The Florida Senate

240.3355  Community College System equity accountability program.--

(1)  No later than May 1, 1993, each community college annual equity update plan must include 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 who have attained continuing-contract status. The plan must include specific measurable goals and objectives, specific strategies for accomplishing these goals and objectives, and a time period for accomplishing these goals and objectives. The goals shall be reviewed and recommended by the State Board of Community Colleges as appropriate.

(2)

(a)  On May 1 of each year, each community college president shall submit the annual equity update to the Executive Director of the State Board of Community Colleges. The equity update must show the number of deans, associates, assistant deans, vice presidents, associate and assistant presidents, provosts, legal counsel, and similar administrative positions which were filled in the previous 12-month period. Administrative positions include faculty positions that, in whole or in part, are defined as academic administration by rule and positions that are defined as administrative positions under the Community College System's classification of occupational groupings.

(b)  The report must show the following information for those positions including, but not limited to:

1.  Job classification title;

2.  Gender;

3.  Ethnicity;

4.  Appointment status;

5.  Salary information including the salary at which the individual was hired compared to the salary range for the respective position and to other employees in the same job title classification;

6.  Other comparative information including, but not limited to, composite information regarding the total number of positions within the particular job title classification for the community college by race, gender, and salary range compared to the number of new hires;

7.  The gender and ethnic composition of the selection committee for each vacancy;

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

9.  An assessment of the community college's accomplishment of annual goals and of long-range goals for increasing the number of women and minorities in senior-level administrative positions.

(c)  Each community college's equity accountability report must also include:

1.  The requirements for receiving a continuing contract;

2.  The gender and ethnic composition of the committees that review continuing-contract recommendations;

3.  The enhancement of continuing-contract opportunities for women and minority faculty; and

4.  Written documentation of feedback on the annual progress towards achievement of continuing-contract status by women and minorities.

(3)  Community college presidents and the heads of each major administrative division shall be evaluated annually on the progress made toward meeting the goals and objectives of the equity update plan.

(a)  The community college presidents shall annually evaluate each department chairperson, dean, and vice president in achieving the annual and long-term goals and objectives. Annual budget allocations for positions and funding must take into consideration this evaluation.

(b)  Beginning January 1994, community college district boards of trustees shall annually evaluate the performance of the community college presidents in achieving the annual and long-term goals and objectives.

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

(4)  Subject to available funding, the Legislature shall provide an annual appropriation to be allocated to the department managers in recognition of the attainment of the equity goals and objectives.

History.--s. 28, ch. 92-321; s. 7, ch. 95-143.