Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts

Table 9, Non-Faculty Utilization, Expected Placements, and Annual Percentage Goal, by University Job Group, 2013-2014 (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 4/1/13 and 3/31/14. 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 2013-2014 (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 2013-14. For tenured/tenure-track faculty positions, the number of expected hires is based on preliminary search information for positions to begin in academic year 2013-14. For non-tenure track faculty, the number of expected hires is based on the number of termination that occurred in 2012-13. 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.

Overall, the representation of women among the entire faculty increased from 41.1% in 2012 to 42.9% in 2013. Among the tenure system faculty, the percentage of women increased from 37.0% in 2012 to 38.5% in 2013. The percentage of women non-tenure system faculty increased to 52.4% in 2013. The overall representation of minority faculty decreased to 18.9% in 2013. The percentage of minority tenure system faculty increased to 22.2% in 2013, while the percentage of minorities among the non-tenure system faculty decreased to 11.8% in 2013.

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. Overall, a total of 54 tenure system faculty members were hired during academic year 2012-13. Women comprised 34 of these hires (63.0%), and 18 minority group members were hired (33.3%).

Affirmative action hiring goals for women were met in a number of areas for the tenure system faculty. Based upon the 2012-2013 Annual Percentage Goals for Faculty, there were 24 academic departments that had hiring goals for tenure system women faculty. Of these 24, 16 departments hired one or more new tenure system faculty members during 2012-13. Of these 16 departments, 12 (75.0%) hired a female faculty member. In the College of Humanities & Fine Arts, there were hiring goals for women in three departments (Languages, Literatures & Cultures; Linguistics, and Music & Dance); one or more female faculty members were hired in each of these departments. In the College of Social & Behavioral Sciences, the Communication met its hiring goal for women. In the College of Natural Sciences, three departments met their hiring goals for women faculty: Biology, Computer Science and Food Science. In the Isenberg School of Management, hiring goals for women faculty were met in three departments: Finance & Operation Management; Marketing; and Hospitality & Tourism Management. The School of Public Health and Health Sciences did not have any hiring goals from the previous year for women faculty; neither did the School of Nursing. In the College of Engineering, the hiring goal for female faculty was met in Civil & Environmental Engineering. In the College of Education, there were no hires in Student Development, which had a female hiring goal.

Affirmative action hiring goals for tenure system minority faculty were met in three departments. Based upon the 2012-13 Annual Percentage Goals for Faculty, there were 12 academic departments that had hiring goals for minority faculty. Of these 12, five departments made tenure system hires for academic year 2012-13. Of these five, three departments (60%) met their hiring goal for minority faculty. In Natural Sciences, Physics met its minority hiring goal. In Humanities & Fine Arts, Music & Dance met its minority hiring goal. In the Isenberg School of Management, Marketing met its minority hiring goal.

The representation of women among the non-tenure track faculty stood at 52.4% in 2013. Due to the small numbers of non-tenure track faculty at the department level, these data are summarized by School or College. In 2012, women in non-tenure track faculty positions were utilized across the deaneries, except for the College of Social & Behavioral Sciences (SBS) and the College of Engineering. Thus, only SBS and the Engineering had hiring goals for women non-tenure system faculty. Both the College of Engineering and SBS became utilized for non-tenure system faculty women in 2013; thus meeting their goals. In 2012, minorities were underutilized in non-tenure track positions in seven deaneries (Engineering, Management, Natural Sciences, Public Health & Health Sciences, Social & Behavioral Sciences, Nursing and Other). Social & Behavioral Science became utilized for minorities in 2013, thus meeting their minority hiring goal. Six deaneries remained underutilized for minorities in 2013.

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 (chancellor and vice chancellors) and EAM B (deans and major division heads). During the past year, one woman was promoted into EAM B. There were placement goals this past year for minorities in EAM B and EAM C (which includes associate and assistant deans and other executive level administrators). These goals were not met.

In the Professional/Non-Faculty category, there were three job groups with hiring goals for minorities (Institutional Relations, Medical Care, and Library Sciences). In Institutional Relations, one minority was hired. There were no minority placements in Medical Care or Library Sciences in 2013. There were no hiring goals for women in the Professional/Non-Faculty area, as this entire job category was fully utilized for women in 2012.

There were placement goals for minorities in one job group within the Secretarial/Clerical category (Administrative Support). One minority was hired, and 11 minorities were transferred or promoted in the Administrative Support area. There was one placement goal for women in the Secretarial/Clerical area, in the Sales job group. However, there were no placements into this job group during the past year.

There were placement goals for women in two job groups within the Technical/Paraprofessional category: Computer, Engineering & Related Technicians; and Fire & Safety Officers. One female was promoted into Computer, Engineering & Related Technicians. There were no female placements in the Fire & Safety Officers job group. There were placement goals for minorities in one job group: Science & Other Technicians. Minority placement goals were met in Science & Other Technicians; three minorities were hired and one was promoted.

There were placement goals for both women and minorities in two job groups within Skilled Crafts (Construction Trades, Non-Supervisory; and Skilled Crafts, Supervisors). Additionally, there was a placement goal for women in Plant & System Operations and a placement goal for minorities in Mechanics & Repairers, Non-Supervisory. These goals for women were not met. Minority placement goals were met in Skilled Crafts, Supervisory and a minority was promoted in Construction Trades, Non-Supervisory.

Within Service/Maintenance, there were placement goals for women and minorities in the Motor Vehicle Operators job group and the Parking Enforcement job group. Additionally, there was a placement goal for minorities in Cleaning/Building Services, Supervisory, and a goal for females in the Departmental Assistant job group. A minority was promoted in Motor Vehicle Operators, and a minority employee was promoted in Cleaning/Building Services, Supervisory.

Between 4/1/12 and 3/31/13, 149 full-time EAM and professional/non-faculty positions were filled by searches; women filled 86 of these positions (57.7%), and 22 positions (14.8%) 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, 2012-2013. Eight part-time positions were filled by searches. Women filled all 8 of these part-time positions, and 2 minority group members were hired.