Institutional Self Evaluation Report

Standard IIIA.4.a

The institution creates and maintains appropriate programs, practices, and services that support its diverse personnel.

Descriptive Summary

The college creates and maintains several appropriate programs, practices, and services that support its diverse personnel.

West Valley College’s Educational Master Plan of 2009 clearly shows that diversity is a core value of the institution and permeates every aspect of college life. The college’s statement of philosophy is as follows:

West Valley College is a community of learners open to those seeking advanced educational opportunities. Our faculty, staff, and students have a passionate commitment to learning, fueled by the spirit of inquiry. The college embraces innovation and change characterized by trust, confidence, and accountability. Through communication and teamwork, and a respect for diversity, West Valley College affirms its commitment to people. (Adopted March 8, 2007)

The institutional mission, goals and objectives, and curriculum and pedagogy, student services and the student life programs speak to the institution’s commitment to the understanding of and concern for equity and diversity.

Through a comprehensive program of professional development opportunities, the college and district serve the needs of diverse personnel. Since the last accreditation cycle, the district completed a multi-module leadership development academy that included participation of student services staff as well as administrators and supervisors from across the district. (3A.4.a.1) An Employee Assistance Program (EAP) implemented several years ago has provided valuable support. (3A.4.a.2), A use-at-your-convenience training program called “People-On-The-Go” has been well-received and, in the area of wellness, a new transportation FSA has been established, which allows people who use public transportation to set aside funds necessary “pre-tax.” (3A.4.a.3, 4)

The college’s Global Citizenship Committee serves as an institutional foundation to promote, assure, and further explore wide-range of equity and diversity related issues on campus on multiple levels. The committee coordinates programs, events, and activities that address educational, academic, cultural, and social issues. They are attended by all parts of the college community promoting critical discussion and exchanges of opinions that lead to a planning of institutional priority relative to equity and diversity.

Self-Evaluation

The college meets this standard. One of the hallmarks of West Valley College is its commitment to providing appropriate programs, practices, and services that support the diversity of its personnel.

Actionable Improvement Plans

• 
  ^{Explore opportunities to increase funding for diversity programs on campus}
  

Evidence

3A.4.a.1	People-OnTheGoDistrict Online Courses for All Employees (Q4, 2013)	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/Lead_20A_Course_Outline.pdf
3A.4.a.2	Lead 20A Course Outline	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/EAP.Summary.Srvcs.1011.pdf
3A.4.a.3	EAP Summary of Services	http://www.people-onthego.com/westvalley-mission-online-q4
3A.4.a.4	CommuteEase Brochure	http://www.wvm.edu/WorkArea/DownloadAsset.aspx?id=6793

Standard IIIA.4.b

The institution regularly assesses its record in employment equity and diversity consistent with its mission.

Descriptive Summary

The district follows an established Equal Employment Opportunity policy in all its hiring procedures, including a commitment that successful candidates demonstrate sensitivity to and ability to work with the diverse academic, socioeconomic, cultural and ethnic backgrounds of students, faculty, and staff, including ethnic group identification, national origins, religion, age, gender, sexual orientation, race, color, or physical or mental ability. (3A.4.b.1)

West Valley College is committed to hiring a diverse faculty and staff, an asset which supports a dynamic environment for teaching, learning, and working. In order to ensure a diverse pool of qualified applicants, Human Resources (HR) and the hiring committee recommend particular websites and publications and journals specific to the recruitment. For faculty positions, advertising is routinely placed in the California Community College Registry, Chronicle of Higher Education, Higheredjobs.com and various websites and publications targeting groups underrepresented in higher education employment. In addition, hiring committees are reviewed by HR to ensure that they are diverse in composition. Applicant data is tracked for every recruitment period and a report is provided to the State Chancellor’s office each year. Faculty and staff demographic data are also reported annually. Finally, in all selection processes, each candidate is queried regarding demonstrated ability to effectively interact with people of diverse socio-economic, cultural, disability and ethnic backgrounds.

During the spring of 2008, members of the District Faculty and Staff Diversity Advisory Council (FSDAC) attended a training session given by the law firm Liebert Cassidy Whitmore entitled, “From Model Plan to Your Plan: Developing Compliant EEO Plans That Work.” In addition, the FSDAC hosted a discussion forum relative to Office Model Equal Employment Opportunity Plan with the EEO Model Plan Project Director, from the California Community College Chancellor’s Office.

The FSDAC began data analysis related to student, faculty, and staff demographic trends during this same time. The college’s Academic Senate held discussions regarding the District’s EEO Plan on May 6, 2008, and May 13, 2008. At the November 18, 2008, Academic Senate meeting, the District presented a draft of the Equal Employment Opportunity Plan. Ultimately, the Board of Trustees approved the District’s Equal Employment Opportunity Plan at its February 19, 2009, meeting. (3A.4.b.2, 3)

In order to better incorporate the District Faculty and Staff Diversity Advisory Council (FSCAC) into the district’s participatory governance structure and to increase its stature, the current 2013-14 revision of the EEO Plan proposes that the District’s highest participatory governance group, District Council, serve as the FSDAC.

The responsibilities of the Council shall include but not be limited to the following:

1. 
   ^{Review and advise on aspects of the hiring, retention, and promotion processes that impact the District’s ability to attract and retain a diverse faculty and staff; advise on implementing the District’s obligation to hire faculty and administrators with a demonstrated sensitivity to, and understanding of, the diverse academic, socioeconomic, cultural, disability and ethnic backgrounds of community college students;}
   
2. 
   ^{Promote communication with community groups and organizations for people with disabilities;}
   
3. 
   ^{Promote hiring of faculty who have, themselves, graduated from a community college;}
   
4. 
   ^{Develop communications among departments to foster understandings of the Plan;}
   
5. 
   ^{To advise the Chancellor regarding special training or staff development needs;}
   
6. 
   ^{Review the Plan and monitor its progress; and}
   
7. 
   ^{Recommend changes needed in the Plan.}
   

In addition to advising the Associate Vice Chancellor of Human Resources (AVC), the District Council (acting as FSDAC) has direct access to the Chancellor, the Vice Chancellor of Administrative Services, and both college Presidents. The Council will be positioned to better assure the institution’s support for appropriate programs, practices, and services that support it diverse personnel and that the institution regularly assesses its record in employment equity and diversity consistent with its mission.

As the delegated EEO Officer, the AVC oversees the day-to-day implementation of the EEO Plan and programs, and assures that reviews are conducted in a timely manner and that any revisions to the Plan are communicated widely.

Table 2 and 3 below summarize information on ethnicity and gender of West Valley college employees provided by HR and college’s research office.

Table 2: Number of Employees by gender

	2009		2010		2011		2012		2013
	M	F	M	F	M	F	M	F	M	F
FT faculty	74	108	67	97	67	98	66	101	59	105
Classified	32	85	29	78	28	84	25	78	23	72
Administrators	3	5	3	4	2	5	1	4	4	8
Total	109	198	99	179	97	187	92	183	86	80

Table 3: Employees by job category and ethnicity – fall 2013

	Native American	Asian/Pacific Islander	Black	Hispanic	White	Other
FT faculty	0	19	6	1	22	116
Classified	0	15	2	1	15	62
Administrators	0	4	1	1	0	6

Self-Evaluation

The college meets this standard. The employee survey relative to this standard included equity and diversity. All rated favorably (an average of 70%) on understanding for issues of equity and diversity. Comments were made about the inclusive atmosphere and high level of diversity at our college. (3A.4.b.4)

Actionable Improvement Plans

None.

Evidence

3A.4.b.1	AP 3420 Equal Opportunity Employment	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/3A43_AP_3420.pdf
3A.4.b.2	EEO Plan	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/eeo_plan_wvmccd_board_approved_2-19-09.doc
3A.4.b.3	EEO Plan Board Approval - February 19, 2009	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/3A4b3_eeo_plan_wvmccd_board_approved_2-19-09.pdf
3A.4.b.4	Accreditation Employee Survey	http://www.westvalley.edu/committees/Accreditation/2013/evidence/3a/accreditation_survey_employee_final_7312.pdf