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 faculty.

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 2013.

Publicize current policies and practices for faculty and determine if revisions to policies are appropriate. 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 possible.

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 necessary.

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 regression.

Deans are working with the budget and priorities faculty governance committee to design a new regression analysis.

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.