Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts
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- Table 15 The Representation of Women and Minorities in Search Pools
- Promotions and Transfers
- Tenure Decisions 2012-13 TOTAL FEMALE MINORITY Positive 52 25 21 Negative 0 - - TOTAL 52 25 21
- Table 16 Promotions and Transfers in Non-Faculty Job Groups
Information on applicant pool representation of females and minorities in EAM and Professional/Non-faculty job groups is presented in Table 15, The Representation of Women and Minorities in Search Pools for EAM and Professional/Non-Faculty Positions, 2012-2013 (p. 49). An applicant pool analysis revealed that the representation of women in the pools fell below 80% of the corresponding availability estimate in six of the 10 job groups in which searches for full-time positions were conducted (EAM B, EAM C, EAM D, Institutional Relations, Research/Post Doctorates and Technical). Representation of minority group applicants in the pools fell below 80% of the corresponding availability estimate in five of the 10 job groups (EAM C, EAM D, Education/Training, Institutional Relations and Library Sciences). As part of the search process, applicant pool diversity is evaluated by the appointing authority. If the pool approximates the availability estimates, the search will go forward. If the pool does not approximate the available workforce, the appointing official will contact the EO&D Office to discuss how to proceed. 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 2012 Faculty Positions Report indicated that there were 277 faculty on tenure track including 139 women (50.2%) and 93 minority group members (33.6%). During 2012-13, a total of 52 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 2012-13 TOTAL FEMALE MINORITY Positive 52 25 21 Negative 0 - - TOTAL 52 25 21 Of the 52 faculty awarded tenure, 25 (48.1%) were women and 21 (40.4%) were racial/ethnic minority group members. Twenty-seven male faculty were awarded tenure, including 15 White males, 6 Hispanic/Latino males, 5 Asian males, and one male of unknown racial/ethnic heritage. Of the 25 women awarded tenure, ten were minority group members, including two Hispanic/Latino females, 3 Asian females and 5 Black/African American females. As of Fall 2012, there were 513 full professors at UMass Amherst. Of these, 136 were women (26.5%) and 72 (14.0%) 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 2012-13, 24 faculty members were promoted to the rank of full professor, including 7 women (29.2%); none of these individuals were racial/ethnic minority group members. Forty-three faculty members were promoted from the rank of assistant professor to associate professor, including 21 women (48.8%) and 20 minority group members (46.5%). 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, 2012-2013 (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, 2012 - March 31, 2013). 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 11 job groups. For 8 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 three job groups (EAM B; Technical; 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 17 job groups. For 16 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 one job group (Education/Training) the difference met the one-person threshold. 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 1.35 Mb. Share with your friends:
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