Skip to Page Content

 
 

Faculty Assembly

Fact Sheet/ History of UCCS and System-Wide Diversity Goals and Policy Statements (Rationale for Faculty Assembly Motion by Faculty Minority Affairs Committee, November 14, 2003)   

 

The following excerpts from diversity planning initiatives over the past few years reflect that diversifying our faculty has been a priority in principle. This priority, however, has not resulted in significant success in diversifying the faculty.

UCCS Diversity Plan Leadership Statement 2000 Goals for Faculty:

  • short-term goal to increase the percentage of faculty of color by one percentage point over each of the next five years
  • long-term goal to have a tenure track and non-tenure track faculty at all ranks which is representative of the diversity which exists in the broader community­currently 21%.  The community will attempt to achieve these goals aiming at the target that 25% OF ALL NEW HIRES OVER THE NEXT FIVE YEARS WILL BE FACULTY OF COLOR
  • Means to achieve goals include: Wherever possible, efforts will be made to ensure that at least one of the candidates brought in for faculty positions be a member of an under-represented group.

UCCS Opportunity Hire Program to Promote Faculty Diversity 2002, Administrative Policy Statement, October 2002:

  • statement of rationale for policy: "In spite of its efforts to diversify its faculty ... UCCS has had limited success in recruiting and retaining faculty from under-represented groups”
  • means: "Engaging in ongoing recruitment activities and conducting searches that increase the number of faculty members from underrepresented groups ... by providing temporary financial support that facilitates the employment of individuals who contribute to the diversity profile of UCCS faculty.           .

Faculty Minority Affairs Committee minutes from mtg with VCAA Bellamy, October 2002:

  • VCAA stated: "that a goal for the Opportunity Hire policy is to acquire $30,000.00 in base funding plus an additional $30,000.00 per year".

CU Vision 2010 Diversity. Task Force goals:

  • CU needs to develop aggressive recruitment and retention strategies for a diverse faculty, student, and staff community
  • Establish CU as a national model for institutionalizing diversity at all levels