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 New Initiative and Expanded Activity #4):
· Support faculty and academic staff of color so that faculty can achieve tenure and promotion and academic staff can achieve job success and promotion.
Name of Department(s) All Divisions of the University

Faculty Senate

Academic Staff Assembly
Target Group Faculty and Academic Staff
Total Number Served  
Time Line Academic Year and Summer
Duration of Program Continuing
Program Cost and Funding Sources UW-W Funding
INITIATIVE/PROGRAM The implementation plan builds a structure to address this initiative. First, education and support will be provided for departments/units so that current department/unit members will understand the need for and ways of providing a supportive environment for all new faculty and staff.

Second, a mentoring and support system will be developed to help faculty achieve tenure and promotion. This system is both department based and university based. Departments are expected to provide mentoring to junior faculty, with support and advice on meeting their expectations for tenure and promotion. Additionally, the university, working collaboratively with the Faculty Senate, will provide support for all tenure-track faculty, particularly faculty of color, in addressing university-wide expectations for promotion.

Third, departments and other units will provide mentoring and other support for academic staff so that they may achieve job success and promotion (if appropriate). University wide and/or division wide support systems will also be established, as appropriate, working collaboratively with the Academic Staff Assembly.
EXPECTED OUTCOMES OR NEED FOR INITIATIVE/PROGRAM
· Descriptions of plans for mentoring and other support 
ACTUAL OUTCOMES OR EFFECTIVES OF IMPLEMENTATION ACTIVITIES The Diversity and Equal Opportunity Officer has worked with departments to emphasize the importance of diversity and equal opportunity in the hiring process.

The LEARN Center has developed a mentoring program for first year faculty. The program will be implemented during 2000-01. This program will be run in conjunction with existing and developing mentoring programs within departments.

The Academic Staff Assembly has worked to enhance communication for academic staff with their departments and units.
FACTORS INFLUENCING PROGRAM OUTCOMES

 

 A factor influencing the program outcomes is staff turnover in the Diversity and Equal Opportunity Officer position. We are in the process of hiring a new individual for this position.

Another factor is the need to work with the governance groups and with individual departments and units. This collaborative work requires time and effort to develop successful programs.
FUTURE PLANS; WILL YOU DO THINGS DIFFERENTLY, IF SO, WHY We plan to continue working with departments/units so they focus on the need to create a supportive environment for all faculty and staff.

We plan to support mentoring, in part through the LEARN Center and in part through departments/units.