Strategic Faculty Hiring Plan and Criteria Discussion for University Council
Explore the strategic faculty hiring plan and criteria discussion held at the University Council, focusing on factors like program demand, labor market demand, and impact on college strategic plans. Learn about proposed criteria for faculty replacement decisions and insights from ASU President Michael Crow on achieving transformation through strategic hiring. Addressing future workforce needs is also highlighted.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
Strategic Faculty Hiring Plan FY15 and FY16 Discussion at University Council March 21, 2014 Patricia R. Komuniecki, Ph.D. Vice Provost for Graduate Affairs
Questions to Ask/Answer re Faculty Replacement Q: Should the retiring faculty member be replaced? A: Yes or No If yes, then what type of faculty should be recruited as a replacement? o Tenure track? Rank? o Lecturer? o Part-time Instructor? o Graduate Assistant? What criteria should be used to answer these questions?
Proposed Criteria Program demand oNumber of undergraduate majors oGraduate program? Master s? Doctoral? Accreditation requirements/standards Labor market demand for graduates Extramural research dollars oTie to Goal 3 of Directions oIs the retiree a high contributor? oHow will new position enhance excellence and distinction?
Proposed Criteria Request should be consistent with the UT Directions 2011/2014 Strategic Plan Consider potential impact on the college strategic plan o Is this an area of investment or an area of change? Interdisciplinary work? o How will the new position work across programs of study and enhance student experience? College/Department/Program economic bottom line o Potential increase to enrollment and growth of program Ensure quality instruction enhanced or maintained o Positive impact on recruitment and retention
Other Thoughts? Michael Crow-ASU President: Transformation at ASU was achieved by the strategic faculty hiring plan focusing on recruiting core TT faculty to contribute to the complex mission of excellence and access Focus on the intersection of high quality, distinctiveness and economic sustainability Focus on value added experience
2020 Projected Workforce Needs Georgetown University Center on Education the Workforce (July 2013) projects a Shortage of Educated Workers by 2020 5M shortfall for 55M projected jobs (24M new and 31M baby boomer replacements) By 2020, BLS estimates that the number of jobs requiring advanced degrees will increase by 2.6 million 22% increase in jobs requiring Master s o 20% increase in jobs requiring Doctorates
Occupations #Jobs 2010 #Jobs 2020 Growth Rate Healthcare-Support 181,950 247,600 36% Job Opportunities-Ohio Healthcare- Professional/Technical 287,500 340,250 22% Ohio Jobs 2010-2020 Social Sciences 20,060 24,400 22% STEM 210,460 248,850 18% Managerial/Professional 645,100 755,200 17% Community Service/The Arts 209,870 245,060 17% Food/Personal Services 843,490 972,870 15% Education 289,130 327,360 13% Sales/Office Support 1,389,700 1,533,290 10% Blue Collar 1,183,770 1,271,890 7% TOTAL 5,252,160 5,967,040 14%
![Overview of the Faculty Senate at [Institution Name]](/thumb/233771/overview-of-the-faculty-senate-at-institution-name.jpg)