Action(s) Indicator/Outcome Timeline Responsible Sustain current programs (TRIO, Access, Opportunity and Success etc…) that on access, opportunity and success for underrepresented groups. Increase pilot and partner initiatives within the NHED colleges such as: Parent Center, Learning Communities, Student Ambassador Program Colleges strive for at least two events/initiatives throughout each academic year of this plan and information is shared at District Diversity Committee meetings. College grants are successfully managed and renewed. Underrepresented student enrollment and completion rate will increase each academic year of this plan to be measured by the System Office Accountability Dashboard statistics. CCSSE results. Campus Diversity Climate will increase each academic year of this plan to be measured by the System Office Accountability Dashboard statistics. Complete individual assessment of each program to determine effectiveness through means such as surveys, evaluations, etc. As grant cycles occur Bi-annually Review Annually NHED Director/Grant Manager TRIO/ SSS Dean/Director of Student Services President’s Cabinet College CDO and Diversity Committees NHED CDO Student Success Committee Evaluation: Diversity Committee Work Plan and Report with the NHED Diversity Plan, catalogues its strategic priorities, actions and assessment and can at: . Measurement in dashboards, surveys and evaluations. The work plan is in full motion with quarterly meetings appraising outcomes and brainstorming new or critiquing current actions. Objective #2: To provide training in the of diversity, ADA, and harassment/discrimination by offering a wide variety of programs, conferences, discussions, and presentations which feature these related topics (Ongoing). Action Steps: Research possible speakers, performers and trainers in the areas listed above. Plan and implement trainings, performances, and/or conferences. Diversity Officers continue to develop a professional development plan for employees around the topic of diversity.
Worksheet for comparing incumbency to availability and setting goals to correct underutilization. WOMEN Job Categories Employees in Job Group Number of Women in Group % of Women in the Group Availability % Availability Number AAP Number Underutilized AAP Underutilized Improved, Not Improved, Same Officials/Administrators <10 0 0 40.20% 0 0 0 Same Professionals 23 14 60.87% 55.70% 13 -1 0 Improved Faculty 105 51 48.57% 46.20% 49 -2 4 Improved Office/Clerical 13 13 100.00% 63.40% 8 -5 0 Improved Technicians <10 <10 66.67% 57.20% 3 -1 0 Improved 14 <10 35.71% 44.40% 6 1 2 Improved Totals 163 87 53.37% MINORITIES Job Categories Employees in Job Group Total Number of Minorities in Group % of Minorities in the Group Availability % Availability Number AAP 2016-2018 Number Underutilized AAP 2014-2016 Underutilized Improved, Not Improved, Same Officials/Administrators <10 0 0.00% 7.60% 0 0 0 Same Professionals 23 <10 21.74% 10.60% 2 -3 0 Improved Faculty 105 <10 3.81% 7.60% 8 4 3 Not Improved Office/Clerical 13 <10 7.69% 10.50% 1 0 2 Improved Technicians <10 0 0.00% 10.60% 1 1 0 Not Improved 14 <10 7.14% 19.50% 3 2 2 Same Totals 163 11 6.75% INDIVIDUALS WITH DISABILITIES