Goal #3
Increase the recruitment and retention of faculty, staff, and administrators from underrepresented groups
March 25, 2003
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Action |
Dept./Unit/Prog. Responsible for Implementation & Assessment |
Outcome Measures |
Outcome Measures Time-frame |
Dept./Unit/Prog. Responsible for reviewing data |
Rationale for Task |
Resources Needed |
1) Develop and maintain a campus-wide retention plan |
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a) Create a Diversity Hiring Resource Team (DHRT)and retention team to serve as a resource for administrators, hiring supervisors, and search committees |
Provost, Deans, Associate VP/HR, Director of AFM, VP/Initiatives |
Percentage of employees hired from under-represented groups as compared to today's AFM data |
Annually, at end of each fiscal year |
President's Office |
To enhance knowledge of recruitment and retention resources; to ensure a diverse applicant pool; and to retain employees from under-represented groups |
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b) Continue to implement the President's Diversity Incentive Plan for instructional faculty from under-represented groups. |
Provost, Deans, Associate VP/HR, Director of AFM VP/Initiatives |
Percentage of diverse employees hired from underrepresented groups |
Annually, at end of each fiscal year |
President's Office |
To enhance knowledge of recruitment and retention resources; to ensure a diverse applicant pool; and to retain employees from under-represented groups |
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2) Use targeted outreach and enhance community connections . |
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a) Develop on-going relationships with other institutions and professional organizations that contribute to a more diverse and supportive campus environment; |
Provost, VP/ORSP, CADs, VP/INTL, Hiring depts., Dir AFM, VP/Initiatives, Individual Faculty |
Number and types of collaborative relationships, number of schools and community contacts related to hires, number of individuals impacted |
Annually |
AFM Director, Associate Deans, DAC, Provost, VP OIA |
Increase diversity of applicant pool |
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b) Establish and strengthen relationships with diverse individuals and organizations in the community; |
Individual faculty |
Number and types of collaborative relationships; Number of schools and community contacts related to hires, Number of individuals impacted |
Annually |
AFM Director, Associate Deans, DAC, Provost, VP OIA |
Establish long-term relationships and exchanges |
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c) Strategically market open positions with an emphasis on diversity; |
Individual faculty, AFM |
Number and types of Affirmative Action outreach efforts related to hires, number of individuals impacted |
Annually |
AFM Director, Associate Deans, DAC, Provost, VP OIA |
Increase flow of diverse faculty across campus |
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d) Foster connections with university programs and diverse community contacts |
Individual faculty |
Number and types of collaborative relationships, number of schools and community contacts related to hires, number of individuals impacted |
Annually |
AFM Director, Associate Deans, DAC, Provost, VP OIA |
Identify and establish potential community connections for new faculty/staff/administrators from underrepresented groups |
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