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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:
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Employment statistics by department broken down by
gender, race, job classification and
salary.
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Availability and utilization of women and
minorities.
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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.
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Establishment and implementation of hiring and
promotion opportunities for women and
minorities.
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Review of
selection, promotional and training
procedures.
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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.
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