The University of Michigan
Human Capital Report
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Staff Profile

Notes: UM Faculty and Staff Profile—Fall 2006

A number of the tables and charts in this year’s report have been expanded to provide a profile of faculty and supplemental staff.  In addition, charts have been added to provide a Manager profile by Career Family.

Staff Profile by Gender:

  • Overall 70% of the UM staff are women.
    • Ann Arbor (excluding HHC) – 64%
    • Hospitals and Health Centers (HHC) – 77%
    • Dearborn - 65%
    • Flint - 69%
  • Career Families with Highest % Women – Overall Staff:
    • Nurses – 90%
    • Administration – 89%
    • Health Plan – 85%
    • Healthcare Admin & Support – 88%
    • Finance – 83%
    • Human Resources – 82%
    • Patient Care Services – 80%
  • Career Families with Highest % Women – Management:
    • Healthcare Admin & Support – 78%
    • Patient Care Services – 76%
    • Administration – 73%
    • Research – 69%
    • Human Resources – 68%
    • Finance – 67%
  • Career Families with Lowest % Women – Overall Staff:
    • Operating Engineers – 3%
    • Trades – 3%
    • Engineering & Architecture – 21% (up from 13% in 2005)
    • Facilities Operations – 27%
    • POAM – 28%
    • Environmental Safety & Security – 29%
  • Career Families with Lowest % Women – Management:
    • Environmental Safety & Security – 22%
    • Engineering & Architecture – 23%
    • Facilities Operations – 24 %
    • Purchasing – 32%
    • Information Technology – 34%

According to the U.S. Census 2000 EEO dataset, 47% of the overall workforce in the State of Michigan are women (51% of the overall population).

Women as Percent of Workforce: 

  • Ann Arbor SMSA = 47%
  • Detroit SMSA = 47%
  • Flint SMSA = 48%

Staff Profile by Race:

Note: New to the 2007 Human Capital report are tables 3.8 and 3.9 which provide detailed staff and manager profiles by race by campus and career family.

  • Overall 20% of the UM staff are minorities.
    • Black – 11.0%
    • Asian – 6.2%
    • Hispanic – 2.1%
    • Native American – 0.5%
  • Career Families with Highest % Minorities – Overall Staff:
    • Service Maintenance – 46% (Black – 37.9%)
    • House Officers – 28% (Asian – 21.9%)
    • Academic and Student Services – 27% (Black 18.2%)
    • POAM – 23% (Black – 18.0%)
    • Research – 29% (Asian – 20.7%)
    • Information Technology – 20% (Asian 12.7%)
    • Health Admin. & Support – 19% (Black – 14.8%)
  • Career Families with Highest % Minorities – Management:
    • Academic & Student Services – 32% (Black – 24.8%)
    • Legal & Government Relations – 22% (Black – 11.1%, Hispanic – 11.1%)
    • Environmental Safety & Security – 22% (Black – 16.4%)
    • Hospitality – 20% (Black – 17.5%)
    • Facilities Operations – 17% (Black – 11.8%)
  • Career Families with Lowest % Minorities – Overall Staff:
    • The Arts – 6%
    • Operating Engineers – 8%
    • Trades – 9%
    • Institutional Advancement – 7%
    • Communications & Marketing – 10%
    • Engineering & Architecture – 9%
  • Career Families with Lowest % Minorities – Management:
    • Communications & Marketing – 8%
    • Institutional Advancement – 5%
    • Human Resources – 7%
    • Research – 8%
    • Instructional Services – 6%                               

According to the U.S. Census 2000 EEO dataset, 18% of the overall workforce in the State of Michigan are minorities (20% of the overall population).

Minorities as Percent of Workforce:

  • Ann Arbor SMSA = 14%
  • Detroit SMSA = 26%
  • Flint SMSA = 22%
  • Overall 28% of staff are represented by bargaining units (Note: the staff counts do not include Graduate Student Teaching or Research assistants.)
    • Ann Arbor (excluding HHC) – 14%
    • Hospitals and Health Centers (HHC) – 43%
    • Dearborn – 15%
    • Flint – 15%
  • VP for Student Affairs has a greater percentage of minority staff (33%) than other executive officer areas. The student population they serve has a minority population of about 25% undergraduate and 19% graduate. (Source: OBP website).

Staff Profile by Age:

  • Over the past 10 years there has been a significant shift in the age distribution of UM staff.  We need to plan for the impact of significant numbers of retirements over the next 10-15 years. This is particular true for management positions.
    • 50-59 age group has grown from 13.8% (1994) to 23.1% (2004) and now 25.0% (2006) of the total population.  Career families with the highest % of staff in this age group include:
      • Operating Engineers – 43.9%
      • Facilities Operations – 41.6%
      • Trades – 40.2%
      • Purchasing  – 34.6%
      • Engineering & Architecture – 33.1%
    • <40 age group has continued to decline from 54.3% in 1994 to 42.2% in 2004 and now 40.7% in 2006.  Career families with the lowest % of staff in this age group include:
      • Facilities Operations – 17.7%
      • Trades – 15.5%
      • Engineering & Architecture – 25.8%
      • Operating Engineers – 27.3%
      • Hospitality – 32.7%
    • 46.6% of the Career Family managers are 50+ years old. Career families with the highest % of staff in this age group include:
      • Engineering & Architecture – 65.6%
      • Purchasing – 64.7%
      • Human Resources – 54.5%
      • Libraries & Museums – 53.2%
      • Facilities Operations – 49.9%
    • Compared to the US workforce the UM has higher percentages of staff in the 40- 60 age ranges (UM – 54.7% vs. US – 42.4%) and lower percentages in the <40 (UM – 40.7% vs. US – 50.5%) and 60+ age ranges (UM – 4.2% vs. US 7.1%).
    • 13% of overall staff, 26% of managers,  21% of overall faculty and 30% or tenured and tenure track faculty are either currently eligible to retire or will be by the end of 2007
  • CLC benchmark data for our size organization shows a median age of 41 and median years of service is 9.1.  (Note: Based on data on average age and years of service reported by 20 large organizations participating in CLC Benchmarking Survey.  CLC reports the median value of the average age and years of service data provided by participants). 

Staff Profile by Years of Service:

  • Since 1994 there has been a 7% growth in the percentage of staff with 15+ years of service (from 19% to 26%).
  • There has been a 5% decline in the percentage of staff with 5-9 years of service (from 27% to 22%).
  • 41% of overall staff and 20% of the managers have 4 or less years of university service.
  • CLC benchmark data for organizations our size indicates the median years of service > 15 years is 25% and 20% for public sector organizations.  We have 26% of our staff with >15 years.

Faculty  Profile by Gender:

  • Overall 39% of the UM regular, clinical, primary research and LEO faculty are women.
    • Ann Arbor (excluding HHC) – 39%
    • Dearborn – 37%
    • Flint – 49%
    • Regular instructional – 30%
    • Regular clinical instructional – 47%
    • Primary – 44%
    • LEO Lecturers – 54%

Faculty  Profile by Ethnic Race:

  • Overall 22% of the UM regular, clinical, primary research and LEO faculty are women.
    • Ann Arbor (excluding HHC) – 23%
    • Dearborn – 21%
    • Flint – 16%
    • Regular instructional – 22%
    • Regular clinical instructional – 25%
    • Primary – 30%
    • LEO Lecturers – 15%