INSTITUTIONAL EFFECTIVENESS - Get Now DOC by k135E9

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									                          INSTITUTIONAL EFFECTIVENESS
                      ASSESSMENT PLAN - DEPARTMENT / UNIT


Department/Unit: Office for Underrepresented Faculty
College/Division: Office of the Provost
Date: June 30, 2005

Mission Statement: The Office for Underrepresented Faculty was established to
further assist university academic programs in the recruitment and retention of ethnic
minority faculty. We provide university-wide programs that help improve efforts to
attract and retain tenure-track ethnic minority faculty.



Intended Outcome # 1: Georgia State University hires racially and
ethnically diverse tenure-track faculty.

Effectiveness Indicators: (What factors/variables/elements will you be measuring to gauge your
success at reaching your intended outcome?)

The racial/ethnic diversity of hired tenure-track faculty will be measured by the
percentage of tenure-track faculty hired in each of the six units in the university for fall
2005 who self-identify as members of racial/ethnic groups defined by the University
Policy on Recruitment of Ethnic Minority Faculty.

Success Criteria: (For each indicator described above, what minimum score, value or result will signal
success? What score, value or result will signal a need for improvement? What score, value or result will
signal a need for immediate intervention?)

Successful achievement of this outcome will be determined by differences in the number
and percentage of racial/ethnic minority tenure-track faculty hired in fall 2005 in
comparison to the number and percentage of racial/ethnic minority tenure-track faculty
hired in fall 2004. Success will be defined as an increase in the percentage and/or
number of racial/ethnic minority tenure-track faculty hired. A need for improvement will
be defined as a decrease in the percentage and/or number of racial/ethnic minority
tenure-track faculty hired. Immediate intervention will be defined as either failure to hire
any racial/ethnic minority tenure-track faculty members, or the hire of only one
racial/ethnic minority tenure-track faculty member, currently, in the entire academic unit.




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Department/Unit:__________________________________________________              Date:_____________
Data Collection and Analysis Procedures: (How, when, and by whom will data be collected? How
will it be analyzed? What will be the product of the analysis?)

Based on faculty employment data, the Office of Institutional Research (OIR) will provide
the racial/ethnic membership of tenure-track faculty hired for each academic unit in fall
2004 and fall 2005. Aggregate data will be provided separately for each academic unit
regarding the number and percentage of racial/ethnic minority faculty hired during the
designated time period.



Utilization of Results: (How will results of the analysis be used in planning, decision making, and
continuous improvement? What type of actions will be taken based on the analysis results?)

These results will assist us to measure the effectiveness of efforts to recruit a
racially/ethnically diverse tenure-track faculty. Results that suggest the need for
improvement or immediate intervention will require that we better monitor the
implementation of our recruitment guidelines to diversify the faculty, through the
assistance of the Office of Affirmative Action.




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Department/Unit:__________________________________________________               Date:_____________



Intended Outcome # 2: Georgia State University has racial and ethnic
diversity among its tenured faculty.



Effectiveness Indicators: (What factors/variables/elements will you be measuring to gauge your
success at reaching your intended outcome?)

The racial/ethnic diversity of tenured faculty will be measured by the percentage of
faculty who receive tenure in each of the six units in the university for fall 2005 who self-
identify as members of racial/ethnic groups defined by the University Policy on
Recruitment of Ethnic Minority Faculty.




Success Criteria: (For each indicator described above, what minimum score, value or result will signal
success? What score, value or result will signal a need for improvement? What score, value or result will
signal a need for immediate intervention?)

Successful achievement of this outcome will be determined by differences in the number
and percentage of racial/ethnic minority faculty tenured in fall 2005 in comparison to the
number and percentage of racial/ethnic minority faculty tenured in fall 2004, among the
racial/ethnic minority faculty considered for tenure. Success will be defined as an
increase in the percentage and/or number of racial/ethnic minority faculty who receive
tenure among the racial/ethnic minority faculty considered for tenure. A need for
improvement will be defined as a decrease in the percentage and/or number of
racial/ethnic minority faculty who receive tenure among the racial/ethnic minority faculty
considered for tenure. Immediate intervention will be defined as either failure to tenure
any racial/ethnic minority faculty members, or failure to tenure more than one
racial/ethnic minority faculty member, currently, in the entire academic unit.




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Department/Unit:__________________________________________________              Date:_____________
Data Collection and Analysis Procedures: (How, when, and by whom will data be collected? How
will it be analyzed? What will be the product of the analysis?)

Based on faculty promotion/tenure data, the Office of Institutional Research (OIR) will
provide the racial/ethnic membership of faculty tenured, among those considered for
tenure in each of the six academic units for fall 2004 and fall 2005. Aggregate data will
be provided separately for each academic unit regarding the number and percentage of
racial/ethnic minority faculty who received tenure during the designated time period.




Utilization of Results: (How will results of the analysis be used in planning, decision making, and
continuous improvement? What type of actions will be taken based on the analysis results?)

These results will assist us to measure the effectiveness of efforts to recruit a
racially/ethnically diverse tenure-track faculty. Results that suggest the need for
improvement or immediate intervention will require that we better monitor the
implementation of our retention guidelines to diversify the faculty, through the
assistance of the deans’ offices of the respective academic units.




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