SUNY PRODI-G Initiatives Guidelines for campus plans

PRODi-G Goals Identifying historical underrepresentation within the ranks of faculty; Growing the pipeline of URM and WSTEM students into academic careers; Employ best practices empirically proven to reduce barriers to diversity in the faculty search process, Creating a collective focus on broadly assessing and improving recruitment and retention processes across the campus (i.e., establishing an integrated approach whereby faculty affairs, human resources and diversity offices work together to propose solutions). Hire 1,000 faculty of who are underrepresented minorities (URM) or women in stem (WSTEM) by 2030.

Reducing Barriers to Faculty Diversity Search committee education and certification pilot SUNY-wide Higher Education Recruitment Consortium (“HERC”) Cluster hire pilots Startup packages on a case-by-case basis

Reducing Barriers to Faculty Diversity (Cont’d) Annual teaching and mentoring conferences -- one for high-achieving URM students, and one for high-achieving WSTEM students Graduate Stipends (one-time graduate research stipends of $5000 each to support incoming PhD students) Three years of salary support for full-time entry- and mid-level faculty on a case- by-case basis, based upon available historical and projected data (100% of salary up to $90k in Year 1, 50% up to $45k in Year Two, and 30% up to $27k in Year Three) • Grants to support elements of campus plans, based upon demonstrated improvement of faculty hiring process and enhancement of pipeline-building

Deadline Proposals due by July 15, 2019 (was April 26, 2019)

Program Elements Faculty hiring Search committee education and a search committee certification pilot Higher education recruitment consortium Cluster hires Start up packages Student mentoring and career development conferences Graduate stipends

Implementation Plan #1 Deep dive into data regarding URM and WSTEM faculty recruitment efforts Describe pipelines to academic careers for URM and WSTEM How is college uniquely challenged (well positioned) to create pipeline for faculty or students into doctoral programs? How has campus historically dealt with issues of diversity and inclusion? Provide context for empirical data provided What do reviewers need to know about MCC as it reviews the proposal?

Implementation Plan #2 Must align with strategic diversity and inclusion plan Can consider cluster hiring only if tied to best practices for enhancing diversity

Faculty Hiring Self-Assessment Summary of last 5 years of faculty hiring by stem disciplines and demographics Demographic analysis of faculty retention Demographic step analysis of faculty hiring for 2 years Diversity of labor pool Demographic data on individuals selection Round 1, 2, 3, offer and acceptance Visio flow chart of faculty search/hiring, mentoring, and retention processes Highlight step to reduce barriers to diversity at each step in the process

Next steps for MCC Establish an MCC PRODi-G committee consisting of CDO, Academic Services, Human Resources; a member of Faculty Association/Faculty Senate; URM or WSTEM faculty at MCC