal is equal to the protected group availability estimate, and is only displayed for underutilized job groups. Hiring officials and search chairs may use this information to assist them in evaluating the adequacy of applicant pools with respect to the representation of protected category applicants, and to monitor their placement activities.

Table 10, Faculty Utilization, Expected Hires, and Annual Percentage Goal, by Department/Program 2010-2011 (pp. 38-41), provides a summary of utilization, expected hires, and the annual percentage goal for hiring. The number of expected hires includes the total number of replacements and new positions to be filled during academic year 2010-11. For tenured/tenure-track faculty positions, the number of expected hires is based on preliminary search information for positions to begin in academic year 2010-11. For non-tenure track faculty, the number of expected hires is based on the number of termination that occurred in 2009-10. However, due to the fluctuations that occur in the hiring of non-tenure track faculty; this number is at best an approximation. The data for non-tenure system faculty is summarized by school or college. Annual percentage goals are displayed for underutilized groups only.

Department heads and/or search committee chairs will normally be informed by the EO&D Office when there are affirmative action goals for a position vacancy. For professional and faculty searches, information concerning availability and utilization statistics is sent by EO&D to the search chair or identified contact. One of the responsibilities of the search chair is to share this information with the search committee, and to instruct the committee to give full consideration to qualified women and minority candidates. For classified positions, vacancies in job groups where women or minorities are underrepresented can be targeted for special recruitment efforts. The department head or hiring authority will be notified via memorandum from the EO&D Office when a position is designated as an Affirmative Action Target Position. The purpose of the targeting process is to ensure that qualified women and minority candidates receive full consideration, in accordance with contractual agreements, for positions that fall within job groups that have been determined to be underutilized.