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