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Diversify the faculty and support targeted growth in both core scientific disciplines and fields that emerge at the interfaces of those disciplines.

 

LEAD: Dean Linda Hicke and Dr. Shelley Payne, Associate Dean for Faculty Affairs

 

ACCOMPLISHMENTS

The College has developed a three-year faculty-hiring plan that supports targeted growth in core scientific disciplines and incorporates several new interdisciplinary faculty positions. Through a competitive, peer-reviewed process, we expanded interdisciplinary hiring in the College. Additional opportunities for joint faculty hiring with the Dell Medical School have been put into place.  The College has put flexible, multi-year hiring plans in place for most departments and has made additional resources available to departments that increase the diversity of their faculty. To support our diversity and interdisciplinary initiatives, we have revised and improved upon the College’s faculty hiring policies by incorporating proven best practices, such as avoiding bias during faculty review of applicants. These policies and practices are outlined in the new Department Chairs’ handbook, now available online. Departments have new opportunities to receive diversity training and resources for their recruiting committees.

In 2015-16, the College completed its first round of diversity training for department chairs through a collaborative workshop, led by Dr. Sherri Sanders, on best practices for advertising positions and increasing the diversity of applicant pools.  Each department submitted a new or updated diversity hiring plan in 2016-17. 


BENCHMARKS FOR IMPLEMENTATION

  • CNS Faculty Search Committees will practice inclusive hiring techniques and actively seek a diverse applicant pool.
  • The number of highly qualified underrepresented minority faculty applicants, interviewees and hires in the College will increase.
  • Productivity and national rankings of the College and its departments will continue to grow.
  • Research productivity in new interdisciplinary areas will result in well-funded, cross-disciplinary collaborations in the College.

 

OUR METRICS FOR CONTINUOUS IMPROVEMENT

The College:

  • tracks diversity in applicant pools, interviews and hires
  • assesses the perceptions of chairs and faculty through our annual climate survey
  • monitors external review findings on the quality of departmental faculty and research
  • tracks interdisciplinary collaborations and research funding

 

NEXT STEPS 

  • We are expanding our diversity training to full recruiting committees to provide guidance on how to avoid bias in the screening of applicants and the interview process.
  • We are developing a plan for supporting a successful P&T process for interdisciplinary hires.