FACULTY
STRATEGY D: HELP DEPARTMENTS RETAIN AND DEVELOP FACULTY PRIORITY LEVEL 1 PRIORITY LEVEL 1
PRIORITY LEVEL 2
Develop a mentorship program By pairing untenured faculty with departmental mentors and mentors outside the university, junior faculty can obtain advice on strategic planning or research, as well as developing a teaching and professional portfolio.
Identify sponsors Faculty will receive training on the differences between mentoring and sponsoring female faculty. An exhaustive list of sponsorship opportunities could help faculty identify junior faculty to mentor. Faculty will report sponsorship efforts on the faculty annual report.
Create grant writing mentorship program Dietrich College will facilitate and support faculty mentorship on grant writing and grant identification. Junior faculty will be paired with successful senior faculty grant recipients in the departments or in closely aligned areas.
PRIORITY LEVEL 2
PRIORITY LEVEL 2
Identify resources to retain faculty Dietrich often loses faculty to other institutions with greater resources. Department heads can use assistance in ensuring that CMU is competitive in responding to external offers. The associate dean for faculty will coordinate efforts to secure resources such as space, resources for research, daycare spots, etc. to retain faculty. The associate dean will also work with CMU’s alumni networks and our Office of Corporate Relations for help with spousal hiring, as well as across departments where interdisciplinary research can contribute to multiple departments.
Create an ombudsperson committee We propose that the Faculty Senate develop a small ombudsperson committee (3–4 faculty) who can work with individual faculty who face problems in their departments. This committee would triage the situation and serve as intermediaries between a faculty member, their department and the de an.
STRATEGY E: CREATE EQUITY IN SERVICE
PRIORITY LEVEL 1
Track service and teaching activities Departments will track the service activities (major university committees, minor university committees, major departmental committees, minor departmental committees, undergraduate thesis students, undergraduate students mentored, external professional service activities, etc.) and teaching assignments (number of courses, students taught, new preps, etc.) to make sure that these activities are equitable across faculty. This information can be gathered through a Qualtrics survey or a set of questions added to annual activity reports. The Dean’s Office will design metrics to translate this information to enable comparisons across faculty members. STRATEGY F: CONTINUE TO MONITOR PAY EQUITY PRIORITY LEVEL 2 Review pay parity Coordinate with University on on-going policy development to ensure salary equity for faculty.
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DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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