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VII. INTERNAL REVIEW AND REPORTING SYSTEMS

• Continuing reviews will be made to evaluate the success of the University's affirmative action plan. The following internal review and reporting systems are in effect:
• 1. Each academic and administrative unit of the University will analyze regularly the composition of its faculty and staff by sex and minority group to help determine if qualified members of both sexes and each minority group are employed in accordance with the potential supply of such persons possessing the necessary qualifications in the relevant labor market areas.
• 2. The Director of Institutional Analysis will make periodic surveys of qualified applicants for, and the supply of potential appointees to, instructional and faculty-level research positions by sex and by minority group in the relevant labor

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  market area. The results of such surveys will be transmitted to academic divisions.
• 3. The Director of Institutional Analysis will make periodic surveys of qualified applicants for, and the supply of potential appointees to, non-instructional positions by sex and minority group in the relevant labor market areas. The results will be transmitted to employing units.
• 4. Each academic Dean will maintain and periodically analyze applicant flow, job offer, hiring, promotion, and termination data by sex and minority group for instructional faculty.
• 5. The Director of Personnel will maintain and periodically analyze applicant flow, job offer, hiring, promotion, transfer, and termination data by sex and minority group for non-instructional employees.
• 6. The Executive Vice President will prepare an annual summary of progress toward meeting the affirmative action objectives of this plan for submission to the President.
• 7. The President will review this plan at least annually and make appropriate recommendations to the Board of Visitors concerning any needed revisions.
• 8. Reports required by Federal laws regarding equal employment opportunity matters will be promptly rendered.