Strategic Priority 3 - Strategy 3.2

Strategic Priority 3 - Strategy 3.2



Strategic Priority 3

To foster the development and effective utilization of faculty and staff

Strategy 3.2

The university will attract and retain diverse faculty and staff

Plan Start Date

Fall 2001

Plan End Date

Spring 2002

Intended Outcome:

By Fall 2005, the proportion of persons of diversity in faculty and staff positions will increase by 10% over the baseline. By Fall 2005, the attrition rate of persons of diversity will decrease by 10% over the baseline.

Action Plan

  • Human Resources and Institutional Research will develop a brief status report on faculty and staff diversity by division and area as appropriate
  • Human Resources will work with the Vice President of Administration and Finance on priorities and initiatives for the Human Resource Office.
  • Human Resources will implement the PeopleSoft Recruiting Module to track and process applicant data for faculty and staff positions.

Assessment

  • The proportion of persons of diversity in faculty and staff positions will be measured Fall 2001 (baseline), Fall 2003, Fall 2005. The attrition rate of persons of diversity will be measured Fall 2001 (baseline, Fall 2003, and Fall 2005.
  • Information gathered from the assessments will be used to align the Human Resource Office’s activities and services more closely with the identified staff development needs of the university and the university’s strategic plan.

Resources Needed

  • Additional dollars for overtime for Human Resources staff to implement the PeopleSoft Recruiting Module and for funds to pay one Management Intern to work 20-25 hours per week to assist with the implementation and data conversion.
  • One new HR Analyst 1 position to maintain the PeopleSoft Recruiting Module once it is implemented.

Budget

  • $10,500 for implementation
  • 20,088 for new HR Analyst 1 position




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