Becky Petitt joined UC San Diego in March and brings over 25 years of progressive administrative experience in equity, diversity, and inclusion work across the higher education community.
Staff Faculty Recruitment and Retention UT Austin fosters an environment of inclusive excellence in education, research, and public service that supports a diverse group of individuals with different perspectives, backgrounds, and experiences.
In support of the mutually reinforcing goals of diversity and excellence, the Office for Inclusion and Equity OIE partners with the Office of the Senior Vice Provost for Faculty Affairs on initiatives to advance inclusive faculty recruitment and retention best practices and strategies.
OIE staff also work closely with academic deans, department chairs, and search committee chairs to identify and implement inclusive recruitment best practices tailored to the specific goals of their organization. Through membership on the university-wide Council for Racial and Ethnic Equity and Diversity CREEDOIE staff engages faculty and academic administrators in intentional and active conversations to recruit and retain more diverse faculty throughout the university.
It has been carefully designed to be accessible and practical. I have found it to be very useful in faculty searches and I recommend not only its use but also its campus-wide adoption to guide all future searches.
Collaborates with deans and department chairs to promote the adoption of best practices in the comprehensive Inclusive Search and Recruitment Toolkit for Faculty, Postdoctoral Fellows, and Graduate Students Develops research briefs providing in-depth information regarding specific search and recruitment strategies, i.
Shares inclusive best practices being implemented within peer institutions and across UT Austin Meets with search committees to facilitate discussions about inclusive best practices Offers advice on the collection of relevant data in partnership with hiring unit and other appropriate campus entities Facilitates discussions with search committees regarding how to minimize the impact of implicit bias Provides examples of evaluation and screening tools designed to minimize implicit bias Serves as an equity advisor to search committees How OIE advances inclusive retention best practices and strategies: Consults with academic deans and department chairs regarding the development and implementation of active and intentional inclusive retention action plans Facilitates working meetings for department chairs regarding assessing and enhancing department climate Offers advice regarding the collection and production of relevant data in partnership with specific academic unit and other relevant campus entities Shares inclusive best practices being implemented across UT Austin campus and at peer institutions Leads discussions regarding the impact of implicit bias on faculty retention and the implementation of strategies to minimize bias For more information on diversity planning, contact the Office for Inclusion and Equity at Contact Us Call or email equity utexas.
Visit our staff page or our office at NOA 4.Beyond recruitment and retention, GME programs bring numerous advantages to your health care system.
The major benefits are: House staff coverage enables community physicians to have an improved quality of life, as they are not encumbered by frequent calls and disruptions to . Office of Faculty Recruitment and Retention. VCU’s Quest for Distinction establishes a new vision for the university—to become a premier urban, public research university with a focus on interdisciplinary translational research and a commitment to student engagement at all levels.
Recruitment and Retention of Students of Color During fall of , the Student Affairs staff reviewed almost one thousand college and university web pages describing activities dealing with the recruitment and retention of recruitment efforts. Academic support programs are an additional feature.
OIE staff also work closely with academic deans, department chairs, and search committee chairs to identify and implement inclusive recruitment best practices tailored to .
Mar 12, · Conclusions. The results of this case-study, conducted in an exemplary NHS academic research centre, highlight current systematic challenges to patient recruitment and retention in clinical studies more generally as seen from the perspective of staff at the 'sharp end’ of recruiting.
v. 7/14 INSTRUCTION GUIDE: Academic Recruitment Plan (Please follow the corresponding numbers on the ARP) 1. Hiring school (Medicine, Pharmacy, Nursing, Dentistry, or EVCP if appropriate) of the.