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Pay and Employment Equity Review Report and Action Plan Identified issue

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Actions Tasks 9.2.3 Make public the result of deliberations and whether and how such activities are considered in the promotions process 9.3 Review the role of managers in promotions 9.3.1 Review guidelines provided to managers for how to support/encourage applications especially from women 9.3.2 Review provisions for dealing with ‘personality’ or other conflicts between managers and applicants 9.3.3 Review options for how managers ensure applications which are outside their field of expertise are “spoken to” at promotion committee meetings 9.4 Ensure gender equity is a focus of promotions process 9.4.1 Provide gender equity training at commencement of each promotional round for committees 9.4.2 Ensure that union observers are trained to take gender equity into account 9.4.3 Require all college promotion committees to comprise at least 40% of each gender 9.5 Monitor and report promotion statistics by gender 9.5.1 On an annual basis, ensure information about the number of applications received and promotions awarded is collected by gender for all levels of academic promotion 9.5.2 Establish annual reporting to SLT and staff about this promotions information, noting trends and changes

Responsibility Promotions criteria review committee

POD

POD POD

POD

TEU SLT

POD

POD

Profile for Tertiary Education Union

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Profile for nzteu
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