Report 2007-102.2 All Recommendation Responses
Report 2007-102.2: California State University: It Is Inconsistent in Considering Diversity When Hiring Professors, Management Personnel, Presidents, and System Executives (Release Date: December 2007)
Recommendation #1 To: University, California State
To ensure that campuses employ consistent search processes and develop appropriate policies, the university should issue systemwide guidance on the hiring process for management personnel. In developing this guidance, the university should direct campuses to develop hiring policies for management personnel that address key steps to establish consistency among searches and to ensure that searches are conducted in a fair and equitable manner.
Annual Follow-Up Agency Response From October 2013
The Recruitment and Hiring Guidelines for MPP and Staff (Non-Represented and Represented) Positions (Attachment A - Report 2007.102.2, Recommendation #1) was implemented in August 2013. The technical letter directed campuses to develop hiring policies for management personnel that addressed key steps (pre-recruitment process, recruitment process, screening process, interviewing process, and selection and offer of employment process) to establish consistency among searches and to ensure that searches are conducted in a fair and equitable manner. Recommendations for each of the keys steps were provided to assist the campuses in developing their hiring policies. An example of an interview rating sheet is also included in the technical letter.
- Completion Date: August 2013
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Annual Follow-Up Agency Response From September 2012
A webcast training which reviewed hiring policies for management personnel was developed and made available to campuses in July 2010. Titled “Faculty and Administrative Searches in the CSU,” this on-demand web-based training is available at http://centralstationu.calstate.edu/howthingswork/. Recruitment and Hiring Guidelines for Staff and MPP positions (Attachment A) have also been developed and have been vetted with constituents for review and input. Review and input took longer than expected due to competing priorities. These guidelines will be implemented January 2013.
- Estimated Completion Date: January 2013
California State Auditor's Assessment of Annual Follow-Up Status: Not Fully Implemented
Recommendation #2 To: University, California State
To ensure that campuses employ consistent search processes and develop appropriate policies, the university should issue systemwide guidance on the hiring process for management personnel. In developing this guidance, the university should encourage campuses to identify alternatives to broaden the perspective of search committees and increase the reach of the search for management personnel positions. For instance, campuses could appoint women and minorities to search committees lacking diversity. Additionally, to ensure that it is meeting its responsibilities under federal regulations, the university should provide guidance to campuses on special efforts to ensure that women and minorities have equal opportunity to serve on search committees.
Annual Follow-Up Agency Response From October 2013
In December 2008, two webinars focusing on best practices in faculty and administrative (i.e., management) searches in the context of affirmative action and nondiscrimination were broadcast to the campuses. Additionally, "Faculty and Administrative Searches in the CSU," a two-module, on-demand web-based training, was completed in July 2010 and made available to campuses. The first module is titled "Non-Discrimination and Affirmative Action Programs." The second module is titled, "Conducting Successful Recruitments for Faculty and Administrators." Like the webinar broadcast in December 2008, these modules provide strategies for effectively recruiting for management positions, including encouraging campuses to appoint women and minorities to serve on search committees, consistent with laws and policies. These trainings are available at http://centralstationu.calstate.edu/howthingswork/. Written guidelines covering all phases of the search process for management and staff positions, from pre-recruitment to selection, were issued in October 2013 (Attachment A - 2007-102.2 - Recommendation 2). The written guidelines provide strategies for increasing the reach of searches for management positions, including training members of the search committee on campus recruitment policies as they relate to equity and affirmative action, broadly advertising the position in appropriate publications and websites, and publicizing the availability of positions at professional conferences and through professional organizations.
- Completion Date: October 2013
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Annual Follow-Up Agency Response From September 2012
In December 2008, two webinars focusing on best practices in faculty and administrative (i.e., management) searches in the context of affirmative action and nondiscrimination were broadcast to the campuses. Additionally, “Faculty and Administrative Searches in the CSU," a two-module, on-demand web-based training, was completed in July 2010 and made available to campuses. The first module is titled “Non-Discrimination and Affirmative Action Programs. The second module is titled, “Conducting Successful Recruitments for Faculty and Administrators.” Like the webinar broadcasted in December 2008, these modules provide strategies for effectively recruiting for management positions, including encouraging campuses to appoint women and minorities to serve on search committees, consistent with laws and policies. These trainings are available at http://centralstationu.calstate.edu/howthingswork/. Written guidelines regarding the recruitment and hiring for staff and management positions have been drafted and are scheduled to be implemented January 2013.
- Estimated Completion Date: January 2013
California State Auditor's Assessment of Annual Follow-Up Status: Not Fully Implemented
Recommendation #3 To: University, California State
To ensure that campuses employ consistent search processes and develop appropriate policies, the university should issue systemwide guidance on the hiring process for management personnel. In developing this guidance, the university should instruct campuses to compare the proportions of women and minorities in the total applicant pool with the proportions in the labor pool to help assess the success of their outreach efforts in recruiting female and minority applicants. To help ensure that they have sufficient data from applicants to effectively compare these proportions, campuses could send reminders to applicants requesting them to submit information regarding their gender and ethnicity.
Annual Follow-Up Agency Response From October 2013
The CSU takes seriously its obligation to effectively manage all aspects of its hiring policies and procedures while balancing state and federal regulations. Careful consideration must be given to whether any changes in these policies and procedures might be perceived to constitute an illegal preference in violation of Proposition 209. Notably, Proposition 209 exempts actions that are required by federal law to retain federal funding, but does not exempt actions not specifically required by federal law. In that regard, campuses are not required by federal affirmative action regulations to compare the proportions of women and minorities in the total applicant pool with the proportions in the labor pool to help assess the success of their outreach efforts in recruiting female and minority applicants. However, campuses are comparing the proportions of women and minorities in their current workforce by job groups with the proportions of women and minorities in the labor pool, as is required by federal affirmative action regulations. In addition, CSU continues to abide by affirmative action regulations by offering applicants an opportunity to voluntarily submit information regarding their gender and ethnicity and respecting the applicants' choice, even the choice not to provide demographics information.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Annual Follow-Up Agency Response From September 2012
The CSU takes seriously its obligation to effectively manage all aspects of its hiring policies and procedures while balancing state and federal regulations. Careful consideration must be given to whether any changes in these policies and procedures might be perceived to constitute an illegal preference in violation of Proposition 209. Notably, Proposition 209 exempts actions that are required by federal law to retain federal funding, but does not exempt actions not specifically required by federal law. In that regard, campuses are not required by federal affirmative action regulations to compare the proportions of women and minorities in the total applicant pool with the proportions in the labor pool to help assess the success of their outreach efforts in recruiting female and minority applicants. However, campuses are comparing the proportions of women and minorities in their current workforce by job groups with the proportions of women and minorities in the labor pool, as is required by federal affirmative action regulations. In addition, CSU continues to abide by affirmative action regulations by offering applicants an opportunity to voluntarily submit information regarding their gender and ethnicity and respecting the applicants' choice, even the choice not to provide demographics information.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Recommendation #4 To: University, California State
To ensure that campuses employ consistent search processes and develop appropriate policies, the university should issue systemwide guidance on the hiring process for management personnel. In developing this guidance, the university should advise campuses to compare and report the gender and ethnicity of their current workforce to the labor pool by separating management personnel positions into groups based on the function of their positions to ensure that placement goals are meaningful and useful to those involved in the hiring process. Direct campuses to have search committees review affirmative action plans so they are aware of the availability and placement goals for women and minorities when planning the search process. The guidance should address the purpose of placement goals and the affirmative action plan in general so that the search committees have the appropriate context and do not misuse the information.
Annual Follow-Up Agency Response From October 2013
The 2008 webinar titled "Valuing Diversity in Recruitment" and the 2010 on-demand, web-based training, titled "Faculty and Administrative Searches in the CSU," review examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Among the concepts discussed was apprising the search committee of the campus affirmative action obligations and putting it in the appropriate context of nondiscrimination so that they do not misperceive affirmative action goals as quotas. These trainings are available at http://centralstationu.calstate.edu/howthingswork/. While campuses are encouraged to ensure that placement goals are meaningful and useful to those involved in the search/hiring process, a university task force formed in 2008 reviewed the appropriate use of affirmative action plans and availability data, and concluded that allowing campuses some flexibility in carrying out their utilization analysis and developing the campus affirmative action plan was appropriate.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Annual Follow-Up Agency Response From September 2012
The 2008 webinar titled “Valuing Diversity in Recruitment” and the 2010 on-demand, web-based training, titled “Faculty and Administrative Searches in the CSU,” review examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Among the concepts discussed was apprising the search committee of the campus affirmative action obligations and putting it in the appropriate context of nondiscrimination so that they do not misperceive affirmative action goals as quotas. These trainings are available at http://centralstationu.calstate.edu/howthingswork/. While campuses are encouraged to ensure that placement goals are meaningful and useful to those involved in the search/hiring process, a university task force formed in 2008 reviewed the appropriate use of affirmative action plans and availability data, and concluded that allowing campuses some flexibility in carrying out their utilization analysis and developing the campus affirmative action plan was appropriate.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Recommendation #5 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should devise and implement a uniform method for campuses to use when calculating availability of data to better enable the university to identify and compare availability and placement goals systemwide and among campuses. Additionally, direct campuses to compare and report the gender and ethnicity of their current workforce to the labor pool by individual department to ensure that placement goals are meaningful and useful to those involved in the hiring process.
Annual Follow-Up Agency Response From October 2013
While some variation in analytical methodology from campus to campus exists, a university task force concluded that allowing campuses some flexibility in carrying out their analysis and developing the campus affirmative action plan was appropriate and did not recommend a system wide mandate. However, the training module described in our response and available at http://centralstationu.calstate.edu/howthingswork (Module 1, Non discrimination and Affirmative Action Programs) provides a step by step description of an availability analysis and the development of placement goals.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Annual Follow-Up Agency Response From December 2010
While some variation in analytical methodology from campus to campus exists, a university task force concluded that allowing campuses some flexibility in carrying out their analysis and developing the campus affirmative action plan was appropriate and did not recommend a system wide mandate. However, the training module described in our response and available at http://centralstationu.calstate.edu/howthingswork (Module 1, Non discrimination and Affirmative Action Programs) provides a step by step description of an availability analysis and the development of placement goals.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Recommendation #6 To: University, California State
To broaden the perspective of the committees and increase the reach of the search for presidential positions, the university should develop policies regarding the diversity of the trustees committee and the advisory committee and consider alternatives on the manner in which to increase committee diversity.
Annual Follow-Up Agency Response From October 2013
As explained in past responses, it remains the position of the CSU that because the composition of the Board of Trustees is determined by the governor, the CSU administration will likely never be in a position to fully implement this recommendation through a policy change. The Trustees are mindful of the importance of diverse search committees and make efforts to achieve such diversity within the existing composition of the Board.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Annual Follow-Up Agency Response From December 2010
As explained in past responses, it remains the position of the CSU that because the composition of the Board of Trustees is determined by the governor, the CSU administration will likely never be in a position to fully implement this recommendation through a policy change. The Trustees are mindful of the importance of diverse search committees and make efforts to achieve such diversity within the existing composition of the Board.
California State Auditor's Assessment of Annual Follow-Up Status: Will Not Implement
Recommendation #7 To: University, California State
To ensure that it is conducting inclusive and consistent advertising to obtain as diverse an applicant pool as possible, the university should require broad-based advertising, including publications primarily with women or minority audiences, for all presidential and system executive positions.
Annual Follow-Up Agency Response From January 2010
Use of broad advertising sources for executive position recruitments was implemented in January 2008. The search for president of San José State University, initiated in January 2008, included advertising in Diverse Issues in Higher Education, Hispanic Outlook, and Women in Higher Education as well as the Chronicle of Higher Education, Inside Higher Education, and Science. (2009-041, p. 45)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #8 To: University, California State
The university should establish more complete policies to guide the recruitment process for system executives to ensure that the process for each search is fair, equitable, and consistent.
1-Year Agency Response
The universitys board approved a revised policy and procedure for the recruitment and selection of system executives in March 2008. (2009-406, p. 134)
- Response Date: December 2008
California State Auditor's Assessment of 1-Year Status: Fully Implemented
Recommendation #9 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should take action to ensure that campuses have departments elect faculty to serve on search committees to help ensure that searches are conducted in accordance with the collective bargaining agreement and campus policies.
Annual Follow-Up Agency Response From January 2011
In response to our request for clarification, the university reported that a university task force concluded that, while some variation in analytical methodology from campus to campus exists, allowing campuses some flexibility in carrying out their analysis and developing the campus affirmative action plan was appropriate, and thus it did not recommend a systemwide mandate. The university noted that the training plan module it developed provides a step by step description of an availability analysis and the development of placement goals. (2010-041, p. 34). Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #10 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should direct campuses to have departments develop position descriptions as broadly as possible consistent with academic needs and to more fully consider during the position allocation phase of the hiring process how new positions being requested will affect employment opportunities for women and minorities overall and the resulting diversity of its professors.
Annual Follow-Up Agency Response From January 2011
Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #11 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should direct campuses to have search committees review affirmative action plans so they are aware of the availability and placement goals for women and minorities when planning the search process. The guidance should address the purpose of placement goals and the affirmative action plan in general so that search committees have the appropriate context and do not misuse the information.
Annual Follow-Up Agency Response From January 2011
Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #12 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should encourage campuses to develop alternatives to broaden the perspective of search committees and increase the reach of the search for professors. One way could be to advise departments that lack diversity on their own faculty to appoint women and minority faculty members from outside the department to search committees. Additionally, to ensure that it is meeting its responsibilities under federal regulations, the university should provide guidance to campuses on special efforts to ensure that minorities and women have equal opportunity to serve on search committees.
Annual Follow-Up Agency Response From January 2011
Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37 & 38)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #13 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should instruct campuses to compare the proportions of women and minorities in the total applicant pool to the proportions in the labor pool to help assess the success of outreach efforts in recruiting these groups. To help ensure that they have sufficient data from applicants to effectively compare these proportions, campuses could send reminders to applicants requesting them to submit information regarding their gender and ethnicity when response rates are low.
Annual Follow-Up Agency Response From January 2011
Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37 & 38)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
Recommendation #14 To: University, California State
To ensure that campuses employ hiring practices that are consistent with laws and regulations, the university should issue systemwide guidance on the hiring process for professors. In developing this guidance, the university should instruct campuses to require search committee members to receive training offered at the campus level regarding the hiring process, federal regulations, Proposition 209, and other relevant state and federal laws.
Annual Follow-Up Agency Response From January 2011
Two systemwide committees composed of campus and system managers were formed in spring 2008. The first was a task force to review the appropriate use of affirmative action plans and availability data as well as Proposition 209 issues for faculty searches, and develop a training program to disseminate this information to the campuses. This task force also addressed best practices in management searches. The second committee was composed of campus and system managers with responsibilities for faculty searches and developed system guidelines for faculty searches consistent with the Collective Bargaining Agreement. The guidelines, which were reviewed by campus faculty affairs managers, EEO officers, and the Office of General Counsel, were disseminated to the campuses in December 2008 and two webinars focused on affirmative action and non-discrimination in the CSU along with best practices in faculty and administrative recruitments were offered on December 4 and December 10, 2008. A recorded version of the webinar is available on the web at http://centralstationu.calstate.edu/howthingswork/. The title is Valuing Diversity in Recruitments. The final element in the CSUs plan to implement the recommendations was development of on-demand web-based training for all participants in the search process. Development of this training was completed in July 2010 and is now available to campuses. It is titled Faculty and Administrative Searches in the CSU and consists of two modules. The first module, Non-Discrimination and Affirmative Action Programs, looks at applicable state and federal laws, explains the concepts of non-discrimination and affirmative action, describes the development of campus affirmative action plans and the role of availability data, and discusses the roles and responsibilities of individuals involved in campus searches. The second module, Conducting Successful Recruitments for Faculty and Administrators, looks at each stage of the search process and provides strategies for effective recruiting as well as examples of practices that reflect good faith efforts to reach affirmative action goals and model the concepts of non-discrimination and equal employment opportunity. Both modules are available at: http://centralstationu.calstate.edu/howthingswork/. (2010-041, p. 36-37 & 38)
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
All Recommendations in 2007-102.2
Agency responses received after June 2013 are posted verbatim.