The State System of Higher Education designed and implemented an internal audit and reporting system to measure the effectiveness of the university's Affirmative Action Plan. As part of an on-going audit process, the University will conduct a thorough analysis of the following personnel matters for the fiscal year prior to the development of the Affirmative Action Plan. This reporting and auditing system will provide the following information: 

1. Employment statistics by department broken down by gender, race, job classification and salary. 

2. Availability and utilization of women and minorities. 

3. Current statistics regarding applicants, hires, promotions, tenure awards, transfers and terminations by race and gender to be certain that all employees are treated fairly and equitably.  

4. Establishment and implementation of hiring and promotion opportunities for women and minorities. 

5. Review of selection, promotional and training procedures. 

6. Annual reports from department managers indicating the degree to which University or division goals have been attained. 

The Office of Social Equity will report utilization analyses for specific areas of responsibility to the president, provost, vice presidents and the Office of Human Resources so that goals may be set for recruitment and hiring. 

By monitoring employment data and complaints of discrimination, the director of social equity can determine whether the university's policies of nondiscrimination and affirmative action are being carried out and the degree to which Slippery Rock University is reaching its goals. 

If an internal audit reveals that the performance of particular divisions is unsatisfactory, the director of social equity will work with the appropriate executive officer, dean, or director to achieve satisfactory corrective action.Should this not be effective, the director of social equity will submit recommendations to the president.