Office of Academic Affairs
UNIVERSITY OF WISCONSIN-WHITEWATER
Plan 2008: GOAL V: INCREASE THE NUMBER OF FACULTY, ACADEMIC STAFF, CLASSIFIED STAFF AND ADMINISTRATORS OF COLOR, SO THAT THEY ARE REPRESENTED IN THE UW SYSTEM WORKFORCE IN PROPORTION TO THEIR CURRENT AVAILABILITY IN RELEVANT JOB POOLS. IN ADDITION, WORK TO INCREASE THEIR FUTURE AVAILABILITY AS POTENTIAL EMPLOYEES.
RELATED INSTITUTIONAL Plan 2008 GOAL (UW-W Continuing Activity #4):
· Continue and enhance efforts to recruit and retain faculty and staff of color.
Name of Department(s) All Units and Departments of the University
Target Group UW-W Faculty and Staff of Color and Potential UW-W Faculty and Staff of Color
Total Number Served  
Time Line Academic Year
Duration of Program Continuing
Program Cost and Funding Sources UW-W Budget
INITIATIVE/PROGRAM 1. Continue to work with the Equal Employment Opportunity/Affirmative Action Office to identify information about the available pool of employees and a suggested target makeup of employees.

2. Set up mentoring programs for new faculty and continuing non-tenured faculty.

3. For departments that are unable to recruit faculty and staff of color:

a. Require the development of a plan to diversify the department. Departments are expected to use methods such as the following:
1. The use of visiting faculty members

2. Exchange programs with Historically Black and Predominantly Latino Colleges and Universities

3. Foster the development of current and former students who may seek to become faculty/staff members

4. Convert qualified academic staff to appropriate faculty positions

b. Provide incentives for departments that aggressively pursue diversity.
4. Increase recruitment opportunities for native-speaking professors to teach Spanish as well as bilingual/bicultural professors for Chicano/Latino Studies and other subjects. 
EXPECTED OUTCOMES OR NEED FOR INITIATIVE/PROGRAM
· Profiles of departments

· Reports on other efforts to diversify the faculty

· Information on mentoring programs that have been established 
ACTUAL OUTCOMES OR EFFECTIVES OF IMPLEMENTATION ACTIVITIES
1. Each department, when beginning a search for a new faculty or staff member, is presented with information about the available pool of employees and a suggested target makeup of employees.

2. Beginning in 2001-2002, the LEARN Center is establishing a mentoring program for all new faculty. 
FACTORS INFLUENCING PROGRAM OUTCOMES Factors affecting program outcomes include the availability of potential employees in the job applicant pools, the workload expectations, and the salaries available.
FUTURE PLANS; WILL YOU DO THINGS DIFFERENTLY, IF SO, WHY We plan to continue the efforts that are underway. The mentoring program being developed by the LEARN center will tie into efforts underway in the academic departments to support new faculty.