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Developing the Plan:
Diversity Committee
PROVISIONAL DEFINITION OF DIVERSITY AT SAINT MARY'S COLLEGE:
Diversity at Saint Mary's College is a radical call to every member
of the campus community to explore the richness of human experience.
This
call challenges the whole College to appreciate, respect, celebrate and
learn from differences in gender, ethnicity, race, socio-economic status,
religion, sexual orientation, and abilities/disabilities. Instead of
estranging us from each other, appreciating differences for their own
sakes will
enable Saint Mary's to become a genuine learning and teaching community
dedicated to the education of women in the Catholic tradition of the
liberal
arts.
The Diversity Committee is proposing the following
initiatives in the order of priority:
1) Recruit five new faculty from historically
underrepresented groups and a commensurate number of administrators/staff.
1.AThe College will successfully recruit
five new faculty from historically under-represented groups into tenure-track
positions by 2005.
1.B Implement a coordinated strategy whereby each
year at least 50 percent of the faculty appointments to the Center
for Women's InterCultural Leadership fill vacancies in existing programs/departments.
1.C The Board of Trustees and Administrative Council
will develop a plan to hire Faculty Fellows and Dissertation Fellows
for tenure-track positions in conjunction with an overall strategic
plan for the future of the Center and the status of Faculty Fellows
vis-a-vis College departments/programs (i.e. joint appointments, etc.)
2) Provide adequate support for students
from historically under-represented groups.
3) Infuse diversity across the content
of the curriculum
4) Set goal of 12% enrollment of students
from historically underrepresented groups by the year 2005.
4.A: The College will increase pre-application
outreach efforts for the recruitment of students from historically
underrepresented groups.
4.B: Make the College campus physically more inviting
to diverse populations.
4.C: Increase parental involvement in the admission
process and on-campus support activities.
5) Establish one 3-hour diversity course
requirement for all students.
6) Establish program for growing our own
diverse faculty and administrators/staff.
7) Strengthen connections with the Michiana
minority community.
8) Hire more diverse faculty for adjunct
positions.
9) Establish an InterCultural Major.
10) Provide Spanish language courses designed
for Heritage speakers.
These initatives are developed further below.
STRATEGIC INITIATIVE 1:
THE COLLEGE WILL RECRUIT, HIRE AND RETAIN FACULTY AND ADMINISTRATORS
AND STAFF FROM HISTORICALLY UNDERREPRESENTED GROUPS (This initiative is
in three parts).
Part 1.A: The College will successfully recruit five
new faculty from historically under-represented groups into tenure-track
positions by 2005.
Actions:
1.A.1. Develop a persuasive internal rationale for this institutional
Priority based on our Catholic tradition of inclusiveness, our mission
to educate women to make a difference in the world, and the College's
long-term future amid changing student demographics.
Responsibility: Diversity Committee (see initiative 3) and
Mission Council
Resources: Committee members
Deadline: August 2001
Evidence of Progress: Concurrence of College Officers and
Board of Trustees
1.A.2. The President shall clearly communicate this goal to all
College constituencies, and the Board of Trustees shall make a top priority
of appointing diverse board members and providing adequate financial
resources to ensure success.
Resources: Internal and external communications, College and
alumnae fora, and so on
Deadline: December 2001
Evidence of Progress: General awareness among College personnel,
mention in "News and Events," Courier, and so on.
1.A.3. Review hiring experience and practice in all departments
and provide chairs with ongoing training in diversity recruitment and
an annual evaluation of search efforts.
Responsibility: Dean of Faculty and department chairs
Resources: Dean, chairs, academic job websites, selective
doctoral candidate directories, other media, independent consultants
Deadline: Spring 2002
Evidence of Progress: Increased number of candidates from
under-represented groups under consideration in search pools
1.A.4. Develop through the Dean's office a coherent persuasive package
for attracting diverse faculty based on enduring College strengths,
new opportunities offered by the Center for Women's InterCultural Leadership
(see Part 1.B), Notre Dame and other assets nearby, and flexible financial
and other (such as teaching load) incentives.
Responsibility: Offices of the President and Dean
Resources: Respective staffs, Vice President of Finance and
Administration, Committee and/or Director of the Center for Women's
InterCultural Leadership, Department Chairs
Deadline: August 2002
Evidence of Progress: Concurrence among Department Chairs
that the package is competitive
1.A.5. Develop a similar plan for the recruitment of a commensurate
number of Administrators and Staff from historically under-represented
groups.
Resources: Respective staffs, Offices of the President and
Dean
Deadline: October 2002
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Part 1.B. Implement a coordinated strategy whereby
each year at least 50 percent of the faculty appointments to the Center
for Women's InterCultural Leadership fill vacancies in existing programs/departments.
Actions:
1.B.1. Departments will project their needs for faculty for the
next 5-10 years for sabbatical replacements, program enhancements, likely
retirements.
Responsibility: Dean of Academic Affairs and Department Chairs/Members
Resources: Information from those responsible (above), plus
budget requirements for enhancements from Finance and Administration
Deadline: December 2001 for departmental projections; June
2002 for completed projections
Evidence of Progress: Submitted departmental projections for
sabbaticals, retirements, and goals for expanding the number of faculty.
The Dean of Faculty and Vice President for Finance and Administration
will complete projections for program enhancements and the number
of sabbaticals each year.
1.B.2. Devise a flexible strategy for hiring to replace these positions.
For example, sabbatical replacements from the Center could teach one
semester in a department, and do research/community workshops the next
semester.
Responsibility: Dean, Director of the Center, Committee of
Department Chairs
Resources: Lilly Center funds to support temporary appointments
plus College funds
Deadline: December 2001
1.B.3. Based on these projections and using the flexible hiring
strategy, the Dean and Center Director will consult with Department
Chairs to identify positions that could be filled by Center faculty,
and recruit senior fellows, fellows and dissertation fellows to fill
these positions.
Responsibility: Dean, Center Director and Department Chairs
Deadline: December 2002 for fellows appointed for 2002-2003
year
1.B.4. Use Center Funding to sponsor an annual conference on strategies
for integrating minority faculty and staff presence in liberal arts
colleges.
Responsibility: Center Director, faculty fellows, interested
College administrators and faculty
Resources: Lilly funding, Carroll Auditorium and other space
Deadline: June 2002
Evidence of Progress: Conference is held as scheduled.
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Part 1.C. The Board of Trustees and Administrative
Council will develop a plan to hire Faculty Fellows and Dissertation Fellows
for tenure-track positions in conjunction with an overall strategic plan
for the future of the Center and the status of Faculty Fellows vis-a-vis
College departments/programs (i.e. joint appointments, etc.).
Actions:
1.C.1. The plan will address the College's long-term financial commitment
to the Center by developing a 3-year budget for the years 2005-2008,
subsequent to the end of the Lilly grant. The plan will be based in
part on an evaluation of the Center's effectiveness in meeting program
goals, and in yielding long-term candidates for faculty/administrator/
staff positions.
Responsibility: The Board of Trustees and the Administrative
Council
Resources: Development funds
Deadline: December 2003
Evidence of Progress: Preliminary evaluation completed of
the Center as "pipeline" for under-represented faculty,
staff etc., and budget established.
1.C.2. The hiring plan will address issues such as flexibility in
converting Fellow/Dissertation Fellow status to tenure-track positions
immediately following or during appointment to the Center, joint appointments
to the Center and a department, or joint appointments to two different
departments/programs.
Responsibility: Administrative Council, Center Director, Director
of Human Resources, Diversity Committee
Resources: Funding allocated by the Board for these positions
Deadline: December 2003
Evidence of Progress: Tenure-track faculty are hired from
among Center Fellows.
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STRATEGIC INITIATIVE 2:
THE COLLEGE WILL PROVIDE ADEQUATE SUPPORT SERVICES ON CAMPUS FOR STUDENTS
FROM HISTORICALLY UNDER-REPRESENTED GROUPS.
Outcome: Diverse students will feel supported and appreciated by the
College
Actions:
2.1 Improve communication and develop learning opportunities between
traditionally under-represented students and faculty, administrators
and staff. These opportunities will include students sharing histories/cultures,
workshops for faculty and administrators and consultants providing
structured
learning opportunities (see also faculty/staff development under Strategic
Initiative 3).
Responsibility: Office of Multicultural Affairs staff, Student
Activities staff
Resources: OMA staff, web, fellows of new Center for Women's
InterCultural Leadership, and independent consultants.
Deadline: May 2002
Evidence of Progress: Increased minority student satisfaction
with the College on the student satisfaction survey. Increased retention
rate of minority students. Increased involvement in clubs and organizations
by minority students.
2.2 Offer unique opportunities for students from historically under-represented
groups to become acclimated to the College via an optional big sister
program, community programs, a list of services available in the larger
South Bend Community and the establishment of a pre-orientation session.
Responsibility: Student Activities staff, OMA staff and fellows
of Center for Women's InterCultural Leadership.
Resources: Other college/university initiatives that focus
on historically under-represented groups, students, and community
members.
Deadline: May 2002
Evidence of Progress: Total Saint Mary's Community is more
understanding and appreciative of under-represented students. Increased
retention rate of under-represented students. Increased number of
under-represented students on campus.
2.3 Make basic need items and alternate sites of worship routinely
available to students from historically under-represented student groups.
Responsibility: Saint Mary's College bookstore and student
affairs, campus ministry
Resources: OMA staff, staff of the Center for Women's InterCultural
Leadership, additional staff in Campus Ministry.
Deadline: August 2001
Evidence of Progress: Additional staff hired in OMA and Campus
Ministry. Increased student satisfaction with services provided
by
Saint Mary's College.
2.4 Reinstate the OMA Advisory Board and revise its mandate to be
more actively involved.
Responsibility: OMA staff
Resources: Administrators, faculty, staff and student representatives.
Deadline: August 2001
Evidence of Progress: Schedule of set meetings
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STRATEGIC INITIATIVE 3:
THE COLLEGE WILL INFUSE DIVERSITY ACROSS THE CURRICULUM
Outcomes: All graduating Saint Mary's students will
- be better prepared for life in a diverse democracy and increasingly
interconnected world.
- develop self-knowledge
- develop increased capacity for tolerance, respect and concern for
others
- appreciate diversity of perspectives
- understand people who are different than themselves
Actions:
3.1 A Diversity Committee (elected from the faculty)
will be created to oversee all matters concerning diversity in hiring
and the curriculum
3.2 Departments and individual faculty members will be asked to
undertake a review of their course offerings in light of their contribution
to diversity.
Responsibility: Dean of Faculty and Diversity committee
Resources: Diversity committee
Deadline: April 2002
Evidence of progress: At least ten departments will have completed
a written report of their diversity review. The report will include
a couple of sentences indicating how each course or other curricular
component in the department contributes to diversity.
3.3 Selected departments will share the results of their review
during "D" Lunches organized by the Diversity Committee.
Responsibility: Dean of Faculty and Diversity Committee
Resources: Duplicating, advertising and lunches
Deadline: Fall 2002
Evidence of progress: Five or Six departments will present
their contribution to diversity in the curriculum during a series
of "D" Lunches throughout the semester.
3.4 Other departments will be encouraged (by the example of those
who have presented and by climate of change on campus) to revise their
course offerings to include more diversity components.
Responsibility: Department Chairs and faculty
Resources: Diversity Committee
Deadline: 2002-2004
Evidence of Progress: Five Departments who had not participated
in the first round of review and presentation will make "D"
Lunches presentations.
3.5 The College will see to it that funds are available for faculty,
staff and students to participate in diversity workshops, seminars and
off-campus conferences.
Responsibility: Vice President and Dean of Faculty
Resources: 1) Financial resources needed to be budgeted annually
2) Diversity Committee and Center for Women's InterCultural
Leadership staff to create or find appropriate programs.
Deadline: 2001-2002
Evidence of progress: Budget is established and at least one
workshop or seminar has been conducted. One group of faculty and administrators
and students has attended an off-campus conference on issues of diversity.
3. 6 The College will provide curriculum grants so that current
courses may be revised to comply with the goals of diversity infusion
in the curriculum and grants for the creation of new courses that focus
directly or partially on issues of diversity.
Responsibility: Vice President and Dean of Faculty, Diversity
Committee, Faculty Affairs Committee
Resources: The College will need to make provisions for funds
needed to promote and sustain this strategic initiative.
Deadline: 2001-2002 for budget enhancements. 2002-2003 for
awarding of two or three grants.
Evidence of Progress: Two or three grants have been awarded.
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STRATEGIC INITIATIVE 4:
THE COLLEGE WILL INCREASE STUDENT REPRESENTATION FROM HISTORICALLY UNDERREPRESENTED
GROUPS WITHIN THE STUDENT BODY TO 12% BY 2005, INCLUDING THE INTERNATIONAL
STUDENT POPULATION.
Part 4.A The College will increase pre-application
outreach efforts for the recruitment of students from historically underrepresented
groups.
Actions:
4.A.1 Strengthen relationships with school officials within the
primary markets.
Responsibility: OMA and its advisory board, and Admission
Office.
Resources: OMA, Admission Office, NACAC and Regional Associations
for College Admission Counseling, Web, OMA Advisory Board, SURV Center
Office.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: Increased number of applicants from
selected high schools.
4.A.2 Contact and establish relationships with Community Agencies
and Congregations in the primary markets.
Responsibility: OMA, Admission Office, Staff from new Center
for Women's InterCultural Leadership.
Resources: Community Directories, Personal Contacts, Diocesan
Directories, SURV Center Office, Campus Ministry.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: Four new centers and/or congregations
added to our list every year.
4.A.3 Participate and be visible at functions in schools and communities
in the primary markets.
Responsibility: OMA, Admission Office, staff from new Center
for Women's InterCultural Leadership
Resources: Community Directories, Community Organizations,
Web, Marketing Department.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress:
Participation in at least three new events every year; continued participation
in "new" events from previous years.
4.A.4 Offer workshops on college admission process, terminology
and financial aid to students and parents from historically underrepresented
groups and community organizations.
Responsibility: Admission and Financial Aid Offices
Resources: Financial, Local schools, community and parent
organizations, Marketing Department.
Deadline: Ongoing starting in 2001-2002
Evidence of progress: At
least two programs offered a year, each year.
4.A.5 Develop a specific recruitment day or weekend for students
from historically underrepresented groups.
Responsibility: Admission Office, OMA, CWICL
Resources: Financial, Admission Office, OMA, contacts nationwide,
Saint Mary's College community in general.
Deadline: Summer 2002
Evidence of Progress: First program to take place Fall 2002
4.A.6 Include current students, administrators and faculty members
in local recruitment efforts.
Responsibility: Admission Office, Student, Administration
and Faculty Representatives.
Resources: Internal
Deadline: Winter 2001
Evidence of Progress: As much as schedules allow, current
students and faculty participating in nearby high school visits, college
fairs, seminars and presentations.
4.A.7 Encourage students from historically underrepresented groups
to support the enrollment effort through participation in the VISA program
as tour-guides, overnight hostesses and high school liaisons.
Responsibility: Admission Office, Student Organizations, OMA,
Student Diversity Board.
Resources: Internal
Deadline: Fall 2002
Evidence of Progress: Increase the number of minority students
participating in these programs by 10% by Fall 2002.
4.A.8 Develop a brochure about diversity at Saint Mary's College.
Responsibility: OMA, Admission Office, Marketing Department,
CWICL
Resources: Financial, Publishing Company, Designers, Student
Organizations, Residence Life, Student Activities, Student Diversity
Board, others.
Deadline: Fall 2002
Evidence of Progress: A brochure will be available for the
Fall 2002 Recruitment Travel Season, and for internal use at the same
time.
4.A.9 Increase involvement of all campus offices with students'
parents.
Responsibility: Admission Office, Financial Aid Office, Faculty,
Health Services, CWICL, Business Office, OMA, 1-st Year Studies, CCDC,
Campus Ministry, SURV Center Office, Student Affairs.
Resources: Admission Office, Financial Aid Office, Faculty,
Health Services, CWICL, Business Office, OMA, 1-st Year Studies, CCDC,
Campus Ministry, SURVE Center Office, Student Affairs.
Deadline: Ongoing
Evidence of Progress: Programs and publications designed for
parents of prospective and current students.
4.A. 10 Fund and develop a program of travel grants for students
from historically underrepresented groups with financial need to subsidize
campus visits during the admission process.
Responsibility: Development Office, Financial Aid Office,
Admission Office.
Resources: Financial, Development and Admission Offices.
Deadline: Fall 2004
Evidence of Progress: Travel grant program implemented and
functioning by the recruitment year 2004-2005.
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Part 4.B Make the College campus physically more inviting
to diverse populations.
Actions:
4. B.1 Increase the usage of diverse artwork around campus, including
religious artwork such as statues and icons and portraits.
Responsibility: Diversity Committee, OMA, Student Affairs,
Faculty, CWICL.
Resources: OMA, Web, Publications, book store, Campus Ministry,
Congregation of Sisters of the Holy Cross, College Relations, Marketing,
Art Department.
Deadline: Fall 2002
Evidence of Progress: Minimum number of culturally diverse
artwork (minimum to be determined by Diversity Committee) per area.
4.B.2 Increase availability of culturally diverse magazines and
videos on campus.
Responsibility: OMA, Library, Student Affairs, CWICL.
Resources: Publications, guides.
Deadline: Fall 2003
Evidence of Progress: Increase the number of magazines and
videos available campus-wide to a definite amount to be determined
by the OMA after inventory of current resources, by Fall 2003.
4.B.3 Increase the visibility of OMA throughout campus.
Responsibility: OMA, Student Affairs, Faculty
Resources: Financial, copying and printing, publications.
Deadline: Spring 2003
Evidence of Progress: Bulletin boards with OMA information
in the following areas: Welcome Center, Residence Halls, Library,
Angela, Dining Hall, Madeleva, Haggar, Havican (including CWICL),
main areas of LeMans.
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Part 4.C Increase parental involvement in the admission
process and on-campus support activities.
Actions:
4.C.1 Have bilingual materials and staff available
Responsibility: Admission Office, Financial Aid Office, Student
Affairs, OMA, Diversity Committee, CCDC, Health Services, Division
of Mission, Campus Ministry and others as needed.
Resources: Financial, additional trained bilingual staff,
printing and developing of materials.
Deadline: Spring 2003
Evidence of Progress: Number of publications and bilingual
staff to be determined by Diversity Committee in conjunction with
offices involved.
4.C.2 Conduct special Pre-Orientation programs for students and
parents from historically underrepresented groups.
Responsibility: Student Affairs, First Year Students Office,
CCDC, OMA, Business Office, Registrar, Bookstore, Student Organizations.
Resources: Student Affairs, First Year Students Office, CCDC,
OMA, Business Office, Registrar, Bookstore, Student Organizations,
Admission Office.
Deadline: Fall 2002
Evidence of Progress: First Pre-Orientation program to take
place in the fall of 2002.
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STRATEGIC INITIATIVE 5:
THE COLLEGE WILL REQUIRE ONE THREE CREDIT "DIVERSITY" COURSE
FOR GRADUATION.
Outcomes:
- All graduating Saint Mary's students will
- be better prepared for life in a diverse democracy and increasingly
interconnected world.
- develop self-knowledge
- develop increased capacity for tolerance, respect and concern for
others
- appreciate diversity of perspectives
- understand people who are different than themselves
Actions:
5.1 The Diversity Committee will submit a proposal to the Curriculum
Committee for adding a Diversity requirement to the graduation requirements.
The proposal will include a list of the courses which would fulfill
this requirement with criteria used to choose these courses. These
criteria
will be used for newly created courses in the future.
5.2 Upon approval by the Curriculum Committee and the Academic Council,
the new Diversity requirement is implemented.
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STRATEGIC INITIATIVE 6.
THE COLLEGE WILL DEVELOP A LONGER-TERM PROGRAM TO "GROW OUR OWN"
FACULTY AND STAFF FROM HISTORICALLY UNDERREPRESENTED GROUPS TO BE FULLY
OPERATIONAL BY 2005.
Actions:
6.1 Establish a scholarship fund for subsidizing graduate study.
Responsibility: Development Office, Alumnae Relations, Board
of Trustees, Office of Finance and Administration, Dean of Academic
Affairs
Resources: Respective Staff, funding as secured by College
Relations and allocated by Finance and Administration
Deadline: June 2003
Evidence of Progress: Awareness of this opportunity by students,
faculty and staff.
6.2 Set up a college-wide committee of faculty and administrators
to: (1) identify promising minority and other underrepresented students
with career interest in teaching and/or administration and an expressed
return ethos,; (2) to devise appropriate selection criteria, disbursement
procedures, and contractual obligations to return to Saint Mary's;
and (3) to initiate long-term planning to ensure positions are available
for their return during the dissertation stage or after graduation.
Responsibility: Offices of the President, Dean, Finance and
Administration, and the Center for Academic Innovation
Resources: Respective staffs, members of the committee
Deadline: August 2003
Evidence of Progress: General awareness of the program among
faculty, staff and students plus initial committee discussions about
a few potential candidates
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STRATEGIC INITIATIVE 7:
SAINT MARY'S COLLEGE WILL INCREASE ITS VISIBILLITY AND CONNECTIONS WITH
DIVERSE POPULATIONS WITHIN THE MICHIANA AREA.
Outcomes:
The Saint Mary's Community will:
- appreciate the diversity throughout the Michiana community.
- develop long-term relationships with the Michiana community.
- have opportunities for collaboration throughout the area.
- understand the importance of inclusion of all.
- have the opportunity to work with a variety of companies, organizations,
colleges universities and schools for more diverse ideas.
- learn from a variety of sources.
Actions:
7.1 The College will co-sponsor activities throughout the Michiana
Area.
Responsibility: Admission Staff, OMA Staff, Student Affairs,
Counseling and Career Development Staff.
Resources: Admission Office, OMA, Financial Aid, Student Affairs,
Center for InterCultural Leadership, Counseling and Career Development
Office, Community, Minority Organizations, Universities and Colleges
and Schools.
Deadline: Ongoing starting 2001-2002.
Evidence of Progress: Increased visibility throughout the
area and opportunity for all to participate and become a part of
the
campus community. (Hold activities off-site in the community - Career
Fair, Health Fair.) Overall Community satisfaction based on availability
of Saint Mary's resources to all.
7.2. Develop campus wide conferences/workshops to promote diversity
awareness.
Responsibility: Student Affairs, Staff of Center for Women's
InterCultural Leadership, OMA Staff, Dean and Faculty, Counseling
and Career Development
Resources: Student Affairs, Center for Women's InterCultural
Leadership, OMA, Dean and Faculty, Fellows, SURV, Community, Independent
Consultants, Colleges and Universities
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: Two major conferences (one local and
one regional a year and three workshops a year. Evaluation Surveys.
Opportunities for major speakers to come to campus. Grow and develop
Saint Mary's Community.
7.3. Invite community leaders on campus to brainstorm initiatives.
Responsibility: Staff of Center for Women's InterCultural
Leadership, SURV, OMA Staff, Public Relations Staff, Alumnae.
Resources: Center for Women's InterCultural Leadership, SURV,
OMA, Public Relations Office, Community, Counseling and Career Development.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: New ideas and collaboration. Develop
a variety of diverse ideas and opportunities for growth. Improved
relationship with community. New resources.
7.4. Develop visible presence.
Responsibility: Public Relations Staff, Staff of Center for
Women's InterCultural Leadership, OMA Staff, Admission Staff
Resources: Public Relations and Marketing Office, OMA, Center
for Women's InterCultural Leadership, Community, Alumnae Office, Student
Affairs.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: Attendance at more events and workshops
throughout the year. Positive media coverage. Growth and change -
open to new ideas.
7.5. Network with schools and youth agencies.
Responsibility: Admission Office, OMA Staff, SURV
Resources: Admission Office, OMA, Schools, Youth agencies,
Students Financial Aid, Community Leaders.
Deadline: Ongoing starting in 2001-2002
Evidence of Progress: Variety of programming opportunities
at schools and agencies. Students on campus for activities- movie
night, summer picnic, special events held on campus.
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STRATEGIC INITIATIVE 8.
THE COLLEGE WILL RECRUIT MORE ADJUNCT FACULTY FROM HISTORI-CALLY UNDERREPRESENTED
GROUPS WITH SPECIFIC EXPERTISE FOR PART-TIME POSITIONS.
Actions:
8.1 Review projected departmental needs for part-time faculty for
the next five years.
Responsibility: Office of the Dean, Departmental Chairs
Resources: Respective staffs, departmental faculty
Deadline: Spring 2002
Evidence of Progress: Submission of projections from chairs,
sense of improved planning capability among chairs
8.2 Establish a centralized College database of promising adjunct
candidates under the auspices of the Dean and accessible to all departments.
Candidate vitae would be solicited and submitted by departments,
the Center for Women's InterCultural Leadership, and individuals contacted
in surrounding colleges and universities and community organizations.
Responsibility: Office of the Dean, Department Chairs, all
faculty
Resources: Respective staffs, members
Deadline: October 2002
Evidence of Progress: A growing database of vitae increasing
from Academic 2002-2003 through 2005-2006
8.3 Provide flexible salary and hiring guidelines to enhance departmental
autonomy and success in this endeavor.
Responsibility: Offices of the Dean and Finance and Administration
Resources: Respective staffs, department chairs as consultants
Deadline: October 2002 or earlier
Evidence of Progress: Annual evaluation by the Dean with Department
Chairs in the summer of 2003 to determine effectiveness of the new
package
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STRATEGIC INITIATIVE 9:
THE COLLEGE WILL ESTABLISH AN INTERCULTURAL STUDIES MAJOR
Actions:
9.1 The faculty on the InterCultural Studies Committee and the
Center for Women's InterCultural Leadership will research the feasibility
of
an InterCultural Studies Major at Saint Mary's College.
Responsibility: InterCultural Studies Committee, Director
and staff of the Center for Women's InterCultural Leadership
Resources: Center for Women's InterCultural Leadership, Web
curricula
Deadline: 2001-2002
Evidence of Progress: Feasibility is established
9.2 The faculty on the InterCultural Studies Committee will design
an InterCultural Studies Major and write a proposal for the Curriculum
Committee.
Responsibility: InterCultural Studies Committee, Director
and staff of the Center for Women's InterCultural Leadership
Resources: Center for Women's InterCultural Leadership
Deadline: 2001-2002
Evidence of Progress: The proposal is submitted to the Curriculum
Committee and the Academic Council.
9.3 A Department of InterCultural Studies will be established and
new faculty positions created in conjunction with Fellows appointments
to the Center for Women's InterCultural Leadership.
Responsibility: InterCultural Studies Committee, Director
and staff of the Center for Women's InterCultural Leadership
Resources: Center for Women's InterCultural Leadership and
funding from the College to sustain the major beyond the Lilly grant.
Deadline: 2002-2003
Evidence of Progress: The Department is established and new
faculty are hired.
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STRATEGIC INITIATIVE 10:
THE COLLEGE WILL DEVELOP SPANISH COURSES TAILORED TO THE NEEDS OF HERITAGE
SPEAKERS OF SPANISH.
Issue: Heritage speakers of Spanish do not profit as much
as they should from our present roster of Spanish courses since these
students have special issues such as the need to learn grammar and writing
when one is already a fluent speaker of colloquial Spanish.
Outcome: Latina students will feel supported and validated in
their knowledge of their native language and in their need to master their
linguistic heritage.
Action:
10.1 Design courses to satisfy the above stated need.
Responsibility: Dean of Faculty and Department of Modern Languages
Resources: Funding for course creation
Deadline: 2002-2003
Evidence of Progress: The courses are created and sent to
Curriculum Committee for its approval.
10.2 Hire necessary staff to offer the course(s).
Responsibility Dean of Faculty and Department of Modern Languages
Resources: Funding for new adjunct position
Deadline: 2002-2003
Evidence of Progress: New adjunct faculty has been hired.
10.3 Offer course for Heritage Speakers of Spanish.
Responsibility: Department of Modern Languages
Resources: See above funding
Deadline: 2003-2004
Evidence of Progress: Course(s) is (are) offered.
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