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PLAN OF ACTION

The Task Force Plan of Action was developed after extensive deliberation, discussion, and agreement upon the specific findings and recommendations of the Task Force. The purpose of a Plan of Action is to achieve the recommendations of the Task Force, with the result of improving gender equity at Marquette University. This recommended plan has two important components: specific actions that work through the existing governance structure, and a logical sequence according to which the actions need to be carried out. This final Plan of Action was devised in consultation with the central administration of the University. In those instances where the University administration did not agree with a recommendation, the Plan of Action was modified accordingly.

Phase 1

The purpose of Phase 1 is to clarify what gender equity initiatives the University is willing to undertake, and the feasibility of accomplishing them.

By April 1, 2001, the Executive Vice President (EVP) should articulate those initiatives that the University is willing to address. Specifically, the EVP should address those recommendations that require financial resources. These include:

1. correcting salary imbalances;
2. creation of an office of ombudsperson;
3. recruitment and retention of women faculty;
4. the extension of paid leave to address work-family conflicts;
5. making tenure buy-out options uniform;
6. promoting disciplines dealing with women's issues; and
7. educational initiatives regarding gender equity.

These initiatives, as adopted, should be incorporated into the University Strategic Plan.

By April 1, 2001, each College should identify salary differentials between men and women faculty caused by differences in salary at time of hire and develop a plan to redress these differences.

By April 1, 2001, the President's office should devise a job description and organizational niche for a University Ombudsperson so that a search may begin immediately. The purpose of this position is to provide a focal point for grievances and appeals for the entire University community, including but not limited to gender equity issues.

By April 1, 2001, the Academic Vice President (AVP) should solicit from each Department descriptive procedures for appointing, compensating, and evaluating Deans and Department Chairs so as to frame a template for general use throughout the University. The template should incorporate features that make the opportunity for administrative appointment equally available to women and men and should include input from faculty on administrative performance.

By May 1, 2001 (or by the time of the Pere Marquette dinner), the President should announce the formation of an Implementation Task Force on Gender Equity, charged with monitoring and reporting progress on gender equity issues, following the recommendations and Plan of Action of this Task Force.

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