Motlow State Community College
Action Plan & Outcome Assessment Report for Institutional Effectiveness
Planning Year: July 1, 2014 – June 30, 2015
Assessing Year: July 1, 2013 – June 30, 2014
Unit: Human Resources
Related Strategic Goal:
3.1 Monitor and improve the effectiveness of educational programs and services.
Action Plan #: HRES-01
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, and (if qualified), members of
underrepresented groups will be interviewed for each vacancy.
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. Additionally, HR will monitor the applicant pools and
ensure that applicants from underrepresented groups are included in the interview process.
Team Members: Student Affairs, Academic Affairs, Business Affairs, Information Technology and
Facilities Units
Timeline: Review progress and evaluate June 30, 2014.
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, and members of underrepresented
groups included in the interview process.
Complete the following when assessing a plan
Current Status: On Schedule
Describe Progress:
2013-14
In alignment with the 2010-2015 Access and Diversity Plan, Goal 3, Objective 3.1, the Human
Resources department has worked diligently to ensure that all job postings are placed in an ever
increasing list of diversity publications and job boards. Special efforts are made to monitor and
ensure that the percentage of qualified underrepresented candidates who apply are equally
represented in the list of those who are interviewed.
Of the 15 positions that were filled in the last year, a 40% (6 postings) sample was taken. We went
down 1% as compared to last year having 19% minority applicants. However, we increased in the
number of minorities interviewed to 24% which was up 3% from last year. Of those interviewed, two
minorities were hired.
2013
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, 19% of our applicants
were minorities. Of those applicants who were interviewed, 21% of these applicants were minorities.
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 nonwhite 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:
Because the majority of the unfilled jobs are support staff, we need to do a better job of targeting and
broadening our advertising efforts for those jobs equally as well as we do for administrative and
executive positions.
Desired outcome was updated to include having underrepresented applicants actually interviewed as
opposed to simply applying.
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 applicant results pulled from sample job postings
Date Last Updated: 6/15/2014