FACULTY
INDICATORS Organizational scorecards offer one approach to assessment and accountability. The purpose of our scorecard is to: • Assist leaders and stakeholders on tactical initiatives that drive this agenda; • Provide clarity and focus for this initiative; • Communicate progress to stakeholders and • Identify a rallying point to deepen commitment to change. Each Dietrich department and program-level center or institute will have a scorecard that generates a Dietrich-wide scorecard. See Appendix A for both scorecards. An initial scorecard will be produced for June 2020 for the Academic Year 2020 as a benchmark. Progress on implementation and outcomes will be assessed annually beginning in June 2021. Because most of the items on the scorecard measure processes rather than outcomes, progress is anticipated on outcomes in years 3–5. The following are outcomes and process items on the scorecard that to be measured for Black, Hispanic, Native America, Native Hawaiian/Pacific Islander, Asian and White as well as Total Female every year: MEASUREMENT OF DESIRED OUTCOMES: DEPARTMENTS • Center directors • Full tenured professors and full teaching professors • Assistant tenure-track and teaching-track professors hired • Post-docs hired • Salary equity faculty score • Faculty cultural inclusivity score • Inclusive classroom score DEAN’S OFFICE • Dietrich Dean’s Office leadership (dean, all associate and assistant deans) • Dietrich unit heads (department heads and unit heads) • Number of Dietrich post-doc awards • Summary across departments of other outcome metrics
DEPARTMENTS
DEAN’S OFFICE • Leadership training for promotion and tenure • Revision of standards for promotion and tenure
• Hiring practices implemented (diversity plan, training of three members, checklist used) • Faculty RPT workshops held • Faculty mentorship program implemented (Y/N) • Faculty grant writing workshops held • Teaching and service metrics • Extent of faculty diversity in department events (seminars, other events) • Communication audit initiated and/or completed (Y/N) • Percent of courses that include content on diversity, equity and inclusion • Training modules for faculty on diversity content in courses (Y/N) • Teaching inclusivity score • Scholarship on diversity, equity and inclusion as measured by number of faculty, research grants, number of publications, number of presentations, number of events, etc.
• Sponsorship guide developed • Equity metrics for teaching and service developed • Creation of diversity awards and number presented • Create seed fund for course improvements • Summary across departments of process metrics
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DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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