Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts

Information on faculty hiring activity is presented in Table 12, Number and Characteristics of Faculty Hires by School or College, 2012-2013. From 4/1/12 - 3/31/13, a total of 93 full-time faculty were hired through the search process; an additional 5 part-time positions were searched. In 58 of the 93 full-time searches (62.4%), a woman was appointed; 21 minority group members (22.6%) were hired into full-time faculty positions through the search process. Four of the 5 part-time faculty members hired via the search process were women (80.0%). No minority group members were hired for a part-time faculty position filled through the search process during this time period.

Historical information on tenure system faculty hiring is presented in Table 13, Composition of Tenure System Faculty Hires, Academic Year 2003-04 to 2012-13 (p. 46). For each of the last ten years, the following information is provided: the total number of hires, the number (and percentage) of women hired, and the number and percentage of racial/ethnic minority group members hired. During Academic Year 2012-13, 54 new tenure system faculty members were hired. Of these, 34 (63.0%) were women, and 18 (33.3%) were members of a racial/ethnic minority group; this included 2 African American/Blacks, 1 Hispanic/Latino, 1 American Indian/Alaskan Native, and 14 of Asian heritage. Over the last decade, out of a total of 576 tenure system faculty hires, 268 (46.5%) were women, and 181 (31.4%) were members of a racial/ethnic minority group.

The Employment Office, a department within Human Resources, accepts applications from current classified employees and off-campus applicants, administers qualifying tests, and processes notices of position vacancies, including producing and distributing the "yellow sheet" for on-campus position announcements, and the "buff sheet" for off-campus recruitment in accordance with the collective bargaining agreements covering those employees. For off-campus applicants, the Employment Office forwards rosters of qualified applicants to the hiring official; the rosters are determined by a computerized matching of the requisite skills for the position as identified by the hiring official and applicant qualifications as self-identified by the applicants. On-campus applicants are referred according to union guidelines.

Collective bargaining agreements require that qualified internal applicants be considered before applications from external persons are evaluated, unless the position is underutilized for women or minorities and targeted by the EO&D Office for special consideration of qualified applicants from the underutilized group(s). When a position is targeted, applicant flow is altered so that applications from underutilized group members are considered before those of other applicants.

Table 14, Hire Rate and Determination of Adverse Impact, EAM, Faculty, and Professional/Non-Faculty Job Groups, 2012 - 2013 (p. 48) examines the selection rate for women and minorities among searches conducted for full-time EAM, faculty and professional/non-faculty positions. This table displays the total number of hires made, the total hire rate (number of applicants selected/total number of applicants), gender-specific hire rates, determination of adverse impact, (male rate vs. female rate), the non-minority hire rate, the minority hire rate, and determination of adverse impact (non-minority rate vs. minority rate). Evidence of adverse impact occurs when the protected class hire rate is less than 80% of the non-protected class hire rate. However, differences in selection rate may not constitute adverse impact where the differences are based on small numbers and are not statistically significant, or where special recruiting or other programs cause the pool of minority or female candidates to be atypical of the normal pool of applicants from that group (CFR 60-3.4 (D)). Therefore, in job groups where there was evidence of adverse impact, the shortfall between the actual number of female or minority hires and the expected number of these hires (based on the applicant pool composition) was calculated. If the shortfall was less than one person, this was also noted.