The Florida Senate

240.2475  State University System equity accountability program.--

(1)  No later than August 1, 1992, each state university shall develop a plan for increasing the number of women and minorities in senior-level administrative positions, for increasing the number of women and minorities in ranked faculty positions, and for increasing the number of women and minorities granted tenure. The plan must include specific measurable goals and objectives, specific strategies for accomplishing these goals and objectives, a time period for accomplishing these goals and objectives, and comparative national standards. The plan shall be submitted to the Legislature on or before September 1, 1992.

(2)

(a)  By October 31 of each year, each state university president shall submit an equity accountability report to the Chancellor and the Board of Regents which shows the number of administrative positions in the faculty and in the administrative and professional pay plans which were filled in the previous fiscal year. Administrative positions include faculty positions that, in whole or in part, are defined as academic administration under standard practice CM 87-17.1 and positions in the administrative and professional pay plans that are defined as administrative positions under the Board of Regents' classification of occupational groupings. The report must include the following information pertaining to the employees hired in those positions:

1.  Job classification title;

2.  Gender;

3.  Ethnicity;

4.  Appointment status pursuant to chapter 6C-5.105, Florida Administrative Code;

5.  The salary at which the individual was hired;

6.  Comparative information including, but not limited to, composite information regarding the total number of positions within the particular job title classification for the university by race, gender, and the average salary or salary range, where applicable, compared to the number of new hires;

7.  Guidelines for ensuring a gender-balanced and ethnically balanced selection committee for each vacancy;

8.  Steps taken to develop a diverse pool of candidates for each vacancy; and

9.  An assessment of the university's accomplishment of annual goals and of long-range goals for hiring and promoting women and minorities in senior-level administrative positions.

(b)  Each university's equity accountability report must also include the following information pertaining to candidates formally applying for tenure:

1.  Rank;

2.  Gender;

3.  Ethnicity;

4.  The salary at which the individual was hired; and

5.  Comparative information including, but not limited to, composite information regarding the total number of positions within the particular classification for the university by race, gender, and the average salary or salary range, where applicable, compared to the number of new hires.

(c)  The report must also include:

1.  The requirements for achieving tenure;

2.  The gender and ethnic composition of the committees that review tenure recommendations at the department, college, and university levels;

3.  Guidelines for ensuring the equitable distribution of assignments that would enhance tenure opportunities for women and minority faculty; and

4.  Guidelines for obtaining feedback on the annual progress towards achievement of tenure by women and minorities.

(3)

(a)  A factor in the evaluation of university presidents, vice presidents, deans, and chairpersons shall be their annual progress in achieving the annual and long-range hiring and promotional goals and objectives. Annual budget allocations for positions and funding shall be based on this evaluation. Such evaluation shall be submitted to the Chancellor and the Board of Regents.

(b)  Beginning January 1994, the Chancellor and the Board of Regents shall annually evaluate the performance of the university presidents in achieving the annual and long-term goals and objectives.

(4)  The Board of Regents shall submit an equity progress report to the Legislature and the State Board of Education on or before December 1 of each year.

(5)  Effective July 1, 1993, positions that become vacant in the faculty or the administrative and professional pay plans at a university shall be transferred into a pool at that university to be allocated by the administration to departments to reward department managers for attaining equity goals. Each university president shall develop rules regarding the filling of vacant positions and the transferring of positions into the pool. Such rules must provide for a total cap on the vacant position pool at 10 percent of the number of vacant positions for the university as of the date of the preparation of the initial operating budget for each year. The rule must also provide that the number of positions to be transferred into the vacant position pool, at the departmental level, may not exceed 10 percent of the total number of authorized positions for the department as of the date of the preparation of the initial operating budget for each year. Subject to available funding, the Legislature shall provide an annual appropriation to be allocated to the department managers in recognition of the attainment of equity goals and objectives.

History.--s. 27, ch. 92-321.