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FEA CONSORTIUM MEETING: FEA ROLE IN COLLEGE-LEVEL PLANNING

Understand the pivotal role of Faculty Equity Advisors in advancing diversity initiatives at Michigan State University. Learn how your college can align with inclusive values and promote faculty diversity for excellence.

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FEA CONSORTIUM MEETING: FEA ROLE IN COLLEGE-LEVEL PLANNING

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  1. FEA CONSORTIUM MEETING:FEA ROLE IN COLLEGE-LEVEL PLANNING October 31, 2011 ADAPP‐ADVANCE Office of the Provost Michigan State University 524 South Kedzie Hall East Lansing, MI 48824‐1032 Phone: 517‐353‐8818 (Administrative Office) Website: www.adapp‐advance.msu.edu This work is supported by Grant Number 0811205 from the National Science Foundation. Support for this work is gratefully acknowledged. Any opinions, findings, and conclusions or recommendations expressed are those of the author(s) and do not necessarily the views of the National Science Foundation.

  2. Social Media Resources & Other Web Resources

  3. How can we help you connect to one another & find resources? • Existing Options: • LinkedIn • Listserv • ADAPP-ADVANCE web site • Blog • FEA Resources • Other ideas?

  4. FEA Role in the College Planning Process

  5. Background A central goal of MSU’s ADVANCE grant is to institutionalize best practices for faculty recruitment, retention, & advancement. To achieve this goal, the Provost has heightened the focus on diversity within the Fall 2011 College Planning Process. The Provost has asked the deans to have FEAs work with them to develop a response to the Planning Requests.

  6. 2011 College Planning Directive MSU’s commitment to inclusion and diversity is a hallmark value of the institution. It is important that college and unit-level policies and practices are aligned with MSU’s values of quality and inclusion and that there are effective structures in place to facilitate and promote the commitment to achieving excellence with diversity. Each college will be reviewed for some common indicators of success, including the number of underrepresented faculty members within your college, and their distribution across ranks. You are asked to identify and describe additional plans and indicators by which your college should be evaluated on progress toward diversifying your faculty. For your information, metrics about diversity among tenure-system faculty in your college since 2005-06 will be forthcoming

  7. Progress Indicators Proposed Metrics Definition of Terms Unit hiring data Department-specific Workforce Data

  8. Proposed Metrics Percentage of tenure system minority hires from 2005-11 greater than average minority tenure system faculty availability for college (using availability data for goal periods 2002-05 and 2008-11) Percentage of tenure system underrepresented faculty hires (Black, Hispanic, Native Hawaiian or other Pacific Islander and American Indian/Alaska Native) hires greater than average underrepresented tenure system faculty availability for college  (using availability data for goal periods 2002-05 and 2008-11)

  9. Proposed Metrics Percentage of tenure system women hires greater than average women tenure system faculty availability for college  (using availability data for goal periods 2002-05 and 2008-11) Net gain (increase in number and/or percentage) in minority tenure system faculty representation from 2005 to 2011 Net gain (increase in number and/or percentage)  in underrepresented  tenure system faculty representation from 2005 to 2011 Net gain (increase in number and/or percentage) in women tenure system faculty representation from 2005 to 2011

  10. TSF Workforce Data Packet of Materials “Tenure System Faculty Workforce Data” (by dept) Included: “Definition of Terms: How Placement Goals are Established for Faculty & Academic Staff at MSU” Used by I3 to monitor & measure tenure system workforce diversity efforts (gender & racial/ethnic diversity) Sample Unit Hiring Analysis (application of defined terms to workforce data) Sample Workforce Analysis-Departmental data (by tenure system rank)

  11. Next Step:Develop your FEA Role Description

  12. By December 1, 2011 we would like an FEA Role description from each college. Please submit directly to Terry Curry. • Please collaborate with your dean on developing this description. • Be sure description includes expectations related to: • the specific areas of focus in your college’s diversity strategy (search, retention, advancement, creating/sustaining positive climate) • your engagement of unit heads and faculty in the college’s efforts to achieve the desired college outcomes • your participation in conducting diversity-related needs assessments.

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