2017 Affirmative Action Plan EQUAL EMPLOYMENT OPPORTUNITY EXECUTIVE SUMMARY. Prepared for Board of Trustees

Transcription

1 2017 Affirmative Action Plan EQUAL EMPLOYMENT OPPORTUNITY EXECUTIVE SUMMARY Prepared for Board of Trustees Based on Workforce as of 1/1/17 and Employment Activities from 01/01/16 to 12/31/16 Kendall College of Art and Design of Ferris State University Big Rapids, Michigan Prepared by: Office of the General Counsel McKessy House

2 Ferris State University Table of Contents SECTION PAGE # Introduction... 2 Total Workforce. 2 Total Workforce: By Functional Employee Band/Job Group.. 3 Progress Toward Goals... 4 Conclusion 7 1

3 Kendall College of Art and Design of Ferris State University Equal Employment Opportunity (EEO) 2017 Executive Summary Workforce Date: 12/31/16 Employment Activities: 01/01/16 to 12/31/16 Introduction It is the policy of Kendall College of Art & Design ( KCAD ) and Ferris State University (collective, the University ) to provide equal employment opportunity to all employees and applicants for employment (Board-approved Equal Opportunity and Non-Discrimination policy, Part 7). The University Board of Trustees, President, and executive leadership are committed to equal employment opportunity and affirmative action efforts in compliance with Executive Order 11246, as amended; the Vietnam Era Veterans Readjustment Assistance Act, as amended; and Section 503 of the Federal Rehabilitation Act; as well as all applicable federal regulations. As a part of the University s Affirmative Action Program, an annual report examines workforce and employment activities based on race/ethnicity, color, religion sex, sexual orientation, gender identity, national origin, protected veteran status, and disability status and is prepared according to federal equal employment opportunity and affirmative action guidelines. This Executive Summary provides highlights from the Affirmative Action annual report. The Office of the General Counsel of Ferris State University provides leadership responsibility for reporting and monitoring compliance with the University s/kcad s Equal Employment Opportunity (EEO) Policy. The annual report examines the KCAD s employment activities within specified job groups. This Executive Summary presents results of the annual report analyses by broad employee groups (i.e., Executive/Administrative/Managerial, Faculty, and Staff). Total Workforce One feature of an Affirmative Action annual report is to examine the workforce according to organizational structure; however, KCAD s primary employee base is housed within academic programs and supportive centers, such as the Urban Institute for Contemporary Arts (UICA). In addition, student employees have been added to this year s plan in order to comply with regulatory requirements; 30.3% of KCAD s workforce is comprised of student employees. With these concepts in mind, this summary will analyze KCAD s total workforce while focusing upon broader analytical categories. 2

4 12/31/16 Workforce* Females Minorities Total Employees* Total # Total % Total # Total % TOTAL WORKFORCE 356** % % *As reported from Banner by HR. **Student employees are counted in 2017 for the first time, per regulatory requirements. Also, due to reporting requirements, 61 employees located at KCAD are listed under the University s primary Affirmative Action Plan because they report to employees located at the Big Rapids campus. Observations The overall proportion of female employees College-wide was 55.1% The overall proportion of minority employees College-wide was 9.3% 108 student employees comprise 30.3% of KCAD s total workforce, of which 59 or 54.6% are female, and 19 or 17.6% are non-white/minority employees. Workforce by Functional Employee Bands The table below outlines the same snapshot data according to major groups of employees by their functional alignment. The 2017 affirmative action plan lists 18 job groups and organizes analyses according to these job groups. This Executive Summary collapses these 18 job groups into four major functional employment bands: Executive / Administrative / Managerial; Faculty; Staff; and Student Employees. Females Minorities 12/30/16 Workforce Total Employees* Total # % Total # % Exec, Admin & Mgrs % % Faculty % 6 3.5% Staff % 5 9.8% Student Employees % % Total % % Observations KCAD s major employee band sizes are approximately: Faculty at 48.6% of the total workforce; Staff at 14.3% of the total workforce; Executive/Administrative/Managerial at 6.7% of the total workforce; and Student Employees at 30.3%. The Executive/Administrative/Managerial job group included the highest percentage of women. The Faculty job group included the lowest percentage of women. The Student Employee job group included the highest percentage of minorities. The Faculty job group included the lowest percentage of minorities. 3

5 Benchmarks The Female employment rate at KCAD (55.1%) is comparable with the National and State percentages of females employed at U.S. and Michigan four-year public universities; the Female employment rate (53.2%) of the KCAD faculty job group is also comparable with National and State percentages of females employed as instructional staff at U.S. and Michigan four-year public universities. In 2014, at Michigan four-year public universities, 54.3% of all staff and 41.2% of instructional staff were females. In 2014, at United States four-year public universities, 55.1% of all staff and 45.0% of instructional staff were females. (Source: 2014 Integrated Postsecondary Education Data System (IPEDS)) The Minority employment rate at KCAD (9.3%), including a 3.5% faculty employment rate, is less than the National and State percentages of minorities employed at U.S. and Michigan four-year public universities. In 2014 at Michigan four-year public universities, 19.3% of all staff and 21.2% of instructional staff were minorities. In 2014 at United States four-year public universities, 24.8% of all staff and 20.2% of instructional staff were minorities. (Source: 2014 Integrated Postsecondary Education Data System (IPEDS)) Progress Toward Goals Based on Starting Workforce of 01/01/17 and Placement Goals Analysis An important feature of the Annual Report for Affirmative Action is the analysis of prior year progress in relation to affirmative action goals. When developed in compliance with statutory and regulatory obligations, Affirmative Action Goals are not quotas. They establish benchmarks according to both internal and external estimated labor market availabilities for each job group. The Placement Goals Analysis and resulting AA Goals for faculty, administrators, and staff are based on national statistics of recently conferred degrees, 2010 Census, and the American Community Survey EEO tabulation of labor force statistics for related occupations within appropriate geographic regions. The Annual Report organizes Job Groups around federally established EEO categories and serve as the basis for this analysis. Definition of Progress Toward Goals: For job groups in which a Placement Goal was established at the beginning of the prior reporting period (01/01/16), progress toward a Job Group Placement Goal is achieved in a specific job group when: (1) there is an opportunity to hire or promote within a job group with a Placement Goal; and (2) a female and/or minority (Black/African American; Hispanic; Asian; American Indian/Alaskan Native; Native Hawaiian/Pacific Islander; or Two or More Races) was hired or promoted into that job group. During this 12-month reporting period, KCAD achieved progress in employing females and/or minorities in several job groups, occurring at all levels except 4

6 executives, administrators, and managers, which experienced no changes, according to the data. Observations by Functional Employee Bands Comparison of employment activities (applicants, hires, separations, promotions) across employee bands can provide general indicators of patterns and/or can suggest areas in which utilizing more concerted, potential good faith efforts to achieve desired patterns of attracting and retaining a diverse workforce exist. The tables below display employment activities according to employment bands: Executives, Administrators, and Managers; Faculty; Staff; and Student Employees. Employment Activity Total Exec, Student Faculty Staff Adm, Mgr Employees Employed (1/1/17) % 6.7% 48.6% 14.3% 30.4% Hires* % 0.0% 45.5% 17.4% 37.1% Separations* % 0.0% 28.6% 71.4% 0.0% Promotions* % 0.0% 50.0% 50.0% 0.0% Exec, Adm, Mgr Exec, Employment Activity Adm, Mgr Female Minority Employed (1/1/17) % 62.5% 12.5% Hires* % 0.0% 0.0% Separations* % 0.0% 0.0% Promotions* % 0.0% 0.0% Faculty Employment Activity Faculty Female Minority Employed (1/1/17) % 53.2% 3.5% Hires* % 47.7% 3.1% 5

7 Separations* % 50.0% 0.0% Promotions* % 0.0% 0.0% Staff Employment Activity Staff Female Minority Employed (1/1/17) % 56.9% 9.8% Hires* % 65.0% 15.0% Separations* % 50.0% 10.0% Promotions* % 100.0% 0.0% Student Employment Activity Student Employees Female Minority Employed (1/1/17) % 55.0% 17.4% Hires* % 63.3% 19.5% Separations* % 0.0% 0.0% Promotions* % 0.0% 0.0% Observations: The 2016 hire rate of female faculty (53.2%) is equivalent to the current employment rate for female faculty (53.2%). The 2016 hire rate of female staff (65.0%) exceeds the 2016 employment rate (56.9%) and the 2016 separation rate (50.0%) for this group. The 2016 hire rate of female student employees (63.3%) exceeds the 2016 employment rate (55.0%) and the 2016 separation rate (0.0%). The 2016 hire rate of minority staff (15.0%) is less than the 2016 employment rate (17.4%) but exceeds the 2016 separation rate (10.0%) for this group. The 2016 hire rate of minority faculty (3.1%) is less than the 2016 employment rate (3.5%) but exceeds the separation rate of this group (0.0%). 6

8 The 2016 hire rate of student employees (19.5%) exceeds the 2016 employment rate (17.4%) and the separation rate of this group (0.0%). Conclusion The workforce statistics presented in this Executive Summary are highlights from the Annual Report for Affirmative Action. Tracking workforce changes and noting trends in employment activities on the bases of race/ethnicity and sex are essential and legally required features of the University s Affirmative Action Plan. The Affirmative Action Plan hereto attached covers plan year 2017; this Executive Summary provides snapshots of KCAD s 2016 workforce data solely in an effort to create benchmarks to aid KCAD in moving toward present and future goals related to Affirmative Action Planning and Implementation. To that end, the Office of Equal Opportunity intends to nurture that implementation by continuing current and designing future initiatives aimed toward maintenance of preferred practices and expansion of efforts previously undertaken by this Office, including but not limited to the following: 1. Engagement in recruitment strategies that attract increasing numbers of highly qualified and richly diverse applicant pools for all openings. 2. Establishment of annual goals and continuation of campus-wide education related to strategies for good faith efforts geared toward meeting established goals. 3. Continued improvement in efficiency and effectiveness of annual reports on campus through education and outreach to hiring committees and divisions. 7

9 Kendall College of Art and Design of Ferris State University Equal Employment Opportunity Executive Summary Appendix MJ_DMS v1 8