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Table of Contents

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Strategic Plan 2000

Objective Six


Attract, develop, and retain the best and brightest faculty and staff.

 

Actions

    • • Identify and develop strategic research and teaching areas for current and future chemical engineering needs by

    • —continuing to invite seminar speakers from diverse expertise
      —establishing visiting faculty positions and encouraging engineers and scientists to offer courses or become more involved in research efforts
      —recruiting new and replacement faculty members in areas of strategic importance

    • • Provide appropriate resources and rewards to enhance research and teaching by

    • —developing resources through capital campaign and other activities
      —establishing professorships or other named positions that can be used to reward and stimulate activities of faculty members at all ranks
      —improving the infrastructure required for teaching, research, and service at all levels, including support staff, classrooms, and laboratories
      —encouraging faculty development through leaves of absence and other sabbatical-like programs
      —encouraging the Institute to adopt and fund a formal sabbatical program
      —nominating outstanding faculty members for national and college awards.

    • • Recruit the highest quality graduate students by

    • —offering competitive stipends and fellowships
      —providing an appropriate benefits package to graduate assistants
      —filling visiting faculty positions from strategically chosen institutions
      —encouraging faculty members to accept visiting positions at strategically chosen institutions

    • • Establish faculty development programs, especially for assistant and associate professors, and enhance mentoring activities at all levels

    • • Utilize the diversity of teaching, research, and service interests of faculty members by

    • —promoting involvement of all faculty members in School activities and operations
      —recognizing and rewarding excellence in teaching, research, and service

    • • Identify and recruit the best faculty candidates by

    • —continually discussing and following outstanding Ph.D. candidates from top research groups
      —seeking and recruiting outstanding mid-career and chair candidates
      —developing funding for attractive start-up packages for outstanding faculty candidates

    • • Enhance staff capabilities and training by

    • —developing, training and/or recruiting staff specialists
      —offering competitive salaries and benefits
      —providing incentives and recognizing excellence in performance through awards and salary adjustments
      —clarifying reporting structures and responsibilities
      —developing new individualized evaluation procedures and forms

    • • Stimulate participation in recruiting processes by all faculty members

Goals

    • • Funding for 4 new chairs through efforts initiated in the Capital Campaign

    • • Funding for 2 new named professorships through efforts initiated in the Capital Campaign

    • • Funding for 4 new named professorships for different academic ranks and fixed duration through efforts initiated in the Capital Campaign

    • • A reasonable number of faculty members per year participating in a sabbatical-like program

    • • Graduate research assistants and teaching assistants will receive an appropriate benefits package

    • • Establishment of a sabbatical-like program

    • • Reduction in staff turnover

    • • Each staff member will participate annually in a skills-development activity