Faculty Assembly Engages in Shared Governance - University Highlights

September 23, 2019 William Philip Hall

Marian S. Harris, Chair, Professor, School of Social Work & Criminal Justice, mh24@uw.edu Sarah Hampson, Vice Chair, Assistant Professor, School of Interdisciplinary Arts & Sciences, hampsons@uw.edu Andrew J. Seibert, Faculty Assembly Coordinator, assembly@uw.edu

Mission: Faculty Assembly engages in shared governance with a spirit of mutual respect and partnership. Goals for 2019-20: 1. To proactively engage in work that promotes a climate of equity, inclusion, and diversity for ALL faculty. 2. To provide valid and reliable information to All faculty about the budget and budget process.

Robin Evans-Agnew, Chair, Academic Policy and Curriculum Committee, Associate Professor, School of Nursing & Healthcare Leadership Jim Thatcher, Chair, Faculty Affairs Committee, Assistant Professor, School of Urban Studies Yonn Dierwechter, Chair, Appointment, Promotion and Tenure Committee, Professor, School of Urban Studies

Robin Evans-Agnew, APCC Chair, School of Nursing & Healthcare Leadership, 2019-2020 Jim Thatcher, FAC Chair, School of Urban Studies, 2019-2020 Yonn Dierwechter, APT Chair, School of Urban Studies, 2019-2020 [Vacant], UEAC Chair Kathy Beaudoin, School Of Education, 2018-2020 Ka Yee Yeung, Past Chair, School of Engineering & Technology, 2016-2020 Charles Costarella, School of Engineering and Technology, 2014-2020 Jenny Sheng, School of Engineering and Technology, 2017-2020 Rajendra Katti, Dean, School of Engineering & Technology Barb Toews, School of Social Work and Criminal Justice, 2019-2022 Katie Haerling, School of Nursing & Healthcare Leadership, 2016-2022 Rupinder Jindal, Milgard School of Business, 2018-2021 Arindam Tripathy, Milgard School of Business, 2017-2020 Linda Ishem, School of Urban Studies, 2019-2020 Sushil Oswal, School of Interdisciplinary Arts and Sciences, 2016-2022 Danica Miller, School of Interdisciplinary Arts and Sciences, 2018-2021 Annie Nguyen, School of Interdisciplinary Arts and Sciences, 2019-2021 Libi Sunderman, School of Interdisciplinary Arts and Sciences, 2019-2022 Amanda Sesko, School of Interdisciplinary Arts and Sciences, 2019-2022 Randy Nichols, School of Interdisciplinary Arts and Sciences, 2019-2022 Etga Ugur, School of Interdisciplinary Arts and Sciences, 2018-2020 Mark Pagano, Chancellor, exofficio Jill Purdy, Executive Vice Chancellor for Academic Affairs, exofficio Justin Wadland, Library Representative, exofficio

1. Contact The Peoples Institute for Survival and Beyond to schedule a date/time in September or October 2019 for their signature workshop, Undoing Racism. This intensive process is designed to challenge participants to analyze the structures of power and privilege that hinder social equity and prepares them to be effective organizers for justice. ACTION: Chancellor Pagano is planning a phone call with a leader from The People s Institute for Survival and Beyond to schedule sessions for autumn. The intent of the EVCAA Jill Purdy is to have at least one session for Academic Affairs leaders including School-level leaders such as associate deans and programs directors. 2. Provide support for follow up session on September 23, 2019 with Dr. Shaun Harper, Director, USC Race & Equity Institute to finalize principles for improving climate at UW Tacoma and develop proactive plan for ongoing work in all facets of campus to move from racist to anti-racist institution. ACTION: Dr. Shaun Harper, Director, USC Race & Equity Institute could not return to UW Tacoma for follow-up session on September 23, 2019 because of a scheduling conflict. Dr. Harper will return to UW Tacoma for follow-up session on February 28, 2019. He will also conduct a two-hour presentation at the 2020 Winter Faculty Assembly Meeting.

3. Establish a network of equity officers for UWT Schools. Their role would be to ensure that each school based unit/program is actively participating in helping campus recruit and retain a diverse workforce and ensure Schools comply with UW policies and expectations for searches and hiring. ACTION: Casey Byrne, Director of Academic Personnel, has consulted with Chadwick Allen, UW Seattle, regarding the equity officer model. We ve examined the UC Irvine system and looked at how it might be adopted for UW. Katherine Holt, a Divisional Dean at UW Seattle in Arts & Sciences, is prepared to consult with us based on her experiences with UC Berkeley. We hope to develop program this year and fully implement it in spring 2020 when search committees are being formed. 4. Create a formal affinity-based organization for staff of color. Employee led affinity groups can help build community, create sense of belonging, give collective voice and agency, and offer opportunities for professional development, networking and support. Resources should be identified to compensate staff that would coordinate efforts to create and lead this group as well as provide a program budget to support its work ACTION: Dr. Marian Harris, Chair of Faculty Assembly and Dr. James McShay discussed an affinity-based organization for staff of color with Co-Chairs of the Staff Association. They reached out to members of the Staff Association to determine what types of groups already exist, what forms of support or resources would be necessary to help them advance their mission, and what other institutional efforts could be helpful to support the organic development of new affinity groups. For example, Angela L. Jones, Women of Color Staff Affinity Group, stated the following: This group and other affinity groups should earn the same respect and status as, say, an advisory committee or faculty council. Webpage visibility listed on CEI website. Funding/sponsorships backed by campus units for events our group would be interested in hosting.

5. Develop a formal training program for school and program level administrators (Deans, Associate Deans, & Chairs) that is designed to build their leadership capacity through developing their knowledge base and skills in areas such as, but not limited to, conducting equitable search & selection processes, managing conflict in the workplace, creating an inclusive and healthy workplace climate for faculty of color. ACTION: EVCAA Jill Purdy - A first iteration of a development program has been created around Equity & Inclusion, including training in a variety of areas from faculty searches to managing conflict. A website of faculty development opportunities has been created in Academic Affairs, and the upcoming opportunities related to Equity and Inclusion are highlighted in the following link: https://www.tacoma.uw.edu/academic- affairs/faculty-development-opportunities This is currently in draft form as each of the units across campus continues to develop its offerings.

6. Establish a process by which senior level administrators regularly document progress made toward enhancing their skills and competencies in order to support continuous improvement in their professional roles. There should be intentional efforts made to develop their competencies around professional standards within their field and scope of responsibility. It s strongly encouraged to use the annual review process as a vehicle to support the sharing of ongoing feedback (between the supervisor and supervisee) as it relates to professional learning each cycle. Annual Review document submitted to Chancellor Pagano by AC/VCs must include the following: (a) major accomplishments for the past year; (b) goals contemplating for the coming year- In particular, please outline strategies, methods, and professional development activities utilized to enhance learning and commitment to equity, inclusion, and a culture of belonging in your role as a campus leader; and (c) mention any impediments or roadblocks that are hindering you from achieving your aspirations that I may be able to assist you with. This might include professional development, organizational issues, or resource-related constraints. ACTION: EVCAA Jill Purdy All Academic Affairs leaders have committed to goals around equity & inclusion. In the coming year I have asked deans to commit to the following goals: Participate in formal professional development in equity and inclusion through discipline-based conferences and/or leadership development for deans. Take action to support continuous improvement of the climate in your unit, especially creating an inclusive and healthy workplace climate for faculty of color. Actively support recruiting qualified candidates who are representative of underutilized groups in our faculty, in particular females in the professorial ranks and African-American/Black faculty in all professorial ranks and instructional roles. For the Academic Affairs leaders who manage non-faculty units such as the TLC, Library, Advising, etc. I have asked for commitment to the following goals: Participate in formal professional development related to diversity, equity and/or inclusion either through UW or external opportunities. Take action to support continuous improvement in creating an inclusive and healthy workplace climate. If conducting a search, actively support recruiting qualified candidates who are representative of underutilized groups. When all my direct reports provide a self-evaluation of performance in May of 2020, they will be required to report on their progress with respect to these goals.

7. Develop a comprehensive UW Tacoma search handbook/guide to launch in August/September 2019 ACTION: The draft search handbook has been developed and is being reviewed internally. According to Casey Byrne, Director of Academic Personnel, search handbook will be ready for dissemination and use during the 2019 autumn quarter.