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Goal 3

RECRUIT, DEVELOP, AND RETAIN HIGH-QUALITY AND DIVERSE FACULTY AND STAFF

Recruit, develop, and retain diverse faculty and staff by supporting professional and personal growth.



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Objective 3.1: RECRUITMENT AND DIVERSITY

Increase the number and diversity of faculty and staff through effective and equitable recruitment strategies, with concentrated attention to those from historically underrepresented communities.

Strategies:

  1. Identify and promote best practices of targeted and collaborative recruitment to further diversify faculty and staff.
  2. Allocate equitable resources to recruitment processes to expand reach to diverse candidates.
  3. Develop equitable and sustainable strategies to attract and reward qualified candidates to join Cal State Fullerton.

Progress Indicators:

  1. Number and composition of faculty and staff.
  2. Number and composition of newly hired faculty and staff.
  3. Number and composition of applicants for faculty and staff positions.

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Objective 3.2: INCLUSION, BELONGING, AND ACCOUNTABILITY

Establish a campus climate that fosters faculty and staff inclusion and belonging, free of discrimination, harassment, retaliation, and other conducts of concern.

Strategies:

  1. Develop and implement Diversity, Equity, and Inclusion (DEI) initiatives at all levels of the university.
  2. Enhance and expand faculty/staff engagement activities to boost morale and improve sense of community among faculty and staff.
  3. Engage in regular assessment of campus climate to track progress in faculty and staff sense of belonging and inclusion.
  4. Implement campus-specific recommendations from the CSU systemwide review of Title IX and Discrimination, Harassment, and Retaliation (DHR) practices to enhance safety and establish a culture of care across campus.
  5. Hold all Titans accountable for conducts of concern to bridge the trust gaps within the university community.

Progress Indicators:

  1. Faculty and staff participation in engagement activities and programs.
  2. Implementation and effectiveness of DEI initiatives at all levels of the university.
  3. Faculty and staff perceptions of campus climate.
  4. Progress regarding how complaints related to Title IX, DHR, and other conducts of concern are addressed.

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Objective 3.3: RETENTION AND PROFESSIONAL GROWTH

Support faculty and staff growth through strengthened professional development.

Strategies:

  1. Develop and promote professional development opportunities, including leadership training and peer mentorship, to support faculty and staff professional growth, while ensuring equitable access for both full-time and part-time faculty and staff.
  2. Diversify and increase innovative support programs that promote faculty teaching, scholarly and creative activities, and service.
  3. Advocate for sustainable models towards fair and equitable pay for faculty and staff.
  4. Invest in faculty and staff to support their career advancement, including building a Professoriate-to-Leadership pipeline and equivalent paths for staff.

Progress Indicators:

  1. Faculty and staff participation in and experiences with professional development opportunities.
  2. Faculty participation in and experiences with programs that support faculty teaching, scholarly and creative activities, and service.
  3. Faculty and staff retention, including data on reasons for those who leave (e.g., exit interviews).
  4. Faculty and staff job satisfaction and experiences (e.g., COACHE survey, climate survey).