Transcript Personnel
Evaluation Task Force Goals • Establish broad criteria for all evaluations • Provide opportunity for input – self evaluation • Establish College-wide procedures Evaluation Task Force Task Force Steps for 1st Year (Beginning August) • August – Planning for Performance Workshop on Aug. 21st • • • • • • during In-service Meeting October – Task Force breaks into teams and reviews process in each department. Forms are reviewed and improvements are recommended. November – Pre-planning cycle instituted throughout January – Reminders are sent regarding training on evaluation techniques & procedures February – Evaluation training conducted May – Evaluations conducted June – Assessment Evaluation Task Force Strategic Plan Second-Third Year (FY 02-04) • Preparation for SACS accreditation selfstudy • Standardization of evaluation tools & format • “Pre-planning” for establishing goals • Scorecard on evaluation process – publicized & tracked Evaluation Task Force Strategic Plan Fourth-Fifth Year (FY 04-06) • Evaluations conducted on-line, providing proper security (Web-based) • Expansion of evaluation process • Reassess and reevaluate current evaluation process and make revisions Evaluation Task Force Recruitment & Hiring Task Force College-wide Survey Responses (1) What Works Well Interviews and reference checks are effective 20% A variety of people on committees is necessary 20% 60% Prompt review of candidates Recruitment & Hiring Task Force College-wide Survey Responses (2) What Needs Improvement/Elimination In-house search/promotion 10% 10% Restricted time frame 25% No search committees for lower level positions Job descriptions need revision 15% 20% Advertising reevaluated 20% Finalists ranked in preferred order Recruitment & Hiring Task Force Our Recommendations Post jobs internally for 3 days prior to general advertisement in order to encourage internal promotions. Eliminate use of search committees for certain lower range positions. Limit search committees for instructors to 5 employees (1 diversity, 1 faculty, 1 from outside department.) Fill positions within 6 mos. or require new budget authorization (unless written exception from President) Recruitment & Hiring Task Force Diversity Original Objective: To identify CFCC diversity goals by occupational category & department. Procedure: 1. Obtained Civilian Labor Force Data 2. Obtained Census of Population and Housing Data, EEOC Data Series, US Census 1992 3. Analyzed current workforce data 4. Noted possible areas with opportunities for improvement based on broad data Diversity Racial Breakdown at CFCC compared to NH Co. Civilian Work Force Racial Breakdown at CFCC NH Co. Civilian Work Force Race Percent Race Percent White African American Hispanic Asian 80.0% 17.5% 1.2% 1.2% White African American Hispanic Asian Other 82.0% 16.9% .05% .05% .05% Diversity Possible Areas with Opportunity for Improvement Area Amount Rationale Department Chairs 10- No diversity members Our faculty is 10.7% minority Administrative Assistants 5- No diversity members Lower Sec. Pos. are 10% minor. Technicians/ Tech Support 26- 2 diversity members (7.8%) Civilian Labor Data indicates 14% available Faculty 167- 18 diversity members (10.7%) Civilian Labor Data indicates 13.4% available Diversity