PLAN OF ACTION
The purpose of Phase 3 is to put in place procedures and policies in time for the 2001-02 Academic Year.
By August 15, 2001, the Executive Vice President (EVP) should articulate a resource plan consistent with the initiatives that the University Administration undertakes to address, as contemplated by Phase 1.
By August 15, 2001, a policy should be framed collectively designating the Associate Vice President for Academic Affairs, the Associate Executive Vice President and Director of Human Resources as Ombudspeople until such time as the President appoints a University Ombudsperson in January, 2002, as contemplated by Phase 4.
By August 15, 2001, the University Promotion and Tenure Committee, under the direction of the AVP, should undertake a review of standards for promotion to Full Professor at peer institutions. This review should include statistical comparisons of proportions of Full Professor to faculty at all ranks, and proportions of women faculty who have achieved Full Professor rank.
By August 15, 2001, the AVP should receive written, standardized procedures from department Chairs for determining base-rate salaries at the time of hire, and standardized procedures for documenting merit reviews and determining salary raises within each department. These procedures should reflect the best practices currently in place in the University and should be communicated to all faculty within the department.
By August 15, 2001, each College should have completed its examination of the progress toward promotion and tenure of existing faculty who hold the rank of Assistant Professor in a tenure-track position, with particular attention to women who hold that rank. The results of these examinations should be reported to the subject faculty member and to the AVP.
By August 15, 2001, the AVP should have collected retention and promotion plans from each College. These plans should include standardized policies and procedures for promotion and provision for regular review of progress toward promotion to Associate Professor (with tenure) by tenure-track faculty. The plans should explicitly recognize the value of a gender-balanced faculty to the teaching, research, and service missions of the University.
By August 15, 2001, the President, through the Office of University Mission and Identity, should have in place a plan for providing educational initiatives in the form of conversations with faculty and administrators regarding the place of gender equity in Jesuit education.
By August 15, 2001, each College should have in place written policies and procedures for mentoring faculty at all ranks. These policies and procedures should be clearly communicated to all faculty within the College.