End of Year Report - Richland College

Richland College 105
3.4.2 % of employee diversity for full-time employees
Strategic Measure*
Target Range
Performance
% of max. target range
≥ 88.20 – 98.00
= 89.86
= 91.70%
Richland’s leadership monitors the diversity of the fulltime workforce reviewing ethnic representation
for each employee group. Leadership sets diversity targets based on pool availability
as reflected in the United States Census for Dallas County. Performance for this measure
●●
meets the overall target range
●●
exceeds the Dallas County population segments for African-American, Hispanic, and Asian
●●
●●
●●
(see Figure 3.4.2)
achieves the 90th percentile in the National Community College Benchmark for percentage
of minority employees (see Table 3.4.2A)
meets the target range for faculty and professional support staff employee groups (see
Table 3.4.2B)
falls below the target range for administrators (see Table 3.4.2B)
Richland’s diversity falls short of target for administrators due to the loss of 24 administrators
during the academic year and leadership’s ability to replace only 2 of those positions. Leadership
left the target intact for 2011-12 based on continued emphasis on diversity in hiring.
80.0
70.0
Faculty/Staff Diversity Matched to Dallas County
75%
2005-06 2006-07 2007-08
2008-09 2009-10 2010-11
60.0
50.0
40.0
Dallas County
% of population
30.0
20.0
10.0
10%
9% 6%
0.0
Figure 3.4.2B
Anglo African American Hispanic Asian
Source: 2000 Census Data, DCCCD Colleague System
% of Employees Who are Minority
10th
Percentile
25th
Percentile
Median
75th
Percentile
90th
Percentile
National Benchmark Cohort 2.09 4.64 9.75 18.36 35.89
Richland College 36.19
Best Practice Range
Table 3.4.2A
Source: DCCCD Colleague System, NCCBP data
*Strategic measures are those identified for special emphasis by college leadership, the DCCCD Board of Trustees, the state or national government, or
SACS accreditation agency. Operational measures are those key to the ongoing vitality of the organization but without strategic emphasis.
End of Year Report 2010-11