Agenda Item: 4E Board of Trustees April 17, 2003 Issue: UNF Equity Plan Proposed action: Approval Background information: The Equity Accountability Program was enacted in 1992 by the Florida Legislature requiring the establishment of a program to increase the number of women and minorities in three different job groups: senior-level administrative positions, academic administrative positions, and ranked faculty positions. Section 1012.95(4) Florida Statutes mandates: The State Board of Education shall submit an annual equity progress report to the President of the Senate and the Speaker of the House of Representatives on or before August 1 of each year. Section 1001.74(22) mandates: Each board of trustees shall conduct an annual evaluation of the president in accordance with rules of the State Board of Education and submit such evaluations to the State Board of Education for review. The evaluation must address the achievement of the performance goals established by the accountability process implemented pursuant to s. 1008.46 and the performance of the president in achieving the annual and long-term goals and objectives established in the institution's employment equity accountability program implemented pursuant to s.1012.95. (Emphasis added) The Equity Accountability Program requires the following: Submission of an annual Equity Accountability Plan (EAP) report by April 1 of each year from the University President to the State Board of Education (SBOE), Division of Colleges and Universities. (This year a draft will be submitted by April 1, with the final report being submitted by May 1.)
The University Board of Trustees must approve the final Plan prior to submission to the State Board of Education. This action has been recommended by the Educational Policy Committee. The Equity Accountability Plan contains the following components: 1) A Progress Report detailing improvements made in achieving diversity goals in the prior year (2001-2002). 2) An EAP Update for the current year (2002-2003) which sets goals for the next academic year (2003-2004). A statistical analysis identifying underrepresentation in the three job groups targeted in the report is provided to respective managers for review prior to setting goals. The annual Update also includes the strategies to be used to attain goals and the monitoring mechanisms to ensure achievement of the Plan. Strategies and monitoring mechanisms may be modified as required. 3) A Budgetary Incentive Plan to support the achievement of EAP goals. Attachments: The narrative components of the Plan which include Annual Assessment, Monitoring Mechanisms, Strategies to Be Used to Attain Goals, and the Performance Review Process are attached for further information.
EQUITY ACCOUNTABILITY PROGRAM 3/25/03 ANNUAL ASSESSMENT At the conclusion of the Equity Accountability Program year, the President will review and evaluate the achievement of goals and strategies used to attain them. I. The following measures will be utilized in the review and evaluation: A. Statistical analyses of met and unmet goals. B. Degree and extent of utilization of the strategies. C. Effectiveness of strategies measured by resources utilized. II. Review and modification of the Plan will be based on data from the Progress Report, an assessment of the effectiveness of strategies used, the development of new strategies, if necessary, and the setting of new goals. MONITORING MECHANISMS President: will review the analysis of recruitment results and annual Progress Report submitted by the Director of Equal Opportunity Programs. will meet with the appropriate vice president to discuss the annual Progress Report and the achievement of goal(s). will review the strategies to be used to attain goals and will recommend additional strategies for goal achievement. will include respective outcomes in the vice president s annual performance appraisal. Director of Equal Opportunity Programs: will review the annual Progress Report to determine the achievement of goal(s). will provide the President with the annual Progress Report and an analysis of recruitment results.
Appropriate Vice Presidents: will disseminate established goals to appropriate administrators who will be held accountable for the accomplishment of the goal(s). will require appropriate administrator to identify strategies which will be implemented and steps which will be taken to achieve goal(s). will require the accountable administrator to establish a timetable for each step to be taken in achieving goal(s). I. Searches: STRATEGIES TO BE USED TO ATTAIN GOALS All Vice Presidents, Deans, and Chairpersons shall: A. Conduct aggressive searches for qualified females and minorities. B. Include minorities and females on all search committees. C. Ensure that search committees utilize approved search and screen procedures and consider valid job-related criteria in screening applicants. D. Ensure that all appropriate advertising media are utilized. The Director of Equal Opportunity Programs shall: A. Identify and notify departments of advertised vacancies that are part of an underutilized group. B. Ensure that minorities and females are represented in applicant pools on a basis commensurate with their availability in the labor market. C. Establish a computerized vita bank for women and minorities and advertise its availability. II Tenure and Promotion: The Academic Vice President, Deans, and Chairpersons shall: A. Identify all tenure-earning faculty eligible to apply for tenure. B. Review annual tenure appraisals to ensure ongoing progress.
C. Ensure that guidelines to the tenure process are properly implemented and adhered to. D. Encourage faculty eligible for tenure to use the experience and advice of their colleagues in building their dossiers. E. Assure that Faculty Development dollars are made available to support instructional activities, research and scholarship processes, publishing endeavors and grant-seeking activities. F. Follow outstanding minority and female graduates of the doctoral program to encourage them to apply for assistant professor vacancies after completion of their doctorates. [College of Education] III. Professional Development: All Vice Presidents, Deans, and Chairpersons shall provide various incentives and/or allocate resources, contingent upon funding, for professional development opportunities. PERFORMANCE REVIEW PROCESS Each responsible administrator s performance review will include the Equity Accountability Program goals achievement. Administrators will be evaluated based on the following criteria: I. A demonstrated commitment to the Equity Accountability Plan as evidenced by: Appropriate planning and implementation of recruitment and/or promotion strategies. Providing guidance and leadership to the search and screen committees to assure effective minority and female recruitment. A review of the criteria used by the administrator in the final selection of a candidate. II III. The fulfillment of established goals. Increases in minority and female representation in areas not specifically cited as underutilized and in areas not specifically targeted in this report.
SUMMARY STATEMENT The University of North Florida s Equity Accountability Plan outlines the goals and strategies to be implemented to redress underutilization in senior-level A&P administrative positions, academic administrative positions, and ranked faculty positions. In categories where underutilization is identified, specific goals have been set in some cases and strategies outlined for the achievement of goals. The President and vice presidents, together with the Director of Equal Opportunity Programs will have responsibility for implementing the monitoring mechanisms to ensure achievement of the Plan. At the close of the Equity Accountability Plan year, the President and her senior level staff will review and evaluate the achievement of goals and modify the Plan as required. The University of North Florida affirms its commitment to affirmative action / equal opportunity and to the intent and purpose of the Equity Accountability Plan.
MEMORANDUM DATE: March 31, 2003 TO: VIA: FROM: SUBJECT: Dr. R. E. LeMon, Acting Chancellor Office for Planning, Budgeting, and Policy Analysis Ms. Martha Fields Chief of Information Resource Systems Data Support Services Malvelina P. Monell, Director University Equal Opportunity Programs 2002-2003 Equity Accountability Plan Update (Draft Report) In response to your memorandum of March 3, 2003, I am enclosing the University s 2002-2003 Equity Accountability Plan Update together with the Budget Incentive Plan. In the event you have any questions regarding the above, I can be reached at Suncom 861-2507 or (904) 620-2507. MPM/clb/dko Attachments c: Dr. A. David Kline Dr. Joann N. Campbell Dr. Henry J. Camp Dr. Pamela S. Chally Dr. Neil Coulter Dr. Katherine M. Kasten Dr. Richard S. Powell Dr. Earle Traynham Dr. Mark Workman
UNIVERSITY OF NORTH FLORIDA EQUITY ACCOUNTABILITY PLAN Purpose The University of North Florida s Equity Accountability Plan has been developed to ensure the University s compliance with Florida Statutes, Section 240.2011 requiring the establishment of a program to increase the number of women and minorities in senior level administrative positions, academic administrative positions, and ranked faculty positions. This Plan establishes specific annual goals for minorities and females to redress the identified underutilized categories. It outlines implementation strategies, monitoring mechanisms, the performance review process, and the criteria for evaluation of administrators. The University of North Florida is committed to the intent and purpose of the Equity Accountability Program and has developed this Plan to ensure that qualified women and minorities are recruited, hired and promoted. It is the University s intent to hold appropriate administrators accountable for the achievement of established goals and to allocate resources consistent with their attainment. 2
2003-04 Goals and Strategies The University did not set goals for EAP Plan Year 2002-2003 due to a hiring freeze. I. Senior Level A&P Administrative Positions A. Utilization Status: Hispanics - Underutilized by 2 A. Goal 1: To hire minorities to increase representation at this level. II Academic Administrative Positions Directors: A. Utilization Status: Hispanics - Underutilized by 1 B. Goal: 0 The Division is not hiring at this level. Deans: A. Utilization Status: No underutilization reported B. Goal: None Chairpersons: A. Utilization Status: Females - Underutilized by 5 B. Goal: To appoint two Female Chairs over the next academic year. Librarians: A. Utilization Status: Other Minorities - Underutilized by 1 Females - Underutilized by 1 B. Goal: 0 The Division is not hiring at this level. 3
Executives: A. Utilization Status: No underutilization reported B. Goal: None III. Ranked Faculty Positions NO DISCIPLINE REPORTED / CIP CODE 00.0000 A. Utilization Status: No underutilization reported B. Goal: None. The majority of individuals in this category are grant-funded faculty some of which are on time-limited appointments. The number of faculty in this category have continued to decrease due to on-going effort to determine the status of faculty in this category in order to place them within respective disciplines, if appropriate. COMMUNICATIONS / CIP CODE 09.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 1 Female B. Goal: 0 The department is not hiring at the Professor or Associate Professor levels. COMPUTER & INFORMATION SCIENCES / CIP CODE 11.0000 A. Utilization Status: Professor - Underutilized by 1 Female B. Goal: 0 The department is only hiring at the Assistant Professor and Instructor levels. 4
EDUCATION CIP CODE 13.0000 A. Utilization Status: Professor - Underutilized by 2 Blacks Underutilized by 1 Hispanic Underutilized by 6 Females Associate Professor - Underutilized by 1 Hispanic Assistant Professor - Underutilized by 1 Hispanic B. Goal: To hire one Female at the Associate Professor Level. The majority of positions to be filled at the Assistant Professor level - Continued efforts will be made to increase diversity at this level. ENGINEERING / CIP CODE 14.0000 A. Utilization Status: Associate Professor - Underutilized by 1 Female Assistant Professor - Underutilized by 1 Female B. Goal: To hire one female at the Assistant Professor level. ENGINEERING TECHNOLOGY / CIP CODE 15.0000 A. Utilization Status: No underutilization reported B. Goal: None FOREIGN LANGUAGES / CIP CODE 16.0000 A. Utilization Status: Assistant Professor - Underutilized by 1 Female B. Goal: To hire one Female Assistant Professor LETTERS / CIP CODE 23.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 2 Females B. Goal: 0 No hiring is anticipated at these levels. 5
LIFE SCIENCES (BIOLOGY) / CIP CODE 26.0000 A. Utilization Status: No underutilization reported B. Goal: None MATHEMATICS /CIP CODE 27.0000 A. Utilization Status: Professor - Underutilized by 2 Females B. Goal: 0 The department does not anticipate hiring at the Professor level. PARKS, RECREATION, LEISURE AND FITNESS / CIP CODE 31.0000 A. Utilization Status: Professor - Underutilized by 1 Female Assistant Professor - Underutilized by 1 Female B. Goal: 0 The department does not anticipate hiring at these levels. PHILOSOPHY AND RELIGION / CIP CODE 38.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 1 Female B. Goal: 0 The department does not anticipate hiring at the Professor and Associate Professor levels. PHYSICAL SCIENCES(CHEMISTRY/PHYSICS) / CIP CODE 40.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 1 Female B. Goal: 0 The department does not anticipate hiring at the Professor or Associate Professor levels. 6
PSYCHOLOGY / CIP CODE 42.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 2 Females Assistant Professor - Underutilized by 2 Females B. Goal: To hire two Females at the Assistant Professor level. PROTECTIVE SERVICES / CIP CODE 43.0000 A. Utilization Status: Associate Professor - Underutilized by 1 Female Assistant Professor - Underutilized by 1 Female B. Goal: 0 The department does not anticipate hiring at these levels. PUBLIC ADMINISTRATION / CIP CODE 44.0000 A. Utilization Status: No underutilization reported B. Goal: None SOCIAL SCIENCES / CIP CODE 45.0000 (Sociology, History, Political Science) A. Utilization Status: Professor - Underutilized by 3 Females Associate Professor - Underutilized by 4 Females Assistant Professor - Underutilized by 1 Hispanic Underutilized by 5 Females B. Goal: To hire one Hispanic Female and one White Female Assistant Professor VISUAL & PERFORMING ARTS / CIP CODE 50.0000 A. Utilization Status: Professor - Underutilized by 1 Female Associate Professor - Underutilized by 4 Females Assistant Professor - Underutilized by 2 Females B. Goal: To promote 1 Female to Assistant Professor and to hire 1 Female Assistant Professor. 7
HEALTH PROFESSIONS / CIP CODE 51.0000 A. Utilization Status: Assistant Professor - Underutilized by 1 Other Minority Instructor - Underutilized by 1 Female B. Goal: To recruit one Other Minority Assistant Professor. Met goal last year to hire one Female Full Professor. BUSINESS MANAGEMENT / CIP CODE 52.0000 A. Utilization Status: Professor - Underutilized by 1 Other Minority Underutilized by 1 Black Underutilized by 6 Females Associate Professor - Underutilized by 1 Other Minority Underutilized by 2 Females B. Goal: To promote one Female at the Associate Professor level. Recruitment is taking place at the Assistant Professor level where the college expects to increase representation of women and minorities. 8
EQUITY ACCOUNTABILITY PROGRAM ANNUAL ASSESSMENT At the conclusion of the Equity Accountability Program year, the President will review and evaluate the achievement of goals and strategies used to attain them. I. The following measures will be utilized in the review and evaluation: A. Statistical analyses of met and unmet goals. B. Degree and extent of utilization of the strategies. C. Effectiveness of strategies measured by resources utilized. II. Review and modification of the Plan will be based on data from the Progress Report, an assessment of the effectiveness of strategies used, the development of new strategies, if necessary, and the setting of new goals. MONITORING MECHANISMS President: will review the analysis of recruitment results and annual Progress Report submitted by the Director of Equal Opportunity Programs. will meet with the appropriate vice president to discuss the annual Progress Report and the achievement of goal(s). will review the strategies to be used to attain goals and will recommend additional strategies for goal achievement. will include respective outcomes in the vice president s annual performance appraisal. Director of Equal Opportunity Programs: will review the annual Progress Report to determine the achievement of goal(s). will provide the President with the annual Progress Report and an analysis of recruitment results. 9
Appropriate Vice Presidents: will disseminate established goals to appropriate administrators who will be held accountable for the accomplishment of the goal(s). will require appropriate administrator to identify strategies which will be implemented and steps which will be taken to achieve goal(s). will require the accountable administrator to establish a timetable for each step to be taken in achieving goal(s). I. Searches: STRATEGIES TO BE USED TO ATTAIN GOALS All Vice Presidents, Deans, and Chairpersons shall: A. Conduct aggressive searches for qualified females and minorities. B. Include minorities and females on all search committees. C. Ensure that search committees utilize approved search and screen procedures and consider valid job-related criteria in screening applicants. D. Ensure that all appropriate advertising media are utilized. The Director of Equal Opportunity Programs shall: A. Identify and notify departments of advertised vacancies that are part of an underutilized group. B. Ensure that minorities and females are represented in applicant pools on a basis commensurate with their availability in the labor market. II Tenure and Promotion: The Academic Vice President, Deans, and Chairpersons shall: A. Identify all tenure-earning faculty eligible to apply for tenure. B. Review annual tenure appraisals to ensure ongoing progress. C. Ensure that guidelines to the tenure process are properly implemented and adhered to. 10
D. Encourage faculty eligible for tenure to use the experience and advice of their colleagues in building their dossiers. E. Assure that Faculty Development dollars are made available to support instructional activities, research and scholarship processes, publishing endeavors and grant-seeking activities. F. Follow outstanding minority and female graduates of the doctoral program to encourage them to apply for assistant professor vacancies after completion of their doctorates. [College of Education] III. Professional Development: All Vice Presidents, Deans, and Chairpersons shall provide various incentives and/or allocate resources, contingent upon funding, for professional development opportunities. PERFORMANCE REVIEW PROCESS Each responsible administrator s performance review will include the Equity Accountability Program goals achievement. Administrators will be evaluated based on the following criteria: I. A demonstrated commitment to the Equity Accountability Plan as evidenced by: Appropriate planning and implementation of recruitment and/or promotion strategies. Providing guidance and leadership to the search and screen committees to assure effective minority and female recruitment. A review of the criteria used by the administrator in the final selection of a candidate. II III. The fulfillment of established goals. Increases in minority and female representation in areas not specifically cited as underutilized and in areas not specifically targeted in this report. 11
SUMMARY STATEMENT The University of North Florida s Equity Accountability Plan outlines the goals and strategies to be implemented to redress underutilization in senior-level A&P administrative positions, academic administrative positions, and ranked faculty positions. In categories where underutilization is identified, specific goals have been set in some cases and strategies outlined for the achievement of goals. The President and vice presidents, together with the Director of Equal Opportunity Programs will have responsibility for implementing the monitoring mechanisms to ensure achievement of the Plan. At the close of the Equity Accountability Plan year, the President and her senior level staff will review and evaluate the achievement of goals and modify the Plan as required. The University of North Florida affirms its commitment to affirmative action / equal opportunity and to the intent and purpose of the Equity Accountability Plan. 12
UNIVERSITY OF NORTH FLORIDA 2003-2004 BUDGET INCENTIVE PLAN The University of North Florida 2003/2004 Equity Accountability Program Budget Incentive Plan included specific strategies and a budget allocation that support the strategies. Many strategies that will be used, such as including minorities and females on all search committees; ensuring a representative applicant pool; using approved search and screen procedures; identifying and notifying all tenure-earning faculty eligible to apply for promotion and tenure; aggressively searching for qualified females and minority faculty; mentoring, reviewing annual tenure appraisals with faculty; and evaluating administrators using equity-related criteria, do not require special resource allocations. Other strategies, such as support for professional development, support of research and scholarship activities, support for enhancing instructional activities do require resource allocations. Special efforts will be made to encourage women and minority faculty to make full utilization of these opportunities to enhance their success for promotion and tenure and to meet UNF s 2003/2004 Equity Accountability Program goals. Budget cuts forced reductions in resources previously allocated for most initiatives listed below. I. Resources to Support Promotion and/or Tenure Efforts 2002-2003 Budget Allocation 2002-2003 Expenditures to Date 2003-2004 Budget Allocation 1. Support for Faculty Professional Development Each College will submit a plan that includes expected outcomes for faculty professional development to the Provost for consideration and approval. For each College with equity accountability goals, the plan must address its specific equity goals. 2. Summer Technology Teaching Grants All UNF faculty will be eligible for the $5,000 summer technology teaching grants. These grants are designed to enhance faculty teaching by infusing the use of information and communication technology into the curriculum development. Deans and Department Chairs with equity accountability goals will be asked to encourage and assist women and minority faculty in their programs to develop and submit competitive proposals. 3. Summer Research Grants All UNF faculty will be eligible for the $5,000 summer research grants. These grants are designed to support faculty scholarship initiatives. Deans and Department Chairs with equity accountability goals will be asked to encourage and assist women and minority faculty in their programs to develop and submit competitive proposals. 4. Research Grants Involving Faculty and Undergraduates All UNF faculty will be eligible for the $5,000 summer research grants involving faculty and undergraduate students. These grants are designed to encourage faculty to engage undergraduate students in their research agendas. Deans and Department Chairs with equity accountability goals along with the Director of Scholars Program, Dr. Mary Borg, will be asked to encourage and assist women and minority faculty to develop and submit competitive proposals. 5. Summer Grants for Proposal Writing All UNF faculty will be eligible for the $5,000 summer grant for contract and grant proposal writing. These grants are intended to provide incentive to support and assist faculty with the development and submission of proposals for major programs of external funding. Significant effort is required to organize and write the proposals needed to be competitive for some of the larger scale programs and some types of proposals can only be developed if additional resources are provided. $228,000 $202,000 $200,000 50,000 53,825 54,000 100,000 80,738 54,000 40,000 45,000 40,000 20,000 26,915 22,000
6. Faculty Minigrants All UNF faculty will be eligible for a $200 minigrant. These grants may be used to purchase software, equipment, or supplies in support of individual faculty teaching or scholarship/creative activity projects. These funds may also be used to support student assistants. A total of $10,000 is available for these grants. 7. Support of Course Redesign for Effective Learning The Office of Faculty Enhancement and Center for Instruction and Research Technology (CIRT) will be conducting two weeklong summer workshops: A Course Redesign for Effective Learning (CREL). The purpose of the extended workshop is to provide faculty with the time, resources, information, and support needed to revise and redesign a selected Fall 2002 course (or design a new course in ways that will maximize student engagement and learning. All UNF faculty are eligible to submit a proposal with those selected to participate receiving a $500 stipend. The workshop will combine the dissemination of information on various teaching and learning strategies and applications with collaborative and group activities with all faculty to share ideas and strategies. Technology-based strategies that enhance learning will also be included. 5,000 4,800 4,000 5,000 5,500 0 II. Faculty Opportunity Rate Pool A rate pool of $160,000 was made available to assist Colleges and departments in achieving the 2001/2002 Equity Accountability Plan goals. Forced budget reductions made it impossible for an allocation to be made for the 2003-2004 Plan year. 0 0 Unknown III. Targeted Faculty Recruiters The intent of this strategy was to identify a special faculty recruiter(s) to identify and recruit potential candidates for positions in under represented areas and disciplines. The intent was to have the special faculty recruiter in each of the colleges contact colleagues and programs at other institutions and seek out qualified candidates in areas identified as under represented. Funds were to be used for travel, stipends, or other activities that support recruitment efforts. Because of forced budget cuts, funds could not be used for this purpose. 0 0 Unknown IV. Faculty Opportunity Bank During the 2001-2002 fiscal year, the Equal Opportunity Programs Office developed and intended to place recruitment advertisement in the Chronicle of Higher Education and Black Issues in Higher Education. These advertisements are designed to interest women and minority faculty and staff to consider the University of North Florida. As positions are posted during the academic year, the EOP Director forwards qualified faculty vitae to the respective search committees for consideration. Due to the sudden hiring freeze for all faculty and staff positions and to budget cuts, this strategy was discontinued. 0 0 0