The assessment model developed by the Recruitment and Retention team focused on gathering and analyzing both quantitative and qualitative data to get a comprehensive overview of current R and R initiatives and their impact at KSU, as well as challenges the institution is facing in this area.

Research Methods:

In its first phase of assessment (2006-07) the team focused on three broad means of assessment:

• Quantitative Data Assessment (data gathered from the KSU Fact Book).
• Qualitative Case Studies (gathered from members of the team and their affiliated administrative/academic units).
• Exit Interview Data (from staff).

In its second phase of assessment the R&R team built on the model in place and decided to focus on several key areas:

• Case Studies - The team actively solicited diversity and equity case studies from varied populations across the KSU campus, intensifying the qualitative data-gathering that was started by the first team. The data gathered through this assessment report gave the team a narrative summary of existing diversity trends and their impact on the KSU community. Each case study proved to be reflective of a broader issue surrounding diversity that needed to be identified, assessed and addressed with the development of the strategic plan for diversity. Particularly striking case studies emerged from interviews with faculty and staff who had served on search committees, with both promising practices and areas of concern surfacing in these case studies.
• Gender Equality - A sub-group consisting of a mathematician, a statistician and a finance manager gathered and analyzed data specific to gender equality in salaries across campus. The team developed a comprehensive tabular analysis of KSU’s existing gender equality among faculty at the same rank. The need for the assessment of fiscal gender equality evolved out of an earlier statistical recruitment and retention report that was submitted as part of this assessment initiative. Problematic trends were analyzed and identified with the goal of presenting the data to the upper administration to seek gender equity in salaries at KSU. This report resulted in strategic measures being initiated by the administration to address salary inequalities across campus.
• Domestic Partner Benefits - This report was developed based on statistical and factual information surrounding the issue of domestic partner benefits. The financial impact on faculty and staff who are not afforded these benefits was analyzed and quantified. The report listed recommendations that have been made in past years to the administration, along with data gathered from the business community that supports that logical reasoning for providing these benefits to all employees.
• Quantitative Analysis of Fact Book Data - This report took a comprehensive analysis of current diversity trends at KSU based on the resources available through the KSU Fact Book. Comparative analysis allowed for determination of trends, and the identification of broader issues surrounding diversity and equality at KSU. The report also identified areas of diversity that were not measurable due to the lack of recorded data. Important recommendations growing out of this work included identifying new categories to be included in future data-gathering for the Fact Book.
• KSU Graduate Characteristics - This report aimed at breaking down demographics among KSU graduates on the basis of ethnicity and age, with the goal of studying current graduation trends specific to certain under-represented populations.
• Recruitment and Retention Statistical Analysis Summary - This report aimed at analyzing current diversity statistics at KSU to identify trends related to equality in gender, leadership, race and ethnicity. The report also identified several existing deficiencies in data gathering at KSU and listed recommendations for improvement and systematic data management.
• Summary of Recruitment, Progression, and Graduation (RPG) Initiatives to Support Diversity - The team decided to analyze current RPG initiatives to evaluate their effectiveness for diverse student populations. The report identified ways in which the current RPG initiatives served student diversity at KSU and made recommendations for improvement and change.

Recommendations Made:

• Centralize demographic data management (for faculty, staff, and students), and identify the aspects of diversity that should be tracked and evaluated.
• Provide diversity training for all search committee chairs and for personnel in leadership positions.
• Conduct exit interviews with all faculty, staff, and students who leave KSU.
• Ensure that the current RPG initiatives serve all the diverse populations of students at KSU.
• Establish a formal maternity benefits program at KSU with a child-care center.
• Lead the charge in recommending full domestic partner benefits to the BOR. In the interim, make these benefits available to employees from Foundation funds.