Motlow State Community College
Action Plan & Outcome Assessment Report for Institutional Effectiveness
Planning Year: July 1, 2012 – June 30, 2013
Assessing Year: July 1, 2011 – June 30, 2012
Unit: Human Resources
Related Strategic Goal:
3.1 Monitor and improve the effectiveness of educational programs and services.
Action Plan #: HRES-02
Action Plan Title: Non-discriminatory Applicant Pool
Desired Outcome: The applicant pool for each vacant faculty and staff position will include submissions
from underrepresented groups in the recruiting area.
Description of Action Plan and Related Activities: Upon determining the demographics of the
recruiting area, Human Resources will work with hiring managers to include focused recruiting using
mediums that will attract a diverse population.
Team Members: Student Affairs, Academic Affairs, Business Affairs, Information Technology and
Facilities Units
Timeline: Review progress and evaluate June 30, 2012.
Est. Cost: $12,500
Budgeted: Included in current budget
Evidence of Success: A diverse applicant pool of faculty and staff representing underrepresented
populations reflective of the recruiting area in all job postings.
Complete the following when assessing a plan
Current Status: On Schedule
Describe Progress:
2012
In alignment with the 2010-2015 Access and Diversity Plan, Goal 3, Objective 3.1, the Human Resources
department has continued to work with hiring managers to publicize recruitment ads in a wide array of
diversity publications and to make special efforts to recruit underrepresented applicants. In looking at a
20% sample of the jobs posted during the plan year, we observed an increase in the number of diverse
applicants for those positions, although we are aware that the Director of Nursing and Mechatronics
Instructor positions produced no non-white applicants. 8% of new hires were from underutilized
populations during this plan year.
2011
In alignment with the 2010-2015 Access and Diversity Plan, Goal 3, Objective 3.1, the Human Resources
department has worked with hiring managers to publicize recruitment ads in a wide array of
publications that target diverse populations. In comparing a 20% sample of applications from the 2010
postings to a 20% sample from the 2011 postings, we did see an increase in the number of non-white
applicants. However, the increased number of diverse applicants produced no non-white hires during
the assessment period.
2010
New recruiting sources continue to be explored in an attempt to attract a more diverse applicant pool.
All applicant pools were reviewed by the affirmative action officer; however, producing more qualified
diverse candidates continues to be challenging.
2009
New recruiting sources were utilized to attract more diverse applicant pools. Applicant pools were
reviewed by the affirmative action officer, and proved to produce more qualified diverse candidates.
20 percent of all new hires were from underutilized populations.
2008
Applicant pools were reviewed by the affirmative action officer; however, the expected outcome of
attracting more diverse candidates was not achieved. As a result, HR will modify its procedure to
include additional measures to attract a diverse candidate pool as outlined in the action plan.
2007
The recruiting process will be modified and/or enhanced to successfully recruit in areas where qualified
applicants, who replicate availability, may be identified and asked to apply for vacant positions.
If results are less than expected, the director of human resources will review the applicant process and
make any necessary changes to achieve the expected results.
Describe Needed Changes: Desired outcome was updated to reflect applicants from underrepresented
groups rather than trying to replicate the demographics of the recruiting area.
List of Supporting Documentation: Affirmative Action race/ethnicity applicant results pulled from
sample job postings
Date Last Updated: June 30, 2012