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Problem Areas and Observations
Note: This was the second year
the 2000 Census data was used
to calculate availability. It was also the second
year these job groups were utilized. These job
group revisions were made to reduce the number
of groups having few incumbents. This revision
has resulted in a more accurate depiction of the
University labor force and job group incumbencies
and will provide benchmarks for this and future
analyses of underutilization.
- Hiring of racial/ethnic minorities
continues to be a challenge. Gains have been
made in the utilization of women. In 2000-01
there were 8 job groups underutilized for women.
Three categories are currently underutilized
for women: administrative directors, agriculture
faculty, coaches/athletic trainers, replacing
social sciences instructional academic staff
from the previous year. In 2000-01 there were
17 of 33 job groups underutilized for minorities;
in 2003-04, minorities were underutilized in
20 of 36 job groups. In the 2005-06 restructured
job groups, 7 showed underutilization for minorities.
(Note that the restructuring of job groups makes
such historical comparisons problematic.)
- One category is currently underutilized
for both women and minorities: Administrative
Directors/Assistant Directors. Continued efforts
will be made via active training and development
efforts to prepare faculty and staff to move
into these mid-level administrative positions.
- Analysis of unclassified hires
in some job groups suggests disparities between
the diversity of applicant pools and actual hires
(see applicant pool data in Tables 4, 5,and 6).
Given the underutilization analysis (Table
1), opportunities
to hire in the following job groups should be
particularly noted:
051: Faculty: Agriculture (minorities and women)
053: Faculty: Sciences (minorities)
021: Administrative Directors and Assistant
Directors (minorities and women)
030: Coaches and Athletic Trainers (women)
Pool data suggests there may have been hiring
opportunities here that weren't fully realized.
The applicant pool data for Faculty positions
in the Sciences, a job group not currently
underutilized, also indicates potential for
diverse hires. (It is important to note that
the applicant pool data reported for these
job groups may include individuals who did
not complete the application process or who
did not meet minimum qualifications for a given
position.)
On-going development and training of search
committees and others with input into the hiring
process is an avenue to address this issue,
with special attention being paid to searches
in the job groups noted above. In classified
searches, job group 005 (Labor and Support
Services) also indicates potential for minority
hires. (See last bullet below.)
- Data on unclassified retentions,
promotions, resignations or terminations (appended
to this narrative and in section N of complete
report) do not reveal adverse impact.
- Classified staff hiring
procedures remain somewhat restrictive as to
recruitment area and establishing goals. The
Office of State Employee Relations sets goals
and timetables based only on Wisconsin data.
For purposes of determining under representation
and establishing goals for classified employees,
UW-River Falls is not considered a separate
entity. Underutilization is determined by the
Office of State Employee Relations, which controls
expanded certification. According to federal
census data River Falls is included in the
Minneapolis/St. Paul Standard Metropolitan
Area, which has a much higher concentration
of ethnic and racial groups than does the area
immediately surrounding UW-River Falls and
within the state of Wisconsin . A recent change
in regulations makes it permissible to recruit
in Minnesota and Wisconsin for "border" areas
but the difficulties remain to some degree.
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