2013 FACILITIES DIVERSITY PLAN
Diversity Goal 1: Recruit, retain, advance, recognize, and promote a diverse staff in the Facilities
Organization that recognizes diversity as an advantage in carrying out the mission of the Organization.
Current Status: The Facilities Organization is comprised of multiple departments that include a variety
of positions ranging from non-skilled trades positions to executive level managers. We are always
striving to increase the level of diversity employed within the Organization (as of 2013 approximately
47% of our workers are either non-Caucasian males or female).
1.1 Continue to recruit, retain, advance, recognize, and promote a diverse staff throughout the Facilities
Organization.
Performance Indicators for this Goal/Strategy
1.1A
1.1B
1.1C
1.1D
Number of minority hires during the fiscal year.
Number of minority promotions during the fiscal year.
Number of minority recognitions during the fiscal year.
Look at turnover rates of minorities by position.
Persons Responsible
1.1A Ed Daniels/Ray Carey are responsible for tracking and reporting for this indicator.
1.1B Ed Daniels/Ray Carey are responsible for tracking and reporting for this indicator.
1.1C Ed Daniels/Ray Carey are responsible for tracking and reporting for this indicator.
1.1D Ed Daniels will pull reports and analyze data.
Timeline for Completion (within plan period)
1.1A Reviewed quarterly/Reported annually.
1.1B Reviewed quarterly/Reported annually.
1.1C Reviewed quarterly/Reported annually.
1.1D Reviewed quarterly/Reported annually.
Report of Accomplishments
1.2
Continue to look for ways to provide training opportunities and encourage such opportunities for our
minority employees.
Performance Indicators for this Goal/Strategy
Tasks
1.2A Establish a base line for the percent of minority employees receiving training compared to the total number of
employees receiving training. Based on what this information tells us we will set an appropriate goal to increase
training opportunities for our minority employees.
1.2B Seek out appropriate training alternatives that might better address the needs of our minority employees.
Persons Responsible
1.2A Ed Daniels
1.2B Ed Daniels
1.2C
Timeline for Completion (within plan period)
1.2A July 2013
1.2B May 2013
Report of Accomplishments
1.3 Establish a training plan that would ensure current management has received appropriate diversity
training.
Performance Indicators for this Goal/Strategy
Task
1.3A Set up training schedule for Supervisors and above to attend Diversity and Ethics training. Training will be
required on an every other year basis.
Persons Responsible
1.3A Ed Daniels will establish training schedule and monitor compliance. Office of Equity and Diversity and/or
HR will conduct training as appropriate.
Timeline for Completion (within plan period)
1.3A Schedule established by May 2013. Training completed by end of year 2013.
Report of Accomplishments
1.4
Increase the number of qualified minority candidates that apply for facility openings.
Performance Indicators for this Goal/Strategy
Tasks
1.3A Work with the HR department and the Office of Equity and Diversity to identify appropriate recruiting
sources that reach a more diverse candidate pool.
1.3B Identify appropriate positions that may be underrepresented in terms of minority employees and establish an
appropriate recruiting strategy that would lead to a more diverse candidate pool.
Persons Responsible
1.3A Bill Coester and Ray Carey
1.3B Bill Coester and Ray Carey
Timeline for Completion (within plan period)
1.3A April 2013
1.3B May 2013
Report of Accomplishments
Diversity Goal 2: Make sure the importance of a diverse workforce is recognized and communicated to
our employees and customers.
Current Status:
2.1 Develop strong diversity statement to be included in our Mission and Goals statement.
Performance Indicators for this Goal/Strategy
Tasks
2.1A Include the need for the Sr. Management team to incorporate diversity in our overall Mission and Goals
statement.
Persons Responsible
2.1A Tom Calhoun and Sr. Management team
Timeline for Completion (within plan period)
2.1A July 2013
Report of Accomplishments
2.2 Continue to seek out qualified Small Woman and Minority Owned Businesses (SWAM) for participation
in projects being undertaken by the University.
Performance Indicators for this Goal/Strategy.
Tasks
2.2A The Facilities department will support the participatory goals shown in the table below and will encourage
the contracting manager to adopt them to the maximum extent possible.
2.2B The contracting manager provide planned SWAM contractor participation by DMBE certified vendors,
providing anticipated sub-contractor amounts to each specific SWAM sub-contractor.
2.2C The contracting manager will, as part of the contract agreement, report actual spend by each SWAM
subcontractor on a quarterly basis.
Category
Construction Sub-Contractor
Minority
9.25 %
Non-Minority Woman
5.25 %
SBE
21.75 %
Total
36.25 %
Persons Responsible
2.2A Tom Calhoun and Contracts Manager
Timeline for Completion (within plan period)
2.2A Ongoing, based on Contract Award date.