1. SUNY PRODI-G Initiatives
Guidelines for campus plans

2. 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.

3. 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

4. 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

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

6. 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

7. 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?

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

9. 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

10. 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