WORKFORCE PLANNING STRATEGY Documents1/25 - BOT... · Board of Trustees Retreat August 1, 2014 ....

North Carolina Agricultural and Technical State University

WORKFORCE PLANNING STRATEGY

Board of Trustees Retreat August 1, 2014


Turnover 2012-2014


www.ncat.edu

FY

Beginning

Position Count

# Positions

Created per

Budget Office Reductions (1)

Total FTE

Count

FY09 1687.06 40.2 6.51 1720.74

FY10 1720.74 15.95 29.81 1706.88

FY11 1706.88 22.9 0 1729.78

FY12 1729.78 45.3 134.82 1640.25

FY13 1640.25 31.6 63.05 1608.84

FY14 1608.80 19.23 100.43 1527.60

Total Positions Created 175.2 334.6

(1) Do not include Non-state Positions; Information based on 606 Revisions submitted to State

EPA Non-Faculty

29%

F1 11%

F2 1%

SPA 57%

Tier 2 2%

Total Positions Created 2009-2014


www.ncat.edu

0

5

10

15

20

25

F M F M F M F M F M F M

20-29 30-39 40-49 50-59 60-69 70-80

Total Voluntary Turnover by Age, Gender & Classification 2012-2014 [N=242]

EPANFac

Fac 12

Fac 9

SPA

Tier I

Tier II

05

1015202530354045

Total Voluntary Turnover by Location 2012-2014 [N=242]

Legend Tier I : Vice Chancellors, Deans Tier II: Asst/Assoc Vice Chancellors, Asst/Assoc Deans EPA-NF: Student Career Svcs/Counselor, Retention Advisors (CAE), Dir. Of International/Minority Students SPA: Administrative Support Specialist Research Technicians, University Program Associates Technology Support Faculty – 9 months Faculty – 12 months


www.ncat.edu 0

5

10

15

20

25

30

35

< 1 yr 1-5 yrs 5.1-10 yrs 10.1-25 yrs 25.1+ yrs

Total Voluntary Turnover by Years of Service Better Employment

Education

EPA AppointmentEnded

Funding Ended

Moved

Other

Personal Reasons

Resignation

Resigned WithoutNotice

Retirement

Temporary ApptEnded

Time Limited AppTerminated

Transferred

Voluntary - Eligiblefor rehire

Voluntary - Ineligiblefor rehire

< 1 year 10%

1.1 - 5 yrs 29%

5.1 - 10 yrs

29%

10.1 - 25 yrs

19%

25 yrs + 13%

Total Voluntary Turnover 2012-2014 [N=242]

Description Raw Data Percentage

< 1 year 23 10%

1.1 - 5 yrs 70 29%

5.1 - 10 yrs 71 29%

10.1 - 25 yrs 47 19%

25 yrs + 31 13%

Total Voluntary Turnover 242 14%

Total Turnover 415 24%


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Better Employment

17%

Personal Reasons

36%

Retirement 47%

Top 3 Reasons for Voluntary Turnover 2012-2014 [N=242, n=175]

0

2

4

6

8

10

12

14

16

18

Business & Finance College of Arts andSciences

School of Agriculture

Top Three Locations of Voluntary Turnover by Reason [N=242, n=78]

Better Employment

Personal Reasons

Retirement

• 72% of all voluntary turnovers left for these

three reasons

• 44% of the 175 voluntary turnovers left from

these three locations

• Illustrative job titles within each of the top

three locations include: B&F, Public Safety

Officer, Property Security Officer; College of

A&S: Non-tenure track faculty; School of

A&E – Agricultural Extension Associates &

Research Technicians


www.ncat.edu

0

0.2

0.4

0.6

0.8

1

1.2

70-80 70-80

Retirement Transferred

Tier I Turnover by Age, Gender, Location & Reason [N=242, n=2]

Academic Affairs - M

School of Business & Economics - M

1

4

1 1 1 1 1 1 1 1 1

00.5

11.5

22.5

33.5

44.5

M M M F F M F

40-49 30-39 50-59 50-59 60-69 50-59

Better Employment Personal Reasons Retirement Transferred

Tier II - Turnover by Age, Gender, Location & Reason [N=14] Academic Affairs

Alumni Affairs

Division of Human Resources

Division of Information Technology

Division of University Advancement

Office of Student Affairs

Office of the Chancellor


www.ncat.edu

0

5

10

15

20

25

EPA Non-Faculty Turnover by Location [N=242, n=52]

0

5

10

15

20

25

30

20-29 30-39 40-49 50-59 60-69 70-80

SPA Turnover by Age & Reason [N=242, n=108]

Better Employment

Education

Moved

Other

Personal Reasons

Resignation

Resigned Without Notice

Retirement

Transferred

Voluntary - Eligible forrehire

05

10152025303540

SPA Turnover by Location [N=242, n=108]

0

1

2

3

4

5

6

7

8

9

20-29 30-39 40-49 50-59 60-69

EPA Non-Faculty Turnover by Age & Reason [N=242, n=52

Better Employment

EPA AppointmentEnded

Funding Ended

Moved

Other

Personal Reasons

Retirement

Time LimitedAppt.Terminated

Transferred


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0

2

4

6

8

10

12

30-39 40-49 50-59 60-69 70-80 30-39 40-49 50-59 60-69 70-80

F M

Faculty Turnover by Age, Gender & Reason [N=242, n=66]

Better Employment

EPA Appointment Ended

Other

Personal Reasons

Retirement

Temporary Appt Ended

0

5

10

15

20

25

30

35

College ofArts andSciences

College ofEngineering

School ofAgriculture

School ofBusiness &Economics

School ofEducation

School ofNursing

School ofTechnology

Faculty Turnover by Location [N=242, n=66]

Non-Tenure Track 33%

Tenure-Track 26%

Tenured 41%

Faculty Turnover by Tenure Status [N=242, n=66]


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2

6

3 2

1 2

1 1 1

3

11

1 1

8

0

2

4

6

8

10

12

BetterEmployment

EPAAppointment

Ended

Other PersonalReasons

Retirement BetterEmployment

EPAAppointment

Ended

PersonalReasons

Retirement

Tenure-Track Tenured

Tenured & Tenure Track Turnover by Rank & Reason [N=242, n=44]

Assist Professor

Assoc Professor

Distinguished Professor

Professor

4

2 2 3

2 1 1 1

2

5

1 1

3 4

1

4

1 1 1

3

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Tenure-Track Tenured

Tenured & Tenure-Track Turnover by Location & Rank [N=242, n=44]

Assist Professor

Assoc Professor

Distinguished Professor

Professor


New Hires 2012-2014


www.ncat.edu

EPA Non Faculty

21%

Faculty 12 3%

Faculty 9 24%

SPA 45%

Tier I 1%

Tier II 6%

Total Voluntary Turnover 2012-2014 [N=242]

Tier I 1%

Tier II 2% EPA Non

Faculty 30%

Faculty 20%

SPA 47%

Total New Hires

2012-2014 [N=422]


www.ncat.edu

0

10

20

30

40

50

60

70

80

90

Total New Hires by Location 2012 – 2014 [N=422]

0

5

10

15

20

25

30

35

F M F M F M F M F M F

20 - 29 30 - 39 40 - 49 50 - 59 60 - 69 71

Total New Hires by Age, Gender & Classification 2012 – 2014 [N=422]

EPA Non Faculty

Fac 12

Fac 9

SPA

Tier I

Tier II


www.ncat.edu

Tenure-Track 86%

Tenured 11%

Non-Tenure Track 3%

Faculty - New Hires by Classification 2012 – 2014 [N=422, n=72]

0

2

4

6

8

10

12

14

16

F M F M F M F M F M

20 - 29 30 - 39 40 - 49 50 - 59 60 - 69

Faculty - New Hires by Age, Gender & Classification 2012 – 2014 [N=422, n=72]

Tenure-Track

Tenured

Non-Tenure Track

02468

101214161820

Faculty - New Hires by Location 2012 – 2014 [N=422, n=72]

Tenure-Track

Tenured

Non-Tenure Track


www.ncat.edu

College ofArts andSciences

College ofEngineering

School ofAgriculture

School ofBusiness &Economics

School ofEducation

School ofNursing

School ofTechnology

JSNN:Nanoenginee

ring

Tenure-Track - PHD - Not Within Discipline 1 1

Tenure-Track - PHD - Within Discipline 13 7 1 10 6 5 2 3

Tenure-Track - No PHD - Within Discipline 2 1

Tenured - PHD - Within Discipline 3 4

Non-Tenure Track - No PHD - Within Discipline 1 1

0

2

4

6

8

10

12

14

Facu

lty

Ne

w H

ire

Co

un

t

Faculty - New Hires by Degree & Discipline 2012 – 2014 [N=422, n=*61]

*11 pending validation

Percentage of Earned Doctorates within

Discipline

84% 100% 100% 83% 100% 83% 67% 100%

Overall Earned Doctorates 84% 100% 100% 92% 100% 83% 100% 100%


www.ncat.edu

$0.00

$20,000.00

$40,000.00

$60,000.00

$80,000.00

$100,000.00

$120,000.00

NCA&T UNCG UNCC ECU

UNC System Peer Average Faculty Salary Comparison (By Rank)

Professor

Associate Professor

Assistant Professor

Instructor/Clinical Faculty

• Salary comparisons for staff based upon 2014 College and University Personnel Association (CUPA) Survey

• Salary comparisons for faculty based upon 2014 American Association of University Professors (AAUP) Survey


Retirement Trends 2015-2018


www.ncat.edu

Ten

ure

d a

nd

Ten

ure

-Tra

ck F

acu

lty

Medium Risk

9

(26.4%)

0

(0%)

0

(0%)

Years

3

(8.8%)

2018 2017 2016 2015

10

(29.4%)

3

(8.8%)

4

(11.8%) 5

(14.7%)

267

(80.4%)

1

(0.3%)

3

(0.9%) 15

(4.5%)

40

(12%)

1

(0.3%)

1

(0.3%) 4

(1.2%)

Sen

ior

Ad

min

istr

ato

rs (

Tie

r I &

II F

ille

d)

Tie

r I

Tie

r II

F

AC

9

FA

C 1

2

Retirement Trends (Tier I & II and FAC 9 & 12)


www.ncat.edu

Retirement Trends

Senior Administrators (Tier I & II Filled)

who are eligible to retire (2015-2018):

:

Mediu

m Risk

9

(26.4%)

Average

Age = 61

0

(0%)

Years 2018 2017 2016 2015

10

(29.4%)

Average

Age = 57

3

(8.8%)

Tie

r I

Tie

r II

0

(0%)

4

(11.8%)

3

(8.8%)

5

(14.7%)

59

24 Total Tier 1 & Tier 2Senior Administrators(Active)

Total Tier 1 & Tier 2Senior Administrators(Vacancies)

Filled v/s Vacancies [N=83]

32.20%

5.08%

6.78%

13.56% Eligible For Retirement(FY15)

Eligible For Retirement(FY16)



Tier I & Tier II Senior Administrators [N=59]


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Retirement Trends

Tenured and Tenure-Track Faculty (Filled)

who are eligible to retire (2015-2018):

526

70

Total FAC 9 & 12(Active)

Total Fac 9 & 12(Vacancies)

Filled v/s Vacancies [N=596]

58.37%

0.38%

0.76% 3.61%





FAC 9 & FAC 12 [N=526]

Mediu

m Risk

267

(80.4%) Average

Age = 57

1

(0.3%)

Years 2018 2017 2016 2015

40

(12.0%) Average

Age = 56

1

(0.3%)

FA

C 9

F

AC

12

3

(0.9%)

1

(0.3%)

15

(4.5%)

4

(1.2%)


www.ncat.edu

Higher Education Trends

Majority of faculty are non-tenure stream

Expectations of junior faculty have escalated (publication,

teaching, external funding)

Growing number of “two-body problems”

Increased retirements

We are not alone!


www.ncat.edu

Opportunity Knocks


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The Future of Higher Education

Faculty must engage a changing student body

Higher percentage of high school students enrolling in college

Disparity in attendance among income groups

Disparity in attendance between genders

Shift in interest among majors

Increase of community college transfers

Increased diversity

Multi-taskers

Etc.


www.ncat.edu

Faculty of the Future

Characteristics

Sensitivity to gender, religious, race, life style, and ethnicity issues

Sensitivity to traditional versus non-traditional student issues

Effective users of technology, alternative methods of instruction

Effective communicators

Productive (research/scholarship)

Engaged

Interdisciplinary

Entrepreneurial


www.ncat.edu

Faculty of the Future

Required qualities

Terminal degree in discipline

Doctoral Research University educated

Post-doctoral experience (selected disciplines)

Innovative teachers

Research/Scholarship oriented


www.ncat.edu

Future Faculty Recruitment (Retirement Informed Recruitment)

Multi-year hiring strategy

Strategic hiring coupled to retirement dynamic (Distribution by

college/school, department, discipline)

Strategic hiring to maintain rank distribution

Strategic hiring by thrust area (programmatic opportunities,

research/technological opportunities, etc.)


www.ncat.edu

Future Faculty Hiring Strategies (Implementation)

Analyze need by school/college and department

Identify thrush areas (programs and research)

Determine effective ratio of tenure stream versus non-tenure stream

Hire at a predetermined percentage of market value (systematic metric)

Develop more competitive startup packages

Develop retention program (address compression and inversion, develop

holistic reward system)


www.ncat.edu

Questions

WORKFORCE PLANNING STRATEGY Documents1/25 - BOT... · Board of Trustees Retreat August 1, 2014 ....

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