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Ohio, Western PA, West Virginia HERC

Ohio, Western PA, West Virginia HERC. October 15, 2013. Inaugural Meeting. Thank you to our meeting host. Thank you to your core co-founding institutions. Presentation Summary. Participant Introductions About HERC HERC Programs & Benefits of Belonging Demo of HERC Websites

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Ohio, Western PA, West Virginia HERC

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  1. Ohio, Western PA, West Virginia HERC October 15, 2013 Inaugural Meeting

  2. Thank you to our meeting host

  3. Thank you to your core co-founding institutions

  4. Presentation Summary • Participant Introductions • About HERC • HERC Programs & Benefits of Belonging • Demo of HERC Websites • Timeline & Next Steps • Q & A

  5. Participant Introductions

  6. Introduce Yourself • Your Name • Your Title/Role • Your Institution • What inspired you to come learn about HERC? • Describe one or two of your top faculty and/or staff recruitment challenges.

  7. A Quick Definition and Statistic Dual-career = two income household Clayman Institute August 2008

  8. Most comprehensive dual-career study Key Takeaways from Clayman Study: • Unresolved partner predicament is the one of the most cited causes of recruitment failure, especially for women candidates. • 88% of dual hires surveyed would not have accepted offers if not for attention to the spouse’s predicament. • The majority of dual-career survey responders are unaware of any dual-career policies or supports available to them; institutions with written policies are perceived as offering the most support.

  9. Most comprehensive dual-career study Key Takeaways from Clayman Study: • Belonging to a regional HERC was 1 of the top 10 key recommendations made by the study’s authors for effectively addressing dual-career concerns in higher education. -- From the Clayman Institute for Gender Research “Managing Academic Careers Survey" (Stanford University, 2008)

  10. What does the study mean for campuses? We’re not just recruiting individuals anymore, we’re recruiting families.

  11. What I Learned As A Dual-Career Director • While at the University of California, Santa Cruz • During a 5 year period • I assisted 147 dual-career spouses & partners • From 36 U.S. states & 9 countries • They were in 97 different fields • 58% were academics & 42% were non-academic professionals • They all had one thing in common. They wanted OPTIONS and they wanted them NOW (or in some cases yesterday)!

  12. How could we address dual-career needs strategically & effectively? It all boiled down to one word: COLLABORATION

  13. HERC’s humble beginnings… • 13 years ago • Colleagues from 19 northern California campuses were invited to a meeting to discuss working together to leverage resources to help dual-career couples find jobs in the region. • The interest was universal and there was a lot of excitement around the table.

  14. Ergo… The birth of HERC

  15. Within a Few Months, We Had Our First Success That’s me in 2001 with UC Santa Cruz Chancellor M.R.C. Greenwood and Dr. Andre Willis, HERC’s first dual-career partner who found a tenure track job through Northern California HERC.

  16. HERC and dual-career assistance A HERC member perspective Why is the dual-career issue so important? What does HERC do to help dual-career jobseekers? Elizabeth Ancarana Assistant Provost for Faculty Development & Diversity Harvard University

  17. But Why Not Go It Alone? One campus might be able to offer a few job options at best. Many campuses collaborating together can offer many job options. This solved the need for OPTIONS.

  18. How did we solve the NOW need? HERC’s first project was to develop job board technology to address the NOW need by giving dual-career spouses and partners immediate access to all job opportunities at member institutions within a commutable distance of the primary hire’s institution.

  19. How Does Diversity Play In to HERC? When we went around the room at our initial meeting to share our greatest recruitment challenges the other top need was increasing the diversity of our applicant pools and employees. Our students are becoming more and more diverse and in order to fulfill our academic mission we need our faculty, staff, and administrators to better reflect the diversity of the students they serve to encourage a rich interplay of ideas, scholarship, and innovation. The founding consortium members thought HERC could also play an important role in reaching out to diverse jobseekers.

  20. HERC Removes Barriers HERC understands the acute need to remove barriers to the recruitment, retention, and advancement of talented faculty and staff from historically excluded populations who are currently underrepresented. Diversity outreach is a pillar of HERC’s organizational mission and providing comprehensive and transparent access to job opportunities through our websites, advertising, partnerships, and conference attendance is a crucial way HERC helps.

  21. What is HERC’s vision & mission? Vision: To promote equity and excellence in higher education recruitment worldwide. Mission: HERC advances member institutions’ ability to recruit and retain the most diverse and talented workforce and to assist dual-career couples.

  22. Why is Diversity so vital to HERC’s mission? HERC member perspectives What are the benefits of attracting diverse applicant pools? Lorraine Goffe-Rush Assistant Vice Chancellor for Human Resources Washington University in St. Louis

  23. Why is Diversity so vital to HERC’s mission? HERC member perspectives Why is faculty diversity & equity so important? Mary Jackson Harvey Associate Provost for Program Development University of Chicago

  24. HERC Today • Now in 16 regions representing 26 U.S. states and the District of Columbia • Central office provides HERC-wide coordination and new HERC consultation • More than 600 member institutions, including public and private colleges and universities, teaching hospitals, government labs and agencies, non-profit organizations and other entities with a related organizational mission

  25. HERC Today, Cont. • Membership in HERC is at the institutional level and dues include every single membership benefit • Institutions can have multiple member representatives participate in consortium activities • Typically member representatives include: Human Resource Directors, Chief Diversity Officers, Chief Academic Officers, Recruitment Professionals, and Dual-Career Professionals • Regional & international higher ed jobs websites are a highly visible member benefit among many others

  26. Organizational Growth 16 Regional HERCs, Central HERC Office & 3 Regional HERCs in development 2000: Northern California 2003: Southern California 2005: NJ/Eastern PA/DE 2006: New England 2007: Central HERC 2007: Metro NY & Southern CT 2007: Upstate NY 2007: Greater Chicago Midwest 2007: Michigan 2007: St. Louis 2008: Mid-Atlantic 2008: Upper Midwest 2011: North Texas 2012: Greater Oregon 2012: South-Gulf-Central Texas 2013: Greater Colorado 2013: Greater Washington State 2014: Georgia HERC (in development) 2014: Tennessee HERC (in development) 2014: Ohio/Western PA/WV HERC (in development) Regions represent 26 states and the District of Columbia

  27. Organizational Growth

  28. HERC One Organization Many Benefits

  29. Core Program Areas

  30. Dual-career Resource

  31. Old Paradigm: Dual-career couple is viewed as problem Old paradigm: Dual Career couple viewed as problem

  32. New Paradigm: Dual-career couple is viewed as opportunity Photo courtesy of Clayman Institute

  33. Dual-career Resource

  34. Dual-career: Regional & International Jobs Websites & Search Technology • HERC is the only entity to offer regional higher education jobs websites for faculty, staff, and administrative job postings. • HERC members post all of their open positions on the regional HERC website making it the most comprehensive source for dual-career spouses and partners searching for jobs within commutable distance of the primary hire. • The HERC-wide website, www.hercjobs.org is among the largest higher education jobs database in the world with over 17,000 jobs posted at any given time, making it an indispensible resource for dual-career couples who are • jointly on the job market.

  35. Dual-career: Regional & National Jobs Websites & Search Technology & Resources HERC Website

  36. Dual-career: Formal Network of Campuses within a Commutable Distance – What does that mean? Example: Upstate New York Members

  37. Dual-career: Recruitment Materials

  38. Dual-career: HERC Case Study Dr. Heidy Contreras recently found her faculty dream job as an Assistant Professor in Biology at the University of La Verne as a result of HERC. She targeted her search in the Southern California region so she could live and work near her husband and extended family who supported her during her postdoc at the University of Arizona in Tucson. In a discipline where women and minorities are underrepresented, Dr. Contreras will also contribute to the campus’ strategic goal of recruiting and retaining a diverse faculty.   Dr. Heidy Contreras, Ph.D., Biology “I did use other sites like Higheredjobs, Science, and Nature but found more jobs on the HERC site that interested me. On the other sites I would see the same few jobs at larger institutions that everyone already knew about. With HERC, I would check back every few days and always find new things in my field. Also, because I needed to focus my search in the Southern California region, HERC was the best tool for assuring me that I was seeing everything that was available in my field. This job was made for me-- it has both a strong teaching and research component and is only 30 minutes away from my husband’s office-- in Southern California that’s a minimal commute. It’s a match made in heaven because I also get to teach at an institution that shares my values about a small class size and highly personalized setting for learning. Finding this job wouldn’t have been possible without HERC. I honestly didn’t even know about the University of La Verne and I went to CSU San Bernardino which is nearby. HERC helped bring both the university and the job opportunity to my attention. I recommend the HERC websites to every single postdoc I know and recommend they start using the tool early in their job search. I thank HERC and its members for investing in this valuable resource for future faculty and their partners. It’s really made a tremendous impact in my life and given me a wonderful start to my career.”

  39. Dual-career: HERC Case Study http://www.youtube.com/watch?v=jAF9Y2HLh_o&feature=youtu.be

  40. 50% of dual-career partners seek jobs in outside of higher ed Old paradigm: Dual Career couple viewed as problem Clayman Institute August 2008

  41. How do we help them? New this year – Associate Members Old paradigm: Dual Career couple viewed as problem Knowing that a high percentage of dual-career spouses and partners seek corporate employment, the HERC Advisory Board approved an Associate Membership category for regional HERCs that want to invite corporate employers that ascribe to HERC’s mission of advancing the efforts of members to recruit and retain outstanding and diverse faculty, staff, and executives and assist dual-career couples to become regional HERC members. Associate members can account for up to 20% of a HERC’s overall member organizations.

  42. Diversity Recruiting

  43. Diversity Recruiting

  44. Diversity Recruiting: Regional & International Jobs Websites

  45. Diversity Recruiting:Advertising to Reach Minority Jobseekers

  46. Diversity Recruiting:Partnerships & Conferences MinorityPostdoc.org • National Conference on Race & Ethnicity • in American Higher Education

  47. Diversity Recruiting:Outreach at Diversity Conferences • HERC reaches out to scientists, scholars, and other professionals who are: • Women • Minorities • Veterans • People with disabilities • And members of the GLBT community

  48. HERC User Demographics 70% of HERC’s registered jobseekers hold a Masters Degree of Higher.

  49. HERC User Demographics Diversity Task Force Report

  50. HERC User Demographics

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