2010-2011
Valencia Community College
Annual Equity Update Plan, Part 1
Dr. Sanford C. Shugart
President
Dr. Stanley H. Stone
Vice President, Human Resources
& Diversity
The Florida College System
Annual Equity Update Report 2010-11
Part I
College Employment
Equity Accountability Plan
For
Valencia Community College
Submitted to
The Division of Florida Colleges
Florida Department of Education
Under Section 1012.86, F.S, Community College Employment
Equity Accountability Program
1
| College Employment Equity Accountability Plan
TABLE OF CONTENTS
ITEM
PAGE
A.
College Employment Equity Accountability Program: General
Information and Applicable Laws for Reporting
3
B.
Data and analysis of employment practices by race and gender and the
College’s achievement of goals:
1)
Executive/Administrative/Management
2)
College Instructional Staff
3)
Full-Time Continuing Contract Instructional Staff
3
4
7
10
C.
College Evaluations of Key Personnel and Presidents
13
D.
Additional Processes Required
15
E.
Certification/Signature Page
16
F.
Appendices:
Appendix 1:
Fall Staff Report
17
Appendix 2:
Executive/Administrators/Management:
Employment Equity Trend Model & 5-Year History
Comparison
28
Appendix 3:
College Instructional Staff: Employment Equity
Trend Model & 5-Year History Comparison
31
Appendix 4:
Full-Time Continuing Contract Instructional Staff:
Employment Equity Trend Model & 5-Year History
Comparison
34
Appendix 5:
Salary Information - Faculty Comparison Data: July 1, 2007
to June 30, 2010 & July 1, 2010 to Present
37
Appendix 6:
Salary Information – Administrators Comparison Data:
July 1, 2007 to June 30, 2010 & July 1, 2010 to Present
44
Appendix 7:
College Policy: 6Hx28:3E-02
46
2
| College Employment Equity Accountability Plan
A. College Employment Equity Accountability Program: General Information and
Applicable Laws for Reporting
The Florida Community College Employment Equity Accountability Program: §1012.86 Florida
Statutes (F.S.), requires that each college include in its annual equity update a plan for increasing the
representation of women and minorities in senior-level positions and in full-time faculty positions,
and for increasing the representation of women and minorities who have attained continuing
contract status. The plan must include specific measurable goals and objectives, specific strategies
and timelines for accomplishing these goals and objectives, and comparable national standards as
provided by the Department of Education. The statute also requires that the college describe its
process for granting continuing contract status for instructional staff, its process for addressing
diversity in its employment practices, its evaluations of the college president and other executive
staff in their efforts to promote diversity, and salary and new hire information on its employees.
This part constitutes the college’s progress report related to its Employment Equity Accountability
Program required in Section 1012.86 F.S.
B. Data and analysis of employment practices by race and gender and the college’s
achievement of goals:
Employment Analysis
For this reporting year, the data used to evaluate employment trends for females and
minorities in Executive/Administrative/Managerial (EAM), Faculty, and Continuing Contract
positions will be from the Annual Personnel Report (APR) and includes the collection years
of 2006-07 through 2010-11.
The separate data reports reflect annual employment numbers and percentages by race and by
gender. The data reports also provide numerical and percentage differences in employment
demographics, comparing 2009-10 with 2010-11. Colleges can see those areas where goals
were met and where they may wish to modify goals by completing the table following each
data report. Completion of the table serves as the analysis.
Benchmarks
Colleges are provided with two sets of data reflecting the college’s service region from the
U.S. Census Bureau as benchmarks for measuring success in the employment of
underrepresented females and minorities in the three categories being evaluated. Colleges
may choose either data reflecting percentages of persons by race and gender over age 25 who
have achieved a master’s degree and above or data of persons over age 25 who have
achieved a bachelor’s degree and above. The choice should reflect the educational credentials
required for the majority of employment positions in this study. Colleges are also provided
student data by race and gender reflecting the overall student enrollment population of the
college. The student enrollment ratios or other comparisons may also be used as additional
benchmarks to evaluate success of its employment strategies for females and minorities.
3
| College Employment Equity Accountability Plan
Executive/Administrative/Managerial Staff:
Florida College System
College: Valencia
Historical Track Of College Full-Time Exec/Administrative/Managerial Staff
Employment Snap-Shot; First Pay Period in October (Fall Beginning-of-Term)
Employment
Census
Bach. Deg.
Grad. Deg.
Stu
2006-07
2007-08
2008-09
2009-10
2010-11
and Higher
and Higher
Pop.
%
%
%
%
%
# DIF
% DIF
#
%
#
%
%
#
of
#
of
#
of
#
of
#
of
2009-10
2009-10
total
total
total
total
total
2010-11
2010-11
Black
Female
5,601
4.3
2,199
3.9
10.54%
3
5.3
4
6.9
4
7.3
4
6.7
4
6.0
0
0.0%
Male
4,332
3.3
1,754
3.1
6.86%
4
7.0
3
5.2
3
5.5
3
5.0
3
4.5
0
0.0%
Total
9,933
7.6
3,953
7.0
17.40%
7
12.3
7
12.1
7
12.7
7
11.7
7
10.4
0
0.0%
Hispanic
Female
7,681
5.9
3,011
5.3
15.74%
2
3.5
3
5.2
3
5.5
3
5.0
2
3.0
-1
( 33.3%)
Male
6,027
4.6
3,027
5.3
11.52%
2
3.5
2
3.4
2
3.6
2
3.3
2
3.0
0
0.0%
Total
13,708
10.5
6,038
10.7
27.26%
4
7.0
5
8.6
5
9.1
5
8.3
4
6.0
-1
( 20.0%)
Non-Res
Female
0
0
0
0
1.43%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0%
Male
0
0
0
0
1.15%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0%
Total
0
0
0
0
2.58%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0%
Other
Female
6,675
5.1
2,532
4.5
2.87%
1
1.8
1
1.7
1
1.8
1
1.7
1
1.5
0
0.0%
Male
5,725
4.4
3,168
5.6
2.55%
0
0.0
0
0.0
0
0.0
0
0.0
1
1.5
1
100.0%
Total
12,400
9.5
5,700
10.1
5.42%
1
1.8
1
1.7
1
1.8
1
1.7
2
3.0
1
100.0%
White
Female
45,401
34.8 17,765
31.4
24.95% 25
43.9 23
39.7 24
43.6 27
45.0 34
50.7
7
25.9%
Male
49,136
37.6 23,137
40.9
22.40% 20
35.1 22
37.9 18
32.7 20
33.3 20
29.9
0
0.0%
Total
94,537
72.4 40,902
72.3
47.35% 45
78.9 45
77.6 42
76.4 47
78.3 54
80.6
7
14.9%
Total
Female
65,358
50.1 25,507
45.1
55.53% 31
54.4 31
53.4 32
58.2 35
58.3 41
61.2
6
17.1%
Male
65,220
49.9 31,086
54.9
44.47% 26
45.6 27
46.6 23
41.8 25
41.7 26
38.8
1
4.0%
Total
130,578 100.0 56,593 100.0
100.00% 57 100.0 58 100.0 55 100.0 60 100.0 67 100.0
7
11.7%
CCTCMIS EQUITY 02/02/11 12:05:09 Source: APR2007 - APR2011 2000 Census Data
Notes: IPEDS Fall Staff Criteria Used For Data Categorization. DOE collection years begin with the summer term. (ex. 2008-09 includes
Summer and Fall of 2008, Winter/Spring 2009). Census Ratios derived as follows: Equity Category of Total Degree Holding Population / Total
Degree Holding Population Within the Colleges Service Area.
4
| College Employment Equity Accountability Plan
Executive/Administrative/Managerial Staff: Evaluation of Planned Goals
Black Employees
Female
Male
Hispanic Employees
Female
Male
White Employees
Female
Male
Other Employees
Female
Male
Gender
Female (Total)
Male (Total)
A.
Actual Data
(%)
2009-10
Actual Data
(%)
2010-11
U.S. Census
Data
Grad Degree or
Higher
Stated
Goals
2010-11
Met
Goal
Yes/No
Goals
for
2011-12
6.7%
6.0%
3.9%
3.9%
Yes
3.9%
5.0%
4.5%
3.1%
3.1%
Yes
3.1%
5.0%
3.0%
5.3%
5.3%
No
5.3%
3.3%
3.0%
5.3%
5.3%
No
5.3%
45%
50.7%
31.4%
N/A
N/A
N/A
33.3%
29.9%
40.9%
N/A
N/A
N/A
1.7%
1.5%
4.5%
4.5%
No
4.5%
0.0%
1.5%
5.6%
5.6%
No
5.6%
58.3%
61.2%
45.1%
45.1%
Yes
45.1%
41.7%
38.8%
54.9%
N/A
N/A
54.9%
Analysis of the data:
Black EAMs: There are no gaps when comparing the percent of female or male employees to the Census Data
for Grad. Deg. & Higher: 6.0% and 4.5%, respectively.
Hispanic EAMs: Comparing female and male employees to the Census Data for Grad. Deg. & Higher there are
gaps; the actual number of employees in this group decreased for 2010-11.
White EAMs: No prior review of the statistical data for this group of employees has been required. Data shows
that unlike males, no gap exists for females.
Other EAMs: There were gaps when comparing the percentage of Other female and male employees in 2010-11
to the Census Data for Grad. Deg. & Higher.
Female EAMs: No gap was shown when comparing the percentage of Female EAMs (61.2%) in 2010-11 to the
Census Data for Grad. Deg. & Higher.
5
| College Employment Equity Accountability Plan
B.
Based on your analysis, list methods and strategies, new or continuous, that the college will
implement in its efforts to increase the employment of underrepresented females and/or
minorities:
>
There are no plans to increase the number of EAMs for 2011-12.
>
When the lone vacant position became available, the College advertised the
EAM position in several nationally recognized publications that are linked to the minority
population.
>
Other strategies include: continue recruitment of Asian-Pacific Islanders and advertise in
media which support wider subscriber bases.
C.
Are there new barriers affecting the successful recruitment and/or retention of females and/or
minorities? If so, list them below along with recommendations for each area. Have any
barriers listed in the 2009/10 Equity Update Report changed or resolved?
>
6
There were no EAM recruitment or retention barriers identified in the 2009-10 report.
| College Employment Equity Accountability Plan
College Instructional Staff:
Black
Female
Male
Total
Florida College System
College: Valencia
Historical Track Of College Full-Time Instructional Staff
Employment Snap-Shot; First Pay Period in October (Fall Beginning-of-Term)
Employment
Census
Bach. Deg.
Grad. Deg.
Stu
2006-07
2007-08
2008-09
2009-10
and Higher
and Higher
Pop.
%
%
%
%
#
%
#
%
%
#
of
#
of
#
of
#
of
total
total
total
total
5,601
4.3
2,199
3.9
10.54%
15
5.2
14
4.2
15
4.3
15
4.3
4,332
3.3
1,754
3.1
6.86%
11
3.8
13
3.9
13
3.7
12
3.4
9,933
7.6
3,953
7.0
17.40%
26
9.0
27
8.2
28
8.0
27
7.7
Hispanic
Female
Male
7,681
6,027
5.9
4.6
3,011
3,027
5.3
5.3
15.74%
11.52%
15
9
5.2
3.1
20
9
6.0
2.7
23
11
6.6
3.2
25
10
7.1
2.8
22
10
6.1
2.8
-3
0
Total
Female
Male
Total
Female
Male
Total
Female
13,708
0
0
0
6,675
5,725
12,400
45,401
10.5
0
0
0
5.1
4.4
9.5
34.8
6,038
0
0
0
2,532
3,168
5,700
17,765
10.7
0
0
0
4.5
5.6
10.1
31.4
27.26%
1.43%
1.15%
2.58%
2.87%
2.55%
5.42%
24.95%
24
1
1
2
5
6
11
124
8.3
0.3
0.3
0.7
1.7
2.1
3.8
42.8
29
1
0
1
8
6
14
145
8.8
0.3
0.0
0.3
2.4
1.8
4.2
43.8
34
0
0
0
8
6
14
151
9.7
0.0
0.0
0.0
2.3
1.7
4.0
43.3
35
0
0
0
7
7
14
154
10.0
0.0
0.0
0.0
2.0
2.0
4.0
43.9
32
0
0
0
9
7
16
160
8.9
0.0
0.0
0.0
2.5
2.0
4.5
44.7
-3
0
0
0
2
0
2
6
Non-Res
Other
White
2010-11
17
14
31
%
of
total
4.7
3.9
8.7
# DIF
2009-10
2010-11
2
2
4
#
% DIF
2009-10
2010-11
13.3%
16.7%
14.8%
(
12.0%)
0.0%
(
8.6%)
0.0%
0.0%
0.0%
28.6%
0.0%
14.3%
3.9%
(
1.7%)
1.5%
3.5%
0.0%
2.0%
Male
49,136
37.6 23,137
40.9
22.40% 103
35.5 115
34.7 122
35.0 121
34.5 119
33.2
-2
Total
94,537
72.4 40,902
72.3
47.35% 227
78.3 260
78.5 273
78.2 275
78.3 279
77.9
4
Total
Female
65,358
50.1 25,507
45.1
55.53% 160
55.2 188
56.8 197
56.4 201
57.3 208
58.1
7
Male
65,220
49.9 31,086
54.9
44.47% 130
44.8 143
43.2 152
43.6 150
42.7 150
41.9
0
Total
130,578 100.0 56,593 100.0 100.00% 290 100.0 331 100.0 349 100.0 351 100.0 358 100.0
7
CCTCMIS EQUITY 02/02/11 12:07:15 Source: APR2007 - APR2011 2000 Census Data
Notes: IPEDS Fall Staff Criteria Used For Data Categorization. DOE collection years begin with the summer term. (ex. 2008-09 includes
Summer and Fall of 2008, Winter/Spring 2009). Census Ratios derived as follows: Equity Category of Total Degree Holding Population /
Total Degree Holding Population Within the Colleges Service Area.
7
| College Employment Equity Accountability Plan
College Instructional Staff: Evaluation of Planned Goals
Black Employees
Female
Male
Hispanic Employees
Female
Male
White Employees
Female
Male
Other Employees
Female
Male
Gender
Female (Total)
Male (Total)
A.
Actual Data
(%)
2009-10
Actual Data
(%)
2010-11
U.S. Census
Data
Grad Degree or
Higher
Stated
Goals
2010-11
Met
Goal
Yes/No
Goals
for
2011-12
4.3%
4.7%
3.9%
3.9%
Yes
3.9%
3.4%
3.9%
3.1%
3.1%
Yes
3.1%
7.1%
6.1%
5.3%
5.3%
Yes
5.3%
2.8%
2.8%
5.3%
4.3%
No
4.3%
43.9%
44.0%
31.4%
N/A
N/A
31.4%
34.5%
33.2%
40.9%
N/A
N/A
40.9%
2.0%
2.5%
4.5%
4.5%
No
4.5%
2.0%
2.0%
5.6%
4.5%
No
4.5%
57.3%
58.1%
45.1%
45.1%
Yes
45.1%
42.7%
41.9%
54.9%
N/A
N/A
54.9%
Analysis of the data:
Blacks: There are no gaps when comparing the percent of female or male employees to the Census Data for
Grad. Deg. & Higher: 4.7% and 3.9%, respectively.
Hispanics: Although the percentage of female instructors decreased from 7.1% in 2009-10 to 6.1% in 2010-11,
no gap existed.
Whites: No prior review of the statistical data for this group of employees has been required. Data shows
that unlike males, no gap exists for females.
Others: There were gaps when comparing the percentage of female and male employees in 2010-11 to the
Census Data for Grad. Deg. & Higher; There was a slight increase in the percentage of females.
Females: No gap was shown when comparing the percentage of female (58.1%) in 2010-11 to the Census
Data for Grad. Deg. & Higher.
8
| College Employment Equity Accountability Plan
B.
C.
Based on your analysis, list methods and strategies, new or continuous, that the college will
implement in its efforts to increase the employment of underrepresented females and/or
minorities:
>
Identify media with broader minority subscribers to advertise Instructional Staff vacancies.
>
Continue partnership with Business and Professional Women’s Associations; AAWCC; and
AFC to attend their workshops and advertise our postings.
>
Develop a better relationship with the Hispanic and Asian American national and local clubs
and associations.
>
Continue to monitor hiring trends to diversify adjunct faculty hiring which might feed into
full-time teaching positions.
>
Host a special training session for adjuncts and others interested in teaching at the College
to facilitate better interviewing techniques at that level.
>
Maintain the College’s well-honored working relationship with the Hispanic and Asian
American Chambers of Commerce and establish an advisory committee composed of members
from these groups to meet regularly with College officials.
Are there new barriers affecting the successful recruitment and/or retention of females
and/or minorities? If so, list them below along with recommendations for each area. Have any
barriers listed in the 2009/10 Equity Update Report changed or resolved?
>
No new barriers exist to preclude successful Instructional staff recruitment or retention
efforts. The College plans to explore additional national and local media to advertise such
positions with a wider minority subscription basis.
>
The College will also monitor closely its recruitment efforts to ascertain if the additional
media sources increase the number of applicants for these positions.
9
| College Employment Equity Accountability Plan
Full-time Continuing Contract Instructional Staff:
Florida College System
College: Valencia
Historical Track Of College Full-Time Continuing Contract Instructional Staff
Employment Snap-Shot; First Pay Period in October (Fall Beginning-of-Term)
Employment
Census
Bach. Deg.
Grad. Deg.
Stu
2006-07
2007-08
2008-09
2009-10
2010-11
and Higher
and Higher
Pop.
%
%
%
%
%
#
%
#
%
%
#
of
#
of
#
of
#
of
#
of
total
total
total
total
total
Black
Female
5,601
4.3
2,199
3.9
10.54%
13
5.2
11
4.3
11
4.4
11
4.3
10
3.9
Male
4,332
3.3
1,754
3.1
6.86%
11
4.4
11
4.3
11
4.4
10
3.9
8
3.1
Total
9,933
7.6
3,953
7.0
17.40%
24
9.6
22
8.6
22
8.8
21
8.2
18
7.0
Hispanic
Female
7,681
5.9
3,011
5.3
15.74%
12
4.8
10
3.9
11
4.4
13
5.1
15
5.8
Male
6,027
4.6
3,027
5.3
11.52%
6
2.4
7
2.7
7
2.8
7
2.7
7
2.7
Total
13,708
10.5
6,038
10.7
27.26%
18
7.2
17
6.7
18
7.2
20
7.8
22
8.5
Non-Res
Female
0
0
0
0
1.43%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
Male
0
0
0
0
1.15%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
Total
0
0
0
0
2.58%
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
Other
Female
6,675
5.1
2,532
4.5
2.87%
4
1.6
5
2.0
5
2.0
6
2.3
7
2.7
Male
5,725
4.4
3,168
5.6
2.55%
4
1.6
6
2.4
6
2.4
6
2.3
6
2.3
Total
12,400
9.5
5,700
10.1
5.42%
8
3.2
11
4.3
11
4.4
12
4.7
13
5.0
White
Female
45,401
34.8 17,765
31.4
24.95% 108
43.0 110
43.1 106
42.4 108
42.2 110
42.6
Male
49,136
37.6 23,137
40.9
22.40%
93
37.1
95
37.3
93
37.2
95
37.1
95
36.8
Total
94,537
72.4 40,902
72.3
47.35% 201
80.1 205
80.4 199
79.6 203
79.3 205
79.5
Total
Female
65,358
50.1 25,507
45.1
55.53% 137
54.6 136
53.3 133
53.2 138
53.9 142
55.0
Male
65,220
49.9 31,086
54.9
44.47% 114
45.4 119
46.7 117
46.8 118
46.1 116
45.0
Total
130,578 100.0 56,593 100.0 100.00% 251 100.0 255 100.0 250 100.0 256 100.0 258 100.0
CCTCMIS EQUITY 02/02/11 12:08:34 Source: APR2007 - APR2011 2000 Census Data
Notes: IPEDS Fall Staff Criteria Used For Data Categorization. DOE collection years begin with the summer term. (ex. 2008-09
and Fall of 2008, Winter/Spring 2009). Census Ratios derived as follows: Equity Category of Total Degree Holding Population
Holding Population Within the Colleges Service Area.
10
| College Employment Equity Accountability Plan
# DIF
2009-10
2010-11
-1
-2
-3
2
0
2
0
0
0
1
0
1
2
0
2
4
-2
2
% DIF
2009-10
2010-11
( 9.1%)
( 20.0%)
( 14.3%)
15.4%
0.0%
10.0%
0.0%
0.0%
0.0%
16.7%
0.0%
8.3%
1.9%
0.0%
1.0%
2.9%
( 1.7%)
0.8%
includes Summer
/ Total Degree
Full-time Continuing Contract Instructional Staff: Evaluation of Planned Goals
Actual Data
(%)
2009-10
Actual Data
(%)
2010-11
U.S. Census
Data
Grad Degree or
Higher
Stated
Goals
2010-11
Met
Goal
Yes/No
Goals
for
2011-12
4.3%
3.9%
3.9%
3.9%
Y
3.9%
3.9%
3.1%
3.1%
3.1%
Y
3.1%
5.1%
5.8%
5.3%
5.3%
Y
5.3%
2.7%
2.7%
5.3%
1.5%
N
5.3%
42.2%
42.6%
31.4%
N/A
N/A
31.4%
37.1%
36.8%
40.9%
N/A
N/A
40.9%
2.3%
2.7%
4.5%
1.5%
N
4.5%
2.3%
2.3%
5.6%
1.5%
N
5.6%
53.9%
55.0%
45.1%
45.1%
Y
45.1%
46.1%
45.0%
54.9%
N/A
N/A
54.9%
Black Employees
Female
Male
Hispanic Employees
Female
Male
White Employees
Female
Male
Other Employees
Female
Male
Gender
Female (Total)
Male (Total)
A.
Analysis of the data:
Blacks: There are no gaps when comparing the percent of female or male employees to the Census Data for
Grad. Deg. & Higher: 3.9% and 3.9%, respectively.
Hispanics: The percentage of females increased from 5.1% to 5.7% and no gap was shown. A gap exists as it
relates to the male instructors.
Whites: No prior review of the statistical data for this group of employees has been required. Data shows
that unlike males, no gap exists for females.
Others: There were gaps when comparing the percentage of female and male employees in 2010-11 to the
Census Data for Grad. Deg. & Higher; There was a slight increase in the percentage of females.
Females: No gap was shown when comparing the percentage of female (58.1%) in 2010-11 to the Census
Data for Grad. Deg. & Higher.
11
| College Employment Equity Accountability Plan
B.
C.
Based on your analysis, list methods and strategies, new or continuous, that the college will
implement in its efforts to increase the employment of underrepresented females and/or
minorities:
>
Continue tenure-track development programs for retention and training.
>
Maintain training programs for those who are placed on tenure-track evaluation committees.
>
Continue to utilize the Data and Learning Evidence Teams to support the efforts of those who are
entering the tenure-track process.
Are there new barriers affecting the successful recruitment and/or retention of females and/or
minorities? If so, list them below along with recommendations for each area. Have any barriers
listed in the 2009/10 Equity Update Report changed or resolved?
>
No new barriers exist to preclude successful Instructional staff recruitment or retention efforts.
The College plans to explore additional national and local media to advertise such positions
with a wider minority subscription basis.
>
The College will also monitor closely its recruitment efforts to ascertain if the additional
media sources increase the number of applicants for these positions.
12
| College Employment Equity Accountability Plan
C. College Evaluations of Key Personnel and Presidents
1. The college should provide a summary of results as requested in Section
1012.86(3)(a), Florida Statutes, which provides that:
The college should provide a summary of the results of the evaluation of department
chairpersons, deans, provosts, and vice presidents in achieving employment
accountability goals. The summary should also briefly describe the remedial steps to be
taken when staff evaluations yield unsatisfactory progress toward meeting intended goals.
Please provide the summary below:
All executive employees are evaluated annually with respect to the College’s
Strategic goals; one, of which is related to diversity. Generally, the management
team members received favorable evaluations. Changes to the procedures of
hiring faculty, implementing and refining tenure training initiatives, and early
recruitment of faculty staff continued to be rated satisfactorily for deans and
provosts. The College’s recruitment efforts for the past year remained consistent
with that of the previous year; no executive employee was rated unsatisfactory when
evaluated.
2. The college should provide a summary of results as requested in Section
1012.86(3)(b), Florida Statutes, which provides that:
“Community college district boards of trustees shall annually evaluate the performance of
the community college presidents in achieving the annual and long-term goals and
objectives. A summary of the results of such evaluations shall be reported to the
Commissioner of Education and the State Board of Education as part of the community
college’s annual employment accountability plan, and to the Legislature as part of the
annual equity progress report submitted by the State Board of Education.”
The college should provide below a response to this section of law, including the most
recent month, date, year and summary of the president’s performance evaluation.
Each Valencia Board member received a form to be completed for the evaluation
of the President. Eight Board members completed and submitted the evaluation
form. The Chair of the Board of Trustees reviewed the evaluations with the President
on July20, 2010. The President’s performance was evaluated in 22 areas. Item 21 of
the evaluation solicits input on the President’s leadership toward the achievement of
the goals in the College’s plans for equity and accountability. All eight Board members
unanimously rated the President satisfactory in all respects, including equity. As it
relates to this important factor, the Chair pointed to the Board’s overall satisfaction
with the President’s leadership to enhance the goal to diminish disparities as shown by
the data and indicated that he had accomplished the goals set forth.
13
| College Employment Equity Accountability Plan
D. Additional Processes Required: the college should complete the following related to
additional processes required by Section 1012.86, F.S. The Signature Page of this report
will suffice as certification of each:
1) The college maintains diversity and balance in the gender and ethnic composition of
the selection committee for each vacancy. Include below a brief description of
guidelines used for ensuring balanced and diverse membership on selection and
review committees.
The Valencia Employee Selection Guide requires that all selection committees, including those for full and part-time employment be representative of the College.
A Diversity Representative serves on all committees. Individuals serving as Diversity
Representatives must be trained and have successfully completed the College’s
training program entitled, “Circles of Belonging.” The diversity training program was
revised to include several changes to applicable state and federal laws and policies.
2) The college sets forth the requirements for receiving continuing contracts for
instructional staff. The process used to grant continuing contracts is described
below:
Instructional staff may receive continuing contracts if all of the following
Requirements are met: (1) have completed three years of satisfactory service at
Valencia Community College in an established college-funded, tenure earning
position during a period not in excess of five successive years with such service
being continuous except for leave duty authorized and granted; (2) have been
appointed for a fourth year without reservations; and (3) have been recommended
by the president for continuing contract based on successful performance of duties
and demonstration of professional competence [College Policy 6Hx28:3E-02 attached in
Appendix 7].
3) The following describes the process used to annually apprise each eligible faculty
member of progress toward attainment of continuing contract status:
Deans evaluate pre-tenure faculty at the end of each semester during their first
year of employment. Thereafter, barring specific problems, evaluations are done
annually. If performance is not at an acceptable level, deans will continue to evaluate
faculty members each semester until an acceptable level of performance is achieved
or the faculty member is not recommended for tenure [College Policy 6Hx28:3E-02]
4) The college has developed a budgetary incentive plan to support and ensure
attainment of the goals developed pursuant to Section 1012.86, F.S. Summarized
below is a description of the incentive plan, including how resources shall be
allocated to support the implementation of strategies and the achievement of goals
in a timely manner:
Based on staff needs, the president authorizes the establishment of faculty positions
14
| College Employment Equity Accountability Plan
Beyond the regularly approved positions for which qualified women and minority
candidates have been identified. This serves as an incentive for provosts and deans to
vigorously recruit women and minority candidates. The College has budgeted funds to
advertise in publications directed to women and minority audiences. Job
announcements are sent to minority colleges and staff members are registered to
participate in job fairs that reach women and minority candidates.
5) The following describes how funds are used to increase the number of females and
minorities receiving continuing contracts:
Staff and professional development funds are made available to faculty eligible to earn
continuing contracts. College funding supports consultants who are brought to the
College to enhance the skills and attributes of faculty as identified through a faculty
academy individualized learning plans and through “Circles of Belonging.”
6) Salary Information: Include the salary ranges in which new hires were employed
compared to the salary ranges for employees with comparable experience and
qualifications. (Section 1012.86 (2)(b)(5), F.S.
The data below compares the salary ranges of new hires for faculty and administrators
for the period of July 1, 2010 to present and that of faculty and administrators for the
period of July 1, 2007 to June 30, 2010 as it relates to experience and qualifications.
Please refer to Appendices 5 & 6 for additional information regarding the data.
Faculty
(76)
Hired
7/1/2007 - 6/30/2010
Faculty
(42)
Hired7/1/2010 - Present
30,000 - 40,000
40,000 - 50,000
50,000 -60,000
60,000 - 70,000
10month 12month 10month 12month 10month 12month 10month 12month
Degree
< BS
BS
MA
M+
DR
1
1
1
23
3
3
2
16
7
7
3
2
3
2
2
Admin
(22)
Hired
7/1/2007 - 6/30/2010
60,000 - 70,000
12month
Degree
< BS
BS
MA
M+
DR
Degree
< BS
BS
MA
M+
DR
1
12
1
1
12
3
6
2
3
70,000 -80,000
12month
80,000 -90,000
12month
Over 90,000
12month
1
Admin
(7)
Hired7/1/2010 - Present
70,000 -80,000
12month
80,000 -90,000
12month
Over 90,000
12month
1
2
2
1
15
30,000 - 40,000
40,000 - 50,000
50,000 -60,000
60,000 - 70,000
10month 12month 10month 12month 10month 12month 10month 12month
3
1
5
2
1
4
60,000 - 70,000
12month
Degree
< BS
BS
MA
M+
DR
| College Employment Equity Accountability Plan
1
1
2
3
E. Certification/Signature Page
The college actively implements and monitors the Employment Equity Accountability Plan
and certifies compliance with all statutory requirements of Section 1012.86, F.S.
_____________________________________________________________________________
Name (Equity Officer)
Date
___________________________________________________________________________
Name (College President)
Date
______________________________________________________________________________
Name (Chair, College Board of Trustees)
Date
This concludes the Annual Equity Update Report for 2010/2011.
16
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 1
Fall Staff Report
17
| College Employment Equity Accountability Plan
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY A. FULL-TIME FACULTY
SALARY RANGES BY TERMS EMPLOYED,ETHNICITY AND GENDER
FALL ENDING TERM 2010 - 2011
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
AMERICAN
NATIVE
|
|
BLACK OR
NON
INDIAN O
HAWAIIAN
|
|
AFRICAN
HISPANIC
RESIDENT ALASKAN
ETHNIC
PACIFIC
MULTI
|
|
AMERICAN
LATINO
WHITE
ASIAN
ALIENS
NATIVE
UNKNOWN
ISLANDER
RACIAL
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|
TERMS
TOTAL
TOTAL|
|
EMPLOYED
SALARY RANGE
FEMALE
MALE|
|-------------------------------------------------------------------------------------------------------------------------------------------|
| LESS/9MONTH|
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
| 9-10 MONTH | BELOW $30,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $30,000-39,999 |
0|
3|
3|
1|
6|
7|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
9|
11|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $40,000-49,999 |
3|
2|
2|
1| 19|
8|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
25|
12|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $50,000-64,999 | 10|
3| 12|
6| 96| 67|
6|
5|
0|
0|
1|
1|
1|
1|
0|
0|
0|
0|
126|
83|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $65,000-79,999 |
4|
6|
5|
2| 36| 32|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
45|
40|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $80,000-99,999 |
0|
0|
0|
0|
3|
4|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
4|
4|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $100,000-UP
|
0|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
|------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
| 11-12 MONTH| BELOW $30,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $30,000-39,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $40,000-49,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $50,000-64,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $65,000-79,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $80,000-99,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+---------+---------|
|
| $100,000-UP
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|-------------------------------------------------------------------------------------------------------------------------------------------|
|TOTALS
|
|-------------------------------------------------------------------------------------------------------------------------------------------|
|
|
| 17| 14| 22| 10| 160| 119|
7|
6|
0|
0|
2|
1|
1|
1|
0|
0|
0|
0|
209|
151|
---------------------------------------------------------------------------------------------------------------------------------------------
18
| College Employment Equity Accountability Plan
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY B. OTHER FULL-TIME EMPLOYEES
SALARY RANGES BY ETHNICITY AND GENDER
FALL ENDING TERM 2010 - 2011
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
NATIVE
AMERICAN
|
|
BLACK OR
HAWAIIAN
NON
INDIAN O
|
|
AFRICAN
HISPANIC PACIFIC
ETHNIC
RESIDENT ALASKAN
MULTI
|
|
WHITE
AMERICAN
LATINO
ISLANDER
ASIAN
UNKNOWN
ALIENS
NATIVE
RACIAL
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|OCCUPATION
SALARY
TOTAL
TOTAL|
|ACTIVITY
RANGE
FEMALE
MALE|
|-----------------------------------------------------------------------------------------------------------------------------------------|
|EXEC/ADMIN
| BELOW $30,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000-39,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000-49,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $50,000-64,999 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $65,000-79,999 |
0|
2|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
2|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $80,000-99,999 | 16|
8|
1|
0|
2|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
19|
9|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $100,000-UP
| 18| 10|
3|
3|
0|
2|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
22|
15|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
| 34| 20|
4|
3|
2|
2|
0|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
41|
26|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|OTHER PROF
| BELOW $30,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000-39,999 | 11|
4|
7|
2|
5|
3|
0|
0|
0|
0|
2|
0|
0|
0|
0|
0|
0|
0|
25|
9|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000-49,999 | 18| 14|
4|
1|
9|
5|
0|
0|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
32|
21|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $50,000-64,999 | 33| 24|
8|
0| 12|
4|
0|
0|
0|
2|
0|
1|
0|
0|
0|
0|
0|
0|
53|
31|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $65,000-79,999 | 14| 21|
3|
3|
3|
6|
0|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
0|
20|
31|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $80,000-99,999 |
6|
8|
1|
0|
2|
0|
0|
0|
0|
2|
0|
1|
0|
0|
0|
0|
0|
0|
9|
11|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $100,000-UP
|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
0|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
19
| College Employment Equity Accountability Plan
|SUBTOTAL
|
| 83| 71| 23|
6| 31| 18|
0|
0|
1|
5|
2|
3|
0|
0|
0|
0|
0|
0|
140|
103|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|TEC./PARAPROF | BELOW $20,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $20,000- 29,999|
2|
0|
2|
0|
0|
1|
0|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
0|
4|
2|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000- 39,999| 41| 19| 26|
8| 27|
9|
0|
0|
6|
1|
5|
0|
1|
0|
0|
0|
0|
0|
106|
37|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000- 49,999|
9| 11|
6|
1|
2|
6|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
18|
18|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $50,000 AND UP |
6|
3|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
6|
3|
-------------------------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY B. OTHER FULL-TIME EMPLOYEES
SALARY RANGES BY ETHNICITY AND GENDER
FALL ENDING TERM 2010 - 2011
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
NATIVE
AMERICAN
|
|
BLACK OR
HAWAIIAN
NON
INDIAN O
|
|
AFRICAN
HISPANIC PACIFIC
ETHNIC
RESIDENT ALASKAN
MULTI
|
|
WHITE
AMERICAN
LATINO
ISLANDER
ASIAN
UNKNOWN
ALIENS
NATIVE
RACIAL
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|OCCUPATION
SALARY
TOTAL
TOTAL|
|ACTIVITY
RANGE
FEMALE
MALE|
|-----------------------------------------------------------------------------------------------------------------------------------------|
|SUBTOTAL
|
| 58| 33| 34|
9| 29| 16|
0|
0|
7|
1|
5|
1|
1|
0|
0|
0|
0|
0|
134|
60|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|CLERICAL/SEC. | BELOW $20,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $20,000- 29,999| 36| 10| 15|
4| 27|
9|
0|
0|
5|
2|
4|
0|
0|
0|
0|
0|
0|
0|
87|
25|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000- 39,999| 39|
6| 14|
4| 22|
3|
0|
0|
5|
0|
0|
0|
0|
0|
0|
0|
0|
0|
80|
13|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000- 49,999| 13|
0|
4|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
18|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $50,000 AND UP |
4|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
4|
0|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
| 92| 16| 33|
8| 50| 12|
0|
0| 10|
2|
4|
0|
0|
0|
0|
0|
0|
0|
189|
38|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SKILLED CRAFT | BELOW $20,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $20,000- 29,999|
0|
3|
0|
0|
0|
4|
0|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
0|
0|
8|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000- 39,999|
0|
6|
0|
2|
0|
5|
0|
0|
0|
0|
0|
0|
0|
1|
0|
0|
0|
0|
0|
14|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000- 49,999|
0|
2|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
3|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
20
| College Employment Equity Accountability Plan
|
| $50,000 AND UP |
0|
3|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
3|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
|
0| 14|
0|
3|
0|
9|
0|
0|
0|
0|
0|
1|
0|
1|
0|
0|
0|
0|
0|
28|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SERVICE/MAINT.| BELOW $20,000 |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $20,000- 29,999|
5| 12|
8| 27| 13| 16|
0|
0|
3| 21|
0|
3|
0|
0|
0|
1|
0|
0|
29|
80|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $30,000- 39,999|
0|
7|
1|
8|
0|
3|
0|
0|
0|
4|
0|
0|
0|
0|
0|
0|
0|
0|
1|
22|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $40,000- 49,999|
0|
1|
0|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
2|
|
|----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| $50,000 AND UP |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
|
5| 20|
9| 36| 14| 19|
0|
0|
3| 25|
0|
3|
0|
0|
0|
1|
0|
0|
31|
104|
|--------------+----------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|TOTALS
|
|-----------------------------------------------------------------------------------------------------------------------------------------|
|
|
| 272| 174| 103| 65| 126| 76|
0|
1| 22| 33| 11|
8|
1|
1|
0|
1|
0|
0|
535|
359|
-------------------------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY D. OTHER PART-TIME EMPLOYEES
OCCUPATIONAL ACTIVITY BY ETHNICITY AND GENDER
FALL ENDING TERM 2010 - 2011
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
AMERICAN
NATIVE
|
|
NON
INDIAN O
BLACK OR
HAWAIIAN
|
|
MULTI
RESIDENT ALASKAN
ETHNIC
AFRICAN
HISPANIC
PACIFIC
|
|
RACIAL
ALIENS
NATIVE
ASIAN
UNKNOWN
AMERICAN
LATINO
WHITE
ISLANDER
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|OCCUPATION
TOTAL
TOTAL|
|ACTIVITY
FEMALE
MALE|
|------------------------------------------------------------------------------------------------------------------------|
|INSTR COMBINED|
1|
0|
2|
2|
3|
3| 22| 19| 44| 39| 74| 41| 67| 54| 360| 374|
0|
0|
573|
532|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|EXEC/ADMIN
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|OTHER PROF
|
0|
0|
0|
0|
0|
0|
0|
0|
1|
0|
0|
1|
0|
0|
2|
0|
0|
0|
3|
1|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|TEC./PARAPROF |
1|
0|
3|
1|
0|
1|
9|
7| 15|
6| 16| 13| 34| 30| 72| 40|
2|
0|
152|
98|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|CLERICAL/SEC. |
0|
0|
2|
1|
0|
0|
3|
5|
4|
5| 16|
6| 24| 11| 40| 30|
1|
0|
90|
58|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SKILLED CRAFT |
0|
0|
0|
0|
0|
0|
0|
4|
0|
3|
1|
8|
4|
9|
1|
6|
0|
0|
6|
30|
|--------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SERVICE/MAINT.|
0|
0|
0|
0|
0|
0|
1|
4|
0|
2|
1| 10|
1|
5|
0| 13|
0|
0|
3|
34|
|------------------------------------------------------------------------------------------------------------------------|
21
| College Employment Equity Accountability Plan
|TOTALS
|
|------------------------------------------------------------------------------------------------------------------------|
|
|
2|
0|
7|
4|
3|
4| 35| 39| 64| 55| 108| 79| 130| 109| 475| 463|
3|
0|
827|
753|
--------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY F. FULL-TIME FACULTY
TENURE STATUS BY RANK, ETHNICITY AND GENDER
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
AMERICAN
NATIVE
|
|
INDIAN O
BLACK OR
NON
HAWAIIAN
|
|
ALASKAN
ETHNIC
HISPANIC AFRICAN
RESIDENT PACIFIC
MULTI
|
|
NATIVE
UNKNOWN
ASIAN
LATINO
AMERICAN
WHITE
ALIENS
ISLANDER
RACIAL
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|TENURE
TOTAL
TOTAL|
|STATUS
RANK
FEMALE
MALE|
|------------------------------------------------------------------------------------------------------------------------------------|
|TENURED
| PROFESSORS |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSOC. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSIS. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| INSTRUCTOR |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
22
| College Employment Equity Accountability Plan
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| LECTURES
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| OTHER FACU. |
2|
1|
0|
1|
5|
5| 15|
7| 10|
8| 110| 95|
0|
0|
0|
0|
0|
0|
142|
117|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
|
2|
1|
0|
1|
5|
5| 15|
7| 10|
8| 110| 95|
0|
0|
0|
0|
0|
0|
142|
117|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|ON TRACK
| PROFESSORS |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSOC. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSIS. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| INSTRUCTOR |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| LECTURES
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| OTHER FACU. |
0|
0|
1|
0|
2|
0|
3|
2|
6|
2| 44| 15|
0|
0|
0|
0|
0|
0|
56|
19|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
|
0|
0|
1|
0|
2|
0|
3|
2|
6|
2| 44| 15|
0|
0|
0|
0|
0|
0|
56|
19|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|NOT ON TRACK| PROFESSORS |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSOC. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ASSIS. PROF |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| INSTRUCTOR |
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| LECTURES
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| OTHER FACU. |
0|
0|
0|
0|
0|
1|
4|
1|
1|
4|
6|
9|
0|
0|
0|
0|
0|
0|
11|
15|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SUBTOTAL
|
|
0|
0|
0|
0|
0|
1|
4|
1|
1|
4|
6|
9|
0|
0|
0|
0|
0|
0|
11|
15|
|------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|TOTALS
|
--------------------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY F. FULL-TIME FACULTY
TENURE STATUS BY RANK, ETHNICITY AND GENDER
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
|
AMERICAN
NATIVE
|
|
INDIAN O
BLACK OR
NON
HAWAIIAN
|
|
ALASKAN
ETHNIC
HISPANIC AFRICAN
RESIDENT PACIFIC
MULTI
|
|
NATIVE
UNKNOWN
ASIAN
LATINO
AMERICAN
WHITE
ALIENS
ISLANDER
RACIAL
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|TENURE
TOTAL
TOTAL|
23
| College Employment Equity Accountability Plan
|STATUS
RANK
FEMALE
MALE|
|============-=============-====-====-====-====-====-====-====-====-====-====-====-====-====-====-====-====-====-====-=======-=======|
|
|
|
2|
1|
1|
1|
7|
6| 22| 10| 17| 14| 160| 119|
0|
0|
0|
0|
0|
0|
209|
151|
--------------------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
IPEDS FALL STAFF SURVEY G. NEW HIRES(AS OF FISCAL YEAR)
OCCUPATIONAL ACTIVITY BY ETHNICITY AND GENDER
VALENCIA
--------------------------------------------------------- CCNUM=VALENCIA UNITID=138187 -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|
24
| College Employment Equity Accountability Plan
|
AMERICAN
NATIVE
|
|
BLACK OR
NON
INDIAN O
HAWAIIAN
|
|
AFRICAN
HISPANIC
MULTI
RESIDENT ALASKAN
ETHNIC
PACIFIC
|
|
WHITE
AMERICAN
ASIAN
LATINO
RACIAL
ALIENS
NATIVE
UNKNOWN
ISLANDER
|
|
|
|
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
|
|OCCUPATION
TENURE
TOTAL
TOTAL|
|ACTIVITY
STATUS
FEMALE
MALE|
|--------------------------------------------------------------------------------------------------------------------------------------|
|INSTR COMBINED| TENURED
|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| ON TRACK
|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
0|
|
|-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|
| NOT ON TRACK|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|EXEC/ADMIN
|
|
5|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
5|
0|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|OTHER PROF
|
|
3|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
3|
1|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|TEC./PARAPROF |
|
1|
0|
1|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
3|
0|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|CLERICAL/SEC. |
|
0|
0|
3|
0|
0|
0|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
4|
1|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SKILLED CRAFT |
|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
|--------------+-------------+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+----+-------+-------|
|SERVICE/MAINT.|
|
0|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
1|
|--------------------------------------------------------------------------------------------------------------------------------------|
|TOTALS
|
|--------------------------------------------------------------------------------------------------------------------------------------|
|
|
| 10|
3|
4|
0|
1|
0|
1|
1|
0|
0|
0|
0|
0|
0|
0|
0|
0|
0|
16|
4|
----------------------------------------------------------------------------------------------------------------------------------------
1
FLORIDA COLLEGE SYSTEM
25
| College Employment Equity Accountability Plan
IPEDS FALL STAFF SURVEY G. NEW HIRES(AS OF FISCAL YEAR)
OCCUPATIONAL ACTIVITY BY ETHNICITY AND GENDER
VALENCIA
---------------------------------------------------------------- CCNUM=VALENCIA -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ASIAN
| BLACK
|
HISPANIC
|
WHITE
|
|
|
|----------+----------+---------------------+---------------------|
|
|
| FEMALE | FEMALE | FEMALE |
MALE
| FEMALE |
MALE
| TOTAL
|
|----------------------------------+----------+----------+----------+----------+----------+----------+----------|
|OCCUPATION
|SALARY RANGE
|
|
|
|
|
|
|
|
|ACTIVITY
|
|
|
|
|
|
|
|
|
|----------------+-----------------|
|
|
|
|
|
|
|
|INSTR
|55,000 TO 65,000 |
|
|
|
|
|
|
|
|COMBINED/ON
|
|
|
|
|
|
|
|
|
|TRACK
|
|
0|
0|
0|
0|
1|
0|
1|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|EXEC/ADMIN
|ABOVE 75,000
|
0|
0|
0|
0|
5|
0|
5|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|OTHER PROF
|45,000 TO 55,000 |
0|
0|
0|
0|
0|
1|
1|
|
|-----------------+----------+----------+----------+----------+----------+----------+----------|
|
|55,000 TO 65,000 |
0|
0|
0|
0|
1|
0|
1|
|
|-----------------+----------+----------+----------+----------+----------+----------+----------|
|
|65,000 TO 75,000 |
0|
0|
0|
0|
1|
0|
1|
|
|-----------------+----------+----------+----------+----------+----------+----------+----------|
|
|ABOVE 75,000
|
0|
0|
0|
0|
1|
0|
1|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|TEC./PARAPROF
|30,000 TO 35,000 |
1|
1|
0|
0|
1|
0|
3|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|CLERICAL/SEC.
|BELOW 25,000
|
0|
0|
0|
1|
0|
0|
1|
|
|-----------------+----------+----------+----------+----------+----------+----------+----------|
|
|25,000 TO 30,000 |
0|
3|
1|
0|
0|
0|
4|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|SKILLED CRAFT
|25,000 TO 30,000 |
0|
0|
0|
0|
0|
1|
1|
|----------------+-----------------+----------+----------+----------+----------+----------+----------+----------|
|SERVICE/MAINT. |BELOW 25,000
|
0|
0|
0|
0|
0|
1|
1|
|----------------------------------+----------+----------+----------+----------+----------+----------+----------|
|TOTAL
|
1|
4|
1|
1|
10|
3|
20|
-----------------------------------------------------------------------------------------------------------------
26
| College Employment Equity Accountability Plan
CCTCMIS - RFALLIPS 02/08/2011 11:48:26
SOURCE: APR2011
27
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 2
Executive/Administrators/Management
Employment Equity Trend Model & 5-Year History, Comparison & Goals
28
| College Employment Equity Accountability Plan
Employment Equity Trend Model: Executive/Administrative/Management
Employment Equity Trend Model
Executive, Administrative, and Managerial Staff
Counts
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
3
4
4
4
4
2,199
Black Male
4
3
3
3
3
1,754
Total Black
7
7
7
7
7
3,953
Hispanic Female
2
3
3
3
2
3,011
Hispanic Male
2
2
2
2
2
3,027
Total Hispanic
4
5
5
5
4
6,038
White Female
25
23
24
27
34
17,765
White Male
20
22
18
20
20
23,137
Total White
45
45
42
47
54
40,902
Other Female
1
1
1
1
1
2,532
Other Male
0
0
0
0
1
3,168
Total Other
1
1
1
1
2
5,700
Total Female
31
31
32
35
41
25,507
Total Male
26
27
23
25
26
31,086
Total Valencia
57
58
55
60
67
56,593
Executive, Administrative, and Managerial Staff
Percent Mix
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
5.3%
6.9%
7.3%
6.7%
6.0%
3.9%
Black Male
7.0%
5.2%
5.5%
5.0%
4.5%
3.1%
Total Black
12.3%
12.1%
12.7%
11.7%
10.4%
7.0%
Hispanic Female
3.5%
5.2%
5.5%
5.0%
3.0%
5.3%
Hispanic Male
3.5%
3.4%
3.6%
3.3%
3.0%
5.3%
Total Hispanic
7.0%
8.6%
9.1%
8.3%
6.0%
10.7%
White Female
43.9%
39.7%
43.6%
45.0%
50.7%
31.4%
White Male
35.1%
37.9%
32.7%
33.3%
29.9%
40.9%
Total White
78.9%
77.6%
76.4%
78.3%
80.6%
72.3%
Other Female
1.8%
1.7%
1.8%
1.7%
1.5%
4.5%
Other Male
0.0%
0.0%
0.0%
0.0%
1.5%
5.6%
Total Other
1.8%
1.7%
1.8%
1.7%
3.0%
10.1%
Total Female
54.4%
53.4%
58.2%
58.3%
61.2%
45.1%
Total Male
45.6%
46.6%
41.8%
41.7%
38.8%
54.9%
Total Valencia
100.0% 100.0% 100.0% 100.0% 100.0%
100.0%
29
| College Employment Equity Accountability Plan
30
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 3
Instructional Staff
Employment Equity Trend Model and 5-Year History, Census and Goal
31
| College Employment Equity Accountability Plan
Employment Equity Trend Model: College Instructional Staff
Employment Equity Trend Model
College Instructional Staff
Counts
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
15
14
15
15
17
2,199
Black Male
11
13
13
12
14
1,754
Total Black
26
27
28
27
31
3,953
Hispanic Female
15
20
23
25
22
3,011
Hispanic Male
9
9
11
10
10
3,027
Total Hispanic
24
29
34
35
32
6,038
White Female
124
145
151
154
160
17,765
White Male
103
115
122
121
119
23,137
Total White
227
260
273
275
279
40,902
Other Female
6
9
8
7
9
2,532
Other Male
7
6
6
7
7
3,168
Total Other
13
15
14
14
16
5,700
Total Female
160
188
197
201
208
25,507
Total Male
130
143
152
150
150
31,086
Total Valencia
290
331
349
351
358
56,593
College Instructional Staff
Percent Mix
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
5.2%
4.2%
4.3%
4.3%
4.7%
3.9%
Black Male
3.8%
3.9%
3.7%
3.4%
3.9%
3.1%
Total Black
9.0%
8.2%
8.0%
7.7%
8.7%
7.0%
Hispanic Female
5.2%
6.0%
6.6%
7.1%
6.1%
5.3%
Hispanic Male
3.1%
2.7%
3.2%
2.8%
2.8%
5.3%
Total Hispanic
8.3%
8.8%
9.7%
10.0%
8.9%
10.7%
White Female
42.8%
43.8%
43.3%
43.9%
44.7%
31.4%
White Male
35.5%
34.7%
35.0%
34.5%
33.2%
40.9%
Total White
78.3%
78.5%
78.2%
78.3%
77.9%
72.3%
Other Female
2.1%
2.7%
2.3%
2.0%
2.5%
4.5%
Other Male
2.4%
1.8%
1.7%
2.0%
2.0%
5.6%
Total Other
4.5%
4.5%
4.0%
4.0%
4.5%
10.1%
Total Female
55.2%
56.8%
56.4%
57.3%
58.1%
45.1%
Total Male
44.8%
43.2%
43.6%
42.7%
41.9%
54.9%
Total Valencia
100.0% 100.0% 100.0% 100.0% 100.0%
100.0%
32
| College Employment Equity Accountability Plan
33
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 4
Full-Time Continuing Contract Staff and
Employment Equity Trend Model and 5-Year History, Census & Goal
34
| College Employment Equity Accountability Plan
Employment Equity Trend Model: Full-Time Continuing Contract Staff
Employment Equity Trend Model
Full-time Continuing Contract Instructional Staff
Counts
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
13
11
11
11
10
2,199
Black Male
11
11
11
10
8
1,754
Total Black
24
22
22
21
18
3,953
Hispanic Female
12
10
11
13
15
3,011
Hispanic Male
6
7
7
7
7
3,027
Total Hispanic
18
17
18
20
22
6,038
White Female
108
110
106
108
110
17,765
White Male
93
95
93
95
95
23,137
Total White
201
205
199
203
205
40,902
Other Female
4
5
5
6
7
2,532
Other Male
4
6
6
6
6
3,168
Total Other
8
11
11
12
13
5,700
Total Female
137
136
133
138
142
25,507
Total Male
114
119
117
118
116
31,086
Total Valencia
251
255
250
256
258
56,593
Full-time Continuing Contract Instructional Staff
Percent Mix
As of First Pay Period in October
Grad Deg
Ethnicity - Gender 2006-07 2007-08 2008-09 2009-10 2010-11 Census
Black Female
5.2%
4.3%
4.4%
4.3%
3.9%
3.9%
Black Male
4.4%
4.3%
4.4%
3.9%
3.1%
3.1%
Total Black
9.6%
8.6%
8.8%
8.2%
7.0%
7.0%
Hispanic Female
4.8%
3.9%
4.4%
5.1%
5.8%
5.3%
Hispanic Male
2.4%
2.7%
2.8%
2.7%
2.7%
5.3%
Total Hispanic
7.2%
6.7%
7.2%
7.8%
8.5%
10.7%
White Female
43.0%
43.1%
42.4%
42.2%
42.6%
31.4%
White Male
37.1%
37.3%
37.2%
37.1%
36.8%
40.9%
Total White
80.1%
80.4%
79.6%
79.3%
79.5%
72.3%
Other Female
1.6%
2.0%
2.0%
2.3%
2.7%
4.5%
Other Male
1.6%
2.4%
2.4%
2.3%
2.3%
5.6%
Total Other
3.2%
4.3%
4.4%
4.7%
5.0%
10.1%
Total Female
54.6%
53.3%
53.2%
53.9%
55.0%
45.1%
Total Male
45.4%
46.7%
46.8%
46.1%
45.0%
54.9%
Total Valencia
100.0% 100.0% 100.0% 100.0% 100.0%
100.0%
35
| College Employment Equity Accountability Plan
36
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 5
Salary Information
Faculty Comparison Data: July 1, 2007 to June 30, 2010
37
| College Employment Equity Accountability Plan
Valencia Community College - Faculty Comparisons: July 1, 2010 to Present
Ethnicity
White Non-Hispanic
White Non-Hispanic
Asian/Pacific Islander
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
38
Gender
Female
Female
Male
Male
Male
Female
Female
Female
Female
Female
Female
Female
Female
Male
Female
Female
Female
Female
Female
Female
Female
Female
Female
Female
Male
Female
Male
Male
Female
Eclass
F1
F1
F1
F2
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
Eclass Descr
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
| College Employment Equity Accountability Plan
Posn
Suff Title
Job Eff Date Table
FT0379
0 Prof, Radiologic/Imaging Sc
9-Jan-11 F1
FT0370
0 Professor, Chemistry
9-Jan-11 F1
FT0378
0 Prof, Elec/Comp Eng Techn
6-Jan-11 F1
FT0377
0 Counselor
25-Oct-10 F2
FT0165
0 Professor, Comp Prgrm/Analy
17-Oct-10 F1
FT0254
0 Professor, Psychology
8-Aug-10 F1
FT0187
0 Professor, English
8-Aug-10 F1
FT0344
0 Professor, Speech
8-Aug-10 F1
FT0137
0 Professor, Speech
8-Aug-10 F1
FT0315
0 Professor, Office Syst Techn
8-Aug-10 F1
FT0361
0 Professor, Graphics Technology
8-Aug-10 F1
FT0103
0 Professor, Nursing
8-Aug-10 F1
FT0367
0 Professor, Accounting
8-Aug-10 F1
FT0365
0 Professor, Student Life Skills
8-Aug-10 F1
FT0360
0 Professor, Psychology
8-Aug-10 F1
FT0131
0 Professor, Sociology
8-Aug-10 F1
FT0366
0 Professor, Student Life Skills
8-Aug-10 F1
FT0373
0 Professor, English
8-Aug-10 F1
FT0376
0 Professor, Nutrition
8-Aug-10 F1
FT0374
0 Professor, Humanities
8-Aug-10 F1
FT0264
0 Professor, Speech
8-Aug-10 F1
FT0363
0 Professor, Mathematics
8-Aug-10 F1
FT0025
0 Professor, English
8-Aug-10 F1
FT0334
0 Professor, Nursing
8-Aug-10 F1
FT0204
0 Professor, Humanities
8-Aug-10 F1
FT0368
0 Professor, Architecture
8-Aug-10 F1
FT0359
0 Professor, Mathematics
8-Aug-10 F1
FT0202
0 Professor, History
8-Aug-10 F1
FT0358
0 Professor, Biology
8-Aug-10 F1
Grade Step Salary
DR
16 65723
DR
9 58146
DR
3 51652
MA
0 89494
DR
23 73300
DR
15 64641
MA
21 64135
M3
0 71305
M3
5 50317
MA
14 56559
BC
8 46564
MA
16 58723
MA
16 58723
DR
10 59229
DR
25 75465
M3
1 45987
MA
16 58723
MA
3 44652
MA
7 48982
MA
5 46817
MA
5 46817
M3
15 61141
MA
1 42487
M3
16 62223
MA
2 43570
MA
11 53311
MA
12 54394
M3
9 54646
DR
9 58146
Valencia Community College – Faculty Comparisons: July 1, 2010 to Present, Cont.
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
Asian/Pacific Islander
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Asian/Pacific Islander
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
39
Female
Female
Male
Female
Female
Female
Male
Female
Female
Female
Male
Female
Male
Female
Female
Female
Female
Female
Male
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F2
F2
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 12 Month, Tenure
| College Employment Equity Accountability Plan
FT0084
FT0364
FT0362
FT0258
FT0080
FT0375
FT0372
FT0290
FT0329
FT0369
FT0177
FT0330
FT0001
FT0160
FT0114
FT0125
FT0371
FT0003
FT0301
0 Professor, Mathematics
0 Professor, Student Life Skills
0 Professor, Hosp/Tourism
0 Professor, Reading
0 Professor, Mathematics
0 Professor, Mathematics
0 Professor, Earth Science
0 Professor, Biology
0 Professor, Biology
0 Professor, Biology
0 Professor, English
0 Professor, English
0 Professor, Accounting
0 Professor, Chemistry
0 Professor, Nursing
0 Professor, Radiography
0 Professor, Crim Just Techn
0 Librarian
0 Professor, Humanities
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
8-Aug-10 F1
6-Jul-10 F2
1-Jul-10 F2
MA
MA
MA
MA
M3
MA
MA
DR
DR
MA
MA
MA
MA
DR
MA
BC
MA
MA
M3
2
5
16
7
5
11
16
7
16
4
7
3
12
7
9
16
16
16
0
43570
46817
58723
48982
50317
53311
58723
55982
65723
45734
48982
44652
54394
55982
51146
55223
58723
70468
94187
Valencia Community College – Faculty Comparisons: July 1, 2007 to June 30, 2010
40
| College Employment Equity Accountability Plan
Ethnicity
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
41
Gender
Male
Female
Female
Female
Female
Female
Male
Male
Male
Male
Female
Female
Female
Female
Female
Male
Female
Female
Female
Male
Female
Male
Male
Female
Male
Male
Female
Female
Female
Female
Female
Eclass
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F2
F2
F2
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
Eclass Descr
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 12 Month, Tenure
Faculty 12 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
| College Employment Equity Accountability Plan
Posn
Suff Title
Job Eff Date Table
FT0018
0 Professor, Cardio Technology
24-Jun-10 F1
FT0258
0 Professor, Reading
23-Jan-10 F1
FT0110
0 Professor, Nursing
22-Aug-09 F1
FT0126
0 Professor, Reading
22-Aug-09 F1
FT0103
0 Professor, Nursing
22-Aug-09 F1
FT0137
1 Professor, Speech
8-Aug-09 F1
FT0202
1 Professor, History
8-Aug-09 F1
FT0129
0 Professor, Respiratory Care
8-Aug-09 F1
FT0190
0 Professor, English
8-Aug-09 F1
FT0065
0 Prof, Biology/Horticulture
8-Aug-09 F1
FT0108
0 Professor, Nursing
8-Aug-09 F1
FT0098
0 Professor, Nursing
10-Jan-09 F1
FT0101
0 Professor, Nursing
8-Jan-09 F1
FT0140
0 Librarian
5-Jan-09 F2
FT0141
0 Librarian
5-Jan-09 F2
FT0285
0 Counselor
8-Sep-08 F2
FT0351
0 Professor, English
9-Aug-08 F1
FT0337
0 Professor, Humanities
9-Aug-08 F1
FT0354
0 Professor, Nutrition
9-Aug-08 F1
FT0199
0 Professor, Graphics Techn
9-Aug-08 F1
FT0310
0 Professor, Mathematics
9-Aug-08 F1
FT0336
0 Professor, Business
9-Aug-08 F1
FT0229
0 Professor, Mathematics
9-Aug-08 F1
FT0181
0 Professor, English
9-Aug-08 F1
FT0299
0 Professor, English
9-Aug-08 F1
FT0168
0 Professor, Crim Just Techn
9-Aug-08 F1
FT0350
0 Professor, Mathematics
9-Aug-08 F1
FT0257
0 Professor, Reading
9-Aug-08 F1
FT0355
0 Professor, Graphics Technology
9-Aug-08 F1
FT0231
0 Professor, Mathematics
9-Aug-08 F1
FT0155
0 Professor, Biology
9-Aug-08 F1
Grade Step Salary
BC
0 9626
MA
7 48420
MA
16 58050
MA
6 47350
MA
14 55910
M3
4 48710
M3
8 52990
BC
8 45990
DR
3 51140
DR
5 53280
DR
16 65050
MA
16 58050
M3
16 61550
M3
5 59736
MA
5 55536
DR
4 62652
MA
2 43070
MA
4 45210
MA
6 47350
M3
10 55130
MA
1 42000
MA
13 54840
MA
4 45210
MA
8 49490
MA
4 45210
M3
16 61550
MA
1 42000
MA
9 50560
AS
5 41380
MA
5 46280
MA
11 52700
Valencia Community College – Faculty Comparisons: July 1, 2007 to June 30, 2010, Cont.
White Non-Hispanic
Other
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
42
Female
Female
Female
Female
Female
Male
Female
Female
Female
Female
Female
Female
Male
Female
Female
Male
Female
Female
Male
Female
Female
Female
Female
Female
Male
Male
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F2
F2
F1
F1
F1
F2
F1
F1
F1
F1
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 12 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
| College Employment Equity Accountability Plan
FT0345
FT0056
FT0349
FT0347
FT0353
FT0346
FT0075
FT0348
FT0342
FT0341
FT0118
FT0339
FT0352
FT0344
FT0357
FT0356
FT0272
FT0326
FT0340
FT0095
FT0096
FT0283
FT0330
FT0033
FT0064
FT0333
0 Professor, Physics
0 Professor, English
0 Professor, Business
0 Professor, Biology
0 Professor, Speech
0 Professor, Mathematics
0 Professor, Mathematics
0 Professor, Biology
0 Professor, Nursing
0 Professor, Mathematics
0 Professor, Physics
0 Professor, Chemistry
0 Professor, Culinary Mgmt
0 Professor, Speech
0 Professor, Spanish
0 Professor, Biology
0 Librarian
0 Librarian
0 Professor, Mathematics
0 Professor, Nursing
0 Professor, Nursing
0 Counselor
0 Prof, College Prep English
0 Professor, Dental Hygiene
0 Professor, History
0 Professor, EMS
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
9-Aug-08 F1
1-Jul-08 F1
1-Jul-08 F1
1-Jul-08 F2
19-May-08 F2
29-Dec-07 F1
8-Oct-07 F1
8-Oct-07 F1
8-Sep-07 F2
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
DR
MA
MA
DR
DR
M3
MA
M3
MA
MA
DR
M3
AS
MA
M3
MA
M3
MA
MA
MA
MA
DR
M3
MA
DR
AS
1
5
9
7
9
4
2
1
16
3
16
7
16
8
0
0
2
0
4
16
13
7
6
12
4
16
49000
46280
50560
55420
57560
48710
43070
45500
58050
44140
65050
51920
53150
49490
78298
72465
55884
56820
45210
58050
54840
66504
50850
53770
52210
53150
Valencia Community College – Faculty Comparisons: July 1, 2007 to June 30, 2010, Cont.
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Asian/Pacific Islander
White Non-Hispanic
Hispanic/Latino
Asian/Pacific Islander
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
Black/African Am. Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
43
Female
Female
Male
Female
Male
Female
Female
Female
Female
Female
Female
Female
Female
Female
Male
Female
Female
Female
Female
Female
Female
Male
Male
Male
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F1
F2
F2
F1
F1
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
Faculty 12 Month, Tenure
Faculty 12 Month, Tenure
Faculty 10 Month, Tenure
Faculty 10 Month, Tenure
| College Employment Equity Accountability Plan
FT0335
FT0053
FT0119
FT0329
FT0018
FT0170
FT0327
FT0023
FT0184
FT0332
FT0049
FT0334
FT0080
FT0006
FT0302
FT0328
FT0304
FT0331
FT0103
FT0032
FT0095
FT0287
FT0240
FT0343
0 Professor, Mathematics
0 Professor, English
0 Professor, Political Science
0 Professor, Biology
0 Professor, Cardio Technology
0 Professor, Graphics Technology
0 Professor, Speech
0 Professor, Comp Eng Techn
0 Professor, English
0 Professor, Engineering
0 Professor, English
0 Professor, Nursing
0 Professor, Mathematics
0 Professor, Biology
0 Professor, ESL
0 Professor, Political Science
0 Professor, ESL
0 Professor, Chemistry
0 Professor, Nursing
0 Professor, Dental Hygiene
0 Services Rendered
0 Counselor
0 Professor, Mathematics
0 Professor, Economics
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 F1
25-Aug-07 AJ
25-Aug-07 F2
11-Aug-07 F1
1-Jul-07 F1
MA
MA
MA
MA
AS
M3
DR
MA
MA
DR
MA
MA
MA
DR
M3
M3
MA
DR
MA
MA
MA
MA
M3
M3
4
2
7
3
3
10
1
10
2
1
5
16
13
2
14
16
7
9
16
13
0
7
14
0
45210
43070
48420
44140
39240
55130
49000
51630
43070
49000
46280
58050
54840
50070
59410
61550
48420
57560
58050
54840
0
58104
59410
120192
Valencia Community College
Appendix 6
Salary Information
Administrators Comparison Data: July 1, 2007 to June 30, 2010
44
| College Employment Equity Accountability Plan
Valencia Community College – Administrators Comparison: July 1, 2007 to June 30, 2010
And July 1, 2010 to Present
45
Ethnicity
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Gender
Female
Female
Female
Female
Female
Female
Female
Eclass
A3
A3
A3
A3
A2
A3
A3
Eclass Descr
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Executive Staff
Administrative Staff
Administrative Staff
Posn Suff Title
SE0703
0 Dean of Students - Osceola
SE0836
0 Assistant General Counsel
SE0849
0 Dean, Allied Health
SE0920
0 Associate VP, Organization Dev
SE0757
0 Provost - Osceola Campus
SE0588
0 Dean, Communications, W
SE0791
0 Dean, Commun/Humanities, O
Job Eff Date Table
25-Oct-10 AP
30-Aug-10 AP
30-Aug-10 AP
8-Aug-10 AP
19-Jul-10 AP
19-Jul-10 AP
12-Jul-10 AP
Grade Step Salary
F
0 83943
E
0 92000
F
0 83943
F
0 115000
G
0 146800
F
0 83943
F
0 83943
Ethnicity
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Not Reported
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
White Non-Hispanic
White Non-Hispanic
Hispanic/Latino
White Non-Hispanic
Black/African Am. Non-Hispanic
Gender
Female
Male
Female
Male
Female
Female
Female
Male
Male
Male
Female
Male
Female
Male
Male
Female
Male
Female
Male
Female
Male
Female
Eclass
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A3
A2
A3
A3
A3
A2
A3
Eclass Descr
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Administrative Staff
Executive Staff
Administrative Staff
Administrative Staff
Administrative Staff
Executive Staff
Administrative Staff
Posn Suff Title
Job Eff Date Table
SE0814
0 Dean, Arts/Entertainment, E
1-Jan-10 AP
SE0648
0 Dean,Humanities/Foreign Lang,E
1-Jan-10 AP
SE0592
0 Dean, Science, W
1-Jan-10 AP
SE0752
0 Asst VP, Academic Learning Sup
16-Nov-09 AP
SE0750
0 Director, Honors Program
21-Sep-09 AP
SE0633
0 Asst VP, Marketing/Media Rel
21-Sep-09 AP
SE0805
0 Director, Student Success
14-Sep-09 AP
SE0927
0 Dir, Network & Infrastructure
1-Jul-09 AP
SE0926
0 Dir, Enterprise App Services
1-Jul-09 AP
SE0929
0 Dir, Web and Portal Services
1-Jul-09 AP
SE0923
0 Assistant Chief Info Officer
1-Jul-09 AP
SE0928
0 Dir, Technology Supp Services
1-Jul-09 AP
SE0585
0 Assistant Provost - West
2-Jan-09 AP
SE0815
0 Assistant Provost - Lake Nona
27-Dec-08 AP
SE0736
0 Director, Crim Just Institute
7-Jul-08 AP
SE0651
0 Dean, Social Science, E
7-Jul-08 AP
SE0813
0 Exec Dean, Econom Develop/S.I.
1-Jul-08 AP
SE0792
0 Dean, Math, Scien/Psych, O
1-Jul-08 AP
SE0586
0 Dean, Archit, Engin/Techn
1-Jul-08 AP
SE0587
0 Dean, Bus, Behav/Social, W
20-May-08 AP
SE0755
0 Provost - West Campus
17-May-08 AP
SE0753
0 Asst VP, Workforce Dev
1-Oct-07 AP
Grade Step Salary
F
0 81498
F
0 92162
F
0 94340
F
0 90000
E
0 78000
F
0 110000
E
0 78000
E
0 84880
E
0 87700
E
0 63439
F
0 121200
E
0 61200
F
0 79986
F
0 84012
E
0 90000
F
0 84454
G
0 122346
F
0 87278
F
0 101402
F
0 89338
G
0 140000
F
0 90000
| College Employment Equity Accountability Plan
Valencia Community College
Appendix 7
College Policy – 6Hx28:3E-02
46
| College Employment Equity Accountability Plan
Policy: 6Hx28: 3E-02
Responsible Official: Executive Vice President and Chief Learning Officer
Specific Authority: 1001.65, FS.
Law Implemented: 1001.65, FS.; 6A-14.0247 FAC.
Effective Date: 04-17-07
Policy: 6Hx28:08-10
Responsible Official: Executive Vice President and Chief Learning Officer
Specific Authority: 1001.65, FS.
Law Implemented: 1001.65, FS.; 6A-14.0247 FAC.
Effective Date: 04-17-07
Award of Tenure and Evaluation of Tenured and Tenure Track
Faculty
Policy Statement:
A. It is the policy of the District Board of Trustees to award continuing contracts to full time
faculty in accordance with the law and procedures to be developed and approved by the
president or designee, in consultation with the Faculty Council. Evaluation of tenured and
tenure track faculty will be done according to procedures approved by the President or
designee in consultation with the Faculty Council. Tenure shall only be awarded by the
affirmative vote of the District Board of Trustees, as decided in its sole discretion, and
tenure shall never be awarded in the absence of the affirmative vote of the District Board
47
| College Employment Equity Accountability Plan
of Trustees for any reason, including without limitation, by default or procedural
deficiency(ies).
B. Any employee holding a continuing contract who accepts an offer of annual employment in
a capacity other than that in which the continuing contract was awarded may be granted
an administrative leave of absence pursuant to the college's procedures.
C. For the purpose of this policy, the word "tenure" shall refer to the condition of "continuing
contract" as described by rule of the State Board of Education. Tenure shall be further
defined as follows:
Tenure is a professional status conferred upon faculty members who have been judged to
have demonstrated scholarship and teaching ability or other skills sufficient to warrant
recognition of their achievement of predetermined standards of professional competence.
D. The achievement of tenure indicates responsible professional performance over a period of
at least three years at Valencia and carries with it an ongoing contract of employment with
the institution, which shall entitle the employee to continue in a faculty position at the
college without the necessity for annual nomination or reappointment, and which can be
terminated only in accordance with law and rules of the State Board of Education and the
District Board of Trustees.
Procedures:
I. Reasons and Principles for the Award of Tenure
A. Valencia Community College recognizes the following principles as underlying the
award of tenure by the college.
1. Tenure is one of the instruments by which standards of excellence are
maintained in the academic community.
2. Tenure provides significant protection for academic freedom. Academic
freedom is essential for maintaining social and political freedom in a
democracy.
3. Professors sometimes choose to discuss controversial issues. It is recognized
that some individuals could be offended in the process. Tenure protects
faculty from capricious and arbitrary retribution which might otherwise
result from such controversy.
4. Tenure, applied wisely, gives dignity, recognition, and stability to worthy
members of the profession.
5. Tenure is a positive and important factor in attracting and recruiting talented
faculty.
6. The body of tenured faculty gives stability and continuity to an institution and
inspires confidence, pride, and recognition of the institution within the
community.
B. The tenure decision-making process should be:
1. Informed by formal input from tenured faculty;
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2. Based on dean, peer, and student (when collected) observations to the record;
3. Public (details of individual decisions treated with discretion, subject to law);
4. Formative (in-progress; helpful, encouraging, supportive, non-adversarial);
5. Collaborative and inclusive;
6. Transparent (clear to all: candidates, peers, administrators);
7. Competency & performance-based (demonstrating abilities/capabilities of
professional, learning-centered faculty);
8. Fair and consistent in application;
9. Based upon literature examining best practices in teaching/learning;
10. Tied to candidate's scholarship of discipline, academic/performance standards,
and evidence of student learning.
C. The induction process should:
1. Foster trust and respect;
2. Be a mentored experience;
3. Create on-going communication with the candidate (from multiple sources);
4. Nurture long-term commitment to institutional goals;
5. Produce individual growth (be developmental);
6. Be flexibly tailored and provide adequate resources for learning;
7. Feature clear and consistent procedures and criteria for evaluation.
These procedures may be amended from time to time by the President or designee
in consultation with the Faculty Council.
It is intended that the procedures adopted under this policy shall be complied with
fully and in good faith; provided, however, that the policy on Award of Tenure and
Evaluation of Tenured and Tenure Track Faculty and these implementing
procedures shall not become part of any contract of employment or create any
property right or establish any procedural or substantive due process requirement
unless specifically so provided herein.
II. Criteria for the Award of Tenure
A. To become eligible for consideration for tenure: Acceptable Portfolio (ILP)
B. Successful Performance and Demonstration of the Essential Competencies of a
Valencia Educator as evidenced by the following, without limitation:
Formal/Informal evaluations, classroom and laboratory performance,
student conferences, department participation, curriculum development,
service on committees, service to program, department, and college,
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counseling and guidance, professional development, and service to the
community, where appropriate.
1. Classroom/work observations
2. Student evaluations
3. Contributions to/participation in the department, campus and college
4. Feedback from several sources, including without limitation, deans,
department chairs, area coordinators, faculty, and students' evaluations.
5. Completion of three (3) years of satisfactory service at Valencia during a
period not in excess of five (5) years with such service being continuous
except for leave duly authorized and granted.
C. Other criteria for the award of a continuing contract that the college may consider
include, without limitation, educational qualifications, efficiency, compatibility,
character and capacity to meet the educational needs of the community, and the
length of time the duties and responsibilities of this position are expected to be
needed. The weight afforded each criterion may vary, depending on factors unique
to the each candidate's specific faculty line. At the outset of a candidate's tenure
track employment at the College, the candidate's dean shall inform the candidate
of such unique factors. The college shall provide in writing to faculty a copy of the
criteria for a continuing contract.
D. Positive recommendation by the president and approval by the District Board of
Trustees for continuing contract.
III. Procedures for Pre-Tenure Evaluations / Valencia's Tenure Process Components:
A. General
Any reference to the position of dean in these procedures shall include directors.
These general procedures should promote the following:
1. Availability of in-service training for all faculty who are involved in the tenure
review/evaluation process.
2. Appropriate uniformity and consistency of the evaluation process among
campuses and among departments within each campus, including, but not
limited to, the use of uniform assessment and evaluation forms.
3. Appropriate review and revision of job descriptions for faculty positions.
B. Individualized Learning Plan (ILP)
1. An Individual Learning Plan (ILP) is a tenure candidate's professional
development plan. The ILP is written by the candidate, in collaboration with
the dean. The plan spells out what the faculty member wants to learn,
achieve, or accomplish during the pre-tenure process. The plan should be
based on genuine need and desire to improve teaching, counseling or
librarianship, keeping in mind division needs. The learning outcomes should
be directly connected to the candidate's professional practice, considering
both pedagogy and discipline. To that end, the outcomes explore the
Essential Competencies of a Valencia Educator. The plan includes 2-3
(sometimes more) specific Learning Outcomes. Most ILPs also include an
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Action Research Project. ILP work is demonstrated in a Faculty Portfolio
which is reviewed annually by the tenure candidate's ILP/Portfolio Review
Panel.
2. Assessment of the ILP
a. The ILP/Portfolio Review Panel is appointed by the dean and provides
formative feedback on the candidate's growth in the Essential
Competencies and achievement of the Learning Outcomes. ILP
work is documented, in a paper, mixed media, or online portfolio
with artifacts that are assessed and eventually evaluated by the ILP
Review Panels according to the Valencia Standards of Scholarship.
Each ILP Review Panel should be made up of one tenured colleague
from the candidate's discipline and campus, one tenured colleague
from the candidate's discipline but from another campus, and one
tenured colleague from a different discipline on any campus.
Flexibility in membership is acceptable, for reasons including
without limitation departmental diversity and specialization.
b. Annual or more frequent review of ILP progress (formative feedback)
is conducted by the ILP Review Panel and the dean. ILP reviews will
take place on a Valencia campus. Unless otherwise authorized by
the college, written ILP reports following years one and two shall be
available to tenure candidates within two weeks of the review.
c. To the extent possible, the membership of each ILP Review Panel
should be constant over time (same dean and same tenured
faculty).
d. A college-wide process will be developed and employed to ensure that
ILPs involve comparable effort and quality of outcome in spite of
their unique, individualized nature.
e. The ILP Review Panel provides a summative commentary on ILP
completion to the record. One unified report should be sent to the
tenure candidate by the dean after the Year-one and Year-two
ILP/Portfolio Review Panel meetings. The report should reflect the
consensus of the ILP Review Panel with the full balance of findings,
including the strengths and areas needed for improvement.
f. Portfolios documenting completion of the ILP may be submitted in
paper, digital or mixed media formats according to the wishes of
the candidate. Content must be equivalent across formats;
guidelines should be established by the ILP Review Panel with room
for flexibility based on the candidate's project.
g. Each major element of the portfolio must be present [Goals (ILP,
Philosophy, and Professional Background), Reflective Critique,
Analysis of all seven Essential Competencies, and Documentation of
Learning Outcomes]; however, if one element is not at the
acceptable level the overall review of the portfolio is not necessarily
unacceptable. An Action Research Project (ARP) is encouraged to
be included in each ILP; however, an ARP is not a required
element. Each dean and candidate will make the appropriate needs
assessment regarding the value of an ARP to the candidate's ILP.
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h. The final portfolio will be ranked "not acceptable" or "acceptable", with
comments included to express exemplary performance or
substantial concerns.
i. A report that synthesizes ILP Review Panel findings on the final
portfolio will be prepared for each tenure candidate. If any member
of the panel has views differing from those expressed in the report,
an additional "minority" report should be prepared.
j. A final portfolio will be considered unacceptable only if a majority of
the ILP Review Panel members considers the portfolio as a whole
unacceptable. A portfolio that is considered acceptable by two out
of four panel members will be considered acceptable.
k. Each ILP Review Panel (and each panelist) will base assessments on
the standard Portfolio Rubric. The final portfolio will be assessed
holistically according to the standards set in the Portfolio Rubric.
Professional ethics and open access to all primary materials by the
ILP Review Panel, Tenure Review Committee, Provost, Chief
Learning Officer, and President will ensure use of the standard
Portfolio Rubric for assessments.
l. Completion of a portfolio is intended to be a three-year process.
However, if a candidate receives "acceptable" or "exemplary" on all
portfolio elements at the end of year two, the candidate will not be
required to modify the portfolio for the year-three summative
evaluation. The candidate could, however, choose to modify the
portfolio, for example to strengthen an "acceptable" element to
make it "exemplary".
m. All deadlines established for the orderly administration of the ILP
review process shall be observed by candidates. Failure to observe
deadlines may result in immediate rejection of the portfolio or may
otherwise hinder a candidate's eligibility to be considered for tenure
or receipt of tenure. With all of the following stipulations met, an
extension of time for submission of the final portfolio could be
recommended to the dean by the ILP Review Panel:
i. Extraordinary extenuating circumstances, and
ii. Documentation of good progress towards completion, and
iii. Timely appeal to the ILP Review Panel
The recommendation of the ILP Review Panel would be forwarded
by the dean to be considered and acted upon by the Provost, Chief
Learning Officer, and/or President, as may be deemed appropriate.
n. Completion of an "acceptable" portfolio is a necessary prerequisite to
become eligible for further consideration by the college to receive a
continuing contract. When a candidate's final portfolio is considered
"unacceptable" by his or her ILP Review Panel, the candidate may
appeal to the appropriate Tenure Review Committee, which would
refer the matter to a second ILP Review Panel for further
consideration and review. The second Review Panel should consist
of one dean and three tenured faculty members selected by the
Tenure Review Committee from the pool of trained ILP reviewers.
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None of the members of the candidate's original ILP Review Panel
are eligible to serve on the second Review Panel. The second ILP
Review Panel will consult all primary sources, including the original
panel's final report. The second ILP Review Panel should assess the
portfolio holistically taking into consideration the original panel's
final report. If the second Review Panel finds the candidate's
portfolio to be "acceptable," then the prerequisite for further tenure
consideration would be considered met. Therefore, a portfolio
deemed unacceptable by the second ILP Review Panel disqualifies
the candidate and renders them ineligible for further consideration
for tenure. Regardless of the final decision, the candidate's official
record would include both the original ILP Review Panel's report
and the second Review Panel's report.
3. Infrastructure for Assessment of the Individualized Learning Plan (ILP)
a. Deans will assemble ILP Review Panels for newly hired tenure
candidates by the end of September of the candidates' first tenuretrack year.
b. Deans will work with the Office of Teaching/Learning Support each
January to plan and schedule ILP review team training. All review
panel members, including selected faculty and deans, will
participate in mandatory ILP review team training before they begin
their work with tenure candidates. Teaching Learning Support will
make every effort to provide training opportunities.
c. Each year's ILP review team training will result in a pool of tenured
faculty prepared to provide formative assessment and summative
evaluation of ILPs. That pool should expand each year until it
includes an appropriate number of faculty. Training will be open to
all tenured faculty. Supplemental training will be provided as
deemed appropriate.
4. Professional Performance
a. Tenure-track teaching faculty members will receive classroom
observations by the dean or by a tenured designate of the dean at
least once during each term during the first two terms of tenuretrack employment. More frequent classroom observations may be
conducted during the tenure track period, as deemed appropriate
by the dean. Tenure-track counselors and librarians will receive
work observations at least once during each term during the first
two terms of tenure-track employment, or more frequently during
the tenure track period as deemed appropriate by their supervisor.
These observations will be planned in advance with evaluation
criteria provided to the tenure-track faculty member beforehand. A
post-observation meeting between the dean and/or the designated
reviewer and the tenure-track faculty member is required within
two weeks of the classroom/work observation. As part of this
meeting, a formal report will be prepared and given to the tenuretrack faculty member and the dean, where the review was
prepared by a tenured designate, stating specific strengths as well
as concerns and detailed suggestions for improvement.
b. Student Assessment of Instruction forms will be administered at or
near mid-term and at the end of each term for the first two terms
of tenure track employment, at the minimum, for tenure-track
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faculty members, or more frequently during the tenure track period
as deemed appropriate by the dean. These completed forms, or
copies thereof, will be provided to the tenure-track faculty member
within two weeks of administration. Similar procedures with
appropriate evaluative instruments will be followed for tenure-track
librarians and counselors.
c. At a minimum, deans will evaluate tenure-track faculty members at
the end of each term, excluding summer terms, during the tenuretrack period, or more often, including summer terms, during the
tenure track period as deemed appropriate by the dean, to
determine the levels of performance in each applicable area. The
levels of performance in each applicable area are based on
excellent, acceptable, or below-acceptable standards. Evaluation
reports will be provided to the tenure-track faculty member and
kept as part of division records.
d. In the event of below-acceptable performance, the dean or a tenured
designate of the dean will make specific recommendations for
improvement and will continue evaluations and or observations,
including post-observation meetings and formal reports, each term
until an acceptable level is achieved or until it is determined that
reappointment will not be recommended.
e. When faculty members enter the final year of pre-tenure employment,
and are not performing acceptably, the college may notify them in
writing that they will not be recommended for tenure at the end of
the third year; however, the failure to give such notice shall not
entitle the faculty member to receive a continuing contract.
5. A Tenure Review Committee (TRC) will be created for eligible tenure
candidates. The Tenure Review Committee examines information relative to
candidate pre tenure performance.
Campus Divisions
In each campus division, for eligible tenure candidates, two tenured faculty
members are elected annually by the division's tenured faculty to serve as
members of the TRC in an advisory role to the dean in making that year's
tenure recommendations.
Collegewide Divisions
Only for the purposes of this procedure, counselors, librarians, and SLS
faculty are considered to serve respectively in divisions that are not
campus based, but collegewide in scope. In each collegewide division, for
eligible tenure candidates, two tenured faculty members are elected
annually by the division's tenured faculty to serve as members of the TRC
in an advisory role to the dean in making that year's tenure
recommendations.
Divisions with less than Three Tenured Faculty Members
Until there are at least three tenured SLS faculty, for eligible tenure
candidates in that collegewide division, two tenured faculty members from
different campuses are elected annually by the college's tenured faculty to
serve as members of the TRC in an advisory role to the dean in making
that year's SLS faculty tenure recommendations. Election procedures for
other small divisions are to be determined.
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The Tenure Review Committee examines the following materials:
a. Performance evaluation documents, which may include formal
Evaluation of Faculty instruments (required by annual process),
supplementary evaluations, and information related to classroom
and laboratory performance, student conferences, department
participation, curriculum development, service on committees,
service to program, department, and college, counseling and
guidance, professional development, and service to the community;
b. Student Assessment of Instruction data, as applicable;
c. Classroom Visitation forms and reports, as applicable;
d. Written Synopsis of Feedback from several sources, including without
limitation, deans, directors, program and department chairs,
coordinators, and faculty.
e. ILP/Portfolio Final Report(s) (The Tenure Review Committee does not
re-evaluate the acceptability of the ILP artifacts/portfolio).
1. The dean will make a recommendation to the campus
Provost regarding tenure. A written report of the Tenure
Review Committee, including the comments of faculty on
this committee, will be forwarded to the Provost with this
recommendation.
2. Provosts will make recommendations regarding tenure to
the Chief Learning Officer, who in turn recommends to the
president. Tenure may be awarded by the District Board of
Trustees upon the positive recommendation of the
president.
3. Presentation of tenure to professors will be acknowledged
by the college and the department in an appropriate
manner.
f. Procedures for Post-Tenure Evaluations
0. At a minimum, tenured faculty will be formally evaluated by deans on an annual basis.
1. These evaluations will involve a two-way communication
between the dean and the faculty member and will be
signed and dated by both parties. The signature of the
faculty member on the written evaluation report is solely
for the purpose of acknowledgement of receipt of the
evaluation.
2. The evaluation will review the year's accomplishments and
challenges in terms of classroom and laboratory
performance, student conferences, student development,
department participation, curriculum development, service
on committees, counseling and guidance, professional
development, and service to the community, where
appropriate. The written evaluation report will indicate
actions that will be taken in the coming year for the
improvement of the faculty member and the educational
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program. Any performance issues and challenges, along
with recommendations for their resolution will be discussed
and clearly stated in the written evaluation report.
3. Faculty member's goals for the coming year will be
established.
4. Deans will send copies of the written evaluation report to
the provost, to the faculty member, and to the Human
Resources office.
Related Documents and Policies:
History:
Formerly 6Hx28:5-07; Amended 12-11-74; Amended 1-19-83; Amended 10-23-91; Amended 11-1892; Amended 07-17-01; Amended 04-17-07; Formerly 6Hx28:08-10; Procedure Amended 01-21-11.
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