School of Social Work DEI Unit Plan Progress Report
Key
Priority 1: Recruit, Retain, and Develop A Diverse Community Goal Action Step Outcomes (Data/Metric) Progress 1. Continue to have all search committees attend the 1. Ensure that faculty composition (T/TT, NTT and STRIDE training offered by DICE. 2. Analyze data PTLs) corresponds to the demographics of the School’s from Institutional Research when it becomes available. student body, and that of the state of New Jersey. The School will increase the diversity of its faculty by at least 25% over the next five years. 1.1 Engage in targeted outreach and recruitment Monitor where advertisements are being placed to processes to attract those with disabilities, from recruit potential faculty. underrepresented racial and ethnic groups, or with diverse identities and backgrounds. 1.2 Monitor the impact of competitive total Examine the impact of competitive total compensation compensation packages to recruit and retain those: with packages on the recruitment and retention of those with disabilities, from underrepresented racial and ethnic disabilities, from underrepresented racial and ethnic groups, or with diverse identities and backgrounds. groups, or with diverse identities and backgrounds. 1.3 Expand mechanisms for recognition and rewards 1. Review School's practices on how recognition and for those whose research, dissemination efforts, awards are provided for those whose research, teaching, service, or community engagement promote dissemination efforts, teaching, service or community the principles of IIDEA. engagement promote the principles of IIDEA. 2. Identify mechanims for more opportunities to recognize and provide awards to those whose research, dissemination efforts, teaching, service, or community engagment promote the principles of IIDEA. 3. Develop more awards for those whose research, dissemination efforts, teaching, service or community engagement promote the principles of IIDEA. 1.4 Expand recognition of civically engaged/community- Indentify mechanisms for more opportunties to based scholarship, service, teaching and outreach recognize civically engaged/community-based (especially in tenure and promotion process). scholarship, service, teaching and outreach. 1.5 Ensure faculty search committees use evidence1. Continue to have all search committees attend the based hiring practices to recruit those: with disabilities, STRIDE training offered by DICE. 2. Develop a from underrepresented racial and ethnic groups, or with repository of resources focusing on evidence-based diverse identities and backgrounds. hiring practices. 3. Develop a handbook on evidencebased hiring practices for search committees and update on an as needed basis. 2. Retain 90- 100% of those hired during this 5-year time period.
3. Ensure the staff composition corresponds to the demographics of the School’s student body, and that of the state of New Jersey. The School will increase the diversity of its staff by 25% over the next five years.
4. Retain 90- 100% of those hired during this 5-year time period.
2.1 Facilitate faculty networking opportunities within the School and across the larger university.
Document how many networking opportunities within the School and across the larger university were provided to faculty.
2.2 Provide formal supports for professional development in order to enhance research, teaching, service, community engagement, and dissemination of knowledge, teaching, and practice innovations.
1. Identify the formal supports needed for professional development in order to enhance research, teaching, service, communty engagement, and dissementation of knowledge, teaching, and practice innovations. 2. Document the type of formal supports provided for professional development in order to enhance research, teaching, service , community engagement, and dissemenation of knowledge, teaching, and practice innovations. 3. Evaluate the effectiveness of the formal supports provided for professional development in order to enhance research, teaching, service, community engagement, and dissementation of knowledge, teaching, and practice innovations.
4.2 Establish a staff mentoring program to enhance opportunities for advancement. 4.3 Once established, evaluate the effectiveness of this mentoring program and use feedback to make substantive changes. 4.4 Formalize processes to recognize staff for their service and other important milestones and contributions. 4.5 Create clear and transparent pathways for promotion.
Search Committee
Dean and Associate Dean for Administration and Finance
Dean, Associate Dean for Academic Affairs, Associate Dean for Faculty Development, Associate Dean for Finance and Administration, and Associate Dean for Research
Dean1, Associate Dean for Finance and Administration 1,2,3
Associate Dean for Faculty Development, Associate Dean for Research and Faculty Mentors
Associate Dean for Faculty Development and Associate Dean for Research
1. Identify the formal supports needed for professional development. 2. Document the type of formal supports provided for professional development. 3. Evaluate the effectiveness of the formal supports provided. 1. Identify mentoring programs that have been deemed effective in ehancing opportunities for advancement. 2. Implement a staff mentoring program to enhance opportunities for advancement. TBD 1. Develop a plan for evaluating the School's mentoring programs for staff. 2. Document how the feedback from the evaluation was used to make substantive changes in the mentoring programs for staff. TBD Identify mechanisms for recognizing staff for their service and other important milestones and contributions. 2. Institutionalize processes to recognize staff for their service and other important milestones and contributions. 1. Identify the various ways individuals can be promoted. 2. Disseminate this information to staff.
Associate Dean for Administration and Finance
Dean, Associate Dean for Faculty Development and IIDEA Committee
1. Develop a plan for evaluating the School's mentoring 2.3 Evaluate the School’s mentoring programs for TT programs for TT and NTT faculty. 2. Document how and NTT faculty and use feedback to make substantive the feedback from the evaluation was used to make changes. substantive changes in the mentoring programs for TT and NTT faculty. TBD 3.1 Engage in targeted outreach and recruitment processes to attract those with disabilities, from Monitor where advertisements are being placed to underrepresented racial and ethnic groups, or with recruit potential faculty. diverse identities and backgrounds. 1. Continue to have all search committtees attend the 3.2 Ensure staff search committees use evidence-based STRIDE training offered by DICE. 2. Develop a hiring practices to recruit those with disabilities, from repository of resources focusing on evidence-based underrepresented racial and ethnic groups, or with hiring practices. 3. Develop a handbook on evidencediverse identities and backgrounds. based hiring practices for search committees and update on an as needed basis. 4.1 Provide formal supports for professional development.
Responsible Office/Position
Associate Dean for Faculty Development and Associate Dean for Diveristy, Equity, and Inclusion
Search Committee
Dean 1 and Associate Dean for Finance and Administration 1,2,3
Associate Dean for Finance and Administration
Associate Dean for Finance and Administration and Staff Council
Associate Dean for Finance and Administration
Dean and Associate Dean for Finance and Administration
Dean and Associate Dean for Finance and Administration TBD
Funding/Resource Allocation
Timeline
Notes
Completed
In Progress
Always being addressed