CENTRAL CONNECTICUT STATE UNIVERSITY
PROGRAM GOALS

March 1, 2007 - February 28, 2008

RECRUITMENT

The Office of Diversity & Equity will focus its recruitment activities on those areas where difficulties occurred.  The Office will collaborate with Human Resources, SUOAF/ AFSCME Minority Recruitment and Mentoring Committee (MRMC), and AAUP Minority Recruitment and Retention Committee (MRRC) to target alternative recruitment sources, develop creative strategies, and explore new avenues in order to facilitate to the achievement of the 2007-2008 established goals. In addition, the University will continue to evaluate its comprehensive recruitment initiatives in light of the above stated program goal.

HIRING PROCESS

The University will examine its entire hiring process to determine if there are any mitigating factors, which would contribute to any imbalance in the hiring process and scrutinize said process to determine if any factors impede the full and fair participation of underrepresented group members.  Remedial measures will be devised and implemented whenever appropriate and necessary.  The Director of Diversity and Equity will meet with all search committees, hiring managers, and the Human Resources Office staff to substantiate that the interview process is conducted in a non-discriminatory manner as well as to ensure that the integrity of the interview process is maintained and that all applicants are treated with fairness and equity throughout the employment process.

TERMINATION

The Human Resources Office will monitor all reductions in the workforce through its exit interview process to ensure that discrimination is not a factor in the reasons for leaving the University.  The Office of Diversity & Equity will analyze the reductions in the workforce as well as the exit interview data to determine if there are problems or issues that contributed to employee’s decisions to end their employment with the University. 

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