抖阴pro

抖阴pro will prioritize creating a culture of holistic well-being for all students, faculty and staff.

 

Goal 3.1

Implement programs, policies and processes that help create a culture of well-being for students, faculty and staff.

• Complete the implementation the near-term recommendations from the Student Well-being Task Force 
• Lay the necessary groundwork to implement the mid- and long-term recommendations from the Student Well-being Task Force 
• Fully implement the JED Campus partnership
• Create a Faculty/Staff Well-being Task Force (similar to the Student Well-being Task Force) and charge them to develop recommendations for faculty and staff well-being

Goal 3.2

Prioritize equitable academic success of all students as we continue to increase the diversity of the student body.

• Finalize and implement student success recommendations for support structures, services and programs to organize student support structures to best serve our changing student populations 
• Assess and enhance graduate student support at the institutional level 
• Strengthen institution-wide investment in the Core
• Ensure that test-optional admission is complemented by appropriate assessment and supports for all undergraduate students
• Identify incentives and support for faculty and academic units to analyze and address unrecognized bias and disparate educational outcomes in their curricula and pedagogies, including in the new University Core
• Review and revise curricula to remove barriers to equitable student success and time-to-degree
• Revise policies and practices related to faculty workload and evaluation to prioritize student success

Goal 3.3

Create a shared understanding of and responsibility for diversity, inclusion, equity and belonging among all faculty, staff and administrators.

• Establish shared definitions and expectations for DEI work across the academic enterprise
• Require DEI training for all administrators, faculty and staff who review employee performance
• Invest in leadership development to ensure all academic leaders create cultures of belonging within their areas of influence
• Invest in University-level access to national employment databases/websites/job boards in order to recruit strong, diverse candidate pools
• Require evidence-based training and development for all search committee members
• Revise protocols for the evaluation and reward of faculty work in a manner that advances equity and community impact

Goal 3.4

Increase resources and support for graduate and professional students.

• Align graduate assistantship stipends with market norms
• Expand support for international graduate and professional students
• Implement Student Well-being Task Force recommendations specific to graduate/professional students