Long-Term Goal 3: Committed Faculty and Staff. Recruit and support a diverse faculty and staff known for providing the highest quality educational opportunity, scholarship, and service.
1. Data Sources for Measuring Achievement of Long-Term Goal 3
SIUE has three major sources of data regarding the commitment of faculty and staff, with a potential fourth source being developed. The first source is the UCLA survey of faculty that is conducted on a three-year cycle with data available starting in 1989. The second source is student perceptions from the NSSE study. The third source is from alumni perceptions through the baccalaureate follow-up surveys. The fourth source is the Faculty Survey of Student Engagement (FSSE), administered for the first time in Spring 2004. Various data from the first three sources are displayed in Appendix 3.
Goal 3 also speaks to supporting the faculty and staff and the diversity of the SIUE faculty and staff. The following data on these matters are also in Appendix 3: number of sabbaticals by year; faculty perceptions of satisfaction with salary, fringe benefits, and opportunities for scholarly pursuits; and, minority employees by job category.
2. Status in Achieving Long-Term Goal 3
The FY04 UCLA survey reports very positive perceptions on questions that relate to commitment. For example, 84% of faculty members at SIUE say that faculty members are committed to the welfare of SIUE and 86% agree that faculty are committed to undergraduate education as SIUE's primary mission. In addition, SIUE faculty are more satisfied with salary and fringe benefits and opportunities for scholarly pursuit than their colleagues at other four-year institutions. African-Americans comprise 5.9% of total tenured/tenure-track faculty which is a 1.2% decrease from one year ago.
As measured by the questions on the NSSE survey, faculty members at SIUE are perceived to be slightly more committed as those at other urban institutions. For example, in FY06, 76% of seniors and 71% of freshmen at SIUE said that faculty members are available, helpful, and sympathetic compared to 76% and 68% respectively at urban consortium institutions. The freshman percentage of "working with faculty on activities other than coursework" often or very often increased (from 6% to 8%), the percentage of seniors decreased (from 20% to 16%) and is at the urban consortium average.
On the average, 83% of SIUE 2005 alumni participating in the baccalaureate follow-up surveys one year after graduation, found SIUE faculty to be accessible outside of class and prompt in providing feedback. There are no one-year-out survey data reflected in statewide data for other Illinois metropolitan public universities as the data are collected every three years and there are significant time delays in accessing and compiling the data. The last data available, from 2000, show 73% for the "accessible" measure and 78% for the "feedback" measure for our metropolitan peers.
Freshman students at SIUE generally rate staff commitment higher than freshmen at other urban coalition institutions participating in the NSSE study. For example, in FY06, 71% of freshmen at SIUE rated academic advisement as good or excellent compared with 68% at other urban coalition institutions; and 50% of freshmen at SIUE said administrative personnel and offices are helpful, considerate, and flexible compared to 47% in the peer group. Both the SIUE and urban consortium percentages represent a decrease over the previous year, with the urban consortium percentage showing a more significant decrease (20% vs 12%).
The perceptions of seniors are comparable to or better than those in peer institutions. Seniors are about similarly satisfied with advisement and scheduling compared to their peers in other institutions (59% vs 61%), but more likely to say that administrative personnel and offices are helpful, considerate, and flexible (54% vs 47%).
3. Highlights from FY07 in Pursuit of Long-Term Goal 3
Highlights from FY07 in pursuit of long-term goal 3 include:
a. Implemented a 3% salary increase for faculty and unrepresented staff.
b. In Spring 2007, a task force examined the effectiveness of New Faculty Orientation and made recommendations to reduce length of the program while still retaining its valuable components. These recommendations will be implemented in the August 2007 orientation.
c. The Distinguished Research Professor Award was implemented.
d. Student Affairs' programs, Staff Enhancement Initiatives and Faculty Associate Program, were developed and implemented to recognize the importance and value of staff and faculty and their contributions in achieving the institution's mission, vision and values.
4. Short-Term Goals and Plans
Fiscal Year 2008
During FY08, SIUE will focus on the following short-term goals and plans relative to Long-Term Goal 3.
a. Continue plan to retain critical faculty and staff through salary equity.
Responsibility: Chancellor, Vice Chancellors, Director, Human Resources
Source of Funds: General Revenue and Income Fund
Rationale: An appropriately paid faculty and staff is critical to attract and retain excellent employees.
b. Implement a 3.0% salary increase for faculty and unrepresented staff. (Represented staff is addressed through collective bargaining.)
Responsibility: Chancellor, Vice Chancellors, Director of Human Resources
Source of Funds: Income Fund
Rationale: Appropriately paid faculty and staff are critical for attracting and retaining excellent employees.
c. Develop and conduct University-wide compliance training programs for university staff to ensure that requirements for equal opportunity employers are being met.
Responsibility: Director of Institutional Compliance
Source of Funds: Existing staff time and budget
Rationale: Enhancing current compliance procedures will ensure the University meets its legal and moral obligations as an affirmative action and equal opportunity employer.
d. Initiate and fill the new Assistant Provost for Faculty Development and Diversity position and formulate a new faculty diversity plan.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Assistant Provost for Faculty Development and Diversity
Source of Funds: Existing staff time and budget
Rationale: Effective faculty recruitment, retention, and development are imperative in providing students with excellent educational experiences.
e. Revise and improve the New Faculty Orientation Program to achieve its goals in a more cost effective way.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Assistant Provost for Faculty Development and Diversity, New Faculty Orientation Working Group
Source of Funds: Existing staff time and budget
Rationale: A focused orientation is important for introducing faculty to the unique aspects of SIUE's culture, including a strong emphasis on inclusiveness, acceptance, and collegiality, in order to prepare them for successful careers.
f. Finalize a consensus definition of the Teacher-Scholar Model at SIUE and formulate a strategy for its application to faculty development, promotion and tenure processes.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Associate Provost for Academic Planning and Program Development Associate Provost for Research and Dean of the Graduate School
Source of Funds: Existing staff time
Rationale: Clear expectations about teaching and scholarship will enhance the success of the University's faculty.
g. Develop a Student Affairs Emeriti College.
Responsibility: Vice Chancellor for Student Affairs
Source of Funds: Existing
Rationale: Plan events that will engage Student Affairs and other retirees in programs and activities.
Fiscal Year 2009
During FY09, SIUE will focus on the following short-term goals and plans relative to Long-Term Goal 3.
a. Resume plan to retain critical faculty and staff through salary equity. Propose a 3+1+1% plan to IBHE.
Responsibility: Chancellor, Vice Chancellors, Director of HR
Source of Funds: RAMP 09: $1,876,000
New General Revenue: $938,000
Internal reallocation: $938,000
Rationale: This plan was abandoned by the State in the difficult fiscal period of FY03, FY04, FY05, FY06, FY07, and FY08. An appropriately paid faculty and staff is critical to attract and retain excellent employees.
b. Initiate Faculty/Staff phase of capital campaign.
Responsibility: Vice Chancellor for University Relations
Source of Funds: Existing staff time, campaign budget
Rationale: Enhance loyalty and commitment to SIUE.