CURRENT PROJECTS
Increasing the diversity of the faculty and staff will increase innovation in thinking, research, and teaching. The college will develop hiring practices aimed at building a diverse faculty and staff that reflect the heterogeneity of our urban campus and our students, and will add depth to our intellectual community.
Metric | Baseline Year/Term | Baseline | 3-Year Target | 5-Year Target |
Increase number of hires into regular, full-time faculty positions from underrepresented minority (URM) groups GOAL: At least 6% of total CAS tenure track faculty is URM (national average) |
Fall 2018 | 3 URM of 25 Hires | 5 URM of 25 Hires | 7 URM of 25 Hires |
Dean’s Equity and Engagement Working Group:
The Dean’s Equity & Engagement Working Group is founded on the idea that a culture of innovation requires a climate of equity and broad engagement in the development, evaluation, and implementation of research and instructional efforts. The working group is charged with laying the foundation for the establishment of this kind of professional culture.
Working Group Responsibilities:
- Participate in equity and engagement workshops
- Serve as search advocates for faculty searches
- Meet with job candidates as requested to discuss work/life issues
- Develop and conduct exit interviews with departing faculty
- Advise the associate dean for faculty development and dean on best practices in “hire to retire” equitable and engaged climate development.
Members:
Lindsey Cohen | Professor, Psychology Dean’s Faculty Associate for Faculty Development |
Gladys Francis | Associate Professor, World Languages & Cultures |
Olga Glebova | Lecturer, Computer Science |
Yi Jiang | Associate Professor, Mathematics & Statistics |
Nadine Kabengi | Associate Professor, Geosciences |
Sharee Light | Assistant Professor, Psychology |
Carrie Manning |
Professor, Political Science Dean’s Senior Faculty Associate for Faculty Advancement |
Kathryn McClymond | Associate Dean for Faculty Development |
Faidra Papavasiliou | Senior Lecturer, Anthropology |
The college will prepare our faculty and staff to advance professionally and assume leadership roles within departments, schools, and institutes; at the college and university levels; within academic and professional disciplines; and within society at large.
Primary Objectives:
- Develop a comprehensive plan to mentor faculty through the ranks
- Increase external honors and awards
Metric | Baseline Year/Term | Baseline | 3-Year Target | 5-Year Target |
What percentage of associate professors are delayed in their promotion to full professor based on time in rank? | Fall 2018 | 40% (66 out of 164) |
30% | 15% |
What percentage of senior lecturers are delayed in their promotion to principal senior lecturer based on time in rank? | Fall 2018 | 25% (14 out of 57) |
20% | 15% |
Median time-in-rank of Black and Hispanic/Latino/a faculty at associate professor before promotion to full professor | Fall 2018 | 8.5 years | 7.5 years | 6 years |
Median time-in-rank of majority faculty at associate professor before promotion to full professor | Fall 2018 | 6 years | 6 years | 6 years |
Median time-in-rank of women faculty at associate professor before promotion to full professor | Fall 2018 | 7 years | 6.9 years | 6.8 years |
Median time-in-rank of male faculty at associate professor before promotion to full professor | Fall 2018 | 6.8 years | 6.8 years | 6.8 years |
Faculty Mentoring Working Group:
Amber Amari | Assistant Dean for Graduate Programs |
Lindsey Cohen | Professor, Psychology Dean’s Faculty Associate for Faculty Development |
Dan Cox | Associate Professor, Neuroscience |
Lynée Gaillet | Professor and Chair, English |
Carrie Manning | Professor, Political Science Dean’s Senior Faculty Associate for Faculty Advancement |
Kathryn McClymond | Associate Dean for Faculty Development |
Mindy Stombler | Principal Senior Lecturer, Sociology |