Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts

Overall, the representation of women among the entire faculty increased from 39.0% in 2009 to 39.8% in 2010. Among the tenure system faculty, the percentage of women increased from 34.7% in 2009 to 35.5% in 2010. The percentage of women non-tenure system faculty remained stable at 51.2% in 2010. The overall representation of minority faculty remained at 18.5% in 2010. The percentage of minority tenure system faculty increased slightly to 20.4% in 2010. The percentage of minorities among the non-tenure system faculty declined to 13.7% in 2010.

The following is an analysis of prior year goal accomplishment for the tenure system faculty; statistics for faculty placements are based on new hires to the tenure-track. A total of 37 tenure system faculty members were hired during academic year 2009-10. Women comprised 16 of these hires (43.2%), and 8 minority group members were hired (21.6%).

Affirmative action hiring goals for women were met in a number of areas for the tenure system faculty. Based upon the 2009-2010 Annual Percentage Goals for Faculty, there were 20 academic departments that had hiring goals for tenure system women faculty. Of these 20, 12 departments hired one or more new tenure system faculty members during 2009-10. Of these 12 departments, six hired at least one female faculty member. In the College of Humanities & Fine Arts, the Linguistics department hired one female faculty member, thus meeting their hiring goal. In the College of Social & Behavioral Sciences, women faculty were utilized in every department, thus there were no hiring goals for women. In the College of Natural Sciences, both the departments of Food Science and Veterinary & Animal Sciences met their hiring goals for women faculty. In the Isenberg School of Management, the hiring goal for women faculty was met in Accounting & Information Systems. The School of Public Health and Health Sciences had a hiring goal for women faculty in Nutrition; this goal was met. The College of Engineering had hiring goals for women in two departments (Civil & Environmental Engineering and Electrical & Computer Engineering); the goal in Electrical & Computer Engineering was met. In the School of Education, Student Development met its hiring goal for women.

Affirmative action hiring goals for tenure system minority faculty were met in a number of departments. Based upon the 2009-10 Annual Percentage Goals for Faculty, there were nine academic departments that had hiring goals for minority faculty. Of these nine, six departments made tenure system hires for academic year 2009-10. Of these six, one department met their hiring goal for minority faculty. In the College of Engineering, Electrical & Computer Engineering met its minority hiring goal.

The representation of women among the non-tenure track faculty stood at 51.2% in 2010. Due to the small numbers of non-tenure track faculty at the department level, these data are summarized by School or College. In 2009, women were fully utilized across the deaneries in non-tenure track faculty positions, except for the colleges of Natural Sciences & Mathematics and Engineering. In 2010, the College of Natural Sciences was utilized for women non-tenure track faculty. The College of Engineering remained underutilized for non-tenure system faculty women in 2010. In 2009, minorities were underutilized in non-tenure track positions in four deaneries (Management, Natural Resources & the Environment, Public Health & Health Sciences and Social & Behavioral Sciences). In 2010, Management, SBS and Public Health & Health Sciences remained underutilized for minorities. Additionally, Engineering and “Other” were underutilized for minority non-tenure system faculty in 2010.

The following is an analysis of prior year goal accomplishment for non-faculty employees. Placement information was obtained from the CAAMS history file, which includes hires, promotions, and transfers for non-hourly positions (half-time or greater). In the Executive, Administrative, and Managerial (EAM) Category, there were hiring goals this past year for women in EAM A (vice chancellors) and EAM B (deans and major division heads). One woman was hired in EAM A and two were promoted in EAM B; however, female hiring goals were not met in these areas. There were hiring goals this past year for minorities in the EAM C category. One minority was promoted into EAM C; EAM C was still underutilized for minorities in 2010. In the Professional/Non-Faculty category, there were four job groups with hiring goals for minorities (Administrative, Institutional Relations, Medical Care and Technical). The goal was met in the Administrative job group; this was no longer underutilized for minorities in 2010. The minority placement goals were not met in Institutional Relations, where minorities constituted 4.3% of placements. Placements were limited in Medical Care. Out of two placements in Medical Care, no minority placements occurred. Minority placement goals were met in Technical, where 12.8% of placements were minority employees. There were no hiring goals for women in the Professional/Non-Faculty area, as this entire job category was fully utilized for women in 2009.

There were placement goals for minorities in two job groups within the Secretarial/Clerical category: Secretaries/Clerks/Typists and Library. Placement goals were not achieved in Secretaries/Clerks/Typists, where 11.9% of the placements were made by minority employees. There were limited placements in the Library job group. Out of two placements, none went to a minority group member. There were no placement goals for women in the Secretarial/Clerical area, as all job groups here were fully utilized for women in 2009. There were placement goals for women in two job groups within the Technical/Paraprofessional category: Computer, Engineering & Related Technicians; and Fire & Safety Officers. There were no female placements into either of these job groups. There were placement goals for minorities in 3 job groups: Science & Other Technicians; Fire & Safety Officers; and Business & Related. Minority placement goals were met in Science & Other Technicians; one minority was hired and one was promoted. Fire & Safety Officers was no longer underutilized for minorities in 2010. There were no minority placements into the Business & Related job group during the prior year.

There were placement goals for women and minorities in three job groups within Skilled Crafts (Construction Trades, Non-Supervisory; Mechanics & Repairers, Non-Supervisory; and Skilled Crafts, Supervisors). Additionally, there was a placement goal for women in Plant & System Operations. These placement goals were not met. Within Service/Maintenance, there were placement goals for women in two job groups: Institutional Guards and Departmental Assistant. There were no placements into the Institutional Guard job group during the period. Departmental Assistant became utilized for women in 2010. Three job groups had a minority placement goal: Cleaning/Building Services, Supervisory; Food Preparation Services, Supervisory; and Departmental Assistant. The goal was met in two of these job groups (Food Preparation Services, Supervisory; and Departmental Assistant), and these job groups were no longer underutilized for minorities in 2010.

EMPLOYMENT PRACTICES
A summary of employment practices, including hiring, promotion, transfer, and termination activity, follows for the University workforce.

Hires
EAM and professional/non-faculty hires are normally made using a search committee and public announcement, including paid advertising, in the appropriate recruitment area. However, for professional/non-faculty hires at or below PSSAP level 25, the appointing authority may conduct a search without the use of a search committee. The decision to recruit campus-wide, locally, regionally, or nationally, depends on such factors as job title and salary range, advertising budget, and availability of an appropriate pool of qualified applicants. The EO&D Office approves waivers of the normal search process on a case-by-case basis, based on departmental need, length of appointment, union guidelines, and affirmative action considerations. Waivers of the search process for faculty appointments are generally granted for appointments necessitated by immediate demands due to over-enrollment, faculty exchanges, visiting faculty appointments, and part-time and temporary appointments. Refer to Search Procedures: Faculty & Professional Staff for more information (available at www.umass.edu/eod).

Between 4/1/09 and 3/31/10, 91 full-time EAM and professional/non-faculty positions were filled by searches; women filled 40 of these positions (44.0%), and 17 positions (18.7%) were filled by minority group members. Please refer to Table 11, Number and Characteristics of EAM and Professional/Non-Faculty Hires by University Job Group, 2009-2010. Eight part-time positions were filled by searches. Women filled four of these part-time positions, and three minority group members were hired.