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

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1 2017 Affirmative Action Plan EQUAL EMPLOYMENT OPPORTUNITY EXECUTIVE SUMMARY Prepared for Board of Trustees Based on Workforce as of 12/31/16 and Employment Activities from 01/01/16 to 12/31/16 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: By Division... 2 Total Workforce: By Functional Employee Band/Job Group.. 3 Progress Toward Goals... 4 Conclusion 7 1

3 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 Ferris State University (the University ) to provide equal employment opportunity to all employees and applicants for employment (Boardapproved Equal Opportunity and Non-Discrimination policy, Part 7). The Ferris State 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 provides leadership responsibility for reporting and monitoring compliance with the University s Equal Employment Opportunity (EEO) Policy. The annual report examines the University 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). Workforce by Division One feature of an Affirmative Action annual report is to examine the workforce according to the University s organizational structure. In addition, student employees have been added to this year s plan in order to comply with federal regulatory requirements for preparing affirmative action plans; 51.1% of the University s workforce is comprised of student employees. 2

4 12/31/16 Workforce* Females Minorities Divisions Total Employees* Total # Total % Total # Total % Academic Affairs % % Administration & Finance % % Executive % % General Counsel & Govt Relations % 0 0.0% Student Affairs % 7 7.2% University Advancement & Marketing % 3 7.7% Student Employees** % % TOTAL WORKFORCE 3538*** % % *As reported from Banner by HR. **Student employees are counted in 2017 for the first time, per regulatory requirements. ***Due to reporting requirements, 61 employees located at Kendall College of Arts and Design (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 University-wide was 53.1% The overall proportion of minority employees University-wide was 20.1% The Executive Division had the highest percentage of female employees (78.6%). A&F had the lowest percentage of female employees (45.4%). Not accounting for student employees, the Executive Division had the highest percentage of minority employees (21.4%). GRGC had the lowest percentage of minority employees (0%) student employees comprise 51.1% of the University s total workforce, of which 952 or 52.7% are female, and 558 or 30.9% 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 44 job groups and organizes analyses according to these job groups. This Executive Summary collapses these 44 job groups into four major functional employment bands: Executive / Administrative / Managerial; Faculty; Staff; and Student Employees. 3

5 Females Minorities 12/30/16 Workforce* Total Employees* Total # % Total # % Exec, Admin & Mgrs % % Faculty % % Staff % % Student Employees % % Total % % Observations Ferris major employee band sizes are approximately: Faculty at 24.9% of the total workforce; Staff at 19.8% of the total workforce; Executive/Administrative/Managerial at 4.2%; and Student Employees at 51.0% of the total workforce. The Executive/Administrative/Managerial job group included the highest percentage of women. The Student Employees job group included the lowest percentage of women. The Student Employees job group included the highest percentage of minorities. The Staff job group included the lowest percentage of minorities. Benchmarks The Female employment rate at Ferris (53.1%) is comparable with the National and State percentages of females employed at U.S. and Michigan four-year public universities; the Female employment rate (54.7%) of the Ferris 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 Ferris (39.4%), including an 11.1% faculty employment rate and a 5.4% staff employment rate, is overall greater than the National and State percentages of minorities employed at U.S. and Michigan four-year public universities; however, when the student employee job group is removed from the overall employment rate, the Ferris employment rate for both job bands is considerably less than the National and State averages in these categories. 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 1/1/17 and Placement Goals Analysis 4

6 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, the University achieved progress in employing and/or promoting females and/or minorities in several job groups, occurring at all levels of the University. 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, and Staff. Employment Activity Total Exec, Student Faculty Staff Adm, Mgr Employees Employed (1/1/17) % 4.2% 24.9% 19.8% 51.0% Hires* % 0.1% 13.8% 5.6% 80.5% Separations* % 5.0% 14.0% 81.0% 0.01% Promotions* % 0.0% 2.0% 98.0% 0.0% *For period from 01/01/16 to 12/31/16 5

7 Exec, Adm, Mgr Exec, Employment Activity Adm, Mgr Female Minority Employed (1/1/17) % 55.1% 9.5% Hires* % 50.0% 50.0% Separations* % 0.0% 18.2% Promotions* % 0.0% 0.0% *For period from 01/01/16 to 12/31/16 Faculty Employment Activity Faculty Female Minority Employed (1/1/17) % 54.7% 11.1% Hires* % 53.4% 8.8% Separations* % 31.3% 6.5% Promotions* % 100.0% 0.0% *For period from 01/01/16 to 12/31/16 Staff Employment Activity Staff Female Minority Employed (1/1/17) % 54.7% 5.4% Hires* % 54.2% 9.9% Separations* % 59.2% 9.2% Promotions* % 68.0% 0.0% *For period from 01/01/16 to 12/31/16 6

8 Student Employment Activity Student Employees Female Minority Employed (1/1/17) % 52.7% 30.9% Hires* % 53.8% 22.5% Separations* % 50.0% 50.0% Promotions* % 0.0% 0.0% *For period from 01/01/16 to 12/31/16 Observations: The 2016 hire rate of female faculty (53.4%) is less than the current employment rate for female faculty (54.7%) but exceeds the 2016 separation rate of female faculty (31.3%). The 2016 hire rate of female executives, administrators, and managers (50.0%) is less than the 2016 employment rate (55.1%) but exceeds the separation rate (0.0%) for that group. The 2016 hire rate of female staff (54.2%) is less than the 2016 employment rate (54.7%) and is less than the 2016 separation rate (59.2%) for this group. The 2016 hire rate of minority staff (9.9%) exceeds the 2016 employment rate (5.4%) and the 2016 separation rate (9.2%) for this group. The 2016 hire rate of minority executives, administrators, and managers (50.0%) exceeds the employment rate (9.5%) and the separation rate (18.2%) for this group. The 2016 hire rate of minority faculty (8.8%) is less than the 2016 employment rate (54.7%) but exceeds the 2016 separation rate of this group (6.5%). The 2016 hire rate of student employees (22.5%) is less than the 2016 employment rate (51.0%) and the separation rate of this group (50.0%). 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 attached covers plan year 2017; this Executive Summary provides snapshots of the University s 2016 workforce data solely in an effort to create benchmarks to aid the University in moving toward present and future goals related to Affirmative Action Planning and Implementation. 7

9 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. 8

10 Ferris State University Equal Employment Opportunity Executive Summary Appendix MJ_DMS v1 9