University Diversity Faculty Recruitment and Retention Incentive Plan

University Diversity Faculty Recruitment and Retention Incentive Plan
                                  Revised as of March 14, 2003

Eastern Kentucky University is committed to excellence in teaching, scholarship and service. The University’s commitment to excellence in these areas is also reflected in its commitment to recruiting and retaining an inclusive and diverse population of outstanding faculty, including specifically members of ethnic minority groups and individuals who have been disadvantaged historically from opportunities in higher education in Kentucky by virtue of its past policy of de jure segregation in its public university system. Additionally, the University is committed to having a faculty with the ability to promote tolerance and understanding in an educational environment that values diversity and desires to meet the challenges, opportunities, and obligations of preparing students for a global society. The University’s ability to promote such an understanding is greatly enhanced by faulty who themselves are representative of the diverse population of our nation. In keeping with this commitment, Eastern Kentucky University has developed this University Diversity Recruitment and Retention Incentive Plan (“Plan”).

The goal of the Plan is to enhance equal opportunity through expanded recruitment and retention to attain a diverse faculty population and to assist the University in achieving the African- American employment goal for institutions of higher education in the Commonwealth of Kentucky under The Kentucky Plan for Equal Opportunities in the Postsecondary Education (“Kentucky Plan”), Senate Bill 398 and its implementing regulations. The Kentucky Plan was designed in response to the Office of Civil Rights’ notice to the Commonwealth of Kentucky that it was one of ten states operating a racially segregated system of higher education in violation of Title VI of the Civil Rights Act of 1964. The purpose of the Kentucky Plan is to provide remedial activities through increased recruitment and retention programs for African-American students and desegregating faculties, staffs and governing boards to eliminate the vestiges of the formerly segregated system of higher education and to bring Kentucky’s institutions of higher education into compliance with Title VI. Senate Bill 398 and its implementing regulations established the criteria used to determine an institution’s compliance with equal opportunity objectives established under the Kentucky Plan augments the Kentucky Plan.

The purposes and functions of this Plan are to (i) induce academic departments to engage more fully in recruiting outreach efforts that achieve a broadened pool of faculty candidates with ethnically diverse representation for tenure track faculty positions, (ii) assist the University in achieving the African-American faculty employment and retention goals of the Kentucky Plan, (iii) provide additional resources to departments to support new faculty hires that will assist in attaining a diverse faculty population and achieving the African-American faculty employment and retention goals of the Kentucky Plan, (iv) support departmental activities and programs that are supportive of the successful professional development and retention of new faculty hires under this Plan, and (v) provide additional support for department operating budgets, including the support of teaching, scholarship and service.
Contingent upon available funds, this Plan will provide for a pool of available incentive funds, with the amount of the incentive funds pool to be determined each fiscal year in accordance with the University’s budget process.

Full-time Tenured Track Faculty Hires: Any academic department [that establishes it is underrepresented in the employment of minority faculty] is eligible to apply for incentive funds at the beginning of each fiscal year in which the department has hired a minatory faculty [or faculty who will enhance multi-cultural curricula]. All awards, initial year and continuing, shall be contingent upon the availability of funds. The maximum amount of any award will be $15,000 for the first year in which the award is granted. Additional funding for the next three years is contingent upon budget factors and the retention of the new faculty, positive indications of the effectiveness of the departmental activities (such as supportive programs, mentoring, resources, and other similar activities) toward the professional development of the new faculty and will be up to the following amounts subject to availability: $7,500/$5,000/$2,500. Each fiscal year in which an award is granted, the department shall use fifty percent (50%) of any incentive awards toward the retention and effective professional development of the new faculty. The remaining fifty percent (50%) would be used at the discretion of the department during the fiscal year in which an award is granted.

Full-time Visiting Faculty Hires: A corollary plan would be implemented simultaneously for hiring new visiting faculty at a decreased level of funding. This segment of the Plan would be funded at a maximum level of $2,000 for three consecutive fiscal years, subject to available funding, and would represent a maximum three-year commitment. The recruitment, selection, hiring and renewal of all visiting faculty under the Plan would be in accordance with all University guidelines, policies and practices in effect for the recruitment, selection, hiring, and renewal of visiting faculty at the time of such recruitment, selection, hiring and renewal decision under the Plan. In the event any such visiting position under the Plan should be converted to a tenure track position all University policies shall apply in connection with filling the vacant tenure track position.

The purpose of all such incentive funds is to provide financial assistance to increase the diversity of faculty candidate pools and retention and successful professional development of new faculty recruited under this Plan. The incentive funds are not intended to, and shall not be used for the purpose of, influencing the hiring decision. All hiring decisions are to be make in accordance with the University’s equal opportunity/affirmative action policy and guidelines on the faculty recruiting, as the same exists at the time of the recruitment process, selection, and hiring decision.