National research suggests that student success increases when students see their racial, ethnic and/or gender identity reflected in faculty and staff. This year, the strategy will focus on creating a toolkit for Associate Deans to assist in seeking out more diverse faculty hires. PWC will begin implementing an exit survey to identify opportunities for improvement in retention and campus climate. Finally, strategy leads will assist in developing a reporting tool to track and display outcomes of PWC hiring and retention efforts.

Charge for 2022-23

After reviewing this year’s strategy/CWT charge (found on the CPC SharePoint site), and the recommendations from your year-end report, I have determined the charge for next year will include the following elements:

• Create a toolkit for deans and associate deans to assist in seeking out more diverse faculty hires, including creating a recruitment plan for PWC focused on reaching diverse faculty candidates to inform of opportunities at SLCC.
• Implement an exit survey for full-time and part-time employees that identifies opportunities for improvement in retention and campus climate, reporting out findings to cabinet at least annually.
• Develop a dashboard/reporting tool to track and display outcomes of PWC hiring and retention efforts with a focus on preserving and increasing the diversity of our employee base.
• Collaborate with Vice President for Equity, Diversity and Transformation to support plans for the hiring and development of faculty and staff committed to equity and justice.