1. Evaluation Task Force Evaluation Task Force Goals Establish broad criteria for all evaluations Provide opportunity for input – self evaluation Establish College-wide procedures

2. Evaluation Task Force Task Force Steps for 1 st Year (Beginning August) August – P lanning for Performance Workshop on Aug. 21st during In-service Meeting October – Task Force breaks into teams and reviews process in each department. Forms are reviewed and improvements are recommended. November – Pre-planning cycle instituted throughout January – Reminders are sent regarding training on evaluation techniques & procedures February – Evaluation training conducted May – Evaluations conducted June – Assessment

3. Evaluation Task Force Strategic Plan Second-Third Year (FY 02-04) Preparation for SACS accreditation self- study Standardization of evaluation tools & format “Pre-planning” for establishing goals Scorecard on evaluation process – publicized & tracked

4. Evaluation Task Force Strategic Plan Fourth-Fifth Year (FY 04-06) Evaluations conducted on-line, providing proper security (Web-based) Expansion of evaluation process Reassess and reevaluate current evaluation process and make revisions

5. Recruitment & Hiring Task Force Recruitment & Hiring Task Force College-wide Survey Responses (1) What Works Well

6. Recruitment & Hiring Task Force College-wide Survey Responses (2) What Needs Improvement/Elimination

7. Recruitment & Hiring Task Force Our Recommendations  Post jobs internally for 3 days prior to general advertisement in order to encourage internal promotions.  Eliminate use of search committees for certain lower range positions.  Limit search committees for instructors to 5 employees (1 diversity, 1 faculty, 1 from outside department.)  Fill positions within 6 mos. or require new budget authorization (unless written exception from President)

8. Diversity Diversity Original Objective: To identify CFCC diversity goals by occupational category & department. Procedure: 1. Obtained Civilian Labor Force Data 2. Obtained Census of Population and Housing Data, EEOC Data Series, US Census 1992 3. Analyzed current workforce data 4. Noted possible areas with opportunities for improvement based on broad data

9. Diversity Racial Breakdown at CFCC compared to NH Co. Civilian Work Force Racial Breakdown at CFCCNH Co. Civilian Work Force Race White African American Hispanic Asian Percent 80.0% 17.5% 1.2% Race White African American Hispanic Asian Other Percent 82.0% 16.9%.05%

10. Diversity Possible Areas with Opportunity for Improvement AreaAmountRationale Department Chairs10- No diversity members Our faculty is 10.7% minority Administrative Assistants 5- No diversity members Lower Sec. Pos. are 10% minor. Technicians/ Tech Support 26- 2 diversity members (7.8%) Civilian Labor Data indicates 14% available Faculty167- 18 diversity members (10.7%) Civilian Labor Data indicates 13.4% available