illinois african american employment plan for public universities fiscal year 2019 january 2020 illinois board of hig


Illinois African American Employment Plan
For Public Universities
Fiscal Year 2019
January 2020
Illinois Board of Higher Education
Members:
John Atkinson, Burr Ridge
Veronica Herrero, Vice Chair, Chicago
Max Coffey, Charleston
Jennifer Delaney, Champaign
Derek Douglas, Chicago
Andrea Evans, Chicago
Jennifer Garrison, Vandalia
Veronica Gloria, Joliet
Alice Marie Jacobs, Bismarck
Pranav Kothari, Chicago
Kenneth Shaw, Chicago
Marcus B. Wolfe, Sr., Student Member, Concordia University Chicago
David Santafe-Zambrano, Nontraditional Student Member, Harper College
Lazaro Lopez - Ex Officio Representative, Illinois Community College
Board
Kevin Huber - Ex Officio Representative, Illinois Students Assistance
Commission
Illinois Board of Higher Education
1 North Old State Capitol Plaza, Suite 333
Springfield, Illinois 62701
217/782-2551
TTY 888/261-2881
FAX 217/782-8548
www.ibhe.org
Printed by the Authority of
The State of Illinois
1/20
African American Employment Plan
Illinois Public Universities
The Illinois Board of Higher Education (IBHE) submits the annual
Illinois African American Employment Plan for Public Universities to
the Illinois General Assembly pursuant to the African American
Employment Plan Act (20 ILCS 30/20). This report provides information
on the progress of efforts to hire and promote African American
faculty and administrative staff at public universities.
The IBHE conducted a survey of the Illinois public universities to
obtain the number of African Americans employed as of June 30, 2019,
the end of the fiscal year. The total number of African American
employees at public universities and IBHE in 2019 was 5,954. This is
an increase of 310 employees from the previous year. The numbers of
African American employees in 2017, 2018, and 2019 are shown by campus
in the table below.
African American Employees at Public Universities, 2017 to 2019
(Full-Time and Part-Time)
2017
2018
2019
Chicago State University
383
398
557
Eastern Illinois University
45
23
29
Governors State University
246
246
273
Illinois State University
216
224
225
Northeastern Illinois University
205
178
189
Northern Illinois University
219
200
224
Southern Illinois University-Carbondale
266
258
280
Southern Illinois University-Edwardsville
319
308
306
University of Illinois at Chicago
2,541
2,606
2,647
University of Illinois at Urbana-Champaign
939
988
1,018
University of Illinois at Springfield
50
46
50
University of Illinois System Administration
83
75
70
Western Illinois University
91
90
83
Board of Higher Education
4
4
3
Totals
5,607
5,644
5,954
Change in 1 Year (number)
37
310
Change in 1 Year (percent)
0.66%
5.49%
Change in 2 Year (number)
347
Change in 2 Year (percent)
6.18%
*University board members not counted as faculty/staff
The data collected from the public universities show that most African
American employees are employed as administrative support staff
(59.46%), service maintenance (16.21%) and faculty members (15.50%).
Less than 8 percent are administrators in public universities.
African American Employees in Public Universities, 2019
Employment Categories
Administrators
Faculty (Includes Adjunct)
Administrative Support Staff
Skilled Craft Workers
Service Maintenance
Totals
Chicago State University
33
190
269
15
50
557
Eastern Illinois University
8
19
1
0
1
29
Governors State University
26
101
126
4
16
273
Illinois State University
20
37
75
1
92
225
Northeastern Illinois University
11
49
102
5
22
189
Northern Illinois University
29
40
100
6
49
224
Southern Illinois University Carbondale
28
55
150
6
41
280
Southern Illinois University Edwardsville
6
46
219
0
35
306
University of Illinois at Chicago
140
193
1,908
15
391
2,647
University of Illinois at Urbana-Champaign
115
153
474
30
246
1,018
University of Illinois at Springfield
8
15
21
0
6
50
University of Illinois System Administration
8
0
62
0
0
70
Western Illinois University
7
25
35
0
16
83
Board of Higher Education
3
3
Subtotals
442
923
3,542
82
965
5,954
Percentage of Totals
7.42%
15.50%
59.49%
1.38%
16.21%
100.00%
*University board members not counted as faculty/staff
IBHE asked each public university to describe the activities,
strategies, and programs to recruit, promote, and retain African
American employees. Each institution provided information about
current and future internal studies, surveys, and committees regarding
African American employment. The activities vary by institution due to
the individual missions of the institutions and the populations of
students served. The narratives are shown in Appendix A.
Appendix A
Employment Plan Survey
Question and Answer
Survey Question:
Does the institution conduct internal studies, have surveys for
monitoring the recruitment of African American employees, and have
committees that monitor employment or departure of employees from the
institution?
Chicago State University
The University utilizes applicant demographic data to evaluate the
diversity of an applicant pool. Recruitment strategies are developed
for groups that are underrepresented, when necessary. Exit interviews
are conducted to obtain data for identifying actions necessary for
employee recruitment and retention. The University Diversity group
assists in monitoring activities necessary for increasing diversity of
sex, race and ethnicity.
Eastern Illinois University
Eastern Illinois University conducts ongoing assessment of the
recruitment, promotion and advancement, retention, and departures of
African American employees.
Applicants for each faculty or administrative/professional position
are provided the opportunity to identify their demographic
characteristics. This enables the university to review the composition
of applicant pools in the context of potential availability for the
relevant job group. Each department’s recruiting efforts are reviewed
and monitored by Eastern Illinois University’s Office of Civil Rights
and Diversity.
During the review process, candidates, who are African American, who
withdraw from interviews or who decline offers of employment, are
provided opportunities to complete an online survey. It asks them to
inform the campus why they elected to withdraw from the process and to
share their perceptions of strengths and concerns about the campus. In
addition, newly employed faculty members and professional staff, who
are African American, are invited to share their perceptions about
what could be done to improve upon the recruitment and interview
process. This information in analyzed and reported to hiring
departments and senior administrators for use in subsequent
recruitment efforts.
Governors State University
Governors State University has a Diversity Advisory Council whose
mission is to provide a coordinating function for diversity groups and
issues on campus including serving as a clearinghouse for information
and acting as a champion for diversity.
The objectives of the Diversity Advisory Council will align most
closely with the following goals and will focus on both employees and
students: Improve student success with an emphasis on enrollment,
retention, graduation, transfer rates, and effective teaching and
learning outcomes; Improve success of minority, underrepresented, and
under-prepared student populations in addition to closing the gap
between high school and college performance; Bringing the voice of the
employee into the council and to act as a catalyst in building a more
diverse work environment; Improve workplace equality: an environment
in which every individual has an equal opportunity to perform,
develop, and advance; Set goals and action plans in alignment with
College’s mission and strategic plan; and Collect and analyze relevant
data.
Illinois State University
On an annual basis, Illinois State University prepares, distributes,
and publicly presents and Affirmative Action Plan (AAP) that details
the University's campus-wide commitment to the principles of
diversity, inclusion, and equal opportunity. To this end, the AAP
contains workforce surveys that measure departmental efforts to
recruit, promote, and retain African American employees, lists
programmatic efforts that evidence the commitment of each unit's
strategies to promote and achieve diversity, and provides detailed
analysis of the workforce to both the President and the Board of
Trustees.
Northeastern Illinois University
The Office of Institutional Research and Assessment (IRA) generates
data regarding all employees with respect to their race and ethnicity.
The Affirmative Action Officer uses this information to monitor
progress and strategize with University Hiring Agents toward diversity
representative of our region. Moreover, every NEIU job applicant is
asked to fill out a confidential form identifying race/ethnicity,
gender and disability.
Northern Illinois University
The Academic Colleges as well as the Administrative Divisions, The
Center for Affirmative Action and Diversity Resources, Human Resource
Services, The Presidential Commissions, Supportive Professional Staff
Council, the Operating Staff Council, and the Office of Institutional
Research conduct internal and university wide surveys that monitor the
recruitment of African American employees, monitor employment and
departure of employees from the institution.
Southern Illinois University Carbondale
SIU Carbondale has conducted internal climate studies. The
responsibility for monitoring departure of employees from the
University has been shifted to Human Resources. The Associate
Chancellor for Institutional Diversity continues to monitor minorities
in the Affirmative Action Plan and in the MWD (Minority, Women and
Disabled) Annual Report.
Southern Illinois University Edwardsville
Pursuant to its affirmative action plan, the Office of Equal
Opportunity, Access and Title IX Coordination (EOA) works closely with
Human Resources to increase the representation of women and minorities
in groups in which they are underrepresented. EOA conducts training
for search committees for goal relate positions to emphasize the need
for increased recruitment and requires that search committees develop
thorough recruitment plan. Applicants are surveyed how they learned of
the position they applied to evaluate how successful candidates
learned of the job. EOA monitors hiring and termination of employment.
University of Illinois at Chicago
The Office for Access and Equity reviews compliance of all academic
search and waiver of search requests. In addition, the Academic Search
Coordinator for each College serves as a liaison between the Office
for Access and Equity and academic departments or administrative units
that seek to fill faculty and other academic staff positions. He or
she acts as a resource person at the department or unit level for
academic personnel transactions, especially in the recruitment,
selection, and appointment of individuals to new or vacant positions.
University of Illinois at Urbana-Champaign
Target of Opportunity Program - The University of Illinois at
Urbana-Champaign is committed to building and maintaining a faculty
that is excellent in many dimensions. The Office of the Provost
supports three programs in which partial or total central financial
support for academic positions may be provided, including the Target
of Opportunity Program (TOP). The TOP is designed to support
recruitment of outstanding faculty members who will enhance our
institution's strategic goals and build on our reputation as a leading
public research university. The goal of the program is to attract
leading faculty members among groups that are underrepresented by
race, ethnicity, gender, disability, and veteran’s status in specific
units on campus.
CORE - Charged/reviewing and providing guidance in diversity efforts;
including faculty and staff.
DRIVE - Faculty committee committed to the recruitment and retention
of underrepresented faculty at the Illinois campus. This committee
provides workshops, resources, information, professional development,
and data to support the recruitment and hiring of diverse faculty at
Illinois.
Other Ongoing Efforts - Illinois makes a variety of good faith efforts
for each and every search for academic and professional staff,
appoints EEO officers to every college on the Illinois campus charged
with reviewing and overseeing the search process for each college, and
we nominate Diversity Advocates to serve on all search committees to
further advocate for diversity in the search process and help
committees avoid unintentional bias in the search process.
University of Illinois at Springfield
The institution regularly reviews efforts to outreach to, recruit and
retain African American employees, employing a full-time administrator
to monitor employment and departure of employees, along with dedicated
confidential exit interviews conducted by Human Resources
professionals.
University of Illinois System Administration
University Administration (UA) evaluates the selection process to
ensure freedom from bias by reviewing job applications and other
pre-employment forms to ensure information is job related; evaluating
selection methods; training management and search committee members on
interviewing protocols and equal employment opportunity/affirmative
action. A formal assessment is undertaken midway and at the end of the
affirmative action plan year to monitor our recruitment efforts,
promotions, and the departure of employees.
Western Illinois University
The University prepares an annual Affirmative Action plan which shows
underutilization and establishes goals for underutilized employee
groups. The University does not have a survey for monitoring
recruitment of African American employees. The Campus Climate and
Programs sub-committee of the University Diversity Committee (UDC) has
finalized a survey to assess campus climate which includes questions
about the campus climate by demographic. The Workforce Diversity
sub-committee of the UDC is working on an exit survey and procedure to
collect information for faculty and administrative and professional
positions. The University’s Human Resources Office collects and
monitors data on the employment and departure of Civil Service
employees.

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