Northeast Wisconsin Technical College
2007-2008 Annual Report
A Follow-Up to the 2005-2010 Equal Opportunity and Affirmative Action Plan
Section 1: Policy Statement Updates or Revisions
There have been no policy updates or revisions.
Section 2: AA/EEO Information Dissemination Activities.
The College is continuing to disseminate the AA/EEO as outlined in the 2005-2010 fiveyear plan.
Section 3: Employment Progress Summaries
The Executive Leadership Team Action Plan embraced diversity in our Key Performance
Indicators and Goals. In the 2007-2008 plan, the following goal was set:
Increased proportion of minority staff at the College with an emphasis in faculty and nonunit professional groups. Measurement: The proportion of minority staff in the
(benefited) faculty and non-unit groups will be increased.
During the 2007-2008 fiscal year, the College hired 55 benefit eligible employees; five of
those employees are of ethnic minority status for a total of 9.1% of our hires being
minority. This compares to the 2006-2007 fiscal year when the College hired 14.08%
minority of the 71 benefit eligible hires.
During the year, three ethnic minority faculty hires brought the proportion of faculty from
5.7% to 6.7%. No minority non-unit professionals were hired.
The total population of all benefit eligible minority employees at the College is 5.45%
(34 employees); this compares favorably to the 5.3% (32 employees) in the previous
year. This is a 0.15% increase in our minority population.
The following steps continue to be taken to attain our continued goal to increase the
minority staff at the College:
1. Increased collaboration with the Vice President of Human Resources and Human
Resources staff to improve and expand networking with organizations
representing target populations (county, state, and nationwide) to attract a diverse
faculty and staff at NWTC.
2. College Diversity Director continued working in partnership with the HR VicePresident and Human Resources staff in recruiting new minority faculty and staff
for NWTC.
3. Significantly increased the College’s recruitment advertising in ethnically diverse
publications. NWTC worked with an advertising agency to create ads and
strategically place them in diverse publications throughout the year.
1
4. College Diversity conducted a cultural sensitivity workshop for all benefiteligible faculty and staff new hires that is completed during their first six months
of employment. All current staff attended this training over the last two years.
College Diversity created and implemented cultural awareness training for
adjunct instructors.
5. Unity and Strength through Diversity wall display exhibits key works of women
and minorities throughout the year. This display is changed on a monthly basis.
6. In partnership with West, East and Preble High Schools and under the direction of
College Diversity, NWTC continues to conduct the Vision of Success Program
(VOS). The program is designed to enhance basic mathematic, chemistry,
physics, biology, and reading and writing skills to ensure students of color success
in post-secondary education.
7. The College continued to promote and participate in activities that celebrate
ethnic diversity. At least seven different sessions were offered to students, faculty
and staff related to diversity. These sessions include:
 Diversity: Employee Overview (six sessions during year)
 Oneida Dancers
 Diversity According to South Park and Family Guy
 Inside Iraq
 Multicultural Ethnic Fair
 Ragdolls: Holocaust Survivor
 Tribute to Martin Luther King Jr.
 Native American Talking Circle
8. Human Resources staff collaborated with various departments to create two new
Multi-Cultural Internships and training program. Two students were matched
with their area of study to the job opportunity. One of the interns from the last
fiscal year has remained employed on a part-time basis at the conclusion of her
one-year internship. Thus far we have hired 19 minority students into this
program over 11 years.
9. Human Resources staff collaborated with every department in updating diversity
action plans that identify how each department will assist in diversifying the
faculty and staff. The plans are reviewed and summarized annually.
The Equal Employment and Affirmative Action Committee members have met regularly
in the last year. Some of their accomplishments in the 2007-2008 fiscal year include:
 Continued brainstorming and collaboration to bring cultural awareness to the
College’s faculty and staff as well as increase the ethnically diverse hiring.
 Developed a list of diverse professional groups and began contacting and meeting
with representatives from these groups.
 Reached out to other colleges and universities to exchange ideas and share their
diversity initiatives with the team. Invited them to meet with our team. Thus far
the team has met with one other College and exchanged best practices and ideas.
 Members of the committee serve as representatives on the planning committee for
all college in-service programs and ensure consideration is given to diverse guest
speakers and programs.
2


Reviewed the College’s internet job postings and brainstormed ideas to make the
site more user-friendly for diverse applicants. Made several tweaks and changes
to the site including adding a pdf of a Job Seeking Skills Exercise book to assist
those that may not be familiar or comfortable with our recruitment and interview
process.
Increased the faculty and staff awareness of the role of the multicultural center
through email and intranet announcements throughout the year.
In addition the team continues to work on their numerous action items with their primary
focus on increasing the diversity of faculty and staff in traditionally underrepresented
populations.
Section 4: Student Progress Summary
Key Performance Indicator (Measurement criteria):
The diversity of students and staff is increased.
Executive Leadership Team Goal:
11% of students enrolled in associate and diploma programs and certificates will be of minority
status.
Minority FTE percentage in degree and diploma programs was at 8.6%, the same percent
as all courses. 154 (7%) of our 2189 degree or diploma graduates in 2008 were selfreported minority students.
The following steps were taken to continue to attempt to attain the goal of 11%:
1. Increased scholarship opportunities were created for minority students through the
NWTC foundation.
2. NWTC played a major role in the annual Green Bay area Hispanic parade.
3. Recruitment staff provided diversity awareness information to staff, students, and
the community.
4. A first generation parent orientation was developed and offered to minority
families.
5. The Multicultural Center named a new Coordinator with strong ties to the
Hispanic community.
6. Minority Academic Advisors sent letters to all minority program students to offer
additional assistance and support.
In addition, the following activities were set and achieved:
1. Visits were made monthly to area high schools with high minority concentrations.
2. Recruitment offered TABE testing on site for minority students at their high
schools.
3. A college preview day was held individually for each of the 4 primary minority
populations.
3
4. A 50% advisor was added to the Multicultural Center to assist in the recruitment
and retention of Native American students as well as serve all minority students in
the Center with advising needs.
5. Three minority student associations were formed: Asian, Hispanic, and Native
American.
6. A minority Recruitment calendar was reproduced.
7. A minority event calendar was reproduced.
8. NWTC Student Services staff presented on services for minority students at the
WTCS Diversity Conference.
Disabled
The Agribusiness, Graphics, and Home Economics programs appear to be out of
compliance in the disabled category. In each case, the cohort number was small enough
that a difference of just one program graduate in each area would be enough to pull the
percentages into compliance with the general population. NWTC will incorporate
strategies to increase the graduation and enrollment rates of the disabled population by at
least one student in each of the areas that may be out of compliance.
The Special Needs Office at NWTC staff includes four counselors, one transition
coordinator, two sign language interpreters, and one instructional support specialist. The
number of students with disabilities averages over 450 per semester, and requires us to
focus our attention on providing accommodations, support services, and transition
services necessary for their successful completion of courses and programs. The
transition coordinator and transition counselor provide the opportunity to introduce
Northeast Wisconsin Technical College programs, services, and staff, which better
prepares students for entry into programs, increases student retention rates and enhances
successful program completion.
During the 2007-08 school years the Transition Coordinator and Transition Counselor
reached 782 students with disabilities through high school presentations, campus visits,
Individualized Education programs (IEP) meetings and one on one meetings. Of that
782, 92 students were provided transition services.
The Transition Coordinator and Transition Counselor will once again organize and host
the fourth annual Transition Orientation (previously called Transition Tech Camp).
Transition Orientation targets students accepted into either an Associate Degree Program
or Technical Diploma. Activities and services offered during the camp help to promote
better self-advocacy skills and familiarize students with college life and our facility.
Specialty areas such as test anxiety, learning styles inventory, time management, and
study skills are examples of sessions offered. We will also focus on the significant
differences between high school and college and the increased need for students to be
independent and to advocate for themselves.
4
154 Special Needs high school students were assessed in preparation for program entry.
Students were assessed free of charge at NWTC using TABE. Diagnostic results were
provided to students and counselors.
450 students with disabilities who are enrolled in six or more credits of an approved
course will receive counseling services designed to enhance their use of available
resources.
The Instructional Support Specialist will work with approximately 400 students to
determine appropriate accommodations, assistive technology and adaptive equipment.
To date, the Special Needs department has the required devices, equipment and software
to assist the students. Similarly, the Assessment Center has the necessary devices,
equipment and software to assess Special Needs and students with disabilities.
Section 5: Monitoring and Evaluation Activities
The College Diversity Office monitors compliance with state and federal laws. No
complaints were received in the 2007-2008 school year.
Section 6: Awards, Merit Citations and Kudos
Each year students, staff, and faculty have the opportunity to nominate a College
employee for the Affirmative Action Award.
The College was pleased to present our annual Affirmative Action award to Tim Braunel,
Instructor in our Basic Education/Learning Division. Employees nominated Ann for the
award.
Section 7: Changes in Goals or Initiatives in the Five Year Affirmative Action Plan
The College has not made any formal changes to the goals or initiatives of the five-year
plan.
5