VI.   Internal Audit and Reporting Systems

  1. Procedures for Monitoring Salary Equity
    • Faculty evaluations are conducted by Departmental Review Bodies (DRBs), which make initial recommendations on salary and promotions and final recommendations about retention. College Rank, Salary and Tenure committees (CRSTs) review all actions of the DRBs and make final recommendations on salary and promotions to the Vice-Chancellor/Provost. The deans and Provost/Vice-Chancellor make a separate review regarding salary, promotion, retention, and tenure. Tenure is recommended to the Chancellor by majority vote of tenured members of a department or its functional equivalent (i.e., discipline). The CRST, Dean, and the Vice-Chancellor/Provost review the recommendation of the department prior to submission to the Chancellor. The Chancellor reviews the separate recommendations of the department, the governance groups and the administration, including the Affirmative Action Officer when there are questions related to equity, before making the final decision.
    • The immediate supervisor conducts academic staff evaluations, and makes recommendations regarding salary and retention to the Chancellor through the administrative line (supervisor, area head, Assistant Chancellor, Provost). For promotions and retitling as well as multi-year and indefinite appointments, the Academic Staff Personnel Commission—which also serves as the Academic Staff Affirmative Action Committee and includes the Affirmative Action Officer and the Director of Human Resources as ex officio members—makes recommendations along with the administrative structure.
  2. Review of Promotional Patterns
    • A review of promotional patterns among faculty in the past five years is shown in Table 5. It appears that, overall, promotion of women and minorities in comparison to the previous five-year period is mixed. Comparing the previous five-year period (2004-2008) to the most recent five-year period (2005-2009), the total percentage of women promoted to professor decreased from 40% to 36%, and those promoted to associate professor increased from 36% to 40%. Minorities promoted to full professor remained at 13% while those promoted to associate professor increased from 26% to 33%.
    • The percentage of women faculty receiving tenure during the same time period decreased from 36% to 30%. The percentage of minorities receiving tenure increased from 21% to 28%. The percentage of women faculty who are tenured is 65% (50 of 77 women faculty members). The percentage of minority faculty who are tenured is 52% (22 of 42 minority faculty). Of 169 tenured faculty, women faculty comprise 30% (50) of the tenured faculty, and tenured minority faculty comprise 25% (42) of the tenured faculty. Six faculty received tenure during 2009, six men and two minorities received tenure. No women or minorities were denied tenure or promotion.
    • During 2009 nine (9) academic staff promotions were granted. Five of the promotions were women and four were men. One women was promoted through the competitive process. No minority promotions. Because UW-Platteville campus is small and many departments may only have one or two academic staff, there are often no opportunities to advance into higher-level positions. Many staff members are hired at a high level, rather than at an entry level. Turnover is low. Job security is an important factor at UW-Platteville. It is an important tool used by the university to retain staff despite lack of promotion opportunities.
  3. Evaluation of Administrators
    • Members of the senior Administration—Vice Chancellor, Associate Vice Chancellor, Assistant Chancellors and college deans—are expected to take an active role in promoting affirmative action and equal opportunity and are evaluated accordingly.
    • Each year in the fall
      1. Senior administrators will submit a report including:
        1. a projection of positions open in the college/service area, along with information about the availability and current utilization of women/minorities for each position in particular as well as goals regarding recruitment and hiring for the college/service area in general
        2. an identification of potential problem areas (e.g., sexual harassment, sexism or racism in advising or classroom, inadequate professional development by women and minorities, campus climate problems, etc.) and possible strategies for addressing these concerns
        3. a list of activities planned to address any AA/EOE issue, whether or not it has been identified as a problem
      2. The reports will be reviewed by the appropriate supervisor (Chancellor or Provost) in consultation with the Affirmative Action Officer.
    • Each year in the spring
      1. Senior administrators will submit a report discussing:
        1. results of the year's hiring process, along with a profile of the college/service area reflecting faculty and academic staff hires and promotions
        2. activities undertaken to address AA/EOE concerns with an evaluation of each specific activity and of the overall efforts and progress of the college/service area
      2. The reports will be reviewed by the appropriate supervisor in consultation with the Affirmative Action Officer. The supervisor will then evaluate the administrator on his/her attention to and support for affirmative action and will discuss that evaluation with the individual.
  4. Results of Exit Interviews
    • The following table represents the reasons for staff leaving and the numbers choosing those reasons. The following figures for 2003-2009 represent reasons for leaving as reported to the Affirmative Action Office. Many staff indicated more than one reason for leaving. Voluntary retirement remains the greatest reason for leaving.
    • Reason for Leaving 03-04 04-05 05-06 06-07 08-09
      Non-Renewal 1 1 1 0 0
      Higher Salary 5 4 5 2 3
      Advancement/Promotion 1 5 3 3 2
      Reduced Teaching Load 0 1 0 2 0
      Better Geographic Location 7 3 2 3 2
      Better Research Opportunities 3 3 1 2 0
      Voluntary Retirement 5 5 8 8 1
      Followed Spouse 4 3 1 1 1
      Death 0 2 1 2 0
      Personal Reasons 7 4 6 2 1
      Non-Supportive Environment 1 2 5 4 0
      Alleged Sexual Harassment 0 0 0 0 0
      Alleged Racial Harassment 0 0 0 0 0
      Alleged Discrimination 0 0 1 1 0
      Other 2 3 1 1 1