Challenge 4 "Recruiting and Retaining a Diverse Workforce" Goals Action Steps / Description Projected Outcomes Planned Cost Metrics Completion Date Ensure that women and Develop and enact hiring Standards become nationally Ongoing candidates from Advertising, Minority faculty is practices that lead to an recognized benchmark for underrepresented minorities are development funds to currently 17% as of increase in faculty from level of integrity and actively recruited for all searches. create post doc spring 2015. Target underrepresented minorities accountability. Share Create protocols for hiring program and budget to for 2019 is 20% and achieve gender standards across the practices including checklist of recruit faculty of color. balance. commonwealth places to advertise (minority and gendered professional organizations). Update this list periodically and distributed Women faculty has across units. Cost of post-doc increased from 42% Contact colleagues for position(s) to 47%. Target for nominations of candidates. 2019 is 50% Explore a post-doc/post-mfa program to recruit faculty, possibly collaborating with other Faculty/staff travel and colleges/units time. Make ongoing recruitment visits to identified universities for potential applicants and invite PSU faculty and staff to assist. As above (modified for recruiting Develop and enact hiring As above Ongoing As above regarding Minority staff remains at staff) practices that lead to an advertising and recruitment 3%, 2019 Target is 8%. Explore means and feasibility of increase in staff from budget recruiting outside of University minorities and the Centre Region Partner with the Forum on Black Develop strategies for Productive working Ongoing Monitor retention rates Affairs to reach out to all new retaining faculty and staff environment capable of Faculty/Staff time to from 2015 2019 to faculty and staff of color when – from underrepresented attracting a diverse mixture of coordinate and follow-up develop a benchmark they are hired. minorities. faculty, staff, and students Refer all new faculty to the University Faculty Mentor, to assist with the tenure process. Benchmark salaries Publicize diversity initiatives Develop diversity training and programming for all faculty and staff.
Challenge 4 "Recruiting and Retaining a Diverse Workforce" Goals Action Steps / Description Projected Outcomes Planned Completion Date Cost Metrics Develop and enact hiring practices that lead to an increase in faculty from underrepresented minorities and achieve gender balance. Ensure that women and candidates from underrepresented minorities are actively recruited for all searches. Create protocols for hiring practices including checklist of places to advertise (minority and gendered professional organizations). Update this list periodically and distributed across units. Contact colleagues for nominations of candidates. Explore a post-doc/post-mfa program to recruit faculty, possibly collaborating with other colleges/units Make ongoing recruitment visits to identified universities for potential applicants and invite PSU faculty and staff to assist. Standards become nationally recognized benchmark for level of integrity and accountability. Share standards across the commonwealth Ongoing Advertising, development funds to create post doc program and budget to recruit faculty of color. Cost of post-doc position(s) Faculty/staff travel and time. Minority faculty is currently 17% as of spring 2015. Target for 2019 is 20% Women faculty has increased from 42% to 47%. Target for 2019 is 50% Develop and enact hiring practices that lead to an increase in staff from minorities As above (modified for recruiting staff) Explore means and feasibility of recruiting outside of University and the Centre Region As above Ongoing As above regarding advertising and recruitment budget Minority staff remains at 3%, 2019 Target is 8%. Develop strategies for retaining faculty and staff from underrepresented minorities. Partner with the Forum on Black Affairs to reach out to all new faculty and staff of color when they are hired. Refer all new faculty to the University Faculty Mentor, to assist with the tenure process. Benchmark salaries Publicize diversity initiatives Develop diversity training and programming for all faculty and staff. Productive working environment capable of attracting a diverse mixture of faculty, staff, and students Ongoing Faculty/Staff time to coordinate and follow-up Monitor retention rates from 2015 – 2019 to develop a benchmark
AADiversityFramework.docx