| Goal
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| Goal#1 : Recruitment Initiatives
Continue to use best practices to recruit a diverse qualified pool of candidates.
|  | Measure: Comparison of New Hires 2015 and 2016 to Measure Diversity
Institution level; Indirect - Other | |  | | | Proposed actions to achieve goal: To continue and increase using methods to recruit a diverse pool of candidates.
The goal is if the pool of diverse candidates increases the number of hires will increase. To accomplish this, advertising and networking needs to increase.Expected Results: Increase diversity among our hires at the faculty, administration and staff level.
Details/Description: Manhattan College has increased advertising to attract a more diverse pool of candidates. Posting in Indeed, Scholarly Hires, Academic Keys, Higheredjobs,
Using VIP postings in Higheredjobs for Chair openings and using the Diversity features on all the websites which cost additional |
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| Goal# 2: Title IX and Compliance
1. Continue to be in compliance with Title IX and comply with regulations for Clery, the SaVE Act, VAWA and New York State Article 129B .(Enough Is Enough)
2. Hire a full time Title IX Administrator to work with Student Life, continue to provide online training, utilize outside vendors, and work with NYPD to provide training for students, faculty and staff on the issues of Sexual Assault, Discrimination and Harassment.
3. Create, distribute and analyze a Climate Survey on Sexual Assault. The feedback is primarily from the students.
| | Measure: Measure the Climate by submitting Sexual Assault Climate Survey (2nd year)
Institution level; Indirect - Survey | | | | | | Proposed actions to achieve goal: Working with HEDS (Higher Education Data Sharing Consortium) survey the students to get feedback on how they feel Manhattan College is handling Sexual Assault prevention on campus. This will be the second year this mandatory survey is given to the students. It is mandatory this year according to NYS Law 129-B Enough Is Enough. Manhattan College was ahead of compliance last year.
Expected Results: We had approximately 1500 student participate in the Climate Survey last year. The results were mostly good and the students that did participate felt that the college was concerned about their safety and was making positive improvements.
Details/Description: HEDS Sexual Assault Campus Climate Survey will be issued in 3/17 and the most of the results will be back in May. There will be additional results in
August. Those results will compare Manhattan College's results to other colleges and universities. |
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| Goal# 3: Employment Procedure Revision
Revise and create employment process that centralizes the workflow back to the Human Resources Department. This process is being revised with input from Finance, Student Life, Academics and the Office of Mission.
| | Measure: Feedback from departments on ATS from Clear Company
Institution level; Indirect - Survey | | | | | | Proposed actions to achieve goal: Send out survey monkey to get feedback from departments on how they like the ATS ( Applicant Tracking System) from Clear Company. A major part of the employment process is now electronic.
Expected Results: Departments will be positive about this change once they are all trained on the new electronic process. The goal is that the feed back will be that it is a more efficient process and it will makes the recruitment process more manageable.
Details/Description: In 2016 a major part of the employment process was changed to an electronic applicant tracking system. The company is Clear Company. Some departments have used the system but many still have to be trained. Additional work is still ongoing to create and update employment procedures. This is a collaboration between Human Resources, Finance, Student Life, Academics and the Office of Mission. |
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| Goal # 4: Benefits and Compensation
1. Continue to participate in salary and benefit surveys that pertain to higher education salaries and best practices.
2. Review Manhattan College's salary structure compare to other similar institutions and determine if Manhattan College's salary structure can be expanded and improved.
3.Retain consulting services (Mercer) to do a comprehensive study on compensation practices, compensation philosophy, market benchmarking and assessment of positions, including salary structures, merit pay, pay equity analysis..
4.Continue complying with many aspects of the Affordable Care Act (ACA) and align the benefits program towards the college's strategy to recruit and retain employees but at the same time offering comparable benefits with choices.
5. Offer more wellness programs.
| | Measure: Compensation and Benefits
Institution level; Direct - Other | | | | | Proposed actions to achieve goal: 1.Will utilize various surveys, data on demand to compare our salaries and salary structure to benchmark institutions. Will mainly utilize CUPA (College University Personnel Association) to compare salaries for staff, senior administration, administration and faculty. Will also us ad hoc survey data from local HR higher education group.
2. Will retain Mercer Consultants to study administrative and staff salaries and
make recommendations on salary structure, merit pay, and pay equity.
3. Will get direct information about positions by having departments report, revise and/or update job descriptions.Expected Results: Revised and updated salary structure with a updated job descriptions and a salary classification system for Administration and Staff.
Details/Description: Major project in 2017 is to work with the compensation consultants Mercer Group to update our current job descriptions, salary structure and classification system.
Mercer will use comparative data ie: CUPA and various surveys. Once completed we will engage in getting feed back on the process from a small focus group. |
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| Goal # 5: Create a survey on Diversity and Inclusion
Survey the students, faculty, staff and administrators on how they feel diversity and inclusion is handled on the Manhattan College campus. This survey would be done in conjunction with the Department of Multicultural Affairs.
| | Measure: Participate in Diversity and Inclusion Survey - Manhattan College
Institution level; Indirect - Survey | | | | | Proposed actions to achieve goal: Manhattan College will collaborate with HEDS (Higher Education Data Sharing
Consortium to provide a survey to students, faculty, administration and staff on the campus climate concerning diversity.Expected Results: Looking for large participation rate from all areas. The results will be communicated to the Manhattan College community which will give valuable feedback to make changes.
Details/Description: HEDS (Higher Education Data Sharing Consortium) is partnering with Providence College to issue the use of their survey. The Campus Living, Learning and Working Environment Survey. Providence College is allowing us to use their
survey through HEDS. HEDS is using this as a test case and only a few colleges will be allowed to use this survey and therefore Manhattan College will not be charge a fee. Manhattan HEDS will administer the survey and collect the data but Manhattan College will have to analyze the data. |
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| Goal #6: Explore Tuition Remission Opportunities for an Employee Doctorate Program
Manhattan College used to have an arrangement with St. Mary's University in MN. It is a Christian Brother's School and they have a program that enables Administrators and/or Faculty to achieve a doctorate. Most of the work is done online with a week's visit in the summer. Other programs will be explored as well ie: Ph.D Project.
| | Measure: Explore Tuition Remission Opportunities for Employee Doctorate Program
Other level; Direct - Other | | | | | | Proposed actions to achieve goal: Contact St. Mary's University in Minnesota. St. Mary's is a Christian Brother's School. Manhattan College previously had an agreement to allow some of our employees to work on a doctorate. It was done online with a one week visit annually. That program is no longer in place. Research the past program and look at other programs that may be introduced to employees
Expected Results: To provide a detailed list of doctorate programs and the cost involved to introduce this as tuition remission.
Details/Description: Once a list is created with all the doctorate program information, it will be submitted to the President of Manhattan College and the Cabinet for review and to access if this is a viable option for Manhattan College and its' employees. |
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Human Resources Goal Set 2017-2018