Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts
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- Tenure Decisions 2009-10 TOTAL FEMALE MINORITY Positive 41 22 8 Negative 4 1 1 TOTAL 45 23 9
- Table 16 Promotions and Transfers in Non-Faculty Job Groups
Promotions and Transfers Each semester, the Office of Institutional Research and Planning reports to the University on the status of faculty employment using files from the human resources computer system. The Fall 2009 Faculty Positions Report indicated that there were 271 faculty on tenure track including 126 women (46.5%) and 89 minority group members (32.8%). During 2009-10, a total of 45 faculty were reviewed for tenure (see Section 4.9 of the Academic Personnel Policy, Doc. T76-081 for a discussion of eligibility requirements). Tenure decision outcomes were as follows: Tenure Decisions 2009-10 TOTAL FEMALE MINORITY Positive 41 22 8 Negative 4 1 1 TOTAL 45 23 9 Of the 41 faculty awarded tenure, 22 (53.7%) were women and 8 (19.5%) were racial/ethnic minority group members. Nineteen male faculty were awarded tenure, including 15 White males, and four Asian males. Of the 22 women awarded tenure, four were minority group members, including one Black, one Hispanic, and two Asians. Four faculty members were denied tenure in 2009-10; this included one woman and one minority group member. As of Fall 2009, there were 484 full professors at UMass Amherst. Of these, 126 were women (26.0%) and 55 (11.4%) were members of a minority group. Criteria for determining eligibility for promotion to the next faculty rank are contained in Section 4.6 of the Academic Personnel Policy, Doc. T76-081. During academic year 2009-10, 21 faculty members were promoted to the rank of full professor, including 6 women (28.6%), and 3 minority group members (14.3%). Thirty-five faculty members were promoted from the rank of assistant professor to associate professor, including 20 women (57.1%) and eight minority group members (22.9%). For EAM and professional staff, a promotion is defined as a bona fide change in duties and responsibilities which constitutes an advancement to a job with greater duties and responsibilities. For positions which fall under the Salary Administration Program, an increase in position level is requisite to a promotion. A transfer occurs when there is a change in primary department affiliation without a change in job title, or when there is a move from one job to another with equivalent duties and responsibilities. For classified staff, a promotion is defined as an appointment to a position of a higher job grade or to a professional position. A transfer is defined as a change in job title without a change in job grade or a change in primary departmental affiliation without a change in job title.
Summary statistics for promotions and transfers among non-faculty employees are contained in Table 16, Promotions and Transfers in Non-Faculty Job Groups, Selection of Protected Group Members, and Adverse Impact, 2009-2010 (p. 51). This information is obtained from the historical employee job information available on PeopleSoft and downloaded to CAAMS. The data contained in Table 16 represents a one year period (April 1, 2009 - March 31, 2010). Evidence of adverse impact in promotions and transfers occurs when the representation of protected class members falls below 80% of the availability estimate. Job group availability estimates are based on the composition of the feeder job groups within the university. For women, there was evidence of adverse impact for promotions and transfers in 14 job groups. For 9 of these job groups, the number of promotions and transfers that women received differed from the expected number (based on availability in feeder job groups) by less than a one-person shortfall and therefore did not constitute adverse impact. In five job groups (EAM D; Technical; Computer, Engineering & Related Technicians; Food Preparation & Services, Non-Supervisory; and Cleaning/Building Services, Non-Supervisory) the number of promotions and transfers that women received differed from the expected number by more than a one-person shortfall. For minorities, there was evidence of adverse impact in promotion and transfer in 18 job groups. For 15 of these job groups, the number of promotions and transfers that minorities received differed from the expected number (based on availability in feeder job groups) by less than a one-person shortfall and therefore did not constitute adverse impact. In three job groups (Administrative Professional; Administrative Support; and Food Preparation & Services, Non-Supervisory) the difference was more than a one-person shortfall. Directory: eod eod -> Econ of Disasters – Unit Introduction eod -> Navy explosive ordnance disposal program eod -> Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts Download 2.51 Mb. Share with your friends:
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