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.
In its first phase of
assessment (2006-07) the team focused on three broad means
- 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
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.
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
- 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.
- Centralize demographic
data management (for faculty, staff, and students), and
identify the aspects of diversity that should be tracked
- Provide diversity
training for all search committee chairs and for
personnel in leadership positions.
- Conduct exit
interviews with all faculty, staff, and students who
- 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
- Lead the charge in
recommending full domestic partner benefits to the BOR.
In the interim, make these benefits available to
employees from Foundation funds.