Senate Diversity CommitteeMission: Recruitment and Retention

Profile of FRIP and TOP Hires 2003-14

Committee Members 2014 -15

Ramon Del Castillo Ruth ChavezBarbara EchoHawk Nhu NguyenHsiu-Ping Liu Jeno BaloghCarmen Sanjurjo Madison HollowayLin Huang Wilton Flemon, chairMiri Chung

Faculty Climate Survey 2013 Dissatisfaction• Another campus climate survey question concerning

levels of dissatisfaction for people of color with their Department:– Non-White professors were less likely to be satisfied with their

department.

White Non-White

9.98.5

1.4

11.911.3

20.4

How satisfied are you with your department by race

Dissatisfied

Very Dissatisfied

Total Dissatisfaction

2003-2004

2004-2005

2005-2006

2006-2007

2007-2008

2008-2009

2009-2010

2010-2011

2011-2012

2012-2013

2013-2014

0

1

2

3

4

5

6

7

88

1 1

4

3 3

1 1 1

3

1

2 2

3

1 1

5

1

2

1

FRIP Hires, Retained, Not Retained by Year

Hired Retained Not Retained

14 of 23 FRIP Hires Retained = 58.3%9 of 23 FRIP Hires Not Retained = 60.9%

Hired Retained Not Retained0

2

4

6

8

10

12

14

16

8

3

5

15

11

4

FRIP Hires, Retained, Not Retained by Gender

Males Females

Retention rates: 3 of 8 males = 37.5%

11 of 15 females = 73.3%

AA AI AS CA HI OT0

1

2

3

4

5

6

7

8

9

8

2

9

3

1

2

1

9

1 1

6

1

2

FRIP Hires, Retained, Not Retained by Ethnicity

Hired Retained Not Retained

AA Retention: 2 of 8 = 25%

AS Retention: 1/2 = 50%

HI Retention: 1/3 = 33%

2003-2004

2004-2005

2005-2006

2006-2007

2007-2008

2008-2009

2009-2010

2010-2011

2011-2012

2012-2013

2013-2014

2014-2015

0

2

4

6

8

10

12

14

16

4

6

13

15

12

16

3

1 1

3

0

8

1

4

9

10

9

14

2

1 1

3

0 0

3 3

4

5

3

2

1

0 0 0 0 0

Faculty TOP Hires, Retained*, Not Retained by Year

Hired Retained Not Retained

* Retention data available through June 3, 2013 75 TOP hires not including 2014-15

54 of 75 Faculty retained is 72%21 of 75 Faculty not re-tained is 28%

Hired Retained not retained0

5

10

15

20

25

30

35

4035

29

6

39

24

15

Faculty TOP Hires, Retained and Not Retained by Gender

Females Males Retention rates: 29 of 35 males = 82.8%

24 of 39 females = 61.5%

AA AI AS CA HI OT0

5

10

15

20

25

30

35

16

2

7

34

14

1

9

1

3

29

10

1

7

1

45

4

0

Faculty TOP Hires, Retained, Not Retained by Ethnicity

Hired Retained Not Retained

AA Retention: 9 of 16 = 56.25%

AS Retention: 3 of 7 = 42.9%

CA Retention: 29 of 34 = 85.3%

HI Retention: 10 of 14 = 71.4%

The Target of Opportunity Program (TOP) and Faculty Incentive Recruitment Program (FRIP)

The Target of Opportunity Program (TOP) and Faculty Incentive Recruitment Program (FRIP) are designed to increase the number of qualified diverse faculty populations to MSU Denver http://www.msudenver.edu/eoo/fripandtopprograms/. .Populations are:• White/Caucasian American Asian American• African American Native American• Hispanic/Latino American

FRIP: 2003-2014

• 9 out of 23 (39%) FRIP hires were non-minorities• 13 ethnic minorities hired, 4 retained (31% ethnic minority retention rate)• 9 non-minorities hired, 9 retained (100% non-minority retention rate)

RetainedHired

TOP: 2003-2014Hired Retained

• 34 (45%) of all TOP hires were non-minorities• 39 ethnic minorities hired, 23 retained (59% ethnic minority retention rate)• 34 non-minorities hired, 29 retained (85% non-minority retention rate)

Recently there have been many articles published emphasizing that attracting and retaining minority students within our universities and colleges is dependent upon the number of minority faculty that these students can utilize as part their overall support system. Minority students can identify more easily with minority faculty members who they perceive as being more like them and who they believe have experienced the same difficulties they are undergoing in trying to earn a college degree

Faculty Recruitment Incentive ProgramTarget Of Opportunity Program

• FRIP is designed to increase diversity at MSU Denver

• Encouraging departments to aggressively seek/invite applications from and hire faculty from classes underrepresented in the department

• TOP is designed to increase the number of qualified diverse faculty to attract outstanding teaching faculty to MSU Denver

Recommendations

The Senate Diversity Committee recommends that the Provost set aside a

specific number of faculty positions for TOP and FRIP hires

Questions ?

Answers !