Recruiting and retaining diverse faculty and staff talent must be a key priority for colleges and universities. However, hiring diverse and high-performing talent can be challenging due to limited resources, perspective, and commitment. To dig deeper into some of the challenges, we reached out to a panel of three experts: We asked each panelist to discuss the gaps they see in how institutions are hiring and onboarding diverse talent. What are most institutions not thinking about? What should they be thinking about? Here are their answers: Liz Ortiz, DePaul University. The gap that I see is: Why do our intentions not match our results? If I had a room full of search chairs and I asked, “Is diversity important in your searches?” — the answer would be yes. Yet the results we see are often the same hire after hire with little to no diversity in the final selection. Often we hear it is a pipeline problem or a competition problem as qualified candidates are highly sought after and therefore out of reach. However, it could be a systems problem that is recreating the same results over and over again. In my experience, there are several factors that can lead to […]
Your team may have up to five generations working together, a phenomenon that is unique to our time in history. This generational diversity makes our teams stronger and more ready to meet the needs of an increasingly diverse student population. To leverage the full strength that comes from this generational diversity, however, supervisors must first understand the value of and know how to appreciate the unique styles and preferences of each team member. Join our facilitator and your peers across the country to share best practices and experiences for increasing all of our understanding on successfully supervising multigenerational teams. You will come away from the training with the following:
W. Kent Barnds offers seven strategies for involving faculty in student recruitment in ways that are meaningful and effective. Here’s how to do it right. Admissions teams often ask: “How do we effectively involve faculty members in student recruitment?” This question has even more urgency now, given enrollment pressures throughout higher education. It only makes sense to look to the faculty; they remain the most credible messengers on a college campus. A LOOK AT THE DATAIn fact, in Academic Impressions’ 2013 survey on enrollment declines, 47% of the 190 institutions participating in the survey missed their enrollment targets last year–many by a significant percentage. Years ago I heard Robin Mamlet, who at the time was the dean of admissions at Stanford University, remind a room full of admissions officers that “we work for the faculty.” I’ve been guided by this idea and recognize admissions officers are an extension of the faculty, rather than vice versa. Involving faculty in recruitment activities should be guided by this premise. Admittedly, I don’t always get things right. But, based on more than 20 years of experimenting and listening, I’d like to suggest: 7 Keys to Encouraging Meaningful Involvement 1. Provide guidance, not direction.I once […]
Knowing and communicating the financial health of your endowed funds will show your donors that their gift remains in good hands, which increases the potential for further giving. Now is the perfect time to review your endowed funds to ensure they remain: Legal: In compliance with rules and regulations Possible: To be rewarded according to fund criteria Practical: Able to be administered within reasonable limits Join us for a three-hour virtual training to develop a plan of action for your next endowed funds audit. You will learn a step-by-step process to help you confirm whether your endowed funds are meeting both institutional compliance and donor intent. You will also identify potential risks and communication strategies for donors whose funds have been misspent, unspent, or are underwater. You’ll walk away with clearly defined next steps that will help you move your endowed fund audit forward.
Dr. Sarah Edwards is a tenured professor in the Teacher Education Department and currently serves as an active participant in the administrative decision-making processes in the Academic Affairs Office at University of Nebraska Omaha. Her position is responsible for assisting the Senior Vice Chancellor in planning, directing, evaluating, and developing undergraduate academic programs; collaborating with other divisions of the University to analyze and develop recommendations in response to evolving issues; and providing leadership for developing and achieving strategic initiatives. Those primary responsibilities include leadership for meeting the goals and objectives of the University’s strategic plan for undergraduate education; implementation and administration of policies and regulations affecting students; and leadership and facilitation for the processes of curriculum development. In addition, this position is responsible for leadership and support for Academic Learning Communities, such as the Susan Thompson Buffett Scholars and the Army and AFROTC detachments, as well as coaching and guidance for the University Honors Program, National Honors, Scholarships and Awards, and oversight and planning of the Student Honors Convocation.
Continuing to support student mental health needs in the midst of the COVID-19 pandemic is critical. Stress and anxiety are high, and current circumstances are causing hardship for many. Student affairs leaders and counseling center directors are operating as best they can in this environment, while simultaneously navigating rapidly-evolving institutional responses and balancing their own well-being. Join us for this webcast recording where we facilitate a conversation with Kelly Wesener-Michael, Associate Vice President for Student Affairs & Dean of Students at Northern Illinois University, and Kristen Gray, Director of Counseling & Psychological Services at Hope College. In this open discussion space with our experts and your peers, we shared strategies, current approaches, and decision points related to the following items:
Traditionally, most institutions have not made significant investments in either training or rigorous evaluation for contingent faculty. However, given the rising percentages of part-time instructors, it is increasingly crucial that deans and department chairs give thought to implementing evaluation methods that will encourage continued improvement of the quality of instruction in their adjunct-taught courses. For this article, we asked Richard Lyons, senior consultant with Faculty Development Associates and editor of the book Best Practices for Supporting Adjunct Faculty (2007), for advice on how to provide effective evaluation for part-time instructors. Find Effective Ways to Share Student Evaluation Feedback “First, get usable feedback in as many adjuncts’ hands as possible and as quickly as possible, preferably before the next term begins.” Richard Lyons, Faculty Development Associates Lyons stresses the importance of feedback from student evaluations speedily at the close of the term, as well as the importance of sharing them with all instructors, not just in cases in which a red flag was raised. Whether you are sharing these through a spreadsheet, through your course management system, or through some other tool, make sure that the sharing of evaluation data is systematic and that you offer guidance on how to interpret the […]
Michael Bumbry, Ph.D., Senior Director of Alumni Outreach and Engagement, UC San DiegoJennie Van Meter, Senior Director of Alumni Engagement Strategy, UC San Diego Like many industries, higher education too has had to reimagine work in light of the global pandemic. Our decisions will have a lasting impact on the way business is conducted. At the University of California at San Diego (UC San Diego), the department of alumni engagement hired and onboard professional staff during the early stages of the pandemic. One of us (Bumbry) started his employment remotely at UC San Diego in August 2020, while the other (Van Meter) is an alumna and long-time engagement officer at the institution who recruited, hired, and trained new staff remotely during the pandemic. Although the implications of COVID-19 and future of work are still uncertain, we would like offer our experiences, insights, and recommendations on recruiting, hiring, and onboarding new staff members during the pandemic and beyond, from both the candidate and recruiter perspective.Michael Bumbry: A whole new world: Applying for a job during a pandemic In mid-March 2020, the majority of institutions notified faculty and staff that they would be working remotely for an unknown amount of time due […]
2010. A report from Moody’s Investors Service stresses that as community colleges experience enrollment surges during this down economy, many will issue bonds as a means of raising the capital needed to provide the new construction, renovation, and technological infrastructure projects needed to meet the growing demand. As community colleges take on more debt to fund capital projects, it is going to be critical for business officers to ensure that they can maintain liquidity. We asked Cynthia Gilliam, the vice chancellor of administration and finance for the Lone Star College System and a past president of the Texas Association of Community College Business Officers, for advice on financial planning. Long-Range Financial Planning Gilliam notes that the Lone Star College System is unique in that the system is in a very strong financial position (and has just received an AAA rating from S&P), but also remarks that this didn’t happen by accident or by luck. It is the outcome of a long history of solid debt planning. “The key for us has been to have our financial advisers extremely involved in our debt planning from the get-go,” Gilliam comments. “We use them to assist us in strategy. How are we going […]
Many institutions are not fully aware of the compliance expectations for their electronic and information technology (EIT) and often fail to meet accessibility requirements which can result in costly lawsuits and pesky OCR audits. EIT compliance is complex, yet manageable, and institutions have a duty to comply with the most recent OCR guidelines laid out in March 2014. To help your institution enhance compliance efforts within a reasonable timeframe, we interviewed an expert on disability compliance — L. Scott Lissner, ADA coordinator at The Ohio State University and past president of AHEAD, the Association on Higher Education and Disability. Why EIT Compliance Must Be a Priority This Year Lisa LaPoint: What are the common misperceptions about EIT compliance? Scott Lissner: There are four that are especially common. First, it is NOT just about classes.Discussions of EIT typically focus on web-based course delivery, etexts and virtual labs, but guidance and case law point to much more. A lot of other processes and documents must meet accessibility standards: As well as virtual tools of the workplace, such as: Developing standards will ensure access for students, faculty, staff, alumni, donors, and the general public who participate in your programs and activities. It is NOT […]
