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PersonnelAc+onReview:FY2013–2015March28,2016

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2015Conversa+ononRace:Themes

1.  CulturalCompetency

2.  CommunityServiceandEngagement

3.  CareerandProfessionalAdvancement

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2015Conversa+ononRace:Themes

1.  CulturalCompetency

2.  CommunityServiceandEngagement

3.   CAREERANDPROFESSIONALADVANCEMENT

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CareerandProfessionalAdvancement

1.  DoestheUniversitylackclearcareerpathways—par+cularlyatlowerpaidposi+ons—thatwouldprovideunderrepresentedminori+esopportuni+estoadvancetheircareersatUMB?

2.  Istherealackofunderrepresentedminori+esinleadershipandsupervisoryposi+onsatmostlevelsoftheUniversity?

3.   Areunderrepresentedminori>es—par>cularlyAfricanAmericans—rou>nelypassedoverforpromo>onsandotheradvancementopportuni>es?

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CareerandProfessionalAdvancement:Recommenda+ons

1.  Enhanceeffortstopromoteacultureofdiversityandinclusion—par+cularlyinitsworkforce—asprescribedbythe2011–2016StrategicPlan.

2.  EvaluateUMB’sjobclassifica+onsystemand,wherenecessary,modifythesystemtocreateaclearlydefinedcareeradvancementpathwayandcareerdevelopmentopportuni+esforeachposi+on.

3.   ConductacomprehensiveanalysisofUMB’spersonnelac>onsrela>ngtorecruitment,promo>on,tenure,reclassifica>ons,andequityadjustments.

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UMBMinorityRepresenta+onvs.RegionalAvailability

Race/Ethnicity/Gender2014EmployeeHeadcount

%ofUMBWorkforce

RegionalAvailability

DifferencebtwnWorkforce%and

Availability

Black 1,262 23.75% 18.60% 5.51%

Asian/Pacificislander 752 14.15% 9.06% 5.09%

Hispanic 101 1.90% 4.10% -2.20%

Na>veAmerican 9 0.17% 0.10% 0.07%

TwoorMoreRaces 4 0.08% 1.52% -1.44%

Minori>es 2,128 40.04% 33.62% 6.42%

Women 3,155 59.36% 53.43% 5.93%

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UMBEmployment:WomenandRacial/EthnicMinori+es

Year Women%ofTotalHeadcount

Minority%ofTotalHeadcount

2014–15 3,155 59.36% 2,128 40.04%

2013–14 3,145 59.28% 2,165 40.81%

2012–13 3,135 59.23% 2,176 41.11%

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UMBEmploymentbyCampusUnit

Administra>on1,063/20.28%

Medicine2,928/55.87%

Den>stry289/5.51%

Nursing267/5.09%

Law192/3.66%

Pharmacy254/4.85%

SocialWork248/4.73%

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AnalysisofPersonnelAc+ons:STAFF(FY13–15)

Thefollowingposi+veac+onswerereviewed–ac+onsthatrepresentanincreaseinresponsibility,pay,benefits,orothervaluablejobbenefit.

•  Ac+ngcapacity•  Equityadjustments•  Compe++vepromo+onwithpay•  Compe++vepromo+onwithoutpay•  Reclassifica+onwithpay•  Reten+onwithpay•  Conversiontoregularstatus•  Approvedpaychange

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AnalysisofPersonnelAc+ons:FACULTY(FY13–15)

Thefollowingposi+veac+onswerereviewed–ac+onsthatrepresentanincreaseinresponsibility,pay,benefits,orothervaluablejobbenefit.

•  Equityadjustments•  Rankchangewithpay•  Rankchangewithoutpay•  Tenurechangewithpay•  Tenurechangewithoutpay•  Reten+onwithpay•  Approvedpaychange•  Appointment

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AnalysisofPersonnelAc+ons:STAFF–Race/Ethnicity

Ac+on White Black Asian Other Total

Posi+ve 611(25.74%)

421(28.18%)

101(23.65%)

41(27.89%)

1,174

NoPosi+veAc+on 1,763(74.26%)

1,073(71.82%)

326(76.35%)

106(72.11%)

3,268

Total 2,374 1,494 427 147 4,442ChiSquaredPValue=.1877

Nosta+s+caldifferencesbetweenstaffposi+vepersonnelac+onsandrace/ethnicity.

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AnalysisofPersonnelAc+ons:STAFF–Gender

Ac+on Male Female TotalPosi+ve 375

(25.81%)799

(26.73%)1,174

NoPosi+veAc+on 1,078(74.19%)

2,190(73.27%)

3,268

Total 1,453 2,989 4,442ChiSquaredPValue=.5129

Nosta+s+caldifferencesbetweenstaffposi+vepersonnelac+onsandgender.

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AnalysisofPersonnelAc+ons:FACULTY–Race/Ethnicity

Ac+on White Black Asian Other TotalPosi+ve 447

(23.43%)54

(21.60%)127

(20.75%)22

(21.15%)650

NoPosi+veAc+on 1,461(76.57%)

196(78.40%)

485(79.25%)

82(78.85%)

2,224

Total 1,908 250 612 104 2,874ChiSquaredPValue=.5303

Nosta+s+caldifferencesbetweenfacultyposi+vepersonnelac+onsandrace/ethnicity.

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AnalysisofPersonnelAc+ons:FACULTY–Gender

Ac+on Male Female TotalPosi+ve 321

(21.72%)329

(23.57%)650

NoPosi+veAc+on 1,157(78.28%)

1,067(76.43%)

2,224

Total 1,478 1,396 2,874ChiSquaredPValue=.2364

Nosta+s+caldifferencesbetweenfacultyposi+vepersonnelac+onsandgender.

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Crea+ngaCultureofOpportunity:NextSteps

1.  CareerAdvancementPathways

2.  CareerDevelopment

3.  OfficeoftheOmbudsperson

4.  ClimateSurvey

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CareerAdvancementPathways

•  Developingcareerpathwaysthatprovideemployeesaclearroutetoadvancement.

•  Star+ngatthelowestpaidposi+ons:housekeepers,securityguards,andvetfacilityaides.

•  Theseposi+onsemploythehighestsharesofunderrepresentedminori+es.

•  Thecareerpathwayswillprovideemployeesstructureandopportunitytomoveintojobsthathavegreater,andbroader,growthpoten+al.

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CareerDevelopment

•  Iden+fyingcompetenciesforeveryjobatUMBsothatemployeeswillknowwhatskillsandtrainingtheyneedtomoveintoajobabovetheirown.

•  Implemen+ngatrainingsystemthisyeartohelpemployeesmasterthesecompetenciesandhelptheirsupervisorsprovideappropriatedevelopmentopportuni+es.

•  PlanningtoaddastaffpersoninHRSdedicatedtocoordina+ngthissuiteofcareerdevelopmentefforts.

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UniversityOmbudsperson

•  TheOmbudswillhelpemployeeswithstrategiesandtac+cstoresolveconflict,improvetheirworkclimate,andenhancejobsa+sfac+on.

•  Opera+ngoutoftheOfficeofAccountabilityandCompliance,theOmbudswillcollaboratewithHRSanditscareeradvancementcoordinatortotrainsupervisorsandemployeesinconflictmanagementandworkplacecivility,sothatthesebecomeUniversitywidecapabili+es.

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ClimateSurvey

•  LaunchingacampusclimatesurveywithGallup,arespectedresearch-basedconsul+ngorganiza+onknownforitsin-depthunderstandingofpeopleandtheiropinions.

•  Thisini+a+veispartofthe“promotediversityandacultureofinclusion”themeinUMB’s2011–2016strategicplan.

•  Thisconfiden+alsurveywillallowustohearmorefromyouontopicssuchasdiversityandinclusion,jobsa+sfac+on,andcampusenvironment.

•  Itwillgiveanhonest,accuratesnapshotofwhereweareasaUniversityandwhatweneedtoretainorchangetoreachour“bestplacetowork”goals.

•  Pleasepar>cipate.Youshouldbeabletocompletethesurveyin5-15min.

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QuarterlyQ&A