key operational plans
Human Resource Support and Development Plan
Executive Summary September 2006
III. Internal Assessment
In addition to this information on external environment, the key operational plan for human resource support and development needs to be informed by statistics describing the current state of human resources at the University. Below are key statistics describing various functions of human resources.
Recruitment and Retention
Table 4 shows recruitment and retention statistics for the four classifications of employees.
Faculty: From Fall 1991 through the 2005/2006 academic school year, the average length of service among faculty who were hired in those years and then left was 3.2 years. Of the 316 faculty hired since Fall 1991, the overall retention rate is 57%. The retention rate for females is lower at 49%, whereas it’s 65% for males. Since 2000, 82% (14 of 17) faculty of color have been retained at the university. As faculty move from assistant professor to associate professor rank, the percentage of female faculty decreases from 53% to 31%, whereas the percentage of male faculty increases from 47% to 69%. At the Assistant Professor level, 53% are female; at the Associate Professor level, 31% are female; at the full Professor level 33% are female. These data imply that the retention rate of male faculty is higher than the retention rate for females, a trend which is consistent with national statistics. Approximately 47% of faculty are greater than or equal to the age of 50; 32% are greater than or equal to the age of 55, and 14% (or 47) are greater than or equal to the age of 60. Those colleges or departments where more than 50% of faculty are age 50 or older are: Business Administration (56%), Education and Human Services (63%), Nursing Undergraduate Program (89%), Computer Science (67%), Journalism (67%), Philosophy (67%), Public Affairs (75%), Social Work (80%), Sociology (100%), Theatre (67%).
Instructional Academic Staff: Of the 255 instructional academic staff members with the title of “Lecturer”, 39% are male and 61% female. These figures are virtually unchanged for “Senior Lecturer” with males constituting 41% of the population.
Professional/Administrative Academic Staff: The average length of stay for professional and administrative academic staff hired during the period from 1994-2005 and then left was 2.75 years. Minority women remained the shortest period of time (1.45 years). The retention rate is influenced downward by Residence Life Head Residents, who typically stay an average of only 1.75 years. Of the 275 staff hired since 1994, the overall retention rate is 52%. The retention rate for females is higher at 56%, whereas it’s 47% for males and 50% for minorities.
Permanent Classified Staff – (does not include LTE or Projects): During the period from 1994-2005, the numbers of classified staff hired each year has been declining. From 1997-2001, an average of 30 staff were hired annually. From 2002-2005 an average of 12 staff were hired annually. Of the 275 staff hired since 1994, 53% of them have been retained. Of concern is the low number of minority hires. The average length of stay of those who were hired since 1994 and have since left is 2.17 years. But the retention rate is downwardly biased due to the high turnover of custodians who often don’t stay in their jobs for longer than just a few months. In the Fall of 2005, males constituted 35 percent of classified employees. Approximately 52% of classified staff are greater than or equal to the age of 50; and 29% are greater than or equal to the age of 55.
In addition, as of Fall 2005 the campus employed 208 limited term employees and 72 graduate assistants.
Insert Table 4 Here
Equal Employment Opportunity and Affirmative Action
In the 2000 Affirmative Action Plan, UW Oshkosh was to increase the number of female faculty by 43. We’ve made tremendous progress since then in hiring female faculty. As you can see from the following chart on the Affirmative Action Goals for 2006-07, there are only goals to hire female faculty in the Business and Mathematics faculty groups, and academic staff in the Research/Relations Professional academic staff. However, we’ve made less progress in hiring employees of color. There are goals for hiring employees of color across all employee groups, with 61% of them within the faculty. In referring to Table 4, note that classified staff of color are only 3.64% of all classified staff. In looking at the potential retirement of classified staff we have future opportunities to recruit and hire more classified staff of color.
Insert Table 5 Here
Equity & Affirmative Action Harassment & Discrimination Claims
A summary of the Equity & Affirmative Action Harassment & Discrimination Claims over the past 5 years is shown in Table 6.