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January 19, 1993

  University Committee on Equal Opportunity/Affirmative Action

  Minutes

  January 19, 1993

 

  Present:   A. Bayer, J. Harrison, S. McConnell, B. Greene, J. Reilly, R.

  Sapon-White, N. Klein, P. Hyer, K. Tarnoff, N. Vaughan, M.

  Flynn, J. Scarrette, D. Travis, Jr., H. Warren, M. Enriquez, M.

  Holmes, H. Pence, R. Hayman, C. Morton, V. Riley

 

  Absent:     P. Burge, N. Simmons, B. Feldman, J. Garrison, J. J. Kiser, M.

  Farmer

 

  Guests:      Dean J. Buffer, College of Education;

 

  Cornel Morton called the meeting to order at 2:00 P.M.

 

  1.  Approval of the minutes from December 15, 1992

 

  These minutes were approved with corrections.

 

  2.  Introductions

 

  Cornel Morton asked everyone to introduce themselves for the benefit

  of our guests.

 

  3.  Report from James Buffer, Dean, College of Education

 

  Dean Buffer shared information related to several equal

  employment/affirmative action initiatives that are underway in the

  College of Education.

 

  *  Tomorrow's Teachers Project.  A cooperative arrangement between

  the Roanoke City schools, Roanoke City government, the Roanoke

  business community, and Virginia Tech was initiated several years

  ago.  This is a project that assists in identifying talented African

  American youth enrolled in the middle and secondary schools of

  Roanoke and seeking a teaching career.  They receive a tuition

  waiver and partial subsidy for living expenses on campus and will

  return to Roanoke and teach for a minimum of three years after

  completing their degree at Virginia Tech.  Hopefully, this program

  will expand as additional funding is located.

 

  *  Mentoring.  An informal program of mentoring was developed two

  years ago in which new professors working towards tenure identify

  at least two persons within his/her department or program area with

  whom they would like to work relative to teaching effectiveness,

  proposal development, presentation at national conferences, etc.

  The division director, department head, and/or project area leader

  assumes some responsibility in this program.

 

  *  Identification of a Talent Pool of African American and Senior

  Women Faculty.  Criteria emphasized throughout this effort has

  been to identify outstanding, talented persons that would contribute

  to the general mission of the college; specifically in the program

  areas where there was a felt need.  The College is pleased with the

  quality and caliber of men and women they have been able to attract

  in the last three years.  In the past three years, we have hired two

  African Americans, one male and one female; five women including

  one senior woman, one black and one Asian; and one White male.

  Emphasis has been on making a concerted effort to identify senior

  women, women in general, and African Americans to help broaden

  the diversity in the College.  At the present time, 35 percent of the

  tenured faculty in the College of Education, are women or minorities.

 

  *  Administrative Internships and  Teaching Opportunities for Senior

  Women.  A program whereby a senior woman in an administrative

  role can return to full-time teaching and a teaching faculty can

  experience an administrative role for one year.  This is a

  commitment to give people experiences that would help facilitate

  career alternatives, professional development, etc.

 

  *  College of Education Committee on Diversity and College of

  Education Committee on Workplace Climate.  These committees will

  assume responsibility for faculty/staff professional development,

  mentoring, retention, selection of faculty/staff, retention of

  faculty/staff, faculty/staff personal and professional development, as

  well as curricula issues.

 

  *  On-Site Graduate Education Program.  There is a commitment to

  continue an expansion of operations at on-site graduate education

  programs in Hampton Roads.  Hampton Roads has not been

  officially designated as one of the off-site graduate centers for

  Virginia Tech.  Officially the Abingdon Center, the Roanoke Center,

  and the Telestar Campus offer graduate programs.  The College

  also employs a half-time person from the College of Education,

  along with regular faculty who commute to Hampton Roads.  The

  Hampton Roads courses are primarily aimed at individuals enrolled

  in the educational administration doctoral program.  Hampton Roads

  has one of the largest enrollments of minority students of any

  program at Virginia Tech.

 

  *  Professional Development of Faculty and Staff.  All faculty and staff

  are invited to participate in communication skills, cultural diversity,

  and team building workshops.  In order to accommodate these

  workshops, the College has given all secretaries the time off to

  spend one-half day in training.  Dean Buffer has received excellent

  feedback as to the worth of these workshops, especially from

  classified staff.

 

  The College is developing a committee to deal with teaching

  effectiveness and to identify what faculty might do within the College to

  help one another improve the teaching/learning process.

 

  In addition, the College of Education is volunteering to help the

  community, at large, deal with the suicide issues in our county/state.

 

  Pat Hyer brought up the idea that it would be excellent if all the colleges

  would make certain that the diversity and campus and classroom

  climate issues are directly addressed within the syllabi rather than

  simply in a seminar series.

 

  4.  Composition of the EO/AA Committee

 

  Purpose and Responsibility Statement revised as of 12/18/92.  The

  Commission on Faculty Affairs vetoed the Committee on EO/AA's

  suggestion regarding #18 of the membership list.  In order to comply

  with their request, Virginia Riley will recommend two names of disabled

  persons (faculty, staff, or student) and the President will appoint one.

 

 

 

  5.  Affirmative Action Goals for Staff and Faculty

 

  *  Faculty

 

  Pat Hyer addressed the faculty affirmative action goals to be

  contained in the Office of Federal Contract Compliance Plan.  She

  distributed a handout citing the official goals for 1993.  These are

  established by the University on an annual basis during the month of

  January (the month in which we renew and revise our affirmative

  action plan).  In addition to 1993 goals, Dr. Hyer supplied and

  discussed current demographic information for each college.

 

  Richard Hayman raised questions regarding availability pools (used

  in determining parity and objectives).  Pat Hyer shared that SCHEV

  actually gave Virginia Tech the data tapes.  In the case of tenure-

  track faculty, we establish the national pool of doctorates (excellent

  data reflecting the race and gender of every person who receives a

  doctorate degree in the nation).  The State Council instructed the

  University to use the period 1980-88.  We combine all the

  information for that seven-year block of time and average what

  percentage of those earned were awarded to African-Americans,

  etc.  For most of the administrative positions, Va. Tech usually

  recruits Master's degree trained individuals and sometimes Ph.D.

  trained depending on the level of the job.  Virginia Tech usually

  recruits Master's trained people for professional faculty positions.

  We actually work with one year's data given to us by the State

  Council on Master's degrees earned nationally in 1986-87.  The pool

  is different and unfortunately, Master's data is not as reliable,

  comprehensive, or as frequently produced.

 

  *  Staff

 

  Muriel Flynn addressed the workforce profile for classified staff.  He

  began his presentation distributing demographic data to the group.

  The first document addressed regulations regarding the Office of

  Personnel Services advertising, screening, referring, and following

  up on the hiring and selection process.  Mr. Flynn did not have the

  final goals for 1993 but distributed the goals for 1992.  Tech will add

  an additional category to these goals in the area of Hispanics and

  show increased goals for Asians.

 

  Mr. Flynn distributed a profile of our workforce and discussed how

  this information is compiled and what it represents.  The availability

  pool is a combination of several sources; availability in our recruiting

  area -- five-county area -- for all positions other than

  executive/managerial.  The census data for 1990 for the five-county

  region is used to establish the availability pools for most of the jobs

  except the upper-level jobs (where we use state-wide availability

  pools).

 

  The larger the availability pool, the greater the competition for

  protected group members that are already employed at the

  university or in the labor market area.  Cornel Morton pointed out

  that the goals are theoretical, not absolute.

 

  Point of Interest:  Virginia Tech has the best reputation in the Office

  of Federal Contract Compliance of any university in the state.  A

  typical university affirmative action audit lasts 500 hours; ours lasted

  four days because of our ability to document and support good faith

  efforts, in addition to our programs designed to support the

  attainment of hiring goals.

 

  6.  Announcements

 

  *  Cornel Morton pointed out that the Campus & Classroom

  Climate Committee continues to be active.  The members have

  discussed the questions "What are we about?" "Where are we

  going?" and "What kinds of things do we want to do?"  This

  committee is primarily a group of faculty and staff (few students)

  concerned with issues that relate to the classroom environment

  as it impacts women and minority students.  They are concerned

  with supporting a climate supportive of diversity.  This group will

  act as an ad hoc committee to advise Cornel Morton on campus

  climate workshops in terms of how they are pursued as well as

  to help the EO/AA Office implement campus climate initiatives.

  Ellen Bratten and Steve Parsons are co-chairing the committee

  and would welcome new members (open membership).

 

  *  Breakfast With ... is scheduled for January 29, 1993.

 

  *  Classroom Climate Workshop -- February 3, 1993, CEC.

 

  *  The Associate Director's position will be discussed January 20,

  1993 at the next screening committee meeting.  The pool of

  approximately 60 people will be narrowed to to five-seven

  people.  At least three will be invited to the campus in the next

  week or two.

 

  The Committee meeting adjourned at 4:00p.m.  The next meeting will be

  February 16, 1993.

 

  Respectfully submitted,

 

 

 

  Bobbi J. Lowe

  Executive Secretary

 

 

 

 

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