This dissertation illustrates how admission policies shape access to postsecondary education. Evidence comes from two sectors, each with a distinct type of admission system: highly selective institutions that practice holistic admission (chapters 2 and 3) and less selective public four-year colleges that use admission thresholds (chapter 4). The…

A satirical account of individualized instruction and affirmative action. (DC)

A nationwide survey of two-year college faculty revealed that supporters of affirmative action tended to value equality and to be female, part-timers, less secure in and less satisfied with their jobs, younger, working on doctorates, and overrepresented by Blacks. Opponents tended to be male, full-timers, secure in their jobs, older, and…

Urges community colleges to embrace community-based programing and accept the challenge of bringing diverse people together to work for the good of the larger community. (DMM)

This satire presents a community college president's view of affirmative action through a blatantly chauvinistic literary "persona." Aspects of the Carnegie report are discussed, and four models of executive behavior are recommended for managing "intractable" females: the "Big Daddy/Little Woman Syndrome," the "Mother/Son Number," the "Boy's…

Although certain aspects of community college education show change due to the women's movement, little support for credit curriculum and few special services have been offered, and few women administrators have been hired. The establishment of a national clearinghouse on women's programs would help provide clearer evaluation and more information.…

This document describes the steps that San Diego Mesa College plans to take in order to bring about a balance in the racial and sex distribution of its faculty and staff that approximates the racial and sex composition of the populaiton of the City of San Diego. The philosophy and goals of the Mesa College Affirmative Action Policy are set forth,…

Reports the findings of a study designed to test the hypothesis that "significant progress has been made in the recruitment, selection, and hiring of black educators and assigning them to positions commensurate with their training and experience." The data soundly reject this hypothesis and show that the actual situation is tragic. (DC)

Reviews recent ERIC literature on personnel management, performance appraisal, staff development, and affirmative action at the two-year college. (DMM)

Provides an annotated bibliography of 15 documents related to expanding and maintaining opportunities for minority administrators. Presents articles related to strategies for increasing leadership diversity, creating opportunities for minorities at the executive level, and maintaining existing levels of opportunity. (AJL)

Attributes Austin Community College's (Texas) success in minority recruitment, hiring and retention to a 10-step plan involving trustee support; an affirmative action plan; faculty support; recruitment, screening, interviewing, and selection strategies designed to enhance minority participation; orientation and support; staff development; and…

Reviews recent data on community college personnel, arguing that little progress has been made in terms of institutional diversity. Proposes three facilitating activities for increasing diversity: identifying and targeting gatekeepers, or individuals who control recruitment and hiring; implementing clear and effective processes; and rewarding…

Discusses diversity issues related to sensitivity to differences, opportunities afforded by the Columbus quincentenary for discourse on diversity and democracy, and demographic trends. Provides a rationale for promoting leadership diversity. Assesses the current status of women and minorities in public and private leadership. Discusses steps in…

Describes the San Diego Community College District's Affirmative Action Training Program, which trains all affirmative action representatives on selection committees in compliance, hiring procedures, and committee monitoring. Includes a checklist for assessing organizational commitment to affirmative action. Reviews training goals, content,…

Contends that community colleges need to make full use of leadership talents and capabilities of women and persons of color. Identifies key challenge facing community colleges in 1990s is to develop leadership teams that represent diversity of their students and community constituents. (NB)