Strengthening a Dynamic and Innovative Faculty, and Enhancing Our
Research Mission and Our Commitment to Teaching
Continue to hire and reward tenure
stream faculty who are committed to research,
teaching, and service.
Deans will continue to take an
assertive role in negotiating final hiring
arrangements and equity adjustments for faculty,
particularly at the senior levels. We are making
very competitive offers designed to attract the
best faculty members and ensure their success.
Continue to execute a strategy for
increasing the number and diversity of full-time
Deans will continue to act aggressively
to ensure the diversity of the applicant and
finalist pools for faculty positions and deans
will support departmental efforts to diversify
faculty. Two-thirds of last year's eighteen
hires were people of color. The number of
full-time faculty in A&S has grown from 332 in
2005-2006 to 375 in 2013-2013, putting us more
than two-thirds of the way toward the goal set
by the 2005 A&S Strategic Plan of sixty
additional full-time faculty.
Evaluate and implement recommendations from
the work/life balance committee.
Jim Glaser and
Margery Davies have added work/life balance
issues to their portfolios. First update from
administration given at an A&S&E faculty meeting
in October 2012. Revisions to A&S&E leave
policies are scheduled for release in spring
Publicize current policies and practices for
faculty and determine if revisions to policies
Examine faculty workload and chair and
director compensation issues.
Survey peers. Deans will be recommending new
policies for discussion in spring 2013.
Continue strategy to consolidate part-time
faculty to full-time faculty positions, when
We have created fourteen full-time nontenure-track
faculty positions in the past three years. This
is an ongoing effort.
Review compensation structure for part-time
faculty and determine if policy adjustments are
Policy change was announced in November 2012 and
will be fully implemented in September 2013.
Review policies regarding incentives for
research grant activity and determine if
adjustments are necessary.
New policy for indirect cost return to be
implemented in FY13-FY14. New hire to manage
grant post awards is planned in FY13-FY14.
Collect and provide data on individual faculty
productivity to improve the AAUP salary
Deans are working with the budget and priorities
faculty governance committee to design a new
Conduct external reviews of departments and
programs in clusters.
In spring 2013, we will conduct reviews of the
GRALL and romance languages departments,
jointly, and education. Education is one
department but consists of multiple offerings
including a doctoral program and programs that
lead to a master of arts in teaching (across
disciplines at the early childhood, middle, and
high school levels) and in school psychology.