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Indiana University Northwest

Strategic Planning Committee

Outcome 4

October 2005 Strategic Planning Outcome 4 Status Report  

Date: October 5, 2005
Chair: Denise Travis
Support: Cathy Tallos
Outcome Number: 4  

2005 Outcome: IU Northwest will be using a formalized process for recruiting, retaining and developing diverse faculty (FRAME), and will have developed a similar process for staff and administrators, in support of academic excellence.

Deliverables:  

  1. IU Northwest has in place a formalized process for recruiting a diverse staff, faculty and administration via the Campus Council on Diversity.
  2. IU Northwest will be using a formalized process for retaining faculty.
  3. IU Northwest will develop a formalized process for retaining staff.
  4. IU Northwest will develop a formalized process for retaining administrators.
  5. IU Northwest will be using a formalized process for developing faculty.
  6. IU Northwest will develop a formalized process for developing staff.
  7. IU Northwest will develop a formalized process for developing administrators.  

Activities completed to date

Method of Engagement/Feedback

Results (for both activity and engagement process)

Dates

Mentor Application to Deans’ Council

Chair presented at 2 Dean’s Council Meetings

Answered questions regarding the process. Received verbal agreement that the Deans would attempt to recruit particularly if they will have a new hire in fall 2005.

1-25-05

Take Outcome to Executive Committee

Deanna McDonald met with the Executive Comm.

Permission granted to present faculty mentoring process to faculty org.

2-4-05

Formulate Faculty Mentor Application

Outcome 4 committee members agreed on a format. Consultation held with Dr. Coopwood and Dr. Charlotte Reed.

Finalized Faculty Mentor Application

2-15-05

Present Faculty Mentor Application to Faculty Org.

Outcome chair presented Faculty Mentor Application to Faculty Org.
Michelle Searer

Answered faculty questions. Application to placed on SPT website

2-18-05

Nominations/Application

Sent to Deans, Directors and Chairs with request to disseminate to faculty and assist in recruiting.

Received feedback that folks planned on signing up for the Faculty Mentoring Workshop.

3-1-05

Mentoring Workshop

Information on Faculty Mentoring Workshop shared at faculty org., Deans’ Council and on IU Northwest faculty listserve.

13 Faculty registered.
7 Faculty Attended

4-30-05

Assess recruitment, retention and development of a diverse staff. Attempt made to contact 25 department heads and 30 Adm. Assists. 14 responses were received from department heads. All respondents report they have staff meetings. Most of the respondents felt their departments were already diverse. A few sited low pay as interfering with retention. Three departments felt more staff training would help with staff development. Regarding the question: Does your Department currently have a process In place to retain and develop a diverse staff. 7 report they do not have a formal process in place, 5 respondents report they use the system Human Resources has in place and one Reported that they have developed training within their department. 17 administrative assistants et. al.` responded. The mean years working at IU Northwest is 11.75. Virtually all of the respondents sited the friendliness of the campus community and “I love my job” as a primary reason for their continued work on this campus. Salary was the most frequent barrier to their continued employment at IU Northwest. Most respondents did not feel that staff development was available beyond the computer classes. However most would like to be involved in development particularly if time was allotted. It was the perception of 4 of the respondents that they were mentored in their current position however all four were already staff members in the department of the person they replaced. All respondents felt that mentoring is important. Some felt people were ‘just thrown into their jobs.’  

Note: In filling out the next chart, any activities identified as well as engagement approaches should only be listed if the chair is at least 95% confident of achieving their success by the dates identified.

Activities remaining to be completed

Proposed Engagement

Expected completion dates

Develop 2005-2006 Faculty Mentoring Calendar of Events

Outcome 4 committee
CETL
Dr. Coopwood

6-1-05

Develop Administrative Mentoring Process

Outcome 4 committee
Deans/Chairs
VCAA

6-30-05

Establish Mentoring and Retention of Faculty and Staff committee

VCAA
Outcome 4 Chair

10-15-05

Request to units for feedback on Staff Development and Retention

VCs, biweekly staff heads, professional staff directors and administrative directors

10-1-05

Mentoring of New Hires Begins

Men. & Ret. Comm.

10-31-05

Develop Staff Retention and development processes

Outcome 4 Committee
Human Resources
Capacity Taskforce

11-15-05

Send proposed retention and development processes for review

VCs, biweekly staff heads, professional staff directors and administrative directors

11-30-05

Feedback on the proposed processes sent

Cabinet

12-01-05

Make final revisions on proposed retention and development processes

Outcome 4 committee

12-10-05

Final approval of retention and development processes

Cabinet

12-15-05

1st semester monitoring and Evaluation

Outcome 4 committee
CETL
Capacity Task Force

12-30-05